EMPLOYEE EMPOWERMENT AND EMPLOYEE COMMITMENT AMONG HEALTH WORKERS IN THE ASUTIFI NORTH DISTRICT, KENYASI.

ABSTRACTThe study aimed at examining the influences of employee empowerment on employee commitment among health workers in the Asutifi North District, Kenyasi of the Ahafo Region. To attain this goal, the research design focuses on the cross sectional descriptive of the quantitative methodological approach under the positivist paradigm. Population of … See more

ABSTRACTThe study aimed at examining the influences of employee empowerment on employee commitment among health workers in the Asutifi North District, Kenyasi of the Ahafo Region. To attain this goal, the research design focuses on the cross sectional descriptive of the quantitative methodological approach under the positivist paradigm. Population of the study covered all the employees of the Ghana Health Service, Asutifi North District, Kenyasi. A sample size of 134 employees were sampled using the cluster and random sampling techniques. The main data collection tool was questionnaire which were self-administered. Data analysis was descriptive and inferential in nature, and the results presented by tables with percentages and frequencies, means and standard deviations. The findings show that there is meaning cognition among employees which can significantly influence their commitment as the objective of the tasks assigned are compatible with their value systems, sense of judgment, values, work role and behaviors with connection to the work. Also, the findings showed that health workers have competence cognition empowerment as they have skills and capability to perform the work better, they have the capacity to interact effectively with the environment surrounding my job and duties. Again, the findings indicate that employees have self-determination they have some control over what they do, how much effort they put in their work, have sense of freedom or autonomy about how they do their own work, and when they have a say in when to start and stop their task. The findings showed that there is no evidence to suggest that there is impact cognition as workers having opportunities to give opinions and suggestions about operational changes and work environment, been able to influence organization strategy, administrative or operating outcomes at work. Findings from the study revealed no evidence to conclude that employees’ level of commitment toward their job, facility and the service at large are high or low as right now, they will be staying with my service/facility is a matter of necessity as much as desire, or whether the health facility has a great deal of personal meaning for the employees, feel it would be the right time to leave this service/facility, or feel that they have too few options to consider leaving. Also, no evidence to suggest that workers are “emotionally attached” to the facilities they work, and feel an obligation to remain with current employer, plan to work at my present job for as long as possible, and the service/facility deserves our loyalty. The study concluded that a positive but weak relationship between meaning, and competence cognitions and employee commitment. Also, a positive and weak relationships between self-determination cognition and affective, and normative commitment, and positive and strong relationship with employee continuance commitment. Findings show that, a positive but weak relationship exist between impact cognition and employee commitments (affective and continuance). However, a negative and weak relationship exist between impact cognition and normative commitment. The study also concluded that no statistically significant effect of meaning cognition on employee affective commitment. A statistically significant effects of competence, self-determination cognition, and impact cognition on employee affective commitment. Furthermore, no statistically significant effect of meaning and competence cognitions on employee continuance commitment. TABLE OF CONTENTSDECLARATIONABSTRACTACKNOWLEDGEMENTSDEDICATIONLIST OF TABLESLIST OF FIGURESLIST OF ACRONYMSCHAPTER ONE: INTRODUCTIONBackground to the StudyStatement of the ProblemObjectives of the StudyResearch QuestionsSignificance of the StudyDelimitationsLimitationsDefinition of TermsOrganization of the StudyCHAPTER TWO: LITERATURE REVIEWIntroductionTheoretical FrameworkSocial Cognitive TheoryMeaning of EmpowermentEmpowerment PerspectivesConcept of Psychological EmpowermentDimensions of Psychological EmpowermentConcept of Employee CommitmentEmpirical ReviewConceptual FrameworkCHAPTER THREE: RESEARCH METHODSIntroductionResearch DesignStudy AreaPopulationSample and Sampling ProceduresData Collection InstrumentsPre-TestValidity and ReliabilityData Collection ProceduresData AnalysisEthical ConsiderationChapter SummaryCHAPTER FOURRESULTS AND DISCUSSIONIntroductionResults PresentationDemographic Characteristics of RespondentsLevel of Empowerment of Healthcare Workers in the District.Challenges Facing the Health Sector With Respect to Employee EmpowermentLevel of Employee Commitment of Healthcare Workers in the DistrictInfluences of Employee Empowerment on Employee Commitment Among Health Workers.Discussion of ResultsCHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONSIntroductionSummaryConclusionRecommendationsREFERENCESAPPENDIXLIST OF TABLESTable 3.1 Distribution of Sample by Areas of Work 40Table 4.1: Gender Distribution of Respondents 49Table 4.2. Respondents Views on level of meaning Indicators 51Table 4.3. Respondents Views on level of competence Indicators 52Table 4.4. Respondents Views on level of self-determination Indicators 53Table 4.5. Respondents Views on level of impact cognition Indicators 54Table 4.6: Challenges facing the health sector with respect to employee empowerment 55Table 4.7. Respondents Views on the level of employee commitment 56Table 4.8. Influences of employee empowerment on employee commitment 58Table 4.9. Correlations between Employee Empowerment and Employee commitment 60Table 4.10: Regression Results of Employment on Employee Commitment (Affective) 61Table 4.11:Regression Results of Employment on Employee Commitment (Continuance) 62Table 4.12: Regression Results of Employment on Employee Commitment (Normative) 63

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