Kwame Ansong Wadei

Purpose: Drawing on the organizational support theory (OST), the study investigates how employee benefits contribute to job satisfaction and whether employees' perception of organizational support enhances this relationship. Design/methodology/approach: A cross-sectional survey design was adopted. Using structured questionnaires, data were collected from 163 clinical and non-clinical staff members of 3 health facilities in Accra, Ghana. Statistical analyses were conducted using SPSS PROCESS macro to assess direct and mediating relationships between employee benefits, perceived organizational support and job satisfaction. Findings: The results indicate that employee benefits significantly influence both job satisfaction and perceived organizational support. Perceived organizational support also positively affects job satisfaction, and the mediation effect was statistically significant. These findings suggest that both employee benefits and perceived organizational support influence job satisfaction. Research limitations/implications: The study is limited to just three healthcare institutions, which may constrain generalizability. Future research should consider larger samples across multiple healthcare organizations to validate the findings and examine longitudinal effects. Practical implications: Management should enhance job satisfaction by implementing comprehensive and equitable benefits programs. A strong organizational support culture can further improve morale and retention, especially in high-stress healthcare environments. Originality/value: This study contributes to the growing body of research linking human resource practices to employee well-being by integrating perceived organizational support as a mediating mechanism. It provides context-specific evidence from the Ghanaian healthcare sector.

Using empirical data, this research aims to explore the interplay of sustainability‐driven leadership (green transformational leadership) and its influence on environmental performance. It delves into the connection between green transformational leadership, facilitated through green innovation, and its effects on employee environmental performance. Additionally, it investigates how employees' green behavior moderates this relationship within Ghanaian industries. A multi‐item survey questionnaire was used to collect data from employees and their supervisors working in the manufacturing and service industries in Accra and Kumasi, Ghana. Analysis was conducted on 373 valid responses using SPSS AMOS and PROCESS analysis. The study's results unveiled that green transformational leadership positively influences green innovation, subsequently impacting employee environmental performance within the organization. Moreover, it was discovered that employee green behavior played a moderating role in the connection between green innovation and employee environmental performance. Based on the study's findings, the implications for practitioners are discussed.

The global debate about women's productive work and its impact on household decision-making power is ongoing. In Ghana, women are involved in various productive activities alongside unpaid care work, yet their participation in household decision-making remains low. This paper emphasizes the need to unpack the household bargaining outcomes by re-evaluating the role of women's paid and unpaid care work in rural and urban contexts in Ghana. To do so, we used Amartya Sen's model of cooperative conflict and a mixed method approach, involving the administration of questionnaires to targeted households together with in-depth interviews and focus group discussions in rural and urban Ghana. The findings show that the perception of the monetary contribution of women to the household (in the form of paid work) gives them more substantial intra-household bargaining power, enabling them to contribute to household and community decision-making processes. The article further highlights the importance of addressing the underlying perceptions attached to women's roles in the household because in the real sense, what is classified as “unproductive labor” are the social arrangements that permit the so-called productive processes to be carried on.

This study presents a moderated mediation model of leadership influences by examining the effects of ethical leadership on employee creative performance, using data from 342 employees matched with their supervisors in small and medium organizations in Ghana. The study revealed that creative self-efficacy mediated the positive relationship between ethical leadership and employee creative performance from the SPSS macro-PROCESS analysis. Additionally, job autonomy was identified as a situational moderator in the ethical leadership and employee creative self-efficacy relationship. Thus, the relationship between ethical leadership and employee creative self-efficacy was stronger as the job autonomy level rose. Finally, the theoretical contributions, practical implications as well as limitations, and future research directions were also discussed.

Purpose: The purpose of this paper is to draw upon social information processing theory to examine the sequential mediating roles of psychological safety and creative process engagement between participative leadership on creativity.Design/methodology/approach: Using a time-lagged sample of 526 supervisor–subordinate dyads from R&D teams of five enterprises located in the southwest part of China, we tested the theoretical model using structural equation modelling (SEM) as well as with the MPLUS 7.0 software.Findings: Results indicated that participative leadership is positively related to creative process engagement; psychological safety significantly mediates the relationship between participative leadership and creative process engagement; creative process engagement significantly mediates the relationship between psychological safety and employee creativity; psychological safety and creative process engagement sequentially mediates the relationship between participative leadership and creativity.Practical implications: The study findings imply that the participative leadership behaviors of managers or supervisor's nurtures employees psychological safety to take risk and promotes employee engagement in creativity relevant ventures leading to creativity.Originality/value: The findings contribute new knowledge on the relationship between participative leadership and creativity by uncovering the causal chain of a cognitive mechanism (psychological safety) with a behavioral mechanism (creative process engagement).

Drawing upon social information processing theory, the study examined how ethical leadership shapes creative performance. Specifically, we tested a theoretical model integrating the sequential roles of psychological safety and creative self‐efficacy. A two‐waved sample of 512 supervisor‐subordinate dyads from frontline employees of three service industries located in Ghana was administered. The results of the hierarchical linear modeling analysis revealed that there is a positive relationship between ethical leadership and creative performance and that psychological safety positively and significantly mediates the relationship between ethical leadership and creative performance. Similarly, creative self‐efficacy significantly and positively mediates the relationship between ethical leadership and creative performance. Moreover, both psychological safety and creative self‐efficacy sequentially mediate the relationship between ethical leadership and creative performance. We discuss the implications of these results for research and practice.

The Ghanaian banking sector plays a major role in the socio-economic development of the country. However, the banks are faced with many challenges which include growing customers’ demands, inadequate innovation practices and poor financial performance. With the advent of Information Communication Technologies (ICTs), there are calls for the banks to be more innovative. The paper explores the influence of organizational cultural orientations on product innovation. It also examines the moderating effect of extrinsic motivators on such relationships. Hypotheses were formulated and tested using data collected from the banking sector in Ghana. The findings are that innovate-oriented and compete-oriented cultures have a direct positive influence on product innovation. Both Informational Extrinsic Motivators (IEMs) and Controlling Extrinsic Motivators (CEMs) moderate the relationship between innovate-oriented, compete-oriented cultures and product innovation such that they diminish the positive relationship that exists between such variables. The paper offers theoretical contribution and managerial implications which are discussed.

Prior CSR and firm performance research has produced mixed results. Even so, numerous researches examining this relationship from the perspective of international standardisation have primarily concentrated on developed economics. This leaves an obvious gap within the extant literature with regards to evidence from sub-Saharan Africa. The aim of this study is to investigate the relationship between the extent of CSR disclosure performance and firm value, in an emerging institutional setting. Using hand collected data of South African listed companies, we apply the GRI G3.1 guidelines, as a measure of disclosure performance. Based on the panel data fixed effect model, we document a positive but insignificant relationship between CSR disclosure performance and firm value. Secondly, a negative and insignificant relationship was found between environmental disclosure performance and firm value. Lastly, we found a positive and statistically significant relationship between social disclosure performance and firm value. Overall, our findings suggest that CSR disclosure has a limited effect on firm value. Our findings hold for a set of robustness tests. Our findings suggest that the incorporation of sustainability disclosure, on the basis of GRI, is moderately high among the selected companies. Implications of our results suggest that CSR disclosure may not necessarily influence firm value, despite its numerous benefits. We contribute to this line of research from a multi-theoretical perspective.