Department of Organisation and Human Resource Management

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    Corporate Social Responsibility: Perspectives of Foreign and Local Oil Marketing Companies in Ghana
    (Communicatio, 2020) Amoako, G.; Dartey-Baah, K.; Owusu-Frimpong, N.; Kebreti, C.
    CSR activities in Ghana are undoubtedly receiving spectacular approval, either through companies’ voluntary acts to improve social conditions in the communities in which they operate or purely as a corporate strategy to enhance reputation and potentially increase profitability in the organization. It is in light of this, the researchers selected both foreign and locally based oil marketing companies in Ghana to examine their expressive social actions in the communities they operate in. The researchers found that as part of their CSR activities, the oil marketing companies focus on meeting educational needs, healthcare-related projects, safety issues, environmental interests, and community-related outreach programs such as providing potable water and donating towards community festivities.
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    Mediation effect of emotions on relational dynamics between entrepreneurs’ thinking processes and their entrepreneurial decision-making
    (Journal of the International Council for Small Business, 2023) Sanda, M.; Sallama, M.
    This study provides understanding of how creative entrepreneurs’ thinking processes affect their entrepreneurial decision-making and the influencing role played by their emotions. Using a cross-sectional design, quantitative data were collected from 576 creative entrepreneurs and analyzed descriptively and inferentially. It was found that creative entrepreneurs’ thinking processes affect their entrepreneurial decision-making. Their emotions were also found to strongly negatively affect their entrepreneurial decision-making. It was concluded that in understanding how the thinking processes of creative entrepreneurs inform their entrepreneurial decision-making and their emotional orientations, which strongly determine the character of their entrepreneurial decision-making must be considered. The results of this study provide a good understanding of the dynamics of creative entrepreneurs’ thinking processes and their entrepreneurial decision-making and the mediating influence of their emotions, which could be used to effectively design creative entrepreneurship skills and practices toward improved entrepreneurial decision-making.
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    Sustainable human resource management and social harm of deviant tourism employees
    (Anatolia, 2022) Anlesinya, A.; Susomrith, P.
    Research on how sustainable human resource management (HRM) can alleviate the social harms of tourism employees is limited. Therefore, this study conceptually examines the influence of sustainable HRM on the social harms of deviant tourism employees by drawing on multiple theoretical perspectives. The findings suggest that social harms of tourism employees are the result of social learning. Additionally, they imitate deviant tourists’ behaviours, and generate social harms for the stakeholders both in and outside the tourism work environment. However, this can be counter balanced by sustainable HRM practices that shape social learning forces, and directly reduce social harms. Accordingly, our study contributes by developing a multidisciplinary theoretical framework to guide practices and research on critical social issues within the tourism workplace.
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    Does humane leadership influence customer service orientation of financial institutions? The moderating effect of job satisfaction of casual employees
    (African Journal of Economic and Management Studies, 2024) Dzogbenuku, R.K.; Sokro, E.; Dartey-Baah,K.
    Purpose – This study seeks to assess how a humane leadership style affects customer service orientation among casual employees of financial service institutions in Ghana. Using job satisfaction as a moderator, this study predicts that a humane leadership style influences casual employees’ customer service orientation. Design/methodology/approach – Survey data were obtained from 328 frontline casual employees of financial service firms. The structural equation modelling technique of partial least squares was used to test the hypothesised relationships. Findings – The study found that a humane leadership style positively and significantly drives customer service behaviour. Job satisfaction also had a positive effect on customer service orientation among casual employees. Originality/value – The study appears to be the first of its kind to explore the moderating role of job satisfaction in the connection between humane leadership and customer service orientation from the perspective of casual employees. The study highlights insightful practical implications for corporate managers, HR practitioners and marketing academics.
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    The Impact of Time Management Behaviors on Employee Performance in Humanitarian Service Organization: A Study of Selected NPOs in Ghana
    (Journal of African Business, 2022) Abugre, J.B.; Nasere, D.; Minlah, B.
    The purpose of this work is to analyze the effect of time management behaviors on work performance of humanitarian services. non-for-profit organizations (NPOs) in Ghana. Using a survey of For NPOs in Ghana, different multivariate analytical techniques were employed to analyze the data. By doing so, we tested three symmetrical hypotheses of employees’ time behaviors leading to outcomes of employee performance in NPOs. Results indicated that short-range time management behavior has a strong impact on employee work performance in NPOs. Results also indicated that long-range time management behavior has a positive impact on employee work performance in NPOs. Similarly, our findings demonstrated that employee time management attitude is strongly linked to their performance in NPOs. This study concludes that time management behaviors or practices should be of great concern to organizational analysis in terms of time management and employee productivity which may go a long way toward creating competitive advantage for organizations.
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    Corporate social responsibility and employee attitudes: The moderating role of employee age
    (Business Ethics, the Environment & Responsibility, 2021) Nyuur, R.B.; Ofori, D.F.; Amankwah, M.O.; Baffoe, K.A.
