The effect of recruitment and selection practices on work ethics; A case study of the Ghana Police Service

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The main objective of the study is to assess how recruitment and selection practices influence work ethics. Specifically, it examines the effect of recruitment and selection practices on work ethics as a case study of the Ghana police service. It employs a sample of 150 police officers, covering both junior and senior officers from the Kumasi Central subcommand of the Ghana police service. Convenience sampling technique is used in the selection of the sample. A 5-point Likert scale questionnaires are used for the data collection on the recruitment practices, selection processes and work ethics. Anova and correlation analyses were used to examine the mean difference and effect of the recruitment and selection practices on work ethics in the Ghana Police Service. The findings of the study suggest that although beneficial, certain recruitment and selection practices recorded negative associations with the work ethics variables employed in the study. The correlations also revealed weak association between the selection practice and work ethics proxies. It showed that frequent training sessions conducted after recruitment impacts sense of value into the officers, hence less likely to portray unethical behaviours on duty. This was positively correlated with fair dealings, applying fair treatment, and responsible for one actions. The results also revealed positive strong association medical assessment and the ethical working behaviours but negative with the unethical work place behaviours. The Anova test also revealed significant differences in the selection and recruitment practices of the service and how they are related to work ethics. Employee competency was associated with being responsible for ones actions and being virtuous. One-to-one interview is more likely to recruit corrupt officials with unethical than the other selection practices. Factors such as work experience, panel interviews and tests used makes the selection and recruitment practices very effective. Therefore, the police service should strengthen their recruitment and selection practices to streamline unhealthy and unethical behaviours in the agency.
A thesis submmited to the Department of Human Resource and Organization Development, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirement for the degree of MASTER OF BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT).