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Article
Publication date: 7 March 2023

Raphael Papa Kweku Andoh, Elizabeth Cornelia Annan-Prah, Georgina Nyantakyiwaa Boampong, Josephine Jehu-Appiah, Araba Mbrowa Korsah and Emmanuel Afreh Owusu

Research has established that 38%, 56% and 66% of training is not transferred to work immediately, six months and 12 months after training, respectively. This has led scholars to…

Abstract

Purpose

Research has established that 38%, 56% and 66% of training is not transferred to work immediately, six months and 12 months after training, respectively. This has led scholars to advocate the continuous examination of factors that enhance training transfer to have a comprehensive understanding of the factors that enhance it. As a result, this study aims to examine transfer opportunity as a pretraining factor and its influence on assimilated training content (in-training factor); the influence of assimilated training content on motivation to transfer (post-training factor) and training transfer; the influence of motivation to transfer on training transfer; and the mediating role of motivation to transfer in the relationship between assimilated training content and training transfer.

Design/methodology/approach

A structural equation model is developed to test the five hypotheses formulated in this study using survey data obtained from 195 respondents who attended various training programs across different organizations. Following the assessment of the measurement model, the determination of the significance of the hypothesized paths is assessed based on the bias-corrected and accelerated confidence intervals obtained from the bootstrapping of 10,000 subsamples.

Findings

The findings of this study are that: transfer opportunity positively influences assimilated training content; assimilated training content positively influences motivation to transfer and training transfer; motivation to transfer positively influences training transfer; and motivation to transfer plays a complementary mediation role between assimilated training content and training transfer.

Practical implications

The nature of the work environment regarding the opportunity to transfer training influences trainees’ assimilation of the training content when they undergo training. Hence, organizations need to ensure that employees are always afforded the opportunity to transfer training content assimilated from previously attended training programs to assimilate the content of subsequent training programs. Furthermore, for training to culminate in training transfer, organizations and, more specifically, learning and development practitioners ought to pay attention to trainees’ assimilation of the content of training programs.

Originality/value

To the best of the authors’ knowledge, this is the first study to empirically consider transfer opportunity as a direct antecedent of assimilated training content. More so, it is one of few studies to empirically examine the influence of assimilated training content on training transfer.

Details

European Journal of Training and Development, vol. 48 no. 3/4
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 26 April 2024

Rebecca Dei Mensah, Stephen Tetteh, Jacinta Martina Annan, Raphael Papa Kweku Andoh and Elijah Osafo Amoako

The purpose of this study was to investigate the roles of employee experience and top management commitment in the relationship between human resource (HR) records management…

Abstract

Purpose

The purpose of this study was to investigate the roles of employee experience and top management commitment in the relationship between human resource (HR) records management culture and HR records privacy control in organisations in Ghana.

Design/methodology/approach

Structural equation modelling was used in analysing the data. Following the specification of the model, three main types of analyses were carried out. They were reflective measurement model analyses to test reliability and validity; formative measurement model analyses to test redundancy, collinearity, significance and relevance of the lower-order constructs; and structural model analyses to ascertain the explanatory and predictive powers of the model, significance of the hypotheses and their effect sizes.

Findings

The study confirmed that communication, privacy awareness and training and risk assessment are dimensions of HR records management culture. Concerning the hypotheses, it was established that HR records management culture is related to HR records privacy control. Also, the study showed that employee experience positively moderated the relationship HR records management culture has with HR records privacy control. However, top management commitment negatively moderated the relationship HR records management culture has with HR records privacy control.

Practical implications

Organisations committed to the privacy control of HR records need to ensure the retention of their employees, as the longer they stay with the organisation, the more they embody the HR records management culture which improves the privacy control of HR records. For top management commitment, it should be restricted to providing strategic direction for HR records privacy control, as the day-to-day influence of top management commitment on the HR records management culture does not improve the privacy control of HR records.

