http://hdl.handle.net/123456789/3303 DHRM 2026-04-07T12:00:42Z http://hdl.handle.net/123456789/12211 Organisational Climate and Employee Performance within the Hospitality Industry: Evidence from Cape Coast Metropolis Hanson, Paulina The study examined the effects of organisational climate on the performance of employees at hotels in Cape Coast, Ghana. It specifically investigated the individual effects of employee flexibility, employee training, employee welfare and employee innovation on employee performance. The study employed a quantitative approach and explanatory design, and it is informed by the job demand-resource theory. A dataset of 139 was obtained via structured questionnaires from 153 employees of one-star-rated hotels in Cape Coast. Data processing was done with the IBM Statistical Package Social Science and the SmartPLS software and analysed with the PLS-SEM technique. The study found that the organisational climate dimensions significantly and positively affected the performance of the employees of the hotels in the Cape Coast Metropolis. It was also found that employee training has the highest significant effect on employee performance. The study concluded that organisational climate plays a critical role in strengthening the performance of employees in the hotels. It was recommended that the management of the hotels should pay critical attention to the dimensions of organisational climate used in this study to ensure that their employees' welfare, innovation, flexibility and training levels are improved to enhance employee performance. xiii, 94p:, ill. 2024-11-01T00:00:00Z http://hdl.handle.net/123456789/12203 Employee Performance Appraisal and Employee Satisfaction: The Mediating Role of Trust in Supervisor Among Staff of the University of Cape Coast Derben, Sophia Promise The purpose of the study was to investigate the relationship between supervisor trust and employee happiness and appraisals among University of Cape Coast employees. The study was conducted using the explanatory research design, which was supported by the quantitative inquiry. Chief administrative assistants, administrative assistants at the University of Cape Coast, principal administrative assistants, and senior administrative assistants were among the target group. Using a standardized questionnaire, 249 senior administrative staff members of the University of Cape Coast were sampled and surveyed for the study. For the study's primary data, 249 responses were obtained using structured questionnaires. To achieve its goals, the study also used inferential statistics including mediation analysis and linear regression. According to the study's findings, employee appraisals are normally at a moderate level of effectiveness. Additionally, among administrative personnel at the University of Cape Coast, the study's findings showed a statistically significant positive moderate linear association between employee happiness and employee assessment. The study also showed that supervisor trust has a statistically significant predictive ability to influence employee satisfaction in a favorable but modest way. Additionally, among administrative personnel at the University of Cape Coast, the study found that supervisor trust enhances the impact of employee appraisals on employee happiness. The University was advised to enhance and improve its evaluation procedures and standards as a result. This might entail more regular feedback meetings, more transparent performance evaluations, and alignment with both personal and corporate objectives. xiii, 133p:, ill. 2025-04-01T00:00:00Z http://hdl.handle.net/123456789/12191 Leadership Style, Job Satisfaction and Performance of Nurses in Selected Hospitals in Cape Coast Ashitey, Hellen This study investigates the efficacy of transactional and transformational leadership styles in the health sector of Cape Coast, Ghana, and their impacts on nurse job satisfaction and job performance. This research employs a positivist and quantitative approach to generalize findings from a sample of 140 nurses selected via simple random sampling from three hospitals. Data were collected through a self-administered questionnaire and analyzed using SPSS version 24 for descriptive statistics and SmartPLS version 4 for structural equation modeling. The results reveal that both transactional and transformational positively influence nurse performance, with transactional having a more substantial effect. Conversely, transformational significantly enhances job satisfaction, whereas transformational negatively affects it. Moreover, job satisfaction mediates the relationship between transformational and nurse performance. These findings suggest that while transactional is crucial for boosting nurse performance through structured tasks and rewards, transformational is essential for fostering job satisfaction and long-term performance improvements by creating an innovative and supportive work environment. Consequently, hospital administrators are recommended to enhance nurse managers' transformational leadership skills through ongoing training and education to improve nurse motivation, job satisfaction, and patient care. The study contributes to the existing literature by elucidating the nuanced impacts of transactional and transformational on nurse outcomes, offering insights for policymakers aiming to enhance staff retention and performance in the healthcare sector. xii, 94p:, ill. 2024-08-01T00:00:00Z http://hdl.handle.net/123456789/12190 Motivation and Turnover Intention Among Nurses in Saltpond Municipal Hospital Arthur, Patricia Ennin The present study examined the impact of motivation and turnover intention on nurses employed at the Saltpond Municipal Hospital in the Central Region of Ghana. The present study investigated the relationship between motivation and turnover intention among nurses, employing the theoretical framework of equity theory. The study employed a quantitative strategy and followed an explanatory research design. To fulfil the objectives of the study, three hypotheses were formulated and subsequently examined. The collection of primary data was accomplished by administering structured questionnaires to the entire population of 150 nurses at the Saltpond Municipal Hospital. This was done using the simple random sample technique. The data was subsequently subjected to analysis utilizing IBM Statistical Package for Social Sciences (SPSS) version 26. The study revealed that, on the whole, there exists a high level of motivation among employees at the Saltpond Municipal Hospital. While management does offer employees motivation, it predominantly relies on extrinsic motivation as the primary form of motivation. The research findings also revealed that there was a negative correlation between both intrinsic and extrinsic motivation and turnover intentions among the nursing staff at the Saltpond Municipal Hospital. The study recommends that the management of Saltpond Municipal Hospital implement continuous professional development programs and career advancement opportunities to foster a sense of achievement and personal growth hereby reducing turnover intentions and fostering a more committed and satisfied workforce. xiii, 108p:, ill. 2024-11-01T00:00:00Z