Search results

This paper aims to examine the role of country-level institutional structures in strengthening the level of investor confidence in Africa while controlling for real GDP growth, interest rate spread, inflation and country credit rating.

The paper uses panel data for the period 2009-2013. It takes into account the rule of law, political stability, regulatory quality, voice and accountability, control of corruption and property rights as potential institutional drivers of the level of investor confidence. These factors are based on their relative relevance from the extant literature. Correlated panels-corrected standard errors model was used to establish the relationship between the institutional structures and the strength of investor confidence.

The overall results show that rule of law, voice and accountability, property rights and political stability exhibit significant positive relationship with the strength of investor confidence in African economies. This implies that asking African economies to strengthen these institutional structures will result in enhanced investor confidence in their economies. This suggests that the establishment of these institutional structures is an effective tool to enhance investor confidence in African economies.

In addition to the long-term goal of promoting economic reforms, a corresponding long-term goal of strengthening institutional structures in African economies should be taken into consideration. Instead of waiting for their economic reforms to take effect, governments in African countries can, to some degree, attract investors into their economies by establishing credible institutional structures.

This paper contributes to the knowledge on how country-level institutional structures influence the level of investor confidence in the context of Africa.

This study aims to investigate the mediation effects of employee voice and employee well-being on the relationship between relational leadership and organizational citizenship behavior.

This study used a Web-based survey method to collect data from 301 respondents in the four public hospitals of the Sekondi-Takoradi Metropolis. This study used PLS-SEM (WarpPLS) to test the study’s hypotheses.

The findings show that relational leadership has a positive impact on organizational citizenship behavior, and that this link is mediated in part by both employee voice and employee well-being.

This study demonstrates the importance of leaders, paying close attention to employees’ well-being and opinions when attempting to drive organizational citizenship behavior in the health sector.

Based on the review of the extant literature on the impact of leadership on employee behavior and to the best of the authors’ knowledge, it is likely that this study will be the first to show how relational leadership, employee voice, employee well-being and organizational citizenship behavior are related in the health sector, thereby advancing the thrusts of the social exchange and relational leadership theories.

This paper aims to examine the influence of corporate social responsibility on financial performance of small and medium-sized enterprises (SMEs) in Ghana by using access to capital and firm reputation as mediating variables.

The authors collected primary data from 423 SMEs within the Accra Metropolis. Partial least squares estimation technique was used to analyze the data.

The authors documented evidence for a mechanism through which corporate social responsibility results in financial performance of firms: SMEs with improved corporate social responsibility practices are better positioned to achieve enhanced reputation, which translates into improved financial performance. Even though this study did not document a significant relationship between corporate social responsibility and access to finance by Ghanaian SMEs, the authors contend that looking at the positive relationship between them, SMEs can minimize their capital constraints by embarking on CSR practices, which can eventually translate into financial performance.

The authors recommend that for SMEs to enhance their reputation and increase their access to capital, which will eventually result in enhanced financial performance, corporate social responsibility practices should be a major part of their operations.

It contributes to our knowledge on how CSR practices lead to financial performance of SMEs in developing countries. In addition, this is the first of its kind to establish the relationship between CSR practices and financial performance of SMEs in Ghana by using access to capital and firm reputation as mediating factors.

The study analysed the influence of organizational justice on the duty orientation of employees in the mining sector of Ghana. Also, it examined the mediating role of supervisor-provided resources in the relationship between organizational justice and duty orientation.

The study obtained data through a self-administered questionnaire from 291 employees of a mining firm. The data were analysed and interpreted in light of the hypotheses using the partial least squares structural equation modelling technique.

The findings revealed that organizational justice had a significant positive relationship with duty orientation and supervisor-provided resources. The results again established that supervisor-provided resources had a significant positive relationship with duty orientation. The study finally documented that supervisor-provided resources partially mediate the relationship between organizational justice and duty orientation.

We recommended that the management of the mining companies devote resources to developing organizational justice policies based on fairness in resource allocation, clear roles, employee feedback and effective information dissemination. Furthermore, supervisors should place priority on acquiring and dispensing resources as employees demonstrate their willingness to improve duty orientation.

The study contributes to knowledge in a novel research area. It adds to empirical evidence by highlighting the possible variables that may influence employees to engage in duty orientation.

