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Anlesinya, Alex. "Organizational barriers to employee training and learning: evidence from the automotive sector." Development and Learning in Organizations: An International Journal 32, no. 3 (2018): 8–10. http://dx.doi.org/10.1108/dlo-03-2017-0022.
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Purpose This study examines the factors that hinder employee training and learning in the automotive industry in Ghana, Africa. Design/methodology/approach The study adopts quantitative research methodology and cross-sectional survey design. Eighty-nine usable questionnaires from employees of an automotive organization in Ghana are used. Descriptive statistics and one-sample t-test are used for the analyses. Findings The results indicate that organizational culture, poor management commitment to training, inadequate promotion prospects, and lack of transparency and fairness in trainees’ selection are the most common barriers to employee training and learning. Practical implications Top management should provide opportunities to employees to apply new skills and knowledge they acquired. Fair and transparent procedures should be used to select training beneficiaries. Finally, organizations should develop cultural systems that encourage continuous learning motivation among their employees. Originality/value In this era of knowledge-driven economy, this research highlights factors that inhibit employees’ motivation to learn.
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Agyen-Gyasi, Kwaku, and Michael Sakyi Boateng. "Performance appraisal systems in academic and research libraries in Ghana: a survey." Library Review 64, no. 1/2 (2015): 58–81. http://dx.doi.org/10.1108/lr-02-2014-0019.
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Purpose – The purpose of this study is to discuss the impact of performance appraisal on the productivity levels of professional and para-professional librarians in selected academic and research libraries in Ghana, namely, Kwame Nkrumah University of Science and Technology Building and Road Research Institute, Crop Research Institute and the Forestry Research Institute of Ghana of the Council for Scientific and Industrial Research and the Kumasi Polytechnic. Design/methodology/approach – Both primary and secondary sources of data were used for the study. The primary data involved the use of a structured questionnaire to 60 respondents, but 50 of them, representing 83.3 per cent, responded. This was supplemented by secondary sources such as records on file, journals, books and Internet sources. Findings – The survey revealed that these institutions practice performance appraisal on an annual basis as a way of promoting team work, reducing grievances, identifying employees’ strengths and weaknesses and their training needs. It was observed that these institutions do not have a common appraisal format for appraising their staff. Furthermore, only the Head Librarians carry out the appraisals instead of the Line Mangers who are always in touch with these employees on a daily basis. Originality/value – The paper will be of significant value to policymakers and administrators in academic and research institutions in the planning and implementation of performance appraisal systems. Challenges facing these institutions in implementing effective performance appraisal have been highlighted and appropriate recommendations have been made to ensure quality service delivery.
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Asante, Edward, and Patrick Ngulube. "Critical success factors for total quality management implementation and implications for sustainable academic libraries." Library Management 41, no. 6/7 (2020): 545–63. http://dx.doi.org/10.1108/lm-02-2020-0017.
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PurposeThe purpose of this study is to investigate the critical success factors for total quality management implementation and implications for sustainable academic libraries in Ghana. This study is part of a PhD project that focussed on selected technical university libraries in Ghana.Design/methodology/approachThis study adopted a quantitative approach to collect the data. Samples of 124 participants were involved in this study. PLS-SEM (Smart PLS3) software was used to analyse the data. Convergent, discriminant validity assessment was computed. Eight variables of critical success factors were tested in relation to total quality management implementation at selected academic libraries in Ghana.FindingsThis study established that out of the eight variables tested, six of them (i.e. top management commitment, employee innovation employee training, organisational culture, teamwork and effective communication, quality performance) indicated a significant positive relationship with total quality management implementation apart from strategic planning and human resource management.Research limitations/implicationsThis study was limited to eight variables as the critical success factors mentioned in the previous paragraph. The use of one methodology might be a limitation as the use of multimethod might have given a more comprehensive picture than the case. This study was limited to only technical university libraries in Ghana hence caution must be exercised when applying the results to contextually different academic environments. The results are applicable to academic universities library in Ghana and beyond if they are adjusted to suit the context.Practical implicationsThis study is timely as it may lead to effective total quality management implementation and the sustainability of technical university libraries in Ghana and Africa in general.Originality/valueThe proposed model can be used to enhance the smooth implementation of total quality management in academic libraries in general and Ghana in particular. The framework is termed as Eddie and Pat's Achievement of Quality Performance (EPAfQP) model.
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Anaba Alemna, A. "EDUCATION AND TRAINING FOR LIBRARY MANAGEMENT IN GHANA." Library Management 12, no. 5 (1991): 13–17. http://dx.doi.org/10.1108/eum0000000000835.
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Guerrero, Tammy S., and Karen M. Corey. "Training and Retaining Student Employees." Journal of Access Services 1, no. 4 (2004): 97–102. http://dx.doi.org/10.1300/j204v01n04_08.
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Crawford, Gregory A. "Training student employees by videotape." College & Research Libraries News 49, no. 3 (2020): 149–52. http://dx.doi.org/10.5860/crln.49.3.149.
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Kohler, Jamie P. "Training engaged student employees: A small college library experience." College & Undergraduate Libraries 23, no. 4 (2016): 363–80. http://dx.doi.org/10.1080/10691316.2015.1049316.
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Kathman, Jane M., and Michael D. Kathman. "Training student employees for quality service." Journal of Academic Librarianship 26, no. 3 (2000): 176–82. http://dx.doi.org/10.1016/s0099-1333(00)00096-3.
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Crabbe, Margaret J., and Moses Acquaah. "The determinants of service recovery in the retail industry." African Journal of Economic and Management Studies 7, no. 1 (2016): 54–74. http://dx.doi.org/10.1108/ajems-10-2014-0072.
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Purpose – Service recovery strategies are efforts used by organizations to bring back dissatisfied customers to a state of satisfaction with the organization. It has been argued that successful service recovery by organizations is dependent on the effectiveness of front line employees. The purpose of this paper is to examine a model of service recovery performance (SRP) of front line employees in the retail industry in Ghana. Design/methodology/approach – The study uses personally administered survey data collected from 136 employees in 20 micro and small retail enterprises in Ghana. Hierarchical multiple regression analysis is used to test the direct and interactive effects of organizational variables such as perceived managerial attitudes and work environment factors on the SRP of front line employees. Findings – The findings indicate that the SRP is influenced by employee empowerment, interaction between customer service orientation and empowerment, interaction between customer service orientation and training for customer service excellence, and the interaction between empowerment and training for customer service excellence. Research limitations/implications – Focussing only on the antecedents of SRP, and using cross-sectional data based on the self-assessments of the front line employees from one country. Practical implications – Empowering front line employees to deal with service failures should be combined with training them in job related and behavioral skills to attend to the needs of customers. Moreover, it is critical to combine perceived customer service orientation with training front line employees in job related and behavioral skills. Originality/value – First study to examine the antecedents of SRP of front line employees in a sub-Saharan African environment. Moreover, study examines the interactive effects of organizational and work environment variables on SRP.
