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Human resource information system (HRIS) adoption for organisational effectiveness in selected Ghanaian technical universities
(2026-05) Gyamfi, Esther; Henha-Eyono, Edwige Pauline Ngo; Nkrumah, Maame Afua
Human Resource Information Systems (HRIS) have become indispensable tools in enhancing organisational effectiveness through streamlined HR practices and data- driven decision-making. However, studies on HRIS within the Ghanaian University context have not received the necessary attention. This study explored the extent of HRIS adoption and its impact on organisational effectiveness within four selected technical universities in Ghana. Adopting a convergent parallel mixed-methods design underpinned by a pragmatic research paradigm, the study collected data from 306 senior members through quantitative methods and conducted qualitative interviews with three (3) participants. Purposive sampling for qualitative data and cluster and simple random sampling for quantitative data was employed. Thematic and statistical analyses were used to explore current HR processes, HRIS adoption, influencing factors and impacts on organisational effectiveness. Findings reveal that while HR practices across the universities displayed strengths, there were notable gaps requiring improvement. HRIS adoption, although integral to daily administrative functions, showed variability in its effectiveness across recruitment, compensation management and broader HRM integration. Infrastructure deficiencies, such as unreliable internet and inadequate ICT resources, emerged as significant barriers to HRIS adoption, while factors like perceived complexity and data security concerns were not significant hindrances. The study also highlights the potential of HRIS to enhance operational efficiency and organisational learning and growth, although uncertainties remain regarding its financial impact on HR costs. A conceptual framework was developed based on the Balanced Scorecard perspectives to holistically evaluate HRIS' impact on organisational effectiveness. This framework underscores the importance of strategic alignment between technology and institutional goals, offering practical insights for improved HRIS adoption and utilisation. By integrating qualitative and quantitative findings, this research provides a comprehensive understanding of HRIS adoption in Ghanaian technical universities, paving the way for informed policy and practice interventions.
Motivational strategies for improved performance of multigenerational non-academic staff at a selected state university in Zimbabwe
(2026-05) Muchowe, Regis Misheal; Rajlal, Ashnee; Chitamba, Anos
A lack of frameworks on the motivation of multi-generational non-academic staff motivated this empirical study to develop a framework for motivation and performance for multigenerational non-academic staff at universities using the Zimbabwe Open University (ZOU) as a case study. In developing this framework, the study investigated existing motivational strategies and challenges in motivating multi-generational non-academic staff. The study also determined the relationships between intrinsic motivation and performance and extrinsic motivation and performance. In particular, the research tested the mediating role of generational cohorts on the effects of intrinsic motivation on performance and extrinsic motivation on performance. This empirical study was quantitative with 216 respondents who were Generation X, Y, and Z non-academic staff at the ZOU. The response rate for the questionnaires distributed was 92%. Data analysis was conducted through the Statistical Package for Social Science version 30.0 for Windows. Cronbach’s alpha test demonstrated that the research was reliable. Kaiser-Meyer-Olkin, Bartlett’s, and goodness of fit indices tests illustrate no issues with sample adequacy, factor analysis, and model fitness. Descriptive statistics illustrate that transport allowance, job security, staff development, meaningful work, and promotional opportunities are existing motivational strategies. The empirical research demonstrates that budgetary constraints, administration costs, difficulty adhering to labour laws, different preferences in feedback, and differences in values are challenges in motivating multi-generational non-academic staff. The descriptive statistics demonstrated that Generation X employees were mainly motivated extrinsically. In contrast, Generation Z employees were mainly motivated intrinsically, while Generation Y employees were primarily motivated by extrinsic and intrinsic strategies. Hypothesis testing was conducted through regression analysis, Chi-square tests, and Andrew F. Hayes' tests for mediation analysis. The results show that intrinsic and extrinsic motivation are positively correlated with performance. Generation X was significantly extrinsically motivated and not significantly intrinsically motivated. Generation Y was motivated considerably by both extrinsic and intrinsic motivation. Generation Z was significantly intrinsically motivated and not significantly extrinsically motivated. The study shows that generational cohort mediated both the effects of extrinsic and intrinsic motivation on performance. The research presents a framework based on what motivates each generational cohort, the positive and negative outcomes, and recommendations for boosting motivation.
Identification of clinical performance indicators in the emergency setting the use of e-governance service delivery in the eThekwini Municipality, KwaZulu-Natal
(2026-05) Ngcobo, Bongekile Gloria; Mbandlwa, Zamokuhle
Background: E-governance, which is the use of information and communication technology in public or private service delivery, has been adopted by many nations throughout the globe, including South Africa. It is a convenient, efficient and transparent way that can ensure that government institutions become more accountable and responsible. The desire for a more personalised interaction between government and citizens has, according to various studies, increased over the past few years. This has prompted a growing need for citizen- and business-focused digital government. Aim of the Study: This study therefore sought to investigate the role being played by e-governance on service delivery in the eThekwini municipality of Kwa-Zulu Natal. At the same time the study discusses the challenges faced by the eThekwini municipality in providing effective service delivery through e-governance and provide possible recommendations that could be implemented to ensure effective service delivery in the eThekwini municipality through e-governance. Methodology: The convergent mixed method research approach was used in this study. Survey questionnaires and semi-structured interviews were used to collect primary data from eThekwini citizens, businesspeople, as well municipal workers. These participants were selected using convenience and purposive sampling. The latest version of the Statistical Package for the Social Sciences (SPSS) was used to analyse the quantitative data collected and thematic analysis for analysing the qualitative data. Results: The findings reveal that both staff and citizens are relatively open to egovernment services; however, there are numerous hurdles such as internet connectivity, the user interfaces, and digital literacy that need to be overcome to improve the ‘buy-in’ and usage by both staff and citizens. Conclusion: The study highlighted both the achievements and challenges associated with e-governance in the eThekwini Municipality. The municipality’s adoption of ICT in service delivery has yielded improvements in efficiency and accessibility for digitally connected residents, demonstrating the potential of e-governance to enhance public services. However, barriers, such as digital infrastructure gaps, organisational resistance, and socio-economic disparities, limit the full realisation of these benefits.
Supervision processes and employee reactions : a study of selected indigenous banks in the Western region of Ghana
(2026-05) Mensah, Philip; Okeke-Uzodike, Obianuju Ebele
This study sought to evaluate the context of supervision processes and employees’ reactions in selected indigenous banks within the Western Region of Ghana. Grounded on leader-member exchange (LMX), norm of reciprocity, and social support theories, the specific objectives covered the relationships among dysfunctional supervision processes, high-performing employees (HPEs), employee silence and employee alienation, the mediating role of HPEs, and the moderating roles of promotion practices and political skill. Adopting an explanatory sequential mixed methods design and multistage cluster sampling to select 227 participants for the quantitative study, a questionnaire was utilised to collect data on a cross-sectional basis, while an interview schedule was applied to collect qualitative data from 20 participants selected using a purposive sampling technique. SmartPLS 4 was used to analyse quantitative data, while content analysis was used for qualitative data. The combined results depict the findings as follows: i). Dysfunctional supervision processes undermined the performance of HPEs. ii) Employee silence and employee alienation were adopted as nonconfrontational strategies to respond to dysfunctional supervisory behaviours. iii). Dysfunctional supervision processes indirectly encouraged subordinates to adopt employee silence and employee alienation by diminishing HPEs’ positive attributes. iv). Promotion practices strengthen the role HPEs play in reducing employee silence, but not employee alienation. v). Political skill did not strengthen to the extent that dysfunctional supervision processes diminish the performance of HPEs. vi). A model on dysfunctional supervision processes and employee reactions was developed to clarify the relationships among the constructs to be used within the indigenous banking sector in Ghana. Based on these findings, the study recommends that management in indigenous institutions in Ghana: (i), prioritise leadership development programs to promote ethical and supportive supervision; (ii), proactively recognise and reward HPEs who exemplify openness, collaboration, and knowledge sharing, as signals to employees that speaking up and supporting colleagues are valued and rewarded; and (ii), to ensure that promotion decisions are predicated on fair and clear performance criteria to encourage employees to collaborate, share information and ideas, thereby reducing employee silence.
Exploring the educational tourism impact: participants' perceptions of South Africa's class afloat program on travel and tourism
(2026-05) Mbhalati, Themba; Hlengwa, Dumsile Cynthia
This study investigates the effectiveness of educational tourism in promoting travel, using the SEAmester program as a case study. As an emerging form of experiential learning, educational tourism seeks to bridge the gap between formal, informal and non-formal educational paradigms by offering real-world experiences beyond traditional classroom settings. The research aimed to assess the impact of a 10-day research cruise aboard the SA Agulhas II on participants’ academic and professional trajectories, as well as their inclination toward future travel. Semi-structured interviews and online questionnaire methods were employed involving both SEAmester participants and program facilitators. Thematic analysis revealed that the SEAmester program significantly enhanced participants' disciplinary knowledge, career aspirations, and global awareness. Key triumphs of the program included cross disciplinary collaboration, mentorship opportunities and increased scientific literacy. Conversely, challenges such as physical exhaustion, sea-sickness and emotional fatigue limitations emerged as barriers to optimal learning. The study found a strong association between participation in the SEAmester program and increased enthusiasm for travel and pursuit of careers related to marine studies, thereby rejecting the null hypothesis that no significant relationship exists between educational tourism and career or travel outcomes. These findings align with existing literature highlighting the transformative potential of educational tourism. The study concludes that educational tourism when properly designed and supported, can serve as a powerful tool for academic enrichment and personal development. It recommends expanding such programs through increased funding, inclusive access, and post-program mentorship to amplify the long-term impact. This research contributes to the expanding discourse on educational tourism as a sustainable and innovative way for knowledge acquisition and the promotion of global citizenship.