Hayford Asare Obeng

Introduction: This study examines the associations between silo thinking and staff engagement by considering the mediating role of psychological safety and the moderating role of perceived supervisor support, drawing on Social Capital Theory and Social Exchange Theory. Methods: A purposive, multi-stage sampling approach was used to collect data from 363 healthcare professionals working in public and private hospitals in Ghana. Data were analysed using partial least squares structural equation modelling (PLS-SEM). Harman’s single-factor test and the full-collinearity test were employed to assess common method bias. Results: The findings indicate that silo thinking was significantly and negatively associated with both staff engagement and psychological safety. Furthermore, psychological safety was significantly and positively associated with staff engagement and partially mediated the relationship between silo thinking and staff engagement. Additionally, perceived supervisor support significantly moderated the relationships between silo thinking and staff engagement and between silo thinking and psychological safety; however, it did not significantly moderate the relationship between psychological safety and staff engagement. Conclusion: The findings extend the complementary perspectives of Social Capital Theory and Social Exchange Theory by highlighting the importance of organisational relationships and supportive supervisory practices in understanding staff engagement within Ghana’s public and private healthcare sectors. Given the study’s focus on healthcare professionals in Ghana, future research could employ longitudinal designs and examine these relationships across different healthcare systems and cultural contexts.

Introduction: Strategic and organizational solutions are becoming essential due to the global demand for digital transformation, sustained operational efficiency, and the rapid advancement of artificial intelligence (AI) technologies. This study examines the influence of artificial intelligence adoption on organizational efficiency, with digital literacy as a boundary condition and organizational learning capability serving as a mediator. Methods: The study utilized a quantitative cross-sectional survey-based design. A multistage sampling technique was used to collect data from employees working in the Ghanaian banking sector. Data collected from 388 employees from the banks were utilized in an empirical study employing structural equation modeling. Both direct and indirect relationships were assessed. Results: The findings revealed that the level of artificial intelligence adoption has a significant and positive influence on both organizational efficiency and organizational learning capability. The results further showed that organizational learning capability has a significant and positive influence on organizational efficiency and partially mediates the relationship between artificial intelligence adoption and organizational efficiency. Additionally, the results revealed that digital literacy moderates the relationships between artificial intelligence adoption and organizational efficiency, as well as the relationships between organizational learning capability and organizational efficiency. Conclusion: This study introduces a novel theoretical framework that connects the hitherto overlooked linkages between artificial intelligence adoption, organizational learning capability, digital literacy, and organizational efficiency within the banking sector of an emerging economy. By integrating these constructs into a unified model, the study clarifies the mechanisms and boundary conditions through which AI adoption translates into organizational efficiency, thereby extending the Resource-Based View in an emerging-market context.

Introduction: Growing environmental sustainability concerns have increased the need for hotels to adopt responsible management practices that improve green performance. This study uses Social Exchange theory to examine how green human resource management affects green performance in the hospitality industry, specifically through sustainable service innovation and proactive green behavior toward technology use. Methods: Data were collected from 415 Malaysian hotel employees via purposive and convenience sampling and analyzed using partial least squares structural equation modeling in SmartPLS version 4.1.1.8. Results: The findings show that green human resource management significantly improves green performance, sustainable service innovation, and proactive green behavior to technology use. Furthermore, sustainable service innovation and proactive green behavior to technology use both significantly influence green performance and partially mediate the relationship between green human resource management and green performance. The study confirms the serial mediating roles of sustainable service innovation and proactive green behavior toward technology use in this relationship. Discussion: The study highlights the importance of integrating green HR practices, sustainability-oriented innovation, and proactive use of green technology to strengthen environmental sustainability in hotels.

Corporate sustainability has become a strategic imperative for organizations, balancing economic viability with long-term social and environmental responsibilities. Although prior studies have highlighted the importance of leadership and knowledge management in organizational success, limited attention has been devoted to how knowledge-oriented leadership fosters corporate sustainability through knowledge processes, particularly within small and medium-sized enterprises (SMEs) in emerging economies. Drawing on the Resource-Based View and Knowledge-Based View, this study examines the effect of knowledge-oriented leadership on corporate sustainability and the mediating role of knowledge processes. Data were collected from 351 managers of SMEs in Ghana and analyzed using Harman's single-factor test and partial least squares structural equation modeling. The findings reveal that knowledge-oriented leadership positively and significantly influences both corporate sustainability and knowledge processes. Knowledge processes were also found to significantly enhance corporate sustainability and partially mediate the relationship between knowledge-oriented leadership and corporate sustainability. By demonstrating how leadership-driven knowledge processes contribute to sustainable organizational outcomes, this study extends the sustainability literature and offers empirical evidence from the underexplored context of Ghanaian SMEs. The findings provide practical insights for managers and policymakers seeking to strengthen the economic, social, and environmental sustainability of SMEs through effective leadership and knowledge management practices.