    This study examines the role of corporate social responsibility (CSR) on employee engagement and job satisfaction. Using 322 responses from employees of selected companies in Ghana, and employing hierarchical regression analysis, the study examines the direct impact of economic, legal, ethical and discretionary CSR practices on employee satisfaction and engagement in organisations. The study further explores the moderating role of employee age on the relationship between CSR and employee engagement and satisfaction. The results provide evidence that economic, legal, ethical and discretionary CSR practices influence higher employee engagement and satisfaction levels at work. However, the study finds no evidence of employee age moderating the association between each of the four CSR dimensions and employee job attitudes (engagement and satisfaction). These findings are insightful and provide a response to calls for research on these issues. The study contributes to the literature by demonstrating that ethical CSR practices strongly influence employees' satisfaction and engagement levels; legal and discretionary CSR activities also have an influence, though to a lesser extent; and the economic dimension of CSR activities has the least impact. The managerial, practical and further research implications of these findings are discussed.
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    A contextual study of co-worker relationship and turnover intentions: the mediating role of employee cynicism
    (African Journal of Economic and Management Studies, 2022) Abugre, J.B.; Acquaah, M.
    Purpose: The purpose of the study is to clearly examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations in Ghana. Design, methodology, and approach: using a cross-sectional survey of employees from both public and private organizations, the authors tested our hypotheses with a sample of 288 employees by means of structural equation modelling (SEM) using maximum likelihood estimation with LISREL 9.2 and bootstrapping procedures. Findings: Findings showed that co-worker relationship are negatively associated with employee cynicism. The findings further revealed that employee cynicism is positively associated with employees’ intention to leave. Additionally, employee cynicism negatively mediated the relationship between co-worker. and employee intentions to leave their organizations. Practical implications: The work recommends that organizations become aware of employee cynicism which can adversely affect co-worker relationship and consequently, organizational performance. Therefore, organizations ought to reduce employee cynicism and rather encourage positive co-worker relations through interpersonal relationships and support for employees. Originality/value: An investigation of co-worker relationship in organization and employee intentions to leave or turnover is a significant micro-level analysis for contemporary Human Resource Management (HRM) research. This study gives us a scarce opportunity to understand how employee cynicism negatively mediates the relationship between co-worker relationship and turnover intentions of employees.
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    The role of board dynamics in explaining payout policy and shareholders’ wealth: Evidence from the banking sector in Africa
    (Research in Globalization, 2022) Ofori-Sasu, D.; Abor, J.Y.; Dzeha, G.C.; Boachie, C.
    The paper investigates the role of board dynamics in explaining the effect of payout policy on shareholders’ wealth creation at the market and bank levels. The study employs the 2SLS estimation of a panel dataset of 528 banks from 29 African countries from the year 2006 to 2018. The study finds that board dynamics enhance payout policy. The study shows that board dynamics create market- and bank-level wealth to shareholders. Further, payout policy reduces shareholders’ wealth creation in the market but increases bank-level wealth of shareholders. The study finds that payout policy can be utilized as a substitute control device in the presence of board governance mechanism in order to protect shareholders’ wealth. In general, the marginal effect of payout policy on shareholders’ wealth creation conditioned on board dynamics is relatively stronger at the market level compared to the bank level.
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    Once bitten, twice shy? The relationship between business failure experience and entrepreneurial collaboration
    (Journal of Business Research, 2021) Amankwah-Amoah, J.; Berko, D.O.; Adomako, S.
    This paper draws on entrepreneurial failure and firm collaboration literature to conduct two studies on serial entrepreneurs in a developing economy. In Study 1, we used qualitative, semi-structured interviews to derive insights from 16 entrepreneurs with business failure experience. We observed that business failure experience incentivizes some serial entrepreneurs to collaborate with other entrepreneurs, and this phenomenon is shaped by religious orientation. In Study 2, we conducted a survey of 421 serial entrepreneurs to empirically test the effect of business failure experience and entrepreneurial collaboration. We also examined the moderating roles of religious and family orientations on this relationship. The results from the survey revealed a positive relationship between entrepreneurs’ business failure experience and entrepreneurial collaboration. In addition, our results indicate that the positive impact of business failure experience on entrepreneurial collaboration is stronger among entrepreneurs leading non-family firms than family firms. Among firms led by non-religious-oriented entrepreneurs, business failure experience was more positively related to collaboration. Theoretical and practical implications are considered.
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    “Mental health is not our core business”: A qualitative study of mental health supports in the Ghanaian mining industry
    (Safety Science, 2021) Asare-Doku, W.; Amponsah-Tawiah, K.; James, C.; et al.
    Background: There is growing recognition of mental health aspects of workplace health and safety. Mining is a significant enterprise in the African continent; however, limited attention has been given to mental health in mining in this region. Ghana is the largest gold producer in Africa and mining contributes significantly to the economy. Mental health problems can have significant implications for the wellbeing and safety of miners employees, yet little is known about this in diverse geographic and cultural contexts. This study aims to explore mental health and available supports from the perspective of managers in mining companies in Ghana. Methods: A qualitative descriptive methodology was used to collect in-depth information from managers of international mining companies in Ghana. After receiving institutional ethics approval, all managers from the five mine sites were invited to participate in an interview. All interviews were audiotaped and transcribed verbatim for thematic analysis. Results: Three major themes were identified: Health Promotion, which explored health assessments and health promotion of onsite activities; on-site Support which included policy, human resources and medical supports; Thirdly, External support examined formal and informal supports such as family and social networks. Conclusion: Mental health was implied in various activities undertaken at the mine rather than being specific to targeting mental health directly. This study demonstrates the absence of mental health supports in mining. Ghana. Efforts should be made to incorporate mental health programs within the general health and safety policy, and an understanding of the local social norms and culture is vital.