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G.R, Rajashekara. "SPECIAL LIBRARY PROFESSIONALS SATISFACTION ON ORGANIZATIONAL TRAINING FACILITIES: AN INDIAN PERSPECTIVE." International Journal of Engineering Technologies and Management Research 4, no. 11 (2020): 59–67. http://dx.doi.org/10.29121/ijetmr.v4.i11.2017.124.
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The fast changing technological developments made the existing knowledge of special library professionals ineffective, which they had at the time of entering into the organization. Hence, professionals have to be trained to operate new techniques and equipments, to handle the Present as well as new jobs more effectively. Training is useful not only for the organizations, but also for the employees as it develops knowledge, problem-solving ability and skill of the newly recruited employees on the one hand and serves as a refresher course in updating old employees on the other hand. It aims at improving the organization’s performance through the enhanced performance of its employees. Because of these reasons training has become an integral part of human resource development in special libraries. Knowing this fact following study has been carried out to know the special library professional’s level of satisfaction on training and development provided in organization.
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Agyare, Ramous, Ge Yuhui, Lavish Mensah, Zipporah Aidoo, and Isaac Opoku Ansah. "The Impacts of Performance Appraisal on Employees’ Job Satisfaction and Organizational Commitment: A Case of Microfinance Institutions in Ghana." International Journal of Business and Management 11, no. 9 (2016): 281. http://dx.doi.org/10.5539/ijbm.v11n9p281.
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Performance appraisal is credited by researchers as a tool for spurring employees towards the attainment of organizational goals. Considering employees’ attitudes as a vital component in the attainment of organizational goals, this study investigated the impacts of performance appraisal on the job-satisfaction and commitment of employees. The study used a descriptive research design. A stratified random sampling was used to sample 200 respondents from Microfinance organizations in Ghana. The study used questionnaires as its data collection instrument. Regression Analysis and correlations were used to analyze the data collected. The study revealed that employees’ job satisfaction is positively related to and impacted by fairness in the appraisal system, linking appraisals with promotion, clarity of roles and feedback about their performance. The study also revealed that employees’ commitment is positively related to and impacted by the linkage of appraisals with salary, identification of training needs, clarity of performance appraisal purpose and employee involvement in the formulation of appraisal tools. The study recommends that organizations comply with rewards systems linked to performance levels, provide training to employees identified to be in need of training so as to further enhance the relevance of performance appraisal, and also instigate and/or maintain communication between management staff and their subordinates especially with regards to their performance.
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Aboko, Akudugu, Vitus Songotua, and Abudu Abdul Ganiyu. "Determinants of Job Rotation among Administrative staff of Tamale Polytechnic, Ghana." International Journal of Management Excellence 6, no. 3 (2016): 708–15. http://dx.doi.org/10.17722/ijme.v6i3.827.
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This study employed descriptive survey to investigate the determinants of Job Rotation among the administrative staff at Tamale Polytechnic. A multi-stage sampling technique was employed for the study. The population was stratified into Senior Members (35), Senior Staff (45), and Junior Staff (55). Krejcie and Morgan (1970) table was used to select (32) Senior Members, (40) Senior Staff, and (48) Junior Staff respectively. Simple Random Sampling was used to select the required numbers from their respective populations. The instruments employed for the collection of data were questionnaires validated with the help of experts and pre-tested to ensure reliability. Regression analysis was used to analyse determinants of Job Rotation as assessed by Senior Members, Senior Staff, and Junior Staff computed at p < 0.05. The predictors in the construct were Age, Gender, Socio-cultural relationships, Performance, Training and Motivation of employees, while the ‘Number of Times Rotated’ in the institution formed the dependent variable. The assessment of Senior Members showed that, Performance, Training and Motivation of employees contributed largely to the explanation of the dependent variable ‘Number of Times Rotated’. This was found to be significant at .05, .04, and .03. Equally, Socio-cultural relationships, Performance, Training, and Motivation of employees contributed greatly to the explanation of the dependent variable ‘Number of Times Rotated’ and this was found to be significant at .03, .04, .04, and .03 as assessed by Senior Staff, and .01, .02, .04, and .02 as assessed by Junior Staff. To this end, the study recommends for the provision of a Job Rotation Policy that would clearly state the basis for such exercise to help increase the confidence of staff in the system.
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Haruna, Peter Fuseini. "Training Public Administrators in Africa: A Case Study of Civil Service Employees in Ghana." International Journal of Public Administration 27, no. 3-4 (2004): 171–95. http://dx.doi.org/10.1081/pad-120028659.
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Haley, Connie K. "Online Workplace Training in Libraries." Information Technology and Libraries 27, no. 1 (2008): 33. http://dx.doi.org/10.6017/ital.v27i1.3261.
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This study was designed to explore and describe the relationships between preference for online training and traditional face-to-face training. Included were variables of race, gender, age, education, experience of library employees, training providers, training locations, and institutional professional development policies, etc. in the library context. The author used a bivariate test, KruskalWallis test and Mann-Whitney U test to examine the relationship between preference for online training and related variables.
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Timah, Victoria. "Assessing the Impact of Training on Staff Performance: Evidence from Ghana Health Service in the Kumasi Metropolis." Business and Management Horizons 6, no. 2 (2018): 77. http://dx.doi.org/10.5296/bmh.v6i2.14093.
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The quest for quality efficient workforce in the attainment of organizational goals continues to attract attention from organizations in their desire to remain competitive in the business arena. This study sought to assess the impact of training on staff performance at the Ghana Health Service in the Kumasi Metropolis (GHS-K). The research was conducted through questionnaire administration on the impact of staff training and development at GHS-K. The questionnaire was administered to randomly selected health workers at the selected public hospitals and staff of GHS-K. The data collected were analyzed to yield frequencies and percentages of responses. The results showed that In-service training (85.0%) as part of on-the-job training types dominate training programmes organized by GHS-Kumasi Metro and that greater number of these programmes are routine (66.0%) in nature and as such do not base on training- needs assessment. The study also shows that the organization of training and development programmes at GHS-K has brought some remarkable improvement (59.0%) in the performance of employees, and that financial constraints (64.0%) and lack of organizational objectives (54.0%) pose a challenge to its sustenance. The study concludes that as more training programmes in varying forms are given to employees and right procedures adopted, better performance of job execution will be achieved.