本研究擬分析於迦納的採礦部門裏,組織公平感對僱員職責導向的影響;研究亦擬探討主管提供的資源,如何在組織公平感與職責導向間的關係上起著中介角色。

研究人員透過一間採礦公司291名僱員自我測試的問卷,取得研究所需的數據,繼而以偏最小平方結構方程式模式分析法,進行數據分析,並按照研究的假設,對數據進行闡釋的工作。

研究結果顯示,組織公平感與職責導向和主管提供的資源之間存在顯著的正向關係;研究結果亦確定了主管提供的資源與職責導向之間存在顯著的正向關係。最後,研究結果證明了主管提供的資源,會一定程度調節組織公平感與職責導向之間的關係。

我們建議採礦企業的管理層應根據資源的公平分配、明確的角色、僱員的回饋和有效的信息傳播,把資源專用於發展組織公平感的政策上;而且,當僱員展示他們願意改善職責導向時,主管應把獲取資源,並加以發放列為優先事項。

本研究在一個新穎的研究領域裏,幫助我們增進知識;研究透過強調影響僱員參與職責導向的可能變數,增加有關的經驗證據。

This paper aims to examine the perception of individual Ghanaian shareholders on corporate social responsibility (CSR).

In consequence of the largely unexplored nature of the issue of CSR, the authors use a qualitative analysis to offer the painstaking understanding needed about this issue. Individual Ghanaian shareholders who have absolute control over what companies they desire to invest were selected as the participants.

The findings show that individual shareholders believe there is the need for corporate directors and managers to take into consideration the interests of all corporate stakeholders-workers, customers, shareholders, suppliers, the local community and the environment- in fashioning out their CSR policies. It also shows the relevance individual shareholders attach to each of those CSRs within each corporate stakeholder group. For instance, the individual shareholders think that it is most relevant for firms to put implementable measures in place to reduce or minimise harm to the environment. Also, with respect to workers, firms are the first and foremost to ensure a hale and hearty and secured work environment. Further, with respect to customers, firms have to offer standard or quality products and services to them. More so, in regards to suppliers, corporate directors and managers have to offer them reasonable prices for their products. Finally, on the part of the local community, firms have to effectively assist them.

The practical approach to problems and affairs of individual Ghanaian shareholders is indicated by how much importance they attach to each corporate responsibility matter, and also they appreciate that a firm cannot thrive or survive for long if it refuses or totally abandons the needs of other corporate stakeholder categories. It will thus be of relevance to firms to take executable steps to deal with the needs of other corporate stakeholder groups brought up by the individual shareholders. As a matter of fact, the vivid descriptions of each of the matters concerning CSR of the individual shareholders present an important policy guideline for corporate directors and corporate managers to establish good-natured relationship between their firms and other corporate stakeholder groups.

This paper contributes to the knowledge on CSR by establishing that even though individual shareholders are interested in personal economic benefits, they want their firms to be socially responsible to meet the interests of other corporate stakeholder groups.

This paper aims to examine the role personal values play in investment decision-making processes among Ghanaian shareholders.

In consequence of the recent emergence of the issue of corporate governance practices in Ghana, and the kind of the research objective of this paper, a mix of qualitative and quantitative methods was used. These methods were used in two stages. The first stage was qualitative, which purposively selected 20 individual shareholders to solicit their perspectives on how personal values influence investment decisions. Their responses were used to construct the content of this enquiry. The second stage, which was quantitative, used stratified sampling technique to select 503 individual shareholders to confirm the responses obtained from stage one of the enquiry.

The findings of the study reveal that individual shareholders in Ghana hold value priorities and that honesty, a comfortable life and family security play a significant role in their lives and their investment decision-making processes, and the kind of companies they choose to invest in. Also, to Ghanaian individual shareholders, there is a clear distinction between a comfortable life and a prosperous life in the sense that they are not incentivized more by the latter but by the former in their investment decisions.

The results can inform corporate directors and managers what values are considered in investment decisions, and that it is not purely financial. With these results, they can be informed that while some financial values are important, it is just to live a comfortable life and not a prosperous life. This may influence these directors and managers to have a more long-run focus and to have more of a corporate social responsibility (CSR) focus by putting implementable measures in place to tackle corporate responsibility issues and to take up a responsibility for their CSR feat. Also, the results can be used for public policy in that if regulators find out that more CSR-type information is important to investors, they might require additional CSR-type disclosures in financial statements.