Originality/value

This study demonstrates that communication, privacy awareness and training and risk assessment are dimensions of HR record management culture. Also, the extent of employee experience and top management commitment required in the relationship between HR records management culture and HR records privacy control is revealed.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

Article
Publication date: 7 March 2023

Raphael Papa Kweku Andoh, Rebecca Dei Mensah, Stephen Tetteh, Georgina Nyantakyiwaa Boampong, Kofi Adom-Nyankey and Bernice Asare

Human resource records are the cornerstone of human resource management. Organizations rely a great deal on their employees to furnish them with human resource records, which is…

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Abstract

Purpose

Human resource records are the cornerstone of human resource management. Organizations rely a great deal on their employees to furnish them with human resource records, which is crucial to the effective management of the employees and the success of the organization. It is evident, however, that personal information-related issues in organizations are of significant concern and that examining employees’ perceptions and attitudes regarding personal information management is extremely valuable. Yet, this is largely absent in the literature. This study, therefore, aims to investigate the influence of perceptions of employees concerning the uses and security of human resource records on their attitude toward human resource records in Ghana.

Design/methodology/approach

A descriptive survey design was used in this study. An online questionnaire was used to gather responses from employees for analyses. A structural equation model was developed and assessed because of the advantages that come with its use and the characteristics of this study. The assessment of the structural equation model was done to determine the significance of the hypothesized paths. In addition, effect size, coefficient of determination and predictive relevance of the structural model were assessed. Before that, the validity and reliability of the measurement model were examined through the assessment of the indicator loadings, average variance extracted, Cronbach’s alpha and composite reliability. An importance-performance map analysis (IPMA) was also conducted.

Findings

The hypotheses formulated in this study could not be rejected because the hypotheses tested were statistically significant. Thus, this study revealed that employees’ perception of the uses of human resource records influenced their attitude toward human resource records. Also, employees’ perception of the security of human resource records influenced their attitude toward human resource records. The IPMA revealed that the perception of uses of human resource records was more important, yet its performance was below the perception of security as significant.

Practical implications

Human resource records management professionals, particularly in Ghana, ought to ensure that the human resource records in their organizations are used for the purpose for which they are collected and also, secured. In addition, they should assure employees that their personal information is used as expected and secured. This could be realized with the use of international records management standards especially those in the ISO 30300 series. More so, human resource managers as part of their counseling duties also need to counsel employees so that they form positive perceptions about the uses and security of the personal information they give to their organization in the course of their employment.

Originality/value

To the best of the authors’ knowledge, this study brings to light the attitude of employees toward human resource records based on their perceptions of uses and security in the Ghanaian context which is absent in the literature as previous studies have focused mainly on personal information management behavior only at the individual level.

Article
Publication date: 28 June 2022

Raphael Papa Kweku Andoh, Elizabeth Cornelia Annan-Prah, Emmanuel Afreh Owusu and Paul Mensah Agyei

Training evaluation is an important part of training programs and evaluating the reactions of trainees is of immense value, but there are few studies on this level of evaluation…

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Abstract

Purpose

Training evaluation is an important part of training programs and evaluating the reactions of trainees is of immense value, but there are few studies on this level of evaluation, as it is a neglected area of research. More so, when trainee reactions to training are poor, human resource managers together with learning and development professionals are able to improve on training programs. Nonetheless, no study has focussed on the aversions of trainees to training, and so this study aims to investigate the aversions of trainees regarding employee training.

Design/methodology/approach

This study uses the exploratory research design and obtains data from trainees in an online survey using an open-ended question. Thematic text analyses of the statements of 118 respondents are performed using a two-level coding process.

Findings

A total of 15 first-level codes are identified from the texts and categorized into five second-level codes. Further analyses culminate in the identification of two broad themes; trainers’ presentation aversions and organization of training aversions.

Practical implications

Attention must be given to the aversions of trainees in the training evaluation literature. This is because of the considerable amount of information that can be generated and based on that, identify the weaknesses inherent in employee training programs and ultimately improve this critical human resource function within organizations. In attending to the trainee aversions, the least and most reported should be resolved holistically for training objectives to be achieved.

Originality/value

Trainee reaction studies are scarce in the training literature. In addition, most of the existing trainee reaction studies focus on satisfaction while using closed-ended questionnaires. To the best of the authors’ knowledge, this is the first study that focuses on the aversions of trainees and which uses an open-ended question.

Details

European Journal of Training and Development, vol. 47 no. 7/8
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 30 August 2024

Rebecca Dei Mensah, Raphael Papa Kweku Andoh, Dorothy Amfo-Antiri, Emmanuel Essandoh and Stephen Tetteh

This study aims to examine the mediating role of trainer preparation in the effect employee trainer self-efficacy has on trainer performance.

Abstract

Purpose

This study aims to examine the mediating role of trainer preparation in the effect employee trainer self-efficacy has on trainer performance.