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Mierke, Jill. "Leadership development to transform a library." Library Management 35, no. 1/2 (2014): 69–77. http://dx.doi.org/10.1108/lm-04-2013-0029.
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Purpose – This case study aims to explain why one Canadian academic library chose to design and deliver in-house leadership development training for its employees, rather than taking a consortial approach, and seeks to highlight the impact of this decision on the library's organizational culture. Design/methodology/approach – This paper is presented in three parts: the benefits and challenges of in-house, external and consortial training; the impact of an in-house leadership development program at the University Library at the University of Saskatchewan; and considerations when deciding whether to collaborate on the provision of employee training. The author draws upon her own personal experiences as the Director of Human Resources for the library, and presents evidence acquired through surveys, observations, and conversations. Findings – The paper explains how a deliberate decision to provide in-house leadership training had a transformative effect on individual employees and the organization. Practical implications – When considering collaborating to provide leadership development training, library administrators should ensure the pros and cons of doing so are thoroughly explored; the pressure to collaborate can sometimes lead to participation in activities simply to be seen as a “good library citizen,” and often such activities are not necessarily contributing to the strategic goals of the library. In economically challenging times, library leaders and decision makers will need to be very aware of these implications. Originality/value – This paper discusses why a library chose an in-house approach to leadership development training rather than a consortial approach. This article has value to library administrators as they consider implementing leadership development training in their libraries.
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Epstein, Carmen. "Using Blackboard for Training and Communicating with Student Employees." College & Undergraduate Libraries 10, no. 1 (2003): 21–25. http://dx.doi.org/10.1300/j106v10n01_02.
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Cobblah, Mac-Anthony, and TB van der Walt. "Staff training and development programmes and work performance in the university libraries in Ghana." Information Development 33, no. 4 (2016): 375–92. http://dx.doi.org/10.1177/0266666916665234.
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This paper investigated the relationship between staff development and job performance of the library staff of five selected universities in Ghana. The paper examined the effectiveness of staff training and development policies, programmes, methods, training needs analysis and the monitoring and evaluation methods of the university libraries in order to establish the effectiveness of staff development initiatives in library and information services. The study adopted survey design and mixed methods approach combining qualitative and quantitative approaches in a single study. Data was largely collected with a questionnaire, while interviews were used to collect data from head librarians and heads of departments. The observation instrument was also used to confirm some information provided by the respondents. The findings of the study established that there is a positive relationship between staff training and development and work performance of library staff in the selected university libraries in Ghana. The results also revealed that even though staff development contributes greatly to effective provision of library and information services, staff training alone did not contribute to staff effectiveness. Staff development must be complemented with other human resource management strategies such as reward, promotion, retooling, etc. The paper makes recommendations on how staff development can help improve upon library staff effectiveness.
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Akomea-Frimpong, Isaac, Charles Andoh, Agnes Akomea-Frimpong, and Yvonne Dwomoh-Okudzeto. "Control of fraud on mobile money services in Ghana: an exploratory study." Journal of Money Laundering Control 22, no. 2 (2019): 300–317. http://dx.doi.org/10.1108/jmlc-03-2018-0023.
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Purpose Fraud is a global economic menace which threatens the survival of individuals, firms, industries and economies, and the mobile money service is no exception. This paper aims to explore the main causes of fraud in the mobile money services in Ghana and the measures to combat the menace by the key stakeholders connected to the mobile money services. The paper is motivated by recent reports of numerous fraudulent transactions on the mobile money platform, and the need to clamp down these nefarious transactions with effective and practical measures to sustain the service. Design/methodology/approach A thorough review of existing studies on fraud risk relating to mobile money services was done revealing a paucity of literature on the subject. Primary data were gathered using an interview guide to explore the magnitude of the problem based on the views of employees of mobile money operators, mobile money agents, banking supervisors from Bank of Ghana, employees of partnering banks, employees of National Communications Authority and mobile money subscribers. Findings The study revealed that fraud in mobile money services is caused by weak internal controls and systems, lack of sophisticated information technology tools to detect the menace, inadequate education and training and the poor remuneration of employees. These factors disrupt the growth, and the smooth-running of the services. To curb this menace, a detailed legal code and internal fraud policy should be developed and used by mobile money operators and partner banks. Adequate training for mobile money agents should be encouraged coupled with public awareness campaigns to educate stakeholders especially the mobile money subscribers on the tricks of the fraudsters. Research limitations/implications With the chosen research methodology and limited sample size, the findings may not reflect the views of all the stakeholders connected to the mobile money services. Therefore, future studies on this subject are entreated to use research methods which embrace larger samples to get more details about this menace. Practical implications The study will assist in tackling the mobile money fraud to sustain the service in the foreseeable future. Originality/value This paper contributes to scanty literature on fraud relating to the mobile money services by drawing lessons from a middle-income country.
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Akussah, Harry. "Preservation of Public Records in Ghana: the training, education and awareness factors." Information Development 21, no. 4 (2005): 295–302. http://dx.doi.org/10.1177/0266666905060090.
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Isamadieva, Saida A. "Staff Formation of Library Employees in the Postwar Kazakhstan, 1945–1965." Bibliotekovedenie [Russian Journal of Library Science], no. 5 (October 24, 2011): 116–22. http://dx.doi.org/10.25281/0869-608x-2011-0-5-116-122.
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On the history of staff formation of library employees in Kazakhstan during the post-war period. The author analyzes the archive documents, which reveal prerequisites of training specialists system in the librarianship.
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El Baroudi, Sabrine, Dawood Yaseen Abdulaal, and Mahantesh Rampur. "Training effectiveness during technological changes in Dubai-based companies: perspectives from managers and employees." Development and Learning in Organizations: An International Journal 32, no. 3 (2018): 1–3. http://dx.doi.org/10.1108/dlo-10-2017-0085.
