Staff Satisfaction with Human Resource Management Practices at the University of Education, Winneba

Abstract

The study investigated the level of satisfaction of staff with human resource management (HRM) practices at the University of Education, Winneba (UEW), their level of commitment and their intention to exit.  Descriptive survey design was used for the study.  Stratified and simple random sampling techniques were used to sample 120 respondents out of a total population of 1,143 full time staff from the Winneba campus of the University.  A fifty-item questionnaire was used to collect relevant information on various HR practices from the respondents. Three research questions and two hypotheses were formulated to guide the study. Frequency tables were used to present the responses.   Pearson’s correlation was used to test the hypothesis. The major findings were that respondents were satisfied with HRM practices of the University. Respondents were also committed to the University and had no intention to leave.  Respondents, however, were dissatisfied with some aspects of training, development and communication practices. The study revealed a strong positive relationship between staff satisfaction with HRM practices and commitment to the University.  It was therefore concluded that the high commitment of staff resulted from staff satisfaction with HRM practices.  Again, the low level employee turnover stems from confidence of staff in the structure of the University.  Lack of communication could be attributed to some lapses in the administrative procedures in the University. Based on the findings, it is recommended that the University reviews its training and development programmes, explore several channels of downward communication, see to the implementation of its induction programmes, and introduce the use of electronic-HR.

Keywords: staff satisfaction, human resource management, human resource management practices