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Performance problems in the public sector (PS) necessitate adaptation due to the sector’s uniqueness. Purposeful leadership (PL) may resolve PS adaptive performance (AP) problems. However, there is a paucity of research on the influence of PL on AP. Using data from three large PS organisations in Ghana, this research explores the relationship between PL and AP through job satisfaction (JS) and organisational identification (OI). It also explores the moderating effect of organisational integrity (IN) on the PL–JS and PL–OI relationships.

This paper created and tested a research model using the responses of 875 public servants in Smart PLS 4. Contract fulfilment and perceived organisational support functioned as control factors influencing JS (an intervener). Perceived procedural justice and psychological need satisfaction serve as control factors for OI (another intervener). Age, sex, tenure, education and job position were used as control variables in AP. To assess the role of moderation, we utilised the product indicator approach, and to estimate the role of mediation, we used variance accounted for (VAF). A significance level of 5% was established.

As anticipated, this study found that PL and AP had a significantly positive connection (t = 2.229, p = 0.000, β = 0.138). Both JS (VAF = 27.37%) and OI (VAF = 39.21%) partially mediated this connection. IN positively moderated the PL–JS (t = 4.249, p = 0.000, β = 0.165) and PL–OI (t = 3.704, p = 0.002, β = 0.099) connections.

This paper provides a theoretical and empirical understanding of the PL–AP relationship, how this relationship is facilitated and how the PL–JS and PL–OI relationships are strengthened. It provides a roadmap for upcoming scholars to test the hypotheses in diverse PS contexts globally to broaden the field of leadership. It will be insightful to show how JS and OI jointly mediate this relationship and the potential mediating role of job embeddedness in further studies.

Human resource (HR) practices in PS organisations, such as selecting, leadership enhancement initiatives, promotions, training and performance evaluations, must be guided by a “values-driven strategy” if leadership is to find, cultivate and keep employees capable of devising innovative strategies to manage unforeseen circumstances at work. The leaders are required to demonstrate the values of their organisations in order to set up a role model.

This study highlights the obstacles that purposeful leaders have the potential to mitigate, as well as the prospects that they might offer. It shows the essence for PS organisations to uphold and maintain high integrity standards as their hallmark.

This paper is the first to create and test a research model that shows the relationship between PL and AP. It also shows the different mechanisms (JS and OI) that make this effect possible, as well as the good work environment (i.e. IN) that allows the PL–JS and PL–OI relationships to grow.

This paper aims to ascertain how knowledge of corporate social responsibility (CSR) by community members influenced their perception of Anglo Gold Ashanti (AGA) and its reputation.

The study used a qualitative approach using the phenomenology design. The population of the study was the residents of the Obuasi Municipality and a sample size of 20 was used. Purposive sampling was used to select both the sample frame and the respondents for the interview. An interview guide was used to carry out the in-depth interviews. Thematic analysis was used to analyse the interview notes.

The study found out that the CSR carried out by AGA was mainly for philanthropic or ethical purposes. The CSR of AGA was perceived to be very important for the Obuasi Municipality, except that it has not been done to the satisfaction of the community members. There was a gap between the perception of the community members about AGA’s CSR and the observed CSR activities of AGA.

The findings are based on people’s experiences and may differ in another geographic area even within the same country. People’s experiences may be different from reality.

Detailed background study is required to understand the expectations of communities where mining firms operate.

It is important for companies to appreciate the fact that communities in Africa have high expectations from entities doing business because there are real needs in communities.

Poor CSR practices will jeopardise the relationship between the firm and the community.

The purpose of this study is to test the hypotheses proposed by Konadu et al. (2023) for the first time and provide empirical insight on the subject. Corruption concerns affect all economies, but those attempting to avoid foreign grants are especially vulnerable. Stakeholders in these economies have pushed for more honest public sector (PS) workers and better oversight of public funds in an effort to build a more trustworthy and efficient government to improve PS performance. Just as the mechanisms through which employee integrity (EI) influences work performance (WP) have not been proven empirically, neither has the effect of EI on WP in African economies. Also, how purposeful leadership (PL) interacts with EI to boost WP is yet to be empirically examined in the integrity literature.