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Purpose This paper aims to investigate the effectiveness of training during technological changes in Dubai-based companies by focusing on training program characteristics and employees’ training motivations. Design/methodology/approach A qualitative investigation was conducted that included interviews with eight managers and seven employees. Findings As demonstrated by the study results, managers and employees suggest that the 70-20-10 training model is effective for preparing employees to independently implement technological changes. However, employees argue that training motivations are not stable and vary within and among individuals during any organizational change, although this consideration is not acknowledged by managers. Originality/value This study is the first to focus on identifying how change management can be improved in Dubai-based companies via effective training.
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Guth, LuMarie, and Patricia Vander Meer. "Telepresence robotics in an academic library." Library Hi Tech 35, no. 3 (2017): 408–20. http://dx.doi.org/10.1108/lht-03-2017-0059.
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Purpose Librarians are working with telepresence robotics for various uses, particularly as a communication method inhabiting a space between video chat and face-to-face interactions. The library at (Blinded University) partnered with the (Blinded Laboratory) to showcase this emerging technology in a high-traffic setting utilized by students of every level and major. The purpose of this paper is to discuss patron reactions to this technology exhibition in the library, beta testing of a telepresence robot in various public services tasks, and library employee attitudes toward this unfamiliar technology before and after one-on-one training. Design/methodology/approach The project gathered data through three studies. In study 1, feedback forms were filled out by patrons who interacted with or piloted the robot. In study 2, observations by the librarians piloting the robot for various public services activities were recorded in a log. In study 3, employees were invited to complete a pretest designed to solicit perceptions and attitudes regarding the use of the robot, become trained in navigating the robot, and complete a posttest for comparison purposes. Results were analyzed to find trends and highlight perceived uses for the technology. Findings Patrons and library employees gave positive feedback regarding the novelty of the technology and appreciated its remote communication capability. Trialed uses of the technology for public services yielded positive results when the TR was used for public relations, such as at special events or in greeting tours, and yielded less positive results when used for reference purposes. Library employees comfort with and perceived utility of the robot grew consistently across departments, levels of experience and employment types after a personal training session. Originality/value Although libraries in recent years have surveyed users regarding TR technology, this paper captures quantitative and qualitative data from a library employee training study regarding perception of the technology. Exploration of the public services uses and library employee acceptance of TR technology is valuable to those contemplating expending time and resources in similar endeavors.
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Martinez, Shan Lorraine. "Training Tech Services’ Student Employees Well: Evidence-based Training Techniques in Conjunction with Coaching and Mentoring Strategies." Cataloging & Classification Quarterly 52, no. 5 (2014): 551–61. http://dx.doi.org/10.1080/01639374.2014.903548.
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Dzandza, Patience Emefa. "ICT services to students in the greater Accra region of Ghana." Information and Learning Science 118, no. 7/8 (2017): 393–405. http://dx.doi.org/10.1108/ils-06-2017-0052.
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Purpose This paper aims to describe an information and communication technology (ICT) training programme in the central library in Ghana, to discuss the benefits of the programme and the challenges faced by those delivering it and to relate this work to the broader development goals of the UN and the Africa Union (AU), offering some recommendations on how the programme can be made more effective. Design/methodology/approach The study adopted a qualitative approach to help determine the modality of the programme to two junior high schools (JHSs) in the area that benefit weekly from the training programmes offered at the ICT corner. Interviews were conducted with two staff of the ICT corner to help gather information on the services that the ICT corner offers and the challenges with the programme; ICT teachers and a library coordinator of the two JHSs were also interviewed to find out about their opinion on the programme and the impact they think the programme can make to help achieve the agenda of equipping the youth with ICT skills. Focus group discussions were held with two classes from the JHSs for them to indicate the ICT skills they have acquired from the training and what they can use the skills to achieve. The researcher also witnessed two training sessions and observed daily activities of the ICT corner and the method of instruction. Findings The study brought to fore the contribution GhLA is making to help Ghana achieve Agenda 2063 and 2030 by helping students acquire basic ICT skills that are motivating them to use computers in their daily activities. Originality/value The study highlighted the importance of libraries in the twenty-first century and recommendations were made, among others, that, the facility should be replicated in all public libraries to be used by schools that do not have their own ICT lab in Ghana and the library should employ more staff to help with the training.
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Akomea-Frimpong, Isaac, Charles Andoh, and Eric Dei Ofosu-Hene. "Causes, effects and deterrence of insurance fraud: evidence from Ghana." Journal of Financial Crime 23, no. 4 (2016): 678–99. http://dx.doi.org/10.1108/jfc-11-2015-0062.
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Purpose This paper aims to measure the extent of effects of insurance fraud on the financial performance of insurance companies in Ghana. It also examines the causes and stringent measures that can be used to fight against insurance fraud. Design/methodology/approach Primary and secondary data obtained from 39 insurers in Ghana are used in this paper. A multiple regression model is used to determine the relationship between financial performance and insurance fraud variables. Findings The results from the model indicate that statistically insurance fraud has a significant negative effect on the annual return on assets (financial performance) of insurers in Ghana. Also, weak internal controls, poor remuneration of employees, falsified documents, deliberate acts of policyholders to profit from the insurance contract and inadequate training for independent brokers are found to be the major causes of insurance fraud in Ghana. To deter insurance fraud, effective internal fraud policy, rigorous assessment of insurance policies and claims, adequate training for independent brokers on insurance fraud and modern information technology tools are paramount in fighting this menace in Ghana. Research limitations/implications These findings are to have substantial impact on the techniques insurance companies will develop to fight insurance fraud and the policies that will be developed by governments and national insurance regulatory bodies to fight this menace. Originality/value The main value of this paper is the determination of the key variables that constitute insurance fraud and their impacts on the annual financial performance of insurance companies in Ghana.
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Azungah, Theophilus, Kate Hutchings, and Snejina Michailova. "Ethnocentric HRM practices: evidence from Western MNEs in Ghana." International Journal of Emerging Markets 15, no. 5 (2020): 829–48. http://dx.doi.org/10.1108/ijoem-03-2019-0176.
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PurposeThis paper examines Western multinational enterprises’ (MNEs) application of ethnocentrism in human resource management (HRM) practices utilised in their subsidiaries in Ghana. The practices examined include recruitment and selection, training and development, performance management and rewards management.Design/methodologyThe paper draws on interviews with 13 managers and 24 employees as well as documentary analysis in 8 British, European and US MNEs in Ghana.FindingsThe findings indicate that weak institutions in the local context, coupled with the technologically and economically advanced nature of Western countries compared to Ghana, account for ethnocentric HRM practices in MNEs’ Ghanaian subsidiaries.Practical implicationsThe paper highlights that Ghanaian companies might learn from, and adapt, selected Western HRM practices to improve their competitiveness.Originality/valueUtilising institutional theory, the paper extends extant research on ethnocentrism in HRM practices of Western MNE subsidiaries in other developing economies to Ghana; one of the fastest growing African economies.
