Impact of training and development on job performance in higher education: The case of Security Guards in the University of Cape Coast, Ghana.
DOI:
https://doi.org/10.47963/jobed.v11i.1211Keywords:
Employee training, job performance, employee development, security guards, university of Cape Coast, Ghana.Abstract
The general purpose of this study is to examine the effect of employee training and development on job performance of security guards in the University of Cape Coast. The paper aims at drawing the attention of the public to security challenges on campuses of public universities in Ghana, and the need to provide appropriate training programmes for security guards in the universities. The study adopted a purely quantitative approach, and was underpinned by the reinforcement theory. The descriptive and explanatory survey designs were used for the study. Data were obtained from two hundred and fifty-eight (258) security guards in the University of Cape Coast. The available data were analysed using the Structural Equation Modelling. The study revealed that development programmes for security guards in the university of Cape Coast significantly contributes to their job performance. The study however, revealed that training programmes for security guards in the university have negative relationship with their job performance. The authors advised management of the Security Section in the University of Cape Coast to continue or even improve on the existing employee development interventions so far implemented, and to take strategic steps for revamping their training methods and procedures. This paper fulfils an identified need to pay attention to the security challenges on campuses of public universities in Ghana.
Downloads
References
REFERENCES
Afum, E., Sun, B. Z., & Kusi, C. L. Y. (2019). Reverse logistics, stakeholder influence and supply chain performance in Ghanaian manufacturing sector. Journal of Supply Chain Management Systems, 8(3), 13-19.
Aguinis, H. & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451-474.
Alain, V.N., Tanwani S.O., & Sheku A.F. (2020). The effects of training and development on employee’s performance: The case of the National Financial Credit Bank (NFCB) of the Centre Region of Cameroon, International Journal of Science and Business, 4(6), 88-106.
Aldag, R.J., & Stearns, T.M. (1987). Management, South-Western Publishing Co., Cincinnati.
Ampomah, P. (2016). The effect of training and development on employee performance in a private tertiary institution in Ghana. Case Study: Pentecost University College (Puc)-Ghana). Asian Journal of Social Sciences and Management Studies, 3(1), 29-33.
Arinanye, R.T. (2015). Organizational factors affecting employee performance at the College of Computing and Information Sciences (COCIS). Unpublished Master’s Dissertation, Uganda Technology and Management University, Kampala – Uganda.
Armstrong, M. (2009). A handbook of human resource management practice. 11th Edition. Kogan Page Ltd. London
Awe, E. M., Stephenson, P., & Griffith, A. (2010). Impact of vocational training on skilled labour shortage within the Nigerian construction sector. In W089-Special Track 18th CIB World Building Congress May 2010 Salford, United Kingdom (Vol. 252).
Banaji, M. (2011). Reinforcement theory. Harvard gazette.
Barron, H. O., & Hagerty, M. C. (2014). Impact of training and development on organizational effectiveness: Evidence from selected public sector organizations in Nigeria. European Journal of Business and Management, 6(29), 66-75.
Benitez, J., Henseler, J., Castillo, A., & Schuberth, F. (2020). How to perform and report an impactful analysis using partial least squares: Guidelines for confirmatory and explanatory is research. Information & Management, 57(2), 1–16.
Bizri, R., Wahbi, M., & A.l. Jardali, H. (2021). The impact of CSR best practices on job performance: The mediating roles of affective commitment and work engagement. Journal of Organizational Effectiveness: People and Performance, 9(2), 21 – 32.
Bokhori, M. A. (2022). The effect of performance management on executives’ performance in manufacturing firms: A case study at KULIM-HI TECH PARK KULIM, KEDAH, MALAYSIA. International Journal of Modern Trends in Social Sciences (IJMTSS), 5(20), 12 – 30.
Browne, O., O'Reilly, P., Hutchinson, M., & Krdzavac, N. B. (2019). Distributed data and ontologies: An integrated semantic web architecture enabling more efficient data management. Journal of the Association for Information Science and Technology, 70(6), 575-586.
Buckley, R., & Caple, J. (2000). The theory and practice of training. (4th Edition) Kogan Page Ltd.
Campbell, C. H., Ford, P., Rumsey, M. G., Pulakos, E. D., Borman, W. C., Felker, D. B., & Riegelhaupt, B. J. (1990). Development of multiple job performance measures in a representative sample of jobs. Personnel psychology, 43(2), 277-300.
Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. In N. Schmmitt, W. C. Borman, & Associates (Eds), Personnel selection in organizations. San Francisco: Jossey-Bass.
Cobblah, M. A. (2015). The contribution of staff training and development programmes to effective library and information services in selected university libraries in Ghana (Doctoral dissertation, University of South Africa).
Cohen, J. (1988). Statistical power analysis for the behavioral sciences. Second Edition. Hillsdale, NJ: Lawrence Erlbaum Associates, Publishers.
Cohen, L., & Manion. M. (2007). Research methods in applied linguistics. New York: Oxford University Press.