This paper surveyed and analysed the responses of 875 workers across the three most corrupt large PS organisations in Ghana using Smart PLS 4. Perceived organisational support and contract fulfilment functioned as control factors influencing job satisfaction (JS, a mediator). Psychological need satisfaction and perceived procedural justice serve as control factors for organisational identification (OI, an additional mediator). Education, tenure, job position, sex and age were used as control variables in WP. Product indicator and variance accounted for (VAF) methods were used to estimate the impacts of moderation and mediation, respectively. A 5% level of significance was determined.

As hypothesised, this study found that EI and WP had a significantly positive connection (ß = 0.119, p = 0.026), and both JS (VAF = 25.16%) and OI (VAF = 39.59%) partially mediated this connection. Moreover, PL positively moderated the EI–JS (ß = 0.155, p = 0.000) and EI–OI (ß = 0.095, p = 0.000) connections.

This paper affords empirical insight on the EI–WP relationship, how this relationship is mediated and how the EI–JS and EI–OI relationships are amplified. In this context, it sheds light on new ways in which EI and WP in the PS are improved. In addition, this paper provides a roadmap for forthcoming academics to test the hypotheses in diverse PS contexts globally to triangulate the results.

Leadership in PS organisations must maintain a “values-grounded approach” to all parts of human resource (HR) practices, including hiring, performance reviews, leadership enhancement programmes, training and promotions, if they are to attract, develop and retain employees who stand for the sector’s ethics and beliefs.

This research gives African nations proof that enhancing EI in the PS is important, and it lays out the many ways in which EI transforms into WP. It also draws attention to the challenges that purposeful leaders may help alleviate and the opportunities that they may present.

To the best of the authors’ knowledge, the hypotheses put forward in the conceptual research by Konadu et al. (2023) are tested empirically for the first time in this study. It also adds to the empirical literature that already exists on EI, JS, OI, WP and PL in the PS. This contributes to the disciplines of integrity, performance and leadership by enhancing theoretical frameworks and expanding upon existing knowledge.

Senior executives and leaders of public sector institutions (PSIs) are responsible for the development, preservation or restoration of employee integrity (EI). This conceptual paper aims to address the direct impact of EI on work performance (WP). It also explores the interceding effects of job satisfaction (JS) and employee organisational identification (OI) and the context-conditional impact of purposeful leadership (PL).

This research builds a research framework coupled with suppositions by integrating literature from both theoretical and empirical works in the fields of integrity management, human resource management, performance management and leadership using a systematic literature review approach. Firstly, the authors explicitly express the authors’ list of goals through replicable design. Secondly, the authors find all research papers that would satisfy the requirements for inclusion. Thirdly, the authors evaluate the truthfulness of the results from the incorporated research, and, finally, the authors offer a summary and synthesis of the features and outcomes of the incorporated research.

This study finds that EI will be favourably linked to WP, and this encouraging connection will be favourably interceded by JS and OI, both independently and together. Also, PL will favourably moderate the EI–JS connection as well as the EI–OI linkage.

This study provides a novel framework for specialists and academics in four multidisciplinary fields for improving the EI and WP of employees using JS and OI as strategic devices. It also considers the conditional influence of PL, which has been underexploited in the academic sphere. Thus, this research sets the stage for forthcoming academics to investigate this research framework empirically in diverse PSIs worldwide.

To guarantee that PSIs draw, grow and preserve workers who symbolise the beliefs of the institution, their leadership must uphold a “values-grounded approach” to all facets of its human resource practises – comprising recruitment, performance appraisals, training, leadership development platforms and promotions.

This study reveals the importance of improving integrity in PSIs and the diverse mechanisms through which EI translates into WP. It also highlights the possible benefits that purposeful leaders can offer as well as the problems that they can potentially help mitigate.

This research adds to the sparse literature on the construct of PL within PSIs’ settings and offers a new conceptual model for boosting employee WP through the facilitating roles of JS and OI, both separately and together.

In the past few years, researchers across the world have been attracted to corporate governance (CG) and sustainability studies in the banking space. However, inconsistencies remain, which have created a lack of alignment in existing research. To address this problem, this paper aims to re-examines the CG–bank sustainability relationship using a qualitative design, which has been underused in the field, to generate in-depth, useful and novel analysis and insights that may hide behind the numbers.

A qualitative inquiry was conducted using key informants in Ghana’s banking industry. This study made use of purposive and snowball sampling techniques, an interview guide and the thematic approach to qualitative data analysis.