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Shimal, Inst sienaa. "Cognitive management and the possibility of its application and development: A case study of the central library in Mustansiriya University." ALUSTATH JOURNAL FOR HUMAN AND SOCIAL SCIENCES 224, no. 2 (2018): 399–414. http://dx.doi.org/10.36473/ujhss.v224i2.287.
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The research aims to diagnose the reality of cognitive Management in the Central Library at the University of Sulaymaniyah, and to identify the level of awareness for the management of knowledge among workers in the library. The researcher followed the documentary approach in the theoretical side and the case study method in the practical side, as has been the adoption of the questionnaire as a key tool in the search was distributed on (31) employees exited the study results of several most important:
 
 The lack of a responsible party means to oversee operations and knowledge management accounting (16%) .
 The training is the most prominent ways to develop the application of knowledge management in the library from the perspective of employees through their participation in training courses.
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Massis, Bruce. "Hiring for attitude and training for skill in the library." New Library World 116, no. 7/8 (2015): 467–70. http://dx.doi.org/10.1108/nlw-12-2014-0145.
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Purpose – The purpose of this paper is to emphasize that hiring a library employee in possession of a positive and winning attitude can pay enormous benefits for the organization far into the future. Design/methodology/approach – Literature review and commentary on this topic has been addressed by professionals, researchers and practitioners. Findings – While it can be difficult to completely be certain that one has made the right choice with every hire, at least by developing a set of effective interview questions, listening closely to the candidate’s responses and appraising any negative bent in mood or language with the objective of assessing attitude at the outset of the interview can lead to a more successful hiring experience. Originality/value – The value in addressing this issue is to submit that hiring employees for their attitude and training them for their skills can result in a workplace where the positive benefits of such hires can be realized daily.
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Paul, Gadi Dung, and Lauko Shadrach Audu. "EFFECTS OF TRAINING OF ACADEMIC STAFF ON EMPLOYEES’ PERFORMANCE IN FEDERAL POLYTECHNICS, NIGERIA." International Journal of Engineering Technologies and Management Research 6, no. 9 (2019): 1–21. http://dx.doi.org/10.29121/ijetmr.v6.i9.2019.3.
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This Study examines the effects of Training of Academic Staff on employees’ Performance in the Federal Polytechnics in Nigeria. The main objective is to examine the effects of Training of Academic Staff on: employees’ Productivity, Timeliness and Work quality respectively. It is equally hypothesized that there’s no significant effect of Training of Academic Staff on employees’ Productivity, Timeliness and Work quality respectively. A structured, close-ended questionnaire with a 5-point Likert scale was adopted to get data from the respondents. A total of 220 copies of the questionnaire were randomly administered using a stratified random sampling technique across the 7 schools as well as the library unit of the Polytechnic. Ordinary Least Square (O.L.S) method of regression and ANOVA methods of analysis were employed in analyzing the results with the aid of SPSS computer package. Findings revealed that the Training of Academic Staff has a significant effect on employees’ productivity, enhanced timeliness in service delivery and work quality. The study recommends among other issues for the periodic re-training of staff bearing in mind the dynamics of human activities.
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Azungah, Theophilus, Snejina Michailova, and Kate Hutchings. "Embracing localization: evidence from Western MNEs in Ghana." Cross Cultural & Strategic Management 25, no. 4 (2018): 690–715. http://dx.doi.org/10.1108/ccsm-08-2017-0093.
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Purpose Despite the growing economic importance of Africa, the region has received scant attention in the international human resource management literature. The purpose of this paper is to address the gap in examining human resource management (HRM) practices in Western multinational enterprises’ (MNEs) subsidiary operations in Ghana, which is a significant foreign direct investment market in Africa. Focusing on recruitment and selection, training and development, performance management, and rewards management viewed through the ability, motivation and opportunity (AMO) framework, the research emphasizes that effectiveness of the MNEs’ cross-cultural operations has necessitated embracing localization across a range of practices in accordance with the Ghanaian cultural landscape and specificities. Design/methodology/approach The paper draws on 37 in-depth interviews with managers and employees in eight subsidiaries of British, European and US MNEs in Ghana. Interviews were conducted in 2015 in three locations – the capital city Accra, Tema (in the south) and Tamale (in the north). Findings The research reinforces earlier literature emphasizing the importance of paternalism and family and to a lesser extent patronage, but presents new findings in highlighting the erstwhile unexplored role of local chiefs in influencing HRM practices in Western MNEs in Ghana. Utilizing the AMO framework, this paper highlights practices within each HR area that influences performance through impact on employee AMO. Practical implications The research informs MNE managers about the strategic importance of observing local cultural practices and designing appropriate strategies for ensuring both operational effectiveness and successful cross-cultural collaboration with local managers and employees in Ghana. It is suggested that if managers implement practices that foster and enhance employee AMO, subsidiaries may benefit from employee potential and discretionary judgment. Originality/value This paper contributes to a dearth of literature on HRM practices of Western MNEs’ subsidiaries in Africa by examining the extent to which MNEs strategically localize their practices to accommodate specificities of the host country cultural context and operate successfully.
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Donkor Acheampong, Lawrencia, Naa Aku Mingle, Paul Smart Osei-Kofi, and Stephen Kofi Bekoe. "Investigating Awareness and usage of Electronic Resources by Research Scientists in Ghana." DESIDOC Journal of Library & Information Technology 40, no. 04 (2020): 204–10. http://dx.doi.org/10.14429/djlit.40.04.14906.
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The study investigated the use of electronic resources/information by research scientists in Ghana. Specifically, to investigate the awareness and level of use of electronic resources; perceived reliance, benefits and impact of use of electronic resources on the research activities. The research design for the study was a survey. Questionnaire schedule was used to collect data from 103 scientists from selected institutes at the Council for Scientific and Industrial Research (CSIR), Ghana. The result revealed that majority of the scientists (92 %) used electronic resources. The most used type of resources were Electronic databases, electronic research reports and electronic journals. The purpose of use was mostly for research work (71 %). However only 34 per cent had had training in information literacy skills. Some of the impediments to accessing the electronic resources were poor ICT infrastructure (38 %) and lack of skills in accessing the resources (35 %). Generally, the use of electronic resources have improved research activities of research scientists It is recommended that continuous training (formal and informal) should be organised for research scientists to keep them abreast with new electronic applications and tools that will promote their level of competence and improvement in their research outputs. In Addition, ICT infrastructure should be improved in the various institutes for easy access to the electronic resources
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Nyukoron, Remy. "Leadership, Learning Organization and Job Satisfaction in Ghanaian Telecommunications Companies." European Scientific Journal, ESJ 12, no. 29 (2016): 29. http://dx.doi.org/10.19044/esj.2016.v12n29p29.
