Global Journal of Management and Business Research, A: Administration and Management, Volume 23 Issue 1

The Relationship between Employee Empowerment, Motivation and Job Satisfaction in Ghana Education Service. A Case Study of Atwima Mponua District in the Ashanti Region 24 Global Journal of Management and Business Research Volume XXIII Issue I Version I Year 2023 ( ) A © 2023 Global Journals with each other to avoid multicollinearity. Correlation also provides information regarding the linear association between the dependent variable and each of the independent variables. Correlation refers to the strength of linear associations between two or more Variables (Albright et al., 2011). The outcome of the correlation analysis (Table 4.2) is represented in Pearson Correlation by calculating the correction of the variables with each other. It was found that the variables have weak to moderate correlation and therefore do not pose any problem of multicollinearity. Interestingly, all the variables access are positively correlated to each other. The analysis also found a significant correlation between employee empowerment and job satisfaction. Also there was a positive correlation between employee empowerment and employee motivation. Table 4.2: Correlations Analysis MOT SAT EMP MOT Pearson Correlation 1 .131 .080 Sig. (2-tailed) .064 .258 N 200 200 200 SAT Pearson Correlation .131 1 .038 Sig. (2-tailed) .064 .593 N 200 200 200 EMP Pearson Correlation .080 .038 1 Sig. (2-tailed) .258 .593 N 200 200 200 The Impact of Employee Empowerment on Motivation in the Ghana Education Service The first objective of the study sought to assess the impact empowering (EMP) teachers in the Ghana Education Service have on their motivation (MOT). This section of the analysis presents results of data estimation on this objective. The results are based on Ordinary Least Square (OLS) estimation technique and are reported on Table 4.3. Evidence from the results indicates that employee empowerment has positive effect on motivation. EMP had a coefficient of 0.082 in the regression model with a p-value of 0.052 at 5% level of significance. The result indicates that all other things remaining constant, an increase in the empowerment of teachers leads to teacher motivation however the magnitude of the impact is minimal. Enormous organizations are built on the inherent value of their employees as motivated and committed employees almost always allow an organization to grow faster than similar competitive organizations. Motivated and Empowered employees with high levels of commitment are the most important asset for any organization and keeping the employee motivation, and empowerment up is always rewarding to an industry as motivated and committed employees are more productive and higher productivity usually results in higher profits. Researchers have suggested that employee empowerment and motivation are positively associated with employees’ participation, job satisfaction, organizational commitment, and higher productivity (Iqbal et al., 2013). Swarnalatha and Prasanna (2012) studies on employee empowerment to motivate the employees in health care industry in a private multi- speciality organization. Tutar et al. (2011) studied on the effects of employee empowerment on achievement motivation and the contextual performance of employees. The authors have discussed about the perceived employee empowerment on achievement motivation and performance of employees. The study has mentioned that the perceived employee empowerment has a positive impact on the achievement motivation and contextual performance of employees in the organisation. Table 4.3: OLS Estimate of the Impact of Employee Empowerment on Motivation Variables B S. E T P-value Constant 4.230 .296 14.291 .000 EMP .082 .080 .072 1.135 .004 F-statistic 1.289 (.028) R .380 a R Square .16 Adjusted R Square .11