Firstly, this research finds that while larger boards do not promote bank sustainability, those who are independent and have diversified expertise and experiences do. Secondly, CEO duality can boost bank sustainability only if the CEO is actively engaged and performing. Thirdly, this study finds that foreign-owned and managed banks make more profits only if they have good knowledge of the local market.

This research makes the call that upcoming researchers should replicate this research in other banking settings worldwide to validate the results.

Practical lessons for local and foreign-owned banks and their shareholders are discussed to advance the United Nations’ Sustainable Development Goal 8.

This research shares novel insights that offer clarity to the literature and move the CG and sustainability fields forward.

The purpose of this paper is to synthesise lessons from research on adaptation to demonstrate that African countries can explore the opportunities and challenges inherent in climate variability and change.

The paper is a review work which synthesises lessons from relevant journal articles and other related documents. The literature was retrieved from Google and Google Scholar using search terms such as climate change, climate change and mitigation, climate change and mitigation in Africa, climate change adaptation and mitigation in Africa, climate change vulnerability, climate change impacts, among others. Various combinations of the search terms were also deployed. The journals were subjected to critical review and key lessons synthesised from them and reflections on their future implications in relation to climate risks and vulnerability presented.

Key lessons were synthesised and reflections on their future implications in relation to climate risks and vulnerability were presented. The evidence seems to suggest that countries in Africa recognise that it is time for them to take action on the impacts of climate change. The key lessons which emerge, going forward, are that climate change adaptation should be mainstreamed into development plans of nations. All efforts should be geared towards sustaining livelihoods of people. Key stakeholders also have a role to play in adaptation. The paper has indicated that although a lot has happened, there are areas that require strengthening and that should be the focus and priority of change and policy makers for the future.

The paper is a synthesis and reflection of existing literature and it is possible that some of the dynamics may have changed since the paper was published.

The dynamics of climate change adaptation is understood. The approaches to adaptation are also explored. Areas worth prioritising in the discourse of adaptation studies have also been indicated.

The syntheses provided are the reflections of the author. The views of the researcher provide insights and understanding into the current adaptation debate.

The purpose of this paper is to explore people’s perceptions, stated attitudes, and observed and reported behaviour to water and other environmental quality.

The study adopted a mixed method approach. It employed a cross-sectional survey design. Ten communities were selected in Accra and its surrounding communities to indicate various levels of infrastructure provision and environmental quality. Four separate focus group discussions (FGDs) were carried out in each community, with a mixed group of older and young adult men and women, a group of men only, a group of women only, and a group of young adults only. Following the FGDs, further information was obtained through structured household questionnaire survey involving 443 respondents.

Different ideas were employed to explain people’s perceptions of water quality. There were common ideas such as on health, history of water use, perceptions which affect water use, and management of community activities which affect water sources. These ideas which emerged from the focus groups helped participants to assign meaning to their environment. Reported behaviour was influenced by the ability to pay for services, their availability and the influence of shared community norms. Although citizen participation in water and environmental management decision making was very limited, community collective action can be harnessed to enhance water and other environmental management.

Adopted an interdisciplinary approach that enabled explanations to phenomenon to emerge from the perspectives of the society rather than views being suggested to them. Thus, resulting in evidence-based issues for intervention.

The purpose of this study is to deepen the understanding of individuals’ flood disaster mitigation behaviour through the theoretical lens of self-determination theory (SDT). Specifically, the paper examines the influence of autonomy, competence and relatedness on individuals’ self-determined motivation for flood disaster mitigation. The study also examines whether self-determined motivation influences individuals’ flood disaster mitigation behaviour adoption.

Through a cross-sectional survey design, the study used a quantitative research approach for data collection and analyses. Specifically, data was analysed using the structural equation modelling technique.

The result of this study revealed that competence was the strongest predictor of self-determined motivation, followed by autonomy. The result further shows that self-determined motivation positively influences individual’s adoption of flood mitigation behaviour. However, the results showed that relatedness does not predict self-determined motivation for flood disaster mitigation.

To enhance the effectiveness of flood disaster mitigation social marketing campaigns, the SDT psychological needs constructs (particularly, competence and autonomy) can aid in assessing the motivation of the target population towards adopting mitigation behaviours. An assessment of motivation will help understand perception of flood risk and behavioural evaluation. The consideration of autonomy and competence on motivation will aid in developing effective campaigns to satisfy the needs of the target population.

The paper adds to the limited research that used SDT to understand a social marketing phenomenon.