The effect of human capital development on employee commitment in the Judicial Service; A case study of Western Region

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The mainobjectiveof the study was to ascertain the effect of human capital development on employee commitment in the Judicial Service of Ghana. The specific objectives were to assess the human capital development practices in the Judicial Service, to assess the level of commitment of employees of the Judicial Service, to find the impact that human capital development has on the commitment of employees in the Judicial Service and to ascertain management commitment towards human capital development in the Judicial Service. The research design adopted was descriptive. Questionnaires were designed to collect data from the research population which comprised the registrars and staff of the Judicial Service in the Western Region of Ghana. Convenient sampling was used for selecting 100 staff and purposive sampling for 50 management. Data was analyzed by the used of SPSS software. It was concluded that the level of human capital development in the Judicial Service was very low. The management commitment towards the human capital development was also on the lower side.The study showed a high level of affective commitment, but a very poor continuous organizational commitment and normative organizational commitment. Human capital retention at the service was poor. And there was less distributive and procedural justice at the service. The overall effectof the study was that, even though human capital development in the Judicial Service was low, employees are affectively committed to the Judicial Service. This means human capital development has an insignificant impact on employees’ commitment level. The study recommends that Management should reviewthe quota system, organize periodic training programs, allocated more resource for training programs across the regions to enhance employees’ development level which in effect would make employees more committed to the service.
A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirement for the award of degree of MASTER IN BUSINESS ADMINISTRATION (HRM OPTION). 2014