ABSTRACTThe study’s main goal was to examine the influence of employee empowerment on employee performance in organizations. The descriptive research design with a focus of questionnaire instruments developed around the main variables for the study. The target population for the study included all the 264 officers of Goaso Divisional of …
See more
ABSTRACTThe study’s main goal was to examine the influence of employee empowerment on employee performance in organizations. The descriptive research design with a focus of questionnaire instruments developed around the main variables for the study. The target population for the study included all the 264 officers of Goaso Divisional of the Ghana Police Service. Out of which a sample of 132 officers invited to participate in the study using the stratified sampling technique. Data was analysed using descriptive statistical tools such as mean, standard deviations, frequencies and percentages. Results presentations mainly focused on tables and charts. The level of employee empowerment in the Ghana Police Service showed that the officers have some form of access to opportunity, informal power. The findings further showed that officers’ access to information was not much in the service. It was observed that a positive and significant relationship exist between empowerment and employee performance. It was further established that employee empowerment has a significant effect on employee performance with values β=0.727, p=0.00). The results revealed a positive and significant relationship between empowerment and personality traits. The regression results established a significant effect of employee empowerment on performance traits with values β=0.813, p=0.00). The results showed that there is positive and significant relationship between personality traits and employee performance. The findings showed that there is a greater significant and positive relationship between personality traits and employee performance with values β=0.855, p=0.00). In conclusion, the study provided further evidence of the effect of structural empowerment in predicting job performance. DECLARATIONABSTRACTKEYWORDSDEDICATIONACKNOWLEDGEMENTSTABLE OF CONTENTSLIST OF TABLESLIST OF FIGURESLIST OF ACRONYMSCHAPTER ONE: INTRODUCTIONBackground to the StudyStatement of the ProblemObjectives of the StudyResearch QuestionsHypothesesSignificance of the StudyDelimitationsLimitationsDefinition of TermsOrganisation of the StudyCHAPTER TWO: LITERATURE REVIEWIntroductionTheoretical FrameworkKanter’s Theory of EmpowermentDefinitions of Employee EmpowermentPerspectives of Employee EmpowermentStructural EmpowermentPerceived SupportAccess to OpportunityAccess to InformationAccess to ResourcesWorker PerformanceCore Self-EvaluationRelationship between Employee Empowerment Practices on OrganizationsThe Role of Personality Traits in CSE-job performance RelationshipEmpirical ReviewConceptual FrameworkChapter SummaryCHAPTER THREE: RESEARCH METHODSIntroductionResearch DesignStudy InstitutionVisionMission StatementThe Ghana Police Human Resource Management ActivitiesOrganisational Structure of the Ghana Police ServicePopulationSample and Sampling MethodsData Collection InstrumentsValidity and Reliability of DataData Collection ProceduresMethod of Data AnalysisEthical ConsiderationsChapter SummaryCHAPTER FOUR: RESULTS AND DISCUSSIONIntroductionDemographic Characteristics of RespondentsThe Level of Employee Empowerment in Ghana Police ServiceEmployee Job PerformancePersonality TraitsOfficers’ Perception on Employee Empowerment in the Ghana Police ServiceThe Relationship between Employee Empowerment and Personality Traits among OfficersThe Relationship between Employee Empowerment and Employee Performance among OfficersDiscussion of ResultsLevel of Employee Empowerment of Police OfficersRelationship between Employee Empowerment and Personality Traits among the Police OfficersRelationship between Employee Empowerment and Employee Performance among the Police OfficersCHAPTER FIVE: SUMMARY, CONCLUSIONS AND RECOMMENDATIONSIntroductionSummary of Key FindingsConclusionsRecommendationsSuggestions Further ResearchREFERENCESAPPENDIX A
See less