Small and medium‐sized firms (SMEs) globally are increasingly struggling to maintain competitiveness while addressing the escalating expectations of society and the environment. As sustainability demands increase, enterprises have to align their strategic objectives with ethical business practices. Corporate social responsibility (CSR) has become a crucial mechanism for firms to align their economic objectives with societal needs, thereby enhancing their resilience and competitiveness over time. This study examines the impact of CSR on sustainable competitive advantage, considering the mediating roles of green human resource management (GHRM) and technological adaptability in the Ghanaian SMEs. The non‐probability convenience quantitative data drawn from 383 participants were analysed using SPSS AMOS version 23 and PROCESS macro version 3. They revealed that CSR significantly enhances sustainable competitive advantage, GHRM practices and technological adaptability. Also, both green human resources and technological adaptability significantly influence sustainable competitive advantage. The study further confirms that both GHRM and technological adaptability partially mediate the relationship between CSR and sustainable competitive advantage. This study enhances the Dynamic Capabilities Theory by clarifying how green human resource management and technological adaptability serve as mechanisms linking CSR to sustainable competitive advantage in SMEs. This study contributes to the literature on CSR and sustainability by presenting evidence from an emerging economy where research on CSR‐driven adaptive competencies is scarce. The findings underscore the strategic significance of integrating sustainability commitments into human resource frameworks and technological enhancement initiatives. Overall, integrating CSR with GHRM practices and adaptive technological investments not only enhances the long‐term performance of SMEs but also demonstrates the transformative potential of strategic sustainability efforts in driving competitive advantage and positive societal impact.

The Metaverse, a virtual space where users interact via avatars, presents a burgeoning platform for marketing endeavors. Unlike traditional social media marketing, which broadcasts to a passive audience, Metaverse marketing facilitates two-way engagement in immersive settings. This is especially relevant for brands aiming to connect with digitally savvy generations, such as Gen X, Millennials, and Gen Z, whose expectations for interactivity and personalization continue to grow. While previous studies have assessed the broader pros and cons of Metaverse marketing, this study examines the avatar as a catalyst for consumer interaction and brand loyalty. The central question was to investigate how avatars influence brand engagement, with a focus on emotional connection and self-expression within the virtual environment. This study explores consumer perceptions, attitudes, and behaviors towards avatars among 398 Malaysian adults. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to analyze the data. Findings reveal that avatars are effective in enhancing brand recall, trust, and emotional connection. The results also indicate that metaverse brand awareness, customer awareness, trust, and credibility, as well as emotional connection, serve as mediators in the relationship between avatar usage and Metaverse brand engagement. Implications for marketers and future study directions are discussed, highlighting the significance of avatar-based marketing in the evolving digital commerce landscape.

Despite the growing emphasis on sustainable finance in today's corporate landscape, its impact on product responsibility remains underexplored, particularly the moderating role of board environmental expertise. This study addresses these gaps by examining non‐financial companies listed on the London Stock Exchange, chosen for the UK's progressive legal framework, stringent ESG reporting requirements, and global leadership in sustainable finance. Using purposive sampling, data from 143 companies spanning 2008–2024 were extracted from Refinitiv DataStream. The analysis employed advanced estimation techniques, including Cross‐Sectional Augmented Autoregressive Distributed Lag (CS‐ARDL), Feasible Generalized Least Squares (FGLS) and two‐step difference Generalized Method of Moments (GMM) models. The findings reveal that environmental expenditures, emission reduction policies, and green bond issuance as a proxy for sustainable finance positively and significantly influence product responsibility. Furthermore, environmental expertise significantly strengthens the impact of environmental expenditures and emission reduction policies on product responsibility. The study recommends that corporate leaders move beyond symbolic sustainability efforts by integrating environmental strategies such as emission reduction and targeted environmental investments into core business operations, especially in product design, procurement, and lifecycle management, to achieve measurable improvements in ESG performance.