The Relationship Between Organizational Climate And Work Performance In The Rural And Community Banks Of Ghana:The Role Of Harmonious Work Passion,Leader-Member Exchange,and Coaching

Recently,Ghanaian rural and community banks industry have faced several managerial challenges which have marred the work performance of the employees leading to some rural community banks collapse.However,the furthermost domineering challenge opposing the rural and community banks sector is the issue of poor managerial practices.These challenges have facilitated the inefficiency and ineffectiveness in the industry which needs utmost deliberation.Given this,organizational performance has made it imperative for rural and community bank management to employ the best organizational climate conditions that influence employee's performance.Recent banking clean-up in Ghana has also emphasized the need for rural and community banks employees to improve their work performance in the sector.Because of this,it has become necessary to espouse management practices,employee behaviors,and attitudes that predict work performance.This study then attempts to explore management practices that promote organizational policies to influence employee's attitudes and behaviours within the rural and community banks sector leading to employee's work performance in a developing country like Ghana.Therefore,this study aims to investigate the influence of each of the three-dimensional organizational climate(bureaucratic climate,supportive climate,and innovative climate)on harmonious work passion and two dimensions of work performance(task and contextual)in the rural and community banks of the banking sector.The investigation to gain abreast comprehension of the study is geared towards the development of seven specific objectives to provide answers to the research questions.These were: First,to examine a rigorous statistical analysis into the main and direct effect of the dimensions of organizational climate(bureaucratic climate,supportive climate,and innovative climate)on work performance of employees in rural and community banks sector.Second,to perform a thorough statistical analysis of the direct effect of the dimensions of organizational climate on harmonious work passion in the rural and community bank sector.Third,the study sought to analyze the direct effect of harmonious work passion on each of the dimensions of work performance in the rural and community banks sector statistically.Fourth,to statistically analyze the mediating role of harmonious work passion in the relationship between each of the dimensions of organizational climate and each dimension of work performance in the rural and community bank sector.Fifth,to explore the moderating role of leader-member exchange on the relationship between each of the dimensions of organizational climate and harmonious work passion in rural and community bank sector.The sixth objective is to investigate the moderating role of coaching on the relationship between harmonious work passion and each dimension of work performance in the rural and community bank sector.And the seventh objective is to examine the moderating role of LMX and coaching on the relationship between each of the dimensions of organizational climate and each dimension of work performance.Before the achievement of the objectives above,the study adopted both purposive and random sampling methods in selecting the rural banks and the selection of respondents,respectively.The study furthermore employed the use of quantitative data through the design and administration of the questionnaire,which generated 555 completed responses from respondents of employees from the selected rural and community banks of Ghana.The author first performed the preliminary analysis by observing exploratory factor analysis to reduce the data through Statistical Package for the Social Sciences version 23.During the questionnaire administration process,the researcher sought the assistance of the unit heads of the selected RCBs to facilitate the collection of the data.Before the data collection,the researcher organized a training workshop for all facilitators to understand the nature of the topic.In the process of collecting the data,each one of the facilitators was closely supervised by the researcher and also asked respondents to contact the researcher directly to resolve any part of the questionnaire they could not understand.The data were first,tested to determine the sampling adequacy ratio using the Kaiser–Meyer-Olkin measure of sampling adequacy(KMO-MSA)and Bartlett's Test of Sphericity and the recorded values were within acceptable thresholds.The author conducted a factor analysis to investigate the dimensions of organizational climate and the impact on harmonious work passion,leader-member exchange,coaching,and work performance.These were followed by a verification of the basic assumptions such as the constant variance and normality test so as not to influence the outcome.The varimax rotation and principal components analysis were performed for factor analysis.It was ensured that all measure of sampling adequacy exceeded the Cronbach's alpha reliability value threshold level of 0.80,and Bartlett's Test of Sphericity was large and significant.In conducting the analysis,secondary data was also procured from a well-documented source from the Ghana Statistical Service(GSS)and the Association of Rural and Community Bank,Ghana(ARB)which helped to clarify and complement the primary data.The study employed two statistical tools,namely,Structural Equation Model and