An assessment of employee relations practices and job performance a study of Winneba Municipal Hospital

Abstract

Job Performance has received wide attention in literature due to its importance to an organization's survival. The main aim of this study was to investigate the influence of various employee relations practices such as conflict resolution, employee empowerment and employee voice on job performance in the Winneba Municipal Hospital. The study targeted all employees and Management of Winneba Municipal Hospital. Data were gathered by the use of questionnaires and were rated using Likert scales. The study adopted a descriptive research design. Ten (10) managerial and sixty (60) non – managerial staff were used for the study. Descriptive statistics were used to analyze the demographic data and a correlation analysis was used to test the study hypothesis.The findings of the study indicated that the various employee relation practices accounted for approximatey 52% (r = .516 ) of the variance in job performance. Thus, the study concluded that employee relations practices influence job performance in Winneba Municipal Hospital. The study recommends that the management in Public Healthcare Sector should embrace sound employee relations practices such as alternative conflict resolution practices. The study also recommends that employee empowerment programms must be fully supported by both top and middle-level management. Therefore, the hospital's management must focus on removing barriers that keep employees from exercising their talents fully, and this can only be achieved by embracing empowerment programms that will give employees autonomy in their work. The study finally recommends for enhanced use of employee relations practices since they will lead to improved job performance in Public Healthcare and concludes that other factors not under study such as job satisfaction, organizational culture, training and development, work environment and leadership commit