This paper contributes to the knowledge on the stakeholder perspective of corporate governance that individual shareholders’ personal values have influence on their investment decisions and the choice of companies they invest in.

This study aims to examine the mediation effect of safety climate (SC) on the relationship between ethical leadership and employee health and safety in the oil and gas downstream sector in Ghana.

This study used a quantitative approach (survey) to collect data from 215 pump attendants at the fuel stations in the Accra Metropolis. The authors used PLS structural equation modelling (PLS-SEM) to test the research hypotheses in this study.

The results show that leaders’ adherence to ethical practices had a significant and positive effect on both their employees’ health and safety and SC in the workplace. Furthermore, the ability of leaders to use ethical practices to achieve a healthy and safe work environment was also contingent on the presence of a safe work climate.

This study highlights the need for leaders to pay specific attention to adhering to ethical rules and regulations and also promoting a safe climate in the workplace to guarantee the health and safety of employees.

This study presents a novel contribution to the literature by empirically demonstrating the contingency importance of SC in the quest of leaders leveraging ethical practices to promote the health and safety of employees in the workplace, which has not been discussed by previous studies.

This study aims to investigate the influence of responsible leadership on employee duty orientation in the manufacturing sector of Ghana by using job satisfaction as a mediating variable.

This study relied on the quantitative approach and explanatory research design for the execution. This study gathered data from 325 employees across three manufacturing firms and applied the partial least squares structural equation modelling technique to test hypotheses.

This study established that responsible leadership had significant positive relationship with duty orientation and job satisfaction. The findings further disclosed that job satisfaction was positively related to duty orientation. This study provided evidence that job satisfaction serves as a mechanism through which responsible leadership could influence duty orientation.

This study recommends that for manufacturing firms to enhance job satisfaction, which will eventually lead to employees’ demonstrating duty orientation, the employers and relevant stakeholders such as board of directors and shareholders should emphasise responsible leadership traits among various managers and supervisors.

This study contributes to knowledge in a novel research area. It adds to empirical evidence by highlighting the possible variables that may influence employees to engage in duty orientation.

The study investigated the effects of relational leadership on hotel employees' creativity, using knowledge-sharing behaviour and leader–follower dyadic tenure as intervening variables.

A self-administered questionnaire was used to collect data from 355 employees of authorized hotels from the conurbation of Cape Coast and Elmina in Ghana. To evaluate the study's research hypotheses, the authors used WarpPLS and PLS-SEM.

The findings demonstrated that while knowledge-sharing behaviour did not directly affect employee creativity, it did have a significant mediating effect on the link between relational leadership and the creativity of employees. The study also revealed that the ability of relational leaders to drive knowledge-sharing behaviour was not contingent on leader–follower dyadic tenure.

The results of this study have practical relevance for human resource practitioners in the hospitality industry. Given that relational leadership has a positive relationship with employee creativity, the authors recommend that hotel supervisors relate well with employees by sharing valuable information and respecting their opinions in decision-making.

Studies on the role of relational leadership and employee creativity are scanty. This study develops a model to explain how relational leadership could influence employee creativity by incorporating knowledge-sharing behaviour and leader–follower dyadic tenure.

The study examined the influence of servant leadership on organisational citizenship behaviour (OCB) of employees in Ghana through the intervening roles of public service motivation (PSM) and the length of time spent with the leader.

A structured questionnaire was used to gather data from 328 randomly sampled respondents within the six metropoles in Ghana for data analysis. The partial least squares structural equation modelling (PLS-SEM) was used to address the hypotheses of the study.

The study found that servant leadership has a significant positive influence on OCB and PSM. The study also found that PSM significantly and positively influences OCB. The study finally established that whiles PSM significantly mediated the relationship between servant leadership and OCB, the length of time spent with leaders did not moderate the servant leadership and OCB nexus.

The study implies that stakeholders in the local government sector, such as the Local Government Service Board, should emphasise employing or promoting supervisors who are servant leadership-driven to occupy key positions within the local government structure. Efforts could also be made to train the supervisors to acquire servant leadership traits.

The results from the study provide significant insights on how the public sector in Ghana and beyond can identify, develop and maintain servant leaders to promote employees OCB. Also, being a pioneering study in Ghana, the results and recommendations from the study have set the pace for future scholars to discuss issues that engulf the public sector.