Training and development methods and organizational performance: A case of the local government organization in Central Region, Ghana

Purpose: Is to investigate the relationship between training and development (T&D) methods and organizational performance in the local government sector, as well as contribute to knowledge. Research Methodology: The study employed a quantitative approach and correlation design, a census sampling method to sample 215 employees, a structured questionnaire to collect data, multiple linear regression to test hypotheses, and the Statistical Package for Social Science (SPSS) version 20 to input, transform and analyze the data. Result: The result shows that training and development (T & D) methods (job orientation, job rotation, workshop & conference, and classroom lectures) had a significant relationship with organizational performance. The findings also revealed that training and development (T & D) methods (job orientation, workshop & conference, and classroom lectures) have a significant relationship with the quality of service delivery. However, job rotation has no relationship with quality service delivery. Limitation: The study's main weakness is that it only looked at four different training and development methods and their impact on organizational performance and service quality. Another flaw in the study is that it only looked at one metropolitan assembly. Contribution: In this regard, metropolitan and municipal assembly executives and managers should consider employing training and development methods that provide stronger predictions to boost the organization’s performance and delivery of quality services to communities. They should train and develop employees within the organization as soon as political power changes hands to enhance organization performance because policy adherence is critical to the organization's performance.

Death Reflection and Employee Work Behavior in the COVID-19 New Normal Time: The Role of Duty Orientation and Work Orientation

Coronavirus disease 2019 (COVID-19) is a destructive affair for both workplace and community. However, with the strengthen of global anti-pandemic measures, COVID-19 becomes the norm and there is an increased trend for people to reflect on life or death. Moreover, regardless of its facilitating role in advancing organizational behavior (OB) study, very few studies empirically examine the effects of death reflection in the work domain. Drawing on the generativity theory, we identify how death reflection influences employees’ in-role and extra-role performance under the COVID-19 pandemic. A longitudinal study is performed by using multi-source data from 387 employees in China. Our results reveal that the COVID-19-triggered death reflection is associated with the stronger in-role performance and organizational citizenship behaviors. We find that duty orientation is the mechanism that can explain the effects of the COVID-19-triggered death reflection on employees’ work behaviors. Furthermore, employees who reflect on death with high (vs. low) career and calling orientations tend to have higher in-role and extra-role performance, while employees who reflect on death with low (vs. high) job orientation are likely to have lower in-role and extra-role performance.

Changes in livelihoods: coastal community responses to artisanal gold mining at Anggai village

This study aims to describe changes in the livelihoods of coastal communities in Anggai village as a response to artisanal gold mining. The study used a descriptive approach the selection of respondents by purposive sampling. The results showed a change in the livelihood pattern, marked by a change in job orientation shifting work orientation from being farmers/fishers as the primary/main livelihood to being miners. Internal factors driving the change were individual motivation, work duration, and offspring needs. Meanwhile, external factors included job opportunities offered/invited by relatives, simple technology that was easy to apply, and growing mobilization. Meanwhile, artisanal mining had impact in increasing community (family) income.

Assessment of Entrepreneurship Skills Development on Employment Generation Strategy in Tertiary Institutions in Lagos State

The main purpose of this study is to examine the effects of entrepreneurship skills development on employment generation strategy in tertiary institutions in Lagos State. Descriptive survey research method was used to elicit information from the respondents. The population of study was 5000 students from eight tertiary institutions in the state that registered for ready set work programme organized by Lagos State government. The samples for the study were 370 using Yamane (1967) formula while, purposive and simple random sampling technique was used to select participants for the study and questionnaire administration was engaged as instrument to elicit information from the participants. Regression and ANOVA inferential statistical tools were adopted. Three tested hypotheses were consonant with the objectives of the study. The study revealed that employability skill had significant impact on job orientation; vocational skill enhanced job creation and life skill positively affect self-employment. The study recommends the need for graduate of higher institutions to be adequately equipped with generic entrepreneurship skills in other to be employable, employer of labour, self-employed and to compete in the global business environment to improve employment and reduce poverty.

Centrality of Religiosity as a Predictor of Work Orientation Styles and Work Engagement: A Moderating Role of Gender

Previous research links religiosity/spirituality with a wide variety of organizational functions and practices, and, in particular, with management processes and leadership practices. Building on Huber’s concept of the centrality of religiosity, we propose that religiosity can also affect career choice and development—in particular, work orientation styles and work engagement. We also suggest that these relationships can be moderated by gender. The hypotheses were tested on a sample of 219 adult employees (Mage = 37.7, SDage = 9.2) in a cross-sectional study. Findings provide support the religiosity–career orientation style link and the moderating function of gender in the relationship of the centrality of religiosity with work orientation styles and work engagement. Specifically, the higher the centrality of religiosity, the stronger the calling orientation among women and the higher the job orientation among men. The higher the centrality of religiosity, the stronger the vigor, dedication and absorption among women and the lower the vigor, dedication and absorption among men. Our study supports the claim that being religious is related to the acceptance of traditional worldviews on gender roles at work. However, religiosity is a source of motivation to engage at work for women, whereas for men, high religiosity can reduce engagement in work.

Evaluating the Influences of Employees Training and Development on Organizational Performance of Deposit Money Banks

The aim of this study was to empirically examine the association between staff training& development and Organizational performance of deposit money banks in Rivers State. The study applied cross sectional survey design in structured questionnaire to collect data from 66 personnel of designated positions of any accessible branch of the 22 deposit money banks. Spearman’s Rank Correlation Coefficient tool was employed with the help of SPSS Version 21.0, in statistically analyzing data. Results revealed that staff training and development have positive and significant relationship with organizational performance. Consequently, the study concludes that staff training and development are strategic assets in equipping employees with the necessary tools to improve productivity. The research recommends that banks that want to improve productivity are encouraged to invest more on staff training and development; particularly mentoring and job orientation.

Evaluating the Influences of Employees Training and Development on Organizational Performance of Deposit Money Banks

The aim of this study was to empirically examine the association between staff training& development and Organizational performance of deposit money banks in Rivers State. The study applied cross sectional survey design in structured questionnaire to collect data from 66 personnel of designated positions of any accessible branch of the 22 deposit money banks. Spearman’s Rank Correlation Coefficient tool was employed with the help of SPSS Version 21.0, in statistically analyzing data. Results revealed that staff training and development have positive and significant relationship with organizational performance. Consequently, the study concludes that staff training and development are strategic assets in equipping employees with the necessary tools to improve productivity. The research recommends that banks that want to improve productivity are encouraged to invest more on staff training and development; particularly mentoring and job orientation.

Demographic, Individual, Job Diversities and Knowledge Sharing: A Study of Enterprising Family Businesses

Employees’ knowledge sharing intention in a firm is recognized as a key positive factor of business sustainability and longevity. Yet, the diverse nature of firms has made a difficulty to make general conclusions about employees’ knowledge sharing intentions, which is dependent on individual characteristics. Therefore, focusing on family businesses in Sri Lanka, this study investigates the influ-ence of employees’ demographics, individuality and job diversity on knowledge sharing intentions. 132 employees who serve in enterprising family businesses in Sri Lanka were randomly selected for the survey and each was given a questionnaire. The influence of employee demographics, individuality and job diversity regarding knowledge sharing was then analyzed using a multiple regression model. Out of eight factors, only employee’s age, level of education and job orientation have significantly in-fluenced the knowledge sharing intentions of employees in family businesses. These findings highlight the importance of the level of employee’s age, education and job orientation on individual knowledge sharing behavior in family businesses.