Daly, P. S., & Bierly, P. E. (2006). Alternative knowledge strategies, competitive environment, and organizational performance in small manufacturing firms. Entrepreneurship Theory and Practice, 31(4), 493-516.
Darteh, T. (2012). Human resource development of professionals in an emerging economy: The case of the Tanzanian Construction Industry. The International Journal of Human Resource Management, 17(3), 440-463.
Demo, G., Neiva, E. R., Nunes, I., & Rozzett, K. K. (2012). Human resources management policies and practices scale: Exploratory and confirmatory factor analysis. Brazilian Administration Review, 9(4), 395–420.
Dessler, G. (2005). Training and developing employees. Human Resource Management, 295.
Diefendorff, J.M., Brown, D.J., Kamin, A.M., & Lord, R.G. (2002). Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviours and job performance. Journal of Organizational Behaviour, 23, 93 – 108.
Directorate of Human Resource (2020). University of Cape Coast, Ghana.
Falola, H.O., Osibanjo, A.O., & Ojo, S.I. (2014). Effectiveness of training and development on employees’ performance and organisation competitiveness in the Nigerian Banking Industry. Economic Sciences, 7(56) 161 – 170.
Gaiduk, R., & Gaiduk, J. (2009). Limiting the brain drain: Determinants of employee organisational attachment in Lithunia. Baltic Journal of Management, 4(2), 149-168.
Garson, G. D. (2016). Partial least squares: Regression and structural equation models. Asheboro, NC: Statistical Associates Publishers.
Gaskin, J., Godfrey, S., & Vance, A. (2018). Successful system use: It’s not just who you are, but what you do. AIS Transactions on Human-Computer Interaction, 10(2), 57-81.
Griffen, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent context. Academy of Management Journal, 50(2), 327 – 347.
Grobler, P. A., & Warnich, S. (2016). Human resource development (HRD) practices in local vs foreign companies in South Africa: Is there a difference? Journal of Contemporary Management, 13(1), 702-724.
Hafeez, U., & Akbar, W. (2015). Impact of training on employee’s performance: Evidence from pharmaceutical companies in Karachi, Pakistan. Business Management and Strategy, 6(1), 49-64.
Hair Jr, J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2016). A primer on partial least squares structural equation modeling (PLS-SEM). Sage Publications.
Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modelling (PLS-SEM): An emerging tool in business research. European Business Review, 7(2), 68-79.
Hair Jr, J. F., Sarstedt, M., Matthews, L. M., & Ringle, C. M. (2016). Identifying and treating unobserved heterogeneity with FIMIX-PLS: Part I–method. European Business Review, 4(2), 14 – 26.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review.
Hair, J. F., Sarstedt, M., Ringle, C. M., & Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of The Academy of Marketing Science, 40(3), 414-433.
Heathfield, S. M. (2012). Management and organizational behaviour, Boston: Allyn and Bacon Publishers. pp. 6-8.
Henseler, J. (2017). Bridging design and behavioral research with variance-based structural equation modeling. Journal of Advertising, 46(1), 178-192.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2012). Using partial least squares path modeling in advertising research: basic concepts and recent issues. In Handbook of Research on International Advertising. Edward Elgar Publishing.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the academy of marketing science, 43(1), 115-135.
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to employee and organization: A conceptual study. European Journal of business and management, 5(2), 1 – 12.
Karatepe, O.M. (2013). High-performance work practices, work social support and their effects on job embeddedness and turnover intentions. International Journal of Contemporary Hospitality Management, 25(6), 903-921.
Katere, E., Sutinga, P., Ohene-Adjei, W. & Arhin, D. (2022). Effects of training and development on the performance of employees of non-governmental organizations in the northern Region of Ghana. World Journal of Advanced Research and Reviews, 16(02), 531–538.
Khan, M. A. (2015). The role of training in reducing poverty: The case of the ultra‐poor in Bangladesh. International Journal of Training and Development, 18(4), 271-281.
Kline, R. B. (2011). Principles and practice of structural equation modelling (3rd eds), The Guilford Press, New York.
Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration, 11(4), 1-10.
Leedy, P. D., & Ormrod, J. (2010). Practical research: Planning and design. Ohio, Merrill Prentice Hall.
Maduka, C., (2014). Evolution of the nature and application of competence in the learning and development of oil and gas. Industry Personnel Training, 37(4), 56-63.
McNamara, R., (2010). Development and evaluation of a psychosocial intervention for children and teenagers experiencing diabetes (DEPICTED): A protocol for a cluster randomised controlled trial of the effectiveness of a communication skills training programme for healthcare professionals working with young people with type 1 diabetes. BMC Health Services Research, 10(1), 36-43.
Mehmood, S., Anwar, S., Ahmed, J., Tayyab, M., & O’Regan, D. (2012). A survey of UK surgical trainees and trainers; latest reforms well understood but perceived detrimental to surgical training. The Surgeon, 10(1), 9-15.
