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This study aims to examine the motivations and supports of stakeholders in the slum communities, Ghana.

Two-stage methodologies were used for data collection. Published Google News articles about the phenomenon as well as exploratory qualitative in-depth interviews with 15 participants.

The evidence shows that structured and unstructured are the two main categories of stakeholders operating in the space of slums in Ghana. It shows that stakeholders are motivated by their objectives and ethical or moral obligations to provide support in the form of consumables, housing and finance to the slums.

Because of the data collection regime used in this project, findings are specific to the Ghanaian context and not generalisable. However, the results could be beneficial in other contexts with similar slum phenomena.

The conclusions drawn serve as a springboard for urban managers responsible for slum administration and management to develop policy packages to incentivise and enlist more non-slum stakeholders in the existing stakeholders.

To the best of the authors’ knowledge, this study is one of the few that expands the frontiers of the stakeholder model within context to discover specific slum stakeholders, their motivations and support for the slums in a consolidated manner.

This paper investigates the influence of employees’ extra-role and in-role behaviours on customer service alongside the moderating role of gender.

This paper employs the theory of behavioural intentions, cross-sectional survey design and quantitative approach to collect the data from 426 purposively sampled workers and customers of oil marketing companies. The data were analysed using descriptive statistics, correlation and the hierarchical regression model in SPSS.

The results indicate that employees’ extra-role behaviour has a significant positive effect on customer service while employees’ in-role behaviour has no significant effect on customer service. It is also established that gender of staff can significantly moderate the relationship between extra-role behaviour and customer service such that the behaviour of female staff has greater effect on customer service than their male counterparts. However, the gender of staff has no moderating effect on the relationship between in-role behaviour and customer service.

The findings imply that female staff should be allowed to directly engage customers more often than male staff to promote superior customer service. Managers should continuously improve upon the behaviour of employees through orientations, workshops and mentoring. Behaviour stimuli such as awards, appreciations and recognition for best workers would have to be encouraged to induce employees to act beyond their prescribed-roles.

This study is the first to investigate how staff behaviours (in-role and extra-role) impact customer service, with gender of the employees as a moderator. This paper contributes to literature by empirically confirming the differential influence of employees’ extra role and in-role behaviours on customer service and the effectiveness of gender as a moderator on the relationship between extra-role behaviour and customer service from a developing country perspective and an industry where there is dearth of research.

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.

This study aims to analyze the perceptions of smallholder farmers on climate change and events and further explores climate change adaptation strategies and associated challenges. The findings provide useful information for enhancing the adaptive capacity of smallholder farmers to adjust to climate-related hazards and improve their resilience and disaster preparedness in northern Ghana.

This study uses a multistage sampling procedure and sample size of 150 farmers, the Binary Probit Model (BPM), to identify and examine the determinants of climate change adaptation strategies adopted by smallholder farmers. Also, the constraints of adaptation were analyzed using Kendall’s coefficient of concordance.

The results from the BPM and statistics of Kendall’s coefficient revealed that the farm risk level, ability to adapt, farmer’s income, age, farming experience, climate change awareness and extension visits were factors that significantly influenced the adaptation strategies of smallholder farmers (in order of importance). The majority (60%) of the farmers ranked farm risk level as the major constraint to adopting climate change strategies.

The findings of this study enhance understanding on access to relevant and timely climate change adaptation information such as an early warning to farmers during the start of the farming/rainy season to support their adaptive responses to climate change.