Stephen Kwaku Nyarkoh, Gladys Attah-Gyamf, Alexander Akumbuno, Elliot Akuna, Flavia Atogkonge Awandare, G. Mensah, Chibelitu Wondwoiwe Linda, Bernard Kissi-Abrokwah
The study was to investigate the impact of work-related disciplinary regulation on university staff performance. The study was in line with the positivist philosophical assumption where quantitative survey design was employed to collect data using questionnaire. The study was underpinned by McGregor (1960) theory of motivation (X and Y) and operant conditioning by B. F. Skinner were anchored as the theoretical framework. The study was delineated among three (3) premier universities in Ghana namely: University of Ghana (UG), Kwame Nkrumah University of Science and Technology (KNUST), and the University of Cape Coast (UCC). The authors conveniently selected respondents who were willing to participate in the study. After the online survey 943 university staff responded to the study. The findings were analysed using descriptive (frequency and percentages were used while mean, and standard deviation) and inferential (Pearson chi-square). It was revealed that universities can prevent employee indiscipline and the detrimental effects that come with it by taking these measures. In the end, this will result in a more effective and peaceful workplace where everyone can succeed. The study concluded that indiscipline among university staff in Ghana is caused by a lack of motivation, poor salaries and discrepancies in salaries, poor channels of communication, sexual harassment and assault, lack of working materials and equipment, and poor supervision from management. The study revealed that management used verbal warnings, written or formal reprimands, promotion denials, rank reductions, suspensions from duty, and loss of privileges to curb indiscipline. Practically, the study imply that indiscipline leads to low productivity, which calls for aggressive steps to raise performance standards. University management ought to spend money on training initiatives that emphasise goal setting, time management, and work prioritisation. Whereas theoretical perspective helps the effect of workplace disciplinary rules on university staff productivity emphasises the value of developing an organisational culture that is consistent with Theory Y tenets. Improved performance can result from fostering an environment that is encouraging, empowering, and inclusive. This will increase intrinsic drive, trust, and job satisfaction.
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