Design/methodology/approach

Using a census, data was collected from internal employee trainers in two universities in Ghana. In testing the hypotheses, a structural equation modelling based on 10,000 bootstrap samples was used, and the BCa confidence intervals were used to establish the significance of the hypotheses.

Findings

This study revealed trainer preparation as a complementary partial mediator in the effect trainee engagement self-efficacy and instruction self-efficacy had on trainer performance. In addition, the importance–performance map analyses demonstrated that the factor with the most importance in the model was instruction self-efficacy, yet it was not the highest-performing factor.

Originality/value

This study highlights the mediating role played by preparation in the effect of trainer self-efficacy on trainer performance. In addition, it adds to the dearth of studies that focus on employee trainers while at the same time using data from the trainers themselves.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 29 July 2024

Raphael Papa Kweku Andoh, Nester Kumiwaa Owusu, Cecilia Hayford, Linda Obeng Ansong and Abraham Ansong

The purpose of this study was to investigate the implications of green knowledge sharing (GKS), organizational green culture (OGC) and green training and development (GTD) for…

Abstract

Purpose

The purpose of this study was to investigate the implications of green knowledge sharing (GKS), organizational green culture (OGC) and green training and development (GTD) for organizational environmental citizenship behavior (OECB) in the hotel sector in Ghana.

Design/methodology/approach

Using self-administered survey procedures, 415 operational-level employees in hotel facilities provided the data and was analyzed through partial least square structural equation modeling. Bootstrapping was conducted using 10,000 subsamples and Importance-Performance Map Analysis (IPMA) performed.

Findings

It was established that GKS influences both OECB and OGC. OGC also influenced OECB and played a mediating role in the influence of GKS on OECB. Similarly, GTD played a positive moderating role in the link GKS has on OECB. Finally, it was revealed via IPMA that OECB’s most important antecedent is GKS.

Practical implications

Due to the roles of GKS and GTD in promoting OGC and OECB, organizations should motivate their employees to share green knowledge and also invest more in GTD. Gamification and sponsoring employees to attend GTD programs are examples of actions to be taken in this regard.

Originality/value

This study explores antecedents of OECB which is overlooked in the literature in general and specifically, hospitality industry-focused green studies. Using IPMA, it also determines the most important antecedent of OECB which most studies focused on the hospitality industry do not go further to do.

Details

Journal of Hospitality and Tourism Insights, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9792

Keywords

Article
Publication date: 13 April 2023

Elizabeth Cornelia Annan-Prah and Raphael Papa Kweku Andoh

This study aims to examine the mediating role of resource capacity on the effect of administrative capacity on local level development.

Abstract

Purpose

This study aims to examine the mediating role of resource capacity on the effect of administrative capacity on local level development.

Design/methodology/approach

Data is obtained from three Metropolitan, Municipal and District Assemblies (MMDAs) in the Central Region of Ghana using a survey. A structural equation modelling that includes a formatively measured construct (administrative capacity) is used in the analyses.

Findings

Leadership, human resource management, financial resource management, technical and adaptive capacities are supported as formative constructs of administrative capacity. More so, it is established that administrative capacity has an effect on resource capacity. Also, administrative capacity and resource capacity each has an effect on local level development. The mediation analysis shows that resource capacity mediates the effect administrative capacity has on local level development.

Practical implications

Administrative capacity is a necessity for local governments as enhancing it together with the resource capacity of MMDAs are vital if local level development is to be achieved. In this regard, administrative and resource capacities of local governments must be pursued by both the central government and decentralised governments for the latter to achieve its primary mandate.

Originality/value

To the best of our knowledge, this is the first study to empirically ascertain leadership, human resource management, financial resource management, technical and adaptive capacities as the dimensions of administrative capacity using a structural equation model. Given that there is a lack of consensus on the dimensions of administrative capacity, this study contributes significantly to the discourse. The study also highlights the need to pursue and enhance administrative and resource capacities for local level development.

Details

International Journal of Public Sector Management, vol. 36 no. 3
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 26 July 2021

Raphael Papa Kweku Andoh, Daniel Yeboah Mensah and Emmanuel Afreh Owusu

Training cannot be effective if trainers are not pedagogically competent. However, the influence of trainers’ pedagogical competencies on employees’ knowledge and skill…

Abstract

Purpose

Training cannot be effective if trainers are not pedagogically competent. However, the influence of trainers’ pedagogical competencies on employees’ knowledge and skill acquisition during training is not given the needed attention in the training literature. This study aims to examine the influence of trainers’ pedagogical competencies such as delivery, trainees’ involvement, use of visual aids and body language on trainees’ assimilation of training content.

Design/methodology/approach

The data are analyzed from 425 respondents in an online survey. This study uses structural equation modeling in testing the hypotheses following validity and reliability tests.

Findings

This study finds that trainers’ pedagogical competencies such as trainee involvement and body language have a significant influence on trainees’ assimilation of training content, but others such as the trainers’ delivery and use of visual aids do not have a significant influence on assimilation of training content.

Practical implications

Professionals responsible for training should endeavor to use trainers who have been proven to be pedagogically competent, especially involving trainees during training and use of body language and not just experts in the topics/areas they provide training. Trainers themselves should on their part do well to acquire pedagogical skills in addition to the content knowledge they possess to enhance their training effectiveness particularly, trainees’ assimilation of training content.

Originality/value

As a phenomenon rarely given attention, this study urges learning and development researchers and practitioners as well as human resource management professionals to give attention to the pedagogical competencies of trainers during training and trainees’ learning.

Details

Journal of Workplace Learning, vol. 34 no. 2
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 25 October 2021

Kofi Adom-Nyankey and Raphael Papa Kweku Andoh

Human resource records are very important in the successful management of organisations. Despite their importance, they are ignored in records management studies. This study aims…

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Abstract

Purpose

Human resource records are very important in the successful management of organisations. Despite their importance, they are ignored in records management studies. This study aims to bring to the limelight human resource records management issues that are overlooked despite the numerous studies on records management by examining the effectiveness of human resource records management strategies at a university in Ghana.

Design/methodology/approach

A descriptive survey was used in this study. A combination of census and simple random sampling was used to administer questionnaires to administrators who handle master or working personal files regularly. Data of 228 respondents was processed using SPSS and analysed in frequencies, percentages, mean and standard deviation.

Findings

This study revealed that while most vital documents were found on staff personal files, some documents like medical reports, passport pictures and birth certificates were somewhat unavailable. It was also found that the University had no human resource records policy in its corporate strategic thrust, which is a barrier to effective human resource records management, but the records creation strategies were effective. However, regarding the maintenance, and retention and disposition of human resource records, the strategies were ineffective. Overall, the findings fell short of the ISO 15489 framework for managing records.

Originality/value

This study seeks to bring to the fore human resource records management issues that seem to be overlooked despite the numerous studies on records management.

Details

Global Knowledge, Memory and Communication, vol. 71 no. 8/9
Type: Research Article
ISSN: 2514-9342

Keywords

Article
Publication date: 31 October 2022

Raphael Papa Kweku Andoh, Emmanuel Afreh Owusu, Elizabeth Cornelia Annan-Prah and Georgina Nyantakyiwaa Boampong

This study aims to examine the web of relationships among training value, employee internal states (psychological empowerment, employee engagement and motivation to transfer) and…

Abstract

Purpose

This study aims to examine the web of relationships among training value, employee internal states (psychological empowerment, employee engagement and motivation to transfer) and training transfer.

Design/methodology/approach

Data is obtained from different categories of employees a few months after attending different training programs organized by their organization. Structural equation modeling is used to analyze the data. Bias-corrected and accelerated (BCa) confidence intervals are used to determine the significance of the hypothesized paths.

Findings

This study finds that training value relates to motivation to transfer, psychological empowerment and employee engagement. Motivation to transfer also relates to training transfer and employee engagement. Again, psychological empowerment relates to motivation to transfer, employee engagement and training transfer. Concerning the mediated relationship, psychological empowerment and motivation to transfer fully mediate the relationship between training value and training transfer.

Practical implications

Internal states must be the focus of human resource department (HRD) scholars in their quest to discover training transfer improvement mechanisms. HRD practitioners and organizations generally should also prioritize the enhancement of the internal states of employees to aid training transfer.

Originality/value

In this study, training transfer facilitating factors particularly employee internal states are explored by examining the web of relationships comprising training value, motivation to transfer, psychological empowerment, employee engagement and training transfer in a pentagonal model using a homogeneous sample with a common understanding of training transfer due to the similarities in their training as well as job conditions.

Details

The Learning Organization, vol. 29 no. 6
Type: Research Article
ISSN: 0969-6474

Keywords

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