ORCID Profile
0000-0002-9810-8233
Current Organisation
Edith Cowan University
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Publisher: Emerald
Date: 26-01-2022
Abstract: Based on the legitimacy theory, this study sought to explore specific Green Human Resource Management Practices implemented by manufacturing firms in Ghana. The study purposively sourced data from five manufacturing firms operating in Ghana, specifically, Cocoa Processing Company, Dannex Aryton Starwin PLC, Fan Milk Limited, Guinness Ghana Breweries Limited and Unilever Ghana PLC. The qualitative data from 10 interviewees were thematically analysed. Pervasively, it was evident that Ghanaian manufacturing firms have integrated environmental concerns into their human resource management functions, hence they place more emphasis on online tools and platforms in attracting, selecting, involving, training, paying and managing the performance of employees. Lastly, manufacturing firms operating in Ghana give priority to online job applications ahead of manual applications. In an era of sustainability, green human resource management practices provide a basis for the legitimation and sustenance of businesses through enhanced environmental performance and its resultant corporate image. The study highlights the extent to which green human resource management is practised in a Sub-Saharan African country and the specific practices adopted in promoting the concept.
Publisher: SAGE Publications
Date: 12-04-2023
DOI: 10.1177/22785337231162740
Abstract: In line with the natural resource-based view, this paper explores the sustainable business practices (SBPs) of Ghanaian micro, small, and medium enterprises (MSMEs). Qualitatively, the study interviewed eight MSME operators and middle-level managers purposively to assess their use of SBPs and how it affects their businesses. Data collected were edited, coded, and grouped under themes based on the Braun and Clarke thematic framework. The study identified holistic environmental management, eco-preneurship, and regenerative practices as the environmental stewardship drivers among Ghanaian MSMEs. Also, integrated vision and strategy, process efficiency and resource optimization, and risk profiling drive process excellence. Finally, sustainability-focused leadership, internal advocates and change agents, and ongoing education and awareness as drivers for sustainability-oriented culture. The business practices of organizations have continually impacted the immediate environment within which they operate. Consequently, there is a clarion call for businesses to engage in SBