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The purpose of this paper is to explore the development of innovation capability construct measures in the context of supply chain and to objectively identify the key dimensions for stimulating focal firms’ innovativeness.

The scale items for this research were obtained from extant literature. The data were collected from homogenous sample of 117 Ghanaian middle level managers (respondents). Exploratory factor analysis was used to identify the main dimensions of innovation capability. Based on the statistical analysis, four dimensions were obtained – idea management, idea implementation, collaboration and learning – and the convergent validity, discriminant validity, nomological validity and reliability tests indicate that the scales are valid and reliable

Four dimensions (factors) of innovation capability were identified from the exploratory factor analysis. These dimensions were labelled as idea management, idea implementation, collaboration and learning. The results indicate that the integration of the dimensions of innovation capability may stimulate a focal firm’s innovativeness.

First, the measurement scale might not capture all the important dimensions of innovation capability. Second, the judgmental sampling used in this study means that the result cannot be generalised to the entire supply chain population, third, the sample was drawn from one geographical location using non-probability sampling technique.

The measures provide supply chain managers with a better approach of understanding the innovation capability in their supply chain. For instance, the measurement of supply chain’s innovation capability should help supply chain managers to determine the important innovation areas that need attention most and to permit them to respond to challenges posed by any kind of innovation capability dimension that needs to be enhanced.

The unique contribution of this paper is the development innovation capability measurement scale in the context of supply chain.

The purpose of this study was to examine students’ innovation capability in virtual team projects from the COVID-19 pandemic era.

The researchers conducted an empirical study and the data were collected from a total of 308 participants engaging in virtual team projects. A structural equation modeling (SEM) was used to assess the relationship of the conceptual framework.

The findings showed that virtual team culture positively influenced propensity to innovate. Also, knowledge management and communication influenced propensity to innovate through the mediation of support for innovation.

Developing a strategy for propensity to innovate in any organization demands that project team members should be able to seamlessly communicate. Developing knowledge management, communication and support for innovation strategy in a virtual team may prepare an organization for permanently different post-pandemic events and the future turbulent business environment.

This study highlights innovation capability for the propensity to innovate, a topic that is not widely researched, especially in the context of virtual teams.

Despite the growing interest in innovation within low-tech herbal manufacturing from strategic and policy standpoints, little empirical research exists on their innovation capability. The purpose of this study is to explore innovation capability and its effect on product innovation performance of small low-tech herbal manufacturing companies.

Innovation capability has been important to large companies in general, and to some small companies in particular, to address the issues of survival and profitability. A case study method is adopted to explore the process of innovation capability of low-tech manufacturing companies.

Analysis of the two case studies reveals that collaborating with institutional agents, customers, suppliers and competitors in interactive learning, coupled with idea management and idea implementation, are factors that have influenced innovation capability. Also, cognitive ability and social interaction were identified to be crucial for innovation capability.

This study analysed two homogenous companies from the same geographical area. It could be fruitful to extend the scope to include companies in other geographical areas and different industries, where the theoretical arguments advanced in this study can be tested further.

Although the volume of research into innovation capability is growing, few attempts have been made to explore innovation capability and its effect on product innovation performance within small low-tech herbal manufacturing companies.

This paper aims to investigate the influence of human resource management (HRM) practices on the level of innovativeness observed within the service sector of Ghana, taking into account the potential mediating role of innovation capability.

The research used a quantitative methodology to fulfill the study's objectives. A Web-based survey questionnaire was designed to gather data from a sample of 168 respondents, selected through a convenient sampling technique. The proposed model was tested using the Process Macro Model 4 by Hayes in SPSS version 26.

The study’s outcomes indicate that there is no statistically significant correlation between HRM practices and firm innovativeness. However, the mediating role of innovation capability was observed to fully account for the relationship between human HRM practices and firm innovativeness. Additionally, a positive and significant association was identified between HRM practices and innovation capability, as well as between innovation capability and firm innovativeness.

It is important to note that the findings are limited to the perspective of employees within the service sector of Ghana. Therefore, future research could explore the manufacturing and/or extraction industries in Ghana to obtain a more comprehensive understanding. Furthermore, a larger sample size could be considered in future studies.

To the best of the authors’ knowledge, this study presents a novel examination of the hypothesized model within the Ghanaian context, providing valuable insights into the relationship between HRM practices, innovation capability and firm innovativeness.

This study investigated the impact of entrepreneurship education on the international entrepreneurship intention of the university students while considering the mediating roles of entrepreneurship alertness, proactive personality, innovative behaviour and the moderating role of global mindset in this relationship.

The research employs a survey methodology, utilising a structured questionnaire for data collection. The study specifically concentrates on students enrolled at Akenten Appiah-Menka University of Skills Training and Entrepreneurial Development (AAMUSTED) in Ghana, drawing its sample from six academic programmes within the university. Data analysis is conducted using structural equation modeling (SEM).

The findings of this research revealed that entrepreneurship education exerts a positive influence on the international entrepreneurial intention. Furthermore, entrepreneurship alertness acts as a mediator in the relationship between entrepreneurship education and innovative behaviour. Similarly, a proactive personality serves as a mediating factor between entrepreneurship education and innovative behaviour. Moreover, innovative behaviour operates as a mediator in the relationship between entrepreneurship education and international entrepreneurship intention. Additionally, a global mindset plays a crucial moderating role in the connection between entrepreneurship education and international entrepreneurship intention.

This study makes a significant contribution to the field by shedding light on the mediating roles of proactive personality, entrepreneurial alertness, innovative behaviour and global mindset moderating the relationship between entrepreneurship education and international entrepreneurship intention. These insights offer fresh perspectives on the complex dynamics at play in the realm of entrepreneurship education and its impact on students' intentions for the international entrepreneurship.

This study aims to assess how employee innovativeness, employee self-efficacy and customer-centricity intervene in the relationship between transformational leadership and organizational competitiveness of insurance firms.

This study was a survey, with data collected using a structured questionnaire. The population was the insurance firms in Ghana, and the target respondents were employees. The sample comprises 218 employees drawn from 19 insurers. Data was analyzed using structural equation modeling.

This study concludes that transformational leadership had a direct effect on organizational competitiveness. Employee innovativeness partially mediated the relationship between transformational leadership and organizational competitiveness. Employee self-efficacy moderated the effect of transformational leadership on employee innovativeness. Finally, customer-centricity moderated the effect of employee innovativeness on the organizational competitiveness of insurance firms.

Future studies should pay particular attention to the individual dimensions of transformational leadership (individualized consideration, intellectual stimulation, inspirational motivation and idealized influence), in combination with the other constructs studied.

Insurance is a service industry, which sells mostly unsolicited products. Customer-centricity is therefore very crucial in achieving organizational competitiveness. Attention should also be paid to transformational leadership and employee self-efficacy, as they enhanced employee innovativeness needed for competitive advantage.

This study contributed to the understanding of the relationship between transformational leadership and organizational competitiveness, by identifying employee innovativeness, employee self-efficacy and customer centricity, as intervening variables.

This study explored the moderating role of organizational culture in the relationship between organizational leadership and organizational culture in the banking sector.

The sample comprised of 331 full-time bank employees in the Ashanti region of Ghana. The reliability and validity of the data was tested using confirmatory factor analysis, with structural equation modeling as the main means of analysis, run using Amos (V23) in the data analysis.

The study concluded that all four leadership styles (transformational, transactional, servant and sustainable leadership styles) had a positive effect on banks' efficiency. Organizational culture also had a direct positive effect on banks' efficiency in Ghana. The study concludes that organizational culture positively moderated the relationship between organizational leadership and organizational efficiency in the banking industry. This implies organizational culture strengthens the relationship between organizational leadership and organizational efficiency in the banking industry.

– A limitation of this study was to consider organizational culture as a composite variable, instead of considering the effects of the individual dimensions (clan culture, adhocracy culture, hierarchy culture and market culture). Although using the composite variable was not theoretically wrong, each of the four dimensions had unique characteristics and may influence organizational outcomes differently, and should have been considered.

To achieve strategic organizational outcomes, leaders are to comprehend the various leaderships styles and how they could be transformed to influence organizational outcomes.

Past studies have paid limited attention to the interaction between organizational leadership and organizational culture, and how this affects organizational efficiency.

There is an increasing interest in the supply chain’s digitalization, yet the topic is still in the preliminary stages of academic research. The academic literature has no consensus and is still limited to research assessing the supply chain’s digitalization of organizations. This study aims to explore the supply chain digitalization drivers to understand the emerging phenomena. More specifically, the authors devised from the literature the most common factors in assessing the readiness in scaling supply chain digitalization.

This study followed a five-phased systematic literature review (SLR) methodology in this research: designing, analyzing, conducting, writing and assessing the quality of the review. The SLR is beneficial for justifying future research regardless of the complex process that requires dealing with high-level databases, information filtering and relevancies of the content. Through analysis of 347 titles and abstracts and 40 full papers, the authors showed and discussed the supply chain digitalization: transformation factors.

The results generated three main themes: technology, people and processes. The study also generated ten subthemes/primary drivers for assessing the readiness for supply chain digitalization in organizations: IT infrastructure, cybersecurity systems, digitalization reskilling and upskilling, digitalization culture, top management support, digitalization and innovation strategy, integrated supply chain, digital innovation management, big data management and data analytics and government regulations. The importance of each factor was discussed, and future research agenda was presented.

While the key drivers of the supply chain digitalization were identified, there is still a need to study the statistical correlation to confirm the interrelationships among factors. This study is also limited by the articles available in the databases and content extraction.

This study supports decision-makers in understanding the critical drivers in digitalizing the supply chain. Once these factors are studied and comprehended, managers and decision-makers could better anticipate and allocate the proper resources to embark on the digitalization journey and make informed decisions.

The digitalization of the supply chain is more critical nowadays due to the global disruptions caused by the Coronavirus (COVID-19) pandemic and the surge of organizations moving toward the digital economy. There is a gap between the digital transformation pilot studies and implementation. The themes and factors unearthed in this study will serve as a foundation and guidelines for further theoretical research and practical implications.

The purpose of this study is to assess the extent to which the nexus between foreign bank presence (FBP) and inclusive growth is being impacted by the financial development.

The study used a two-stage system generalized method of moment (GMM), using 28 African countries from the period 2000 to 2018.

The study found a positive effect of FBP on inclusive growth. While financial development magnifies the positive effect of FBP, inclusive growth nexus, it has a direct effect on inclusive growth.

For Africa to ascertain the positive effect of FBP on inclusive growth, financial system must be developed to reduce the cream-skim behavior of foreign banks.

This paper assess the extent to which developing economy's developed financial system form synergies with FBP to further enhance the inclusiveness of growth.

Performance in virtual teams, which faces cultural and demographic differences, is a relevant phenomenon that has been widely investigated in recent decades, but with opportunities in exploring other levels of analysis as individual and project. This current research aims to understand how multicultural virtual teams affect individual, team and project performance.

The authors conducted a systematic literature review (SLR) and bibliometric analysis to capture 273 papers from the Web of Science (WoS) database using a snowball approach. In a second approach, the authors selected 130 papers to conduct a content analysis.

The authors presented a longitudinal overview regarding the adoption of virtual teams in project management (PM) literature. A conceptual framework was proposed to explore the relationship between multicultural virtual teams and performance with three levels of analysis: individual, teams and project. The authors contributed with research hypotheses to be explored in future empirical studies not only at the team perspective but also at the project and individual levels. The thematic analysis suggested that the literature focus has shifted from hard to soft aspects faced by virtual teams. Social identity/categorization theory was the most prominent theory in this body, but it is not fully explored in PM literature. Other opportunities of future studies are to understand the impact of cultural diversity, the sense of belongingness, the project life cycle and the development of a knowledge management program.

The authors developed a 3-level conceptual framework for future empirical studies and demonstrated that cultural differences are mainly approached at the national level in the literature, bringing suggestions for future empirical research.