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This survey aims to explore the relationship between leadership and learning organization dimensions on employee job satisfaction. The sample involved staff working in the top telecom companies operating in Ghana. Data were gathered utilizing a structured questionnaire; a total of 700 questionnaires were distributed and 500 valid responses were returned. The data were processed using exploratory factor analysis as well as multiple linear regression. The study findings revealed a positive impact of interactive learning organization building blocks on employee job satisfaction. The results also indicated leadership behaviors to cause significant positive impact on learning organizations. With the growing number of knowledge workers in Ghana, it is not possible for business executives to satisfy the demands of employees through conventional leadership. Rather, business executives need to enhance their own skills in transformational leadership, setting a good example, encouraging continuous learning and innovative activities, developing the potentials of their employees, providing training and education and offering monetary incentives, as these are necessary to keep people with excellent talents. Thus, this study effort, for the first time, raises the awareness of Ghanaian business organizations of the effect of leadership and learning organization practices on job satisfaction.
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Radniecki, Tara, and Mitch Winterman. "Leveraging student expertise for niche services." Reference Services Review 48, no. 2 (2020): 287–306. http://dx.doi.org/10.1108/rsr-11-2019-0083.
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Purpose The purpose of this paper is to investigate using student employees with expertise in niche areas to provide library services outside the traditional scope of full-time library employees. It examines a case study where an academic library employed undergraduate students to assist users in makerspace-related work and, more recently, graduate students to assist users in data analysis. This paper will determine whether such students can provide satisfactory service to users. Design/methodology/approach This paper includes a background of the services, including hiring, training and assessment. The methodology for assessment includes analyzing user-created booking data, student employee consultation data and user feedback surveys to determine user and student employee satisfaction with the services. Findings The findings report high usage numbers and overall high user and student employee satisfaction with the two services, suggesting that student employees can be used effectively in such a way. Originality/value Although libraries often use student employees for lower-level library tasks, these results suggest libraries with limited resources and full-time staff should consider using student employees to provide specialized consultations, especially pertaining to software and other technologies.
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Odai, Leslie Afotey, Jingzhao Yang, Isaac Ahakwa, Shaibu Ismaila Mohammed, and Samuel Dartey. "Determining the Impact of Supervisory Support on Employee Engagement in the Telecommunication Sector of Ghana: The Role of Supportive Organizational Culture." SEISENSE Business Review 1, no. 2 (2021): 15–31. http://dx.doi.org/10.33215/sbr.v1i2.588.
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Purpose- Organizations that enforce effective supervisory support through their cultural traits see their employees reciprocating through positive outcomes. The study explored the impact of supervisory support on employee engagement in Ghana’s telecommunications sector and the moderating effect of supportive organizational culture on the relationship. Design/Methodology- A correlational descriptive research design was adopted. A sample of three hundred and fifty-three (353) employees was drawn randomly from a top selected telecommunication company in the Accra Metropolis of Ghana. Information collated were analyzed using Statistical Package for Social Sciences (SPSS version 26) and partial least square based on Structural Equation Modeling (SEM) Findings- The findings indicate that supervisory support significantly influences employee engagement. Again it was revealed that supportive organizational culture influences employee engagement and substantially moderates the relationship between supervisory support and employee engagement. Practical Implications- The findings provide valuable suggestions for organizations, managers, and supervisors to emphasize on measures such as a robust feedback system, training of supervisors, and enhancing employees' freedom to operate within the organization, which increases employee engagement and optimizing the organization’s competitive advantage.
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Dza, Mawuko, and Evans Kyeremeh. "Warehousing and Material Handling Practices in Ghana: A Tale of Tradition and Modernity." Public Administration Research 7, no. 2 (2018): 1. http://dx.doi.org/10.5539/par.v7n2p1.
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The paper investigates warehousing and material handling practices in the civil service of Ghana. The purpose is to ascertain the level of transition from fully manual operations to the integration of technology in warehousing and material handling operations in selected Metropolitan, Municipal and District Assemblies (MMDAs). Data were collected from 40 MMDAs cross the current 10 regions of Ghana. The study noted among others that, most warehouses lacked basic mechanical equipment for effective and efficient operations. Warehouse automation was completely non-existent in all selected Assemblies. In the case of material handling, the research discovered that very little effort has been made to equip employees with the requisite handling equipment for the execution of tasks. The study further revealed that there was virtually no in-service training on effective material handling practices in the civil service of Ghana. Indeed, practitioners most often use their bare hands and feet in handling all forms of materials including hazardous chemicals. The study also indicated that, on few instances where some handling and protective equipment were made available, most employees refused to use them citing reasons that bother on culture and tradition. The study concludes that it is imperative for authorities to put in place policies to protect practitioners in the execution of tasks. Thus, there should be an efficient change management system to ensure a gradual paradigm shift from obsolete warehousing and material handling practices to a much-integrated system where aspects of manual, mechanical and automated systems are combined.
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Osunde, Carl. "PRIVATIZATION OF PUBLIC ENTERPRISES IN NIGERIA: IMPACT ON EMPLOYEES’ PERFORMANCE AND MANAGERIAL IMPLICATIONS." International Journal of Research -GRANTHAALAYAH 3, no. 3 (2015): 32–38. http://dx.doi.org/10.29121/granthaalayah.v3.i3.2015.3029.
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Privatization is the transfer of assets, ownership and control of state owned enterprises from the public sector to private sector. This research was conducted to examine the impact of privatization on employees’ performance and managerial implications as a result of privatization of public enterprises. This current study reveals that post privatization can lead to massive job cuts, job insecurity especially among junior workers. Privatization increase job satisfaction, training and development opportunities, increase in salary and favourable working conditions which improves employees’ productivity and performance. This present research was conducted using respondents from Dangote Cement PLC, a privatized company previously known as Benue Cement Company in Nigeria and the findings of this research matched with previous researches on the impact of privatization in developed and developing countries such as United Kingdom, Japan, Nigeria, India and Ghana.