Moore, D. A., & Tenney, E. R. (2012). Time pressure, performance, and productivity. Neale, M.A. and Mannix, E.A. (Ed.) Looking Back, Moving Forward: A Review of Group and Team-Based Research (Research on Managing Groups and Teams, Vol. 15), Emerald Group Publishing Limited, Bingley, pp. 305-326.
Mwangi, S. (2017). The influence of training and development on employee performance: A case of Somalia non-governmental organization consortium in Nairobi (Doctoral dissertation, United States International University-Africa).
Nassary, R. P. (2020). The effects of training on employees‟ performance in public institutions: A case of arusha municipality, Tanzania. International Journal of Research and Innovation in Applied Science (IJRIAS), V(IX), 1924–1930.
Nassazi, A. (2013). Effects of training on employee performance: Evidence from Uganda. Unpublished master’s thesis, University of applied sciences, Uganda.
NEW
Ngirwa, C.A. (2009). Human Resource Management in African Work Organizations. National Printing Co. Ltd, Dar es Saalam.
Obeng, D. (2018). The effect of employee training and development on performance of senior staff at the University of energy and natural resources, Sunyani (Doctoral dissertation, University of Cape Coast).
Obisi, C. (2011). Employee training and development in Nigerian organisations: Some observations and agenda for research. Australian Journal of Business and Management Research, 1(9), 82-89.
Okioma L.I (2011). Effects of employee empowerment on performance. A case of teachers in hamisi constituency. Unpublished MBA Project. University of Nairobi.
Olaniyan, T. & Lukas, F. (2018). The role of in-service teacher training (inset) on improving teaching and learning process in public secondary schools in Tanzania: A case of Bukoba municipal council in Kagera region (Doctoral dissertation, The Open University of Tanzania).
Opoku, F. K., Senyo, I.K.A & Kassimu, I. (2020). HRM practice and innovative work behaviour: Organisational politics as mediator and personal locus of control as moderator. Journal of Business and Enterprise Development, 9, 101–117.
Owusu, G. A., Akoto, J. S., & Abnory, M. M. (2016). Is our safety and security guaranteed on University of Cape Coast Campus? Undergraduates Students' Perceptions. International Journal of Higher Education, 5(4), 75-85.
Priya, R., & Aruna, P. (2012). SVM and neural network-based diagnosis of diabetic retinopathy. International Journal of Computer Applications, 41(1).
Pulley, P. A. (2006). On-the-job-training: Easy to do if you have the right program. Online Journal for Workforce Education and Development, 2(2), 4.
Redmond, B. F. (2010). Reinforcement theory: What are the rewards for my work. Work Attitudes and motivation, 3(1), 26 - 32.
Ringle, C. M., Sarstedt, M., Mitchell, R., & Gudergan, S. P. (2020). Partial least squares structural equation modelling in HRM research. The International Journal of Human Resource Management, 31(12), 1617-1643.
Ringle, C. M., Wende, S., & Becker, J. M. (2015). SmartPLS 3 [computer software]. SmartPLS GmbH.
Rusinovci, X. (2015). The effects of persistent training and development on personnel performance and productivity. International Journal, 4(4), 9 - 18.
Sarstedt, M., Bengart, P., Shaltoni, A. M., & Lehmann, S. (2018). The use of sampling methods in advertising research: A gap between theory and practice. International Journal of Advertising, 37(4), 650-663.
Schuberth, F., Henseler, J., & Dijkstra, T. K. (2018). Partial least squares path modelling using ordinal categorical indicators. Quality & Quantity, 52(1), 9-35.
Siddique, F., Sakib, S., & Siddique, M. A. B. (2019). Recognition of handwritten digit using convolutional neural network in python with TensorFlow and comparison of performance for various hidden layers. In 2019 5th international conference on advances in electrical engineering (ICAEE) (pp. 541-546). IEEE.
Skinner, B. F. (1958). Reinforcement today. American Psychologist, 13(3), 94.
Sothy, C. (2019). The impact of training and development on employee performance: A case study of selected private secondary schools in Phnom Penh Cambodia. Global Journal of Human Resource Management, 7(3), 40 – 49.
Sultana, A., Irum, S., Ahmed, K. & Mehmood, N. (2012). Impact of Training on Employee Performance: A Study of Telecommunication Sector in Pakistan. Interdisciplinary Journal of Contemporary Research in Business, 4 (6), 646- 661.
Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of Organizational Behaviour, 35(3), 393-412.
Tabet, S. M., Lambie, G. W., Jahani, S., & Rasoolimanesh, S. M. (2019). An analysis of the world health organization disability assessment schedule 2.0 measurement model using partial least squares–structural equation modeling. Assessment, 1073191119834653.
Wiley, S. (2011). Building morale: The key to firm growth. CPA Management Forum, 7(2),12-19.
Downloads
Published
Versions
- 2024-10-22 (3)
- 2024-10-18 (2)
- 2024-09-05 (1)
How to Cite
Issue
Section
License
Copyright (c) 2023 Felix Kwame Opoku, Isaac Narcotey , Isaac Tetteh Kwao, Benedict Ofori Antwi
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
