Article Per Year (5 Year)
p-Index From 2021 - 2026
0.702
P-Index
This Author published in this journals
All Journal Golden Ratio of Human Resource Management
Boateng, Richard kofi
Unknown Affiliation
Social Sciences

Published : 4 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 4 Documents
Search

 1 
Job Resources, Employee Engagement, and Innovative Work Behaviour of Bank Employees: Does Sex Matter? Dei Mensah, Rebecca; Boateng, Richard kofi; Kwesi Papa Andoh, Raphael
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.419

Abstract

This study examined the relationships between job resources, employee engagement, and innovative work behavior among bank employees, taking into consideration gender differences. Data were gathered from 159 bank workers in the Cape Coast metropolis using a structured questionnaire, and data analysis was carried out using Structural Equation Modelling 4.9.8. A multigroup analysis was also done to assess how different gender roles affect the relationship between job resources, employee engagement, and the innovative work behavior of bank workers. The study found that job resources did not have a direct relationship with innovative work behavior but did so indirectly through employee engagement. Furthermore, the multigroup analysis revealed that when women have access to good job resources, they feel more engaged in their work, increasing their innovative behaviors compared to men. This study addresses a knowledge vacuum in the banking industry by examining the relationships between job resources, employee engagement, and innovative work behavior. It offers empirical evidence in a context that has yet to be extensively studied.
Engagement as a Lever: The Impact of Talent Management on Turnover Intentions at Ghana's Lands Commission Ofori Appiah, Salomey; Boateng, Richard kofi
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.450

Abstract

This study examined the moderation effect of employee engagement in the relationship between talent management and turnover intentions of workers at the Ghana Lands Commission. The study used the human capital and equity theories to explain the relationships among the constructs. The study used the quantitative approach and structural equation modelling (SEM) and employed structural equation modeling (SEM). Data was obtained from 300 employees using a three-wave survey approach that assured accuracy and reduced common method bias, resulting in a final sample of 250 respondents. The study found a positive significant effect of talent management on turnover intention. Again, employee engagement was found to significantly reduce employees’ intentions to quit, showing engagement's protective role against the potentially negative consequences of certain talent management practices. Finally, the study found engagement as a significant negative moderator on the link between talent management and turnover intentions. This emphasizes the need to cultivate a work environment that promotes participation, equality, and transparency in people management practices to reduce employee turnover and increase organizational stability.
Job Resources, Employee Engagement, and Innovative Work Behaviour of Bank Employees: Does Sex Matter? Dei Mensah, Rebecca; Boateng, Richard kofi; Kwesi Papa Andoh, Raphael
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.419

Abstract

This study examined the relationships between job resources, employee engagement, and innovative work behavior among bank employees, taking into consideration gender differences. Data were gathered from 159 bank workers in the Cape Coast metropolis using a structured questionnaire, and data analysis was carried out using Structural Equation Modelling 4.9.8. A multigroup analysis was also done to assess how different gender roles affect the relationship between job resources, employee engagement, and the innovative work behavior of bank workers. The study found that job resources did not have a direct relationship with innovative work behavior but did so indirectly through employee engagement. Furthermore, the multigroup analysis revealed that when women have access to good job resources, they feel more engaged in their work, increasing their innovative behaviors compared to men. This study addresses a knowledge vacuum in the banking industry by examining the relationships between job resources, employee engagement, and innovative work behavior. It offers empirical evidence in a context that has yet to be extensively studied.
Engagement as a Lever: The Impact of Talent Management on Turnover Intentions at Ghana's Lands Commission Ofori Appiah, Salomey; Boateng, Richard kofi
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.450

Abstract

This study examined the moderation effect of employee engagement in the relationship between talent management and turnover intentions of workers at the Ghana Lands Commission. The study used the human capital and equity theories to explain the relationships among the constructs. The study used the quantitative approach and structural equation modelling (SEM) and employed structural equation modeling (SEM). Data was obtained from 300 employees using a three-wave survey approach that assured accuracy and reduced common method bias, resulting in a final sample of 250 respondents. The study found a positive significant effect of talent management on turnover intention. Again, employee engagement was found to significantly reduce employees’ intentions to quit, showing engagement's protective role against the potentially negative consequences of certain talent management practices. Finally, the study found engagement as a significant negative moderator on the link between talent management and turnover intentions. This emphasizes the need to cultivate a work environment that promotes participation, equality, and transparency in people management practices to reduce employee turnover and increase organizational stability.
Co-Authors Dei Mensah, Rebecca Kwesi Papa Andoh, Raphael Ofori Appiah, Salomey