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Irvall, Birgitta, and Gyda Skat Nielsen. "Dyslexia is everywhere: what does your library do?" Art Libraries Journal 28, no. 1 (2003): 41–42. http://dx.doi.org/10.1017/s0307472200012980.
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The authors of this article, one from Sweden, the other from Denmark, have recently completed a collaborative project under the IFLA umbrella to produce guidelines for libraries providing services to users suffering from dyslexia. Many artists and art students have problems reading published material, yet art librarians still know far too little about how they can make access easier for them. This new publication stresses the importance of knowledge about dyslexia by all library employees and gives practical help and advice about training staff, producing information materials and setting up web sites.
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Ayoung, Daniel Azerikatoa, Charles Bugre, and Frederic Naazi-Ale Baada. "An evaluation of the library connectivity project through the lens of the digital inclusion model." Information and Learning Sciences 121, no. 11/12 (2020): 805–27. http://dx.doi.org/10.1108/ils-02-2020-0047.
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Purpose It has been a decade, as the collaboration between the Ghana Investment Fund for Electronic Communications (GIFEC) and the Ghana Library Authority (GhLA) to extend information and communication technology (ICT) and library services to rural deprived, unserved and underserved communities in Ghana dubbed the library connectivity project. This paper aims to evaluate this initiative from the perspective of relevant key stakeholders and through the lens of the digital inclusion model. Design/methodology/approach The study adopted a qualitative approach to evaluate the library connectivity project offered to deprived communities in the Upper East Region of Ghana. Interviews were conducted with the head librarians, ICT teachers and school librarians. Focus group discussions were held with pupils from four beneficiary schools of the project. The researchers also witnessed four of the outreach programmes and training sessions and observed the mode of instruction. Findings The study brought to fore the enormous benefits of the library connectivity project as it aided school pupils to acquire practical ICT skills, which were found to be useful towards their final exam. Despite the enormous benefit of the project, it was bereft with a lot of challenges such as inadequate logistics and personnel thereby restricting the project to very few schools. Low staff motivation and unmotorable roads were also found to be a challenge, which could all be as a result of lack of funds. Research limitations/implications The paper underscores the importance of computer and information literacy and reveals how the GhLA is using innovative mobile library services to bridge the digital divide through the library connectivity project. Originality/value This paper makes a further contribution to the paucity of literature on the role of mobile libraries in the promotion of computer and information literacy.
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Sam, Joel, Simon K. Osei, Lucy P. Dzandu, and Kirchuffs Atengble. "Evaluation of information needs of agricultural extension agents in Ghana." Information Development 33, no. 5 (2016): 463–78. http://dx.doi.org/10.1177/0266666916669751.
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The agricultural sector plays a decisive role in Ghana’s economy, employment, and food security. The study set out to assess the information needs of agricultural extension agents across all the agro-ecological zones of Ghana, in order to provide them with the right information. A structured field survey methodology was used for the study and 472 agricultural extension agents from 40 districts in Ghana served as the respondents. The findings of the study revealed that agricultural extension agents regularly sourced for information from books and reports; visual or pictorial information was the most preferred format for package of information. The AEAs used agricultural extension information to assist in the discharge of their work, and as a basis for advice to farmers on general farm planning and consultancy among others. Challenges identified in accessing information included inadequate information infrastructure and training avenues. The AEAs suggested that critical information infrastructure such as libraries, information centers, and databases be provided as measures to offset the challenges. The study recommended that efforts should be directed at improving extension agents’ access to information infrastructure and that different and wide-ranging media should be developed to supply information to the AEAs.
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Segbenya, Moses, and Titus Berisie. "The Effect of Training and Development on the Performance of Senior Administrative Staff at the University of Education, Winneba, Ghana." International Journal of Business and Management 15, no. 2 (2020): 49. http://dx.doi.org/10.5539/ijbm.v15n2p49.
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The study examined the effect of training and development on senior administrative staff&rsquo;s performance at the University of Education, Winneba, Ghana. Quantitative approach and the descriptive survey research design were adopted for the study. Simple random sampling technique was used to sample 152 respondents from a population of 357 using Yamane&rsquo;s formula for determining sample size. Self- administered closed ended questionnaire was used as the data collection instrument and data was analysed with frequencies, percentages, person correlation, standard regression, t-test and analysis of variance.&nbsp; The study found that training and development techniques used were job rotation and study leave with pay. There was general lack of support from supervisors and colleagues for trainees to transfer skills/knowledge acquired unto their jobs. Training and development significantly relate and affect employees&rsquo; performance. It was recommended that management of human resource department of the University of Education, Winneba should adopt some other training and development techniques like mentoring and coaching; and provide the needed resources and encourage work colleagues and supervisors to create the enabling environment and provide the necessary support for trainees to be able to transfer skills acquired through training and development unto their jobs.
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Tiamiyu, M. A., S. N. B. Tackie, and H. Akussah. "Changes in perceptions and motivation of archives and library students during training at the University of Ghana." Education for Information 17, no. 4 (1999): 295–314. http://dx.doi.org/10.3233/efi-1999-17402.
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Owusu-Ansah, Christopher M., Antonio Rodrigues, and Thomas Van Der Walt. "Factors Influencing the Use of Digital Libraries in Distance Education in Ghana." Libri 68, no. 2 (2018): 125–35. http://dx.doi.org/10.1515/libri-2017-0033.
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Abstract The purpose of this study was to explore the extent to which individual factors such as academic tasks, preference for print sources and information skills influence distance learners’ use of digital libraries in a teacher distance education programme at the University of Education, Winneba in Ghana. The population of the study consisted of 1,834 distance students and from a sample size of 641 distance learners spread across three distance study centers, namely, Winneba (247), Kumasi (276) and Asante-Mampong (118). A total of 453 (70.67 percent) distance learners, selected randomly, completed a 31-item questionnaire. In addition, 30 distance education tutors, four coordinators and four librarians were purposively selected to participate in the study. The findings showed that academic tasks of distance learners did not require them to use digital library resources, which resulted in low or no academic use of digital libraries. The findings also pointed to a high preference for print resources among distance learners which resulted in the low use of digital library resources. Finally, it was noted that even though most of the distance learners possessed basic ICT skills, this did not result in their of use of digital library resources. To improve digital library use in distance education, it is recommended that academic librarians seek and foster collaboration in teaching information literacy and library instruction in distance education, an approach which must be backed by a policy that mandates the use of (digital) library scholarly resources in teaching and learning in distance education. It is also recommended that the Centre for Distance Education and the University Library collaborate to offer training programmes in specific digital resources and general information literacy courses for all distance education stakeholders in the university to boost digital library use.