Hierarchical Regression in analyzing the data to test the various hypotheses that measure the effects of the dimensions of organizational climate on dimensions of work performance.The Structural Equation Model(SEM)analytical tool was employed in examining the direct effects of the relationships among the dimensions of organizational climate,harmonious work passion,and the dimensions of work performance.Again,the study made use of Hierarchical Regression analytical tool to examine the extent to which the interactive effect of leader-member exchange on the relationship between the dimensions of organizational climate and harmonious work passion as well as the relationship between the dimensions of organizational climate and the dimensions of work performance.Finally,the study again employed the Hierarchical Regression analytical tool to analyze the interactive effect of coaching on the relationships between harmonious work passion and the dimensions of work performance as well as the relationship between the dimensions of organizational climate and the dimensions of work performance.The results of the analyses revealed quite several exciting findings.The findings of the study discovered a direct,positive,and significant relationship between the dimensions of organizational climate and the dimensions of work performance.By inference,whenever there is good organizational climate,it improves task performance and contextual performance.Hence,the implementation of good organizational climate will positively and significantly improve employees work performance in the RCBs industry of Ghana.Also,the study findings revealed that there exists a direct,positive,and significant relationship between the dimensions of organizational climate and harmonious work passion.It is evidential that the adoption of the right organizational climate with factors such as role clarity,participative decision-making,reward,communication required employees to be more passionate about the work they do harmoniously.The right organizational climate practices served as a motivation to employees,and this then made employees harmoniously passionate about their job.Again,the findings discovered a direct,positive,and significant relationship between harmonious work passion and the dimensions of work performance.Also,the results revealed that harmonious work passion partially mediated the positive and significant relationship between the dimensions of organizational climate and the dimensions of work performance.These findings presupposed that though there was the presence of harmonious work passion,the dimensions of organizational climate could still influence the dimensions of work performance.Owing to this,there is a clear indication that irrespective of the mediating mechanism,if there is a proper application of organizational climate,work performance is assured.Furthermore,the study discovered that the interaction term of leader-member exchange exercised a positive moderation effect on the relationship between the dimensions of organizational climate and harmonious work passion.This result provides evidence that the impact of leader-member exchange strengthens the positive relationship between the dimensions of organizational climate and harmonious work passion.Moreover,the study revealed that the interaction term of coaching was positive and significant.Coaching had a positive moderation effect on the relationship between harmonious work passion and the dimensions of work performance,hence,strengthening the positive relationship.Also,testing the moderating role of leadermember exchange and coaching on the main path i.e.the relationship between the dimensions of organizational climate and the dimensions of work performance,leader-member exchange had a positive moderation effect on the relationship between the dimensions of organizational climate and the dimensions of work performance.This indicates that,with the presence of the interaction effect,the dimensions of organizational climate still influence the dimensions of work performance.Coaching had a positive moderation effect on the relationship between two dimensions of organizational climate(supportive climate and innovative climate)and the dimensions of work performance.However,the relationship between the bureaucratic climate of organizational climate and the dimensions of work performance could not be moderated by the presence of coaching.Drawing on this study's finding,the study,therefore,recommends that,firstly,management of rural and community banks should embrace factors such as reward,leadership,group spirit,responsibility and inclusive decision making,goals,effective functional structure,influence,motivation,and clear communication procedures that make up the bureaucratic climate,supportive climate,and innovative climate as a tool for improving employee work performance.Secondly,to ignite employees harmonious work passion,policies and strategies that warrant employee's welfare be introduced since it makes employees feel passionate about the job they undertake.Thirdly,work-related attitudes and behaviours exhibited that promote cordiality between managers and subordinates which mostly depends on the treatment leaders give to employees should be considered as vital and a crucial principle policy in the organizations.Finally,management should introduce coaching in the organizations' scheme of talent management to reinforce the net positive effect on employee work performance.Since it is suggested that the amount of coaching managers provides tends to impact positively on employee behaviours.