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Akilina, Maria I. "Education and Professional Development Training of Methodologists: Based on the Research Materials." Bibliotekovedenie [Library and Information Science (Russia)] 67, no. 5 (2018): 571–79. http://dx.doi.org/10.25281/0869-608x-2018-67-5-571-579.
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The article is devoted to the results of the research “Personnel of Methodologists of the Central Libraries of the Subjects of the Russian Federation”, conducted by the Center for Research on the Development of Libraries in the Information Society of the Russian State Library in 2017. The article presents the results of one of the aspects of the study related to the problems of education and professional development training of employees of methodical services of the Central Libraries of the Russian Federation. 97,9% employees of the methodical divisions have higher education that demonstrates high educational status of the methodical personnel. At the same time, almost one third of the staff does not have the specialized library training. Non-core education is represented by various disciplines, mainly of humanitarian area. Participants of the research also noted the discrepancy between the education of graduates of library qualification and modern requirements of methodical activities and the great need for continuous professional development training of staff of specialized methodical units. The author studied participation of methodologists in the activities of the professional development system, as well as the topics of these activities. There were almost no training events organized specifically for methodologists, and their participation in the numerous training events was not systematic. The analysis of educational needs of methodologists showed the greatest deficiency of events on legal subjects and organization of methodical activities. The results of the study are important for the subsequent development of the professional training strategy and system of professional development training of the personnel of methodical services.
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See, Andrew, and Travis Stephen Teetor. "Effective e-Training: Using a Course Management System and e-Learning Tools to Train Library Employees." Journal of Access Services 11, no. 2 (2014): 66–90. http://dx.doi.org/10.1080/15367967.2014.896217.
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Abugre, James Baba, and David Nasere. "Do high-performance work systems mediate the relationship between HR practices and employee performance in multinational corporations (MNCs) in developing economies?" African Journal of Economic and Management Studies 11, no. 4 (2020): 541–57. http://dx.doi.org/10.1108/ajems-01-2019-0028.
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PurposeThe purpose of this paper is to examine the mediating role of job involvement as high-performance work system (HPWS) on the relationship between human resource (HR) practices and employee performance in multinational corporations (MNCs) in developing economies using Ghana as a case study.Design/methodology/approachUsing questionnaires to collect data from 317 employees and ten MNCs in Ghana, structural equation modeling (SEM), multiple regression and bootstrapping analysis were used to analyze the data.FindingsThe results showed that an HPWS proxy as job involvement fully mediates the relationship between HR practices and employee performance. The findings also showed that training and development and compensation and reward have a significant and direct positive effect on employee performance.Practical implicationsThis paper provides a practical guide to management and corporations on the significance of training and compensation on employee performance in MNCs. The study, therefore, recommends managers of firms and corporations to take a serious look at their HR practices and institute an HPWS, which can positively improve both corporate and employee performance.Originality/valueThis paper enhances our understanding of micro-level HPWS in the form of job involvement as a positive mediator between training and development and employee performance on the one hand, and between compensation and reward and employee performance on the other hand in work organizations in a less-studied context.
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Croft, Janet Brennan. "Book Review: Mentoring A to Z." Reference & User Services Quarterly 55, no. 3 (2016): 246. http://dx.doi.org/10.5860/rusq.55n3.246a.
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Staff training and development programs are aimed at all library employees. These processes communicate job expectations, orient the worker to the organization and its resources, and provide information about the library’s mission and goals. Mentorship programs, on the other hand, are more often developed for employees at the professional or faculty level, and, ideally, they deal with issues such as long-term professional career development, promotion and succession planning, and retention (or tenure in tenure-track faculty situations).
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Luther Cottrell, Terrance. "Lose the silver bullets." Bottom Line 27, no. 3 (2014): 89–92. http://dx.doi.org/10.1108/bl-06-2014-0019.
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Purpose – The purpose of this article is to reveal and dissuade the facilitation, fostering and support of silver bullet employee situations in libraries. Design/methodology/approach – The concept of a “silver bullet” employee is first explained, and then brought into the context of library management in a variety of settings. Steps are given to counteract this phenomenon through strategic cross-training and knowledge management initiatives. Findings – Silver bullet employees can be common, but they are not unavoidable aspects of institutional development. Realizing when and how a staff member is becoming too specialized can serve to save time and money down the road when this type of employee moves on. Originality/value – Silver bullet employees are not discussed enough in library literature or at professional conferences. Not planning for employee departure, especially for the departure of highly skilled, talented and specialized employees incurs unnecessary stress and cost to an organization’s leadership personnel.
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Oud, Joanne. "Adjusting to the Workplace: Transitions Faced by New Academic Librarians." College & Research Libraries 69, no. 3 (2008): 252–67. http://dx.doi.org/10.5860/crl.69.3.252.
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This article discusses the experiences of new academic librarians as they adjust to the workplace. In the process of organizational socialization, new employees face surprises and differences from their pre-existing expectations about the job. A survey of new librarians at Canadian university libraries was done to discover what these surprises were so that more effective training and orientation programs can be developed. Findings included several areas of high and low pre-existing knowledge and difference from expectation, including job skills and organizational culture. Implications for developing training programs are discussed.
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Ismail, Umar-Faruk Froko. "The Impact of Safety Climate on Safety Performance in a Gold Mining Company in Ghana." International Journal of Management Excellence 5, no. 1 (2015): 556–66. http://dx.doi.org/10.17722/ijme.v5i1.795.
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The study investigated the influence of safety climate on safety performance among employees in a multi-national gold mining company in Ghana. Safety climate was conceptualized and measured in terms of employee perceptions of management value for safety, supervisor safety practices, safety communication, safety training and safety system. Safety performance was conceptualized and measured in terms of employee safety compliance and safety participation, that is, how they make suggestions to improve safety in the mining environment. Using a cross-sectional survey design, 235 workers in the mines completed questionnaires on safety climate and safety performance. Pearson correlations and multiple regression analysis of the data indicated positive relationship between safety climate and safety performance as predicted. Safety systems predicted both safety compliance and participation. Safety communication and supervisory practices predicted safety compliance and safety participation respectively. The results are discussed in the framework of the theories of reasoned action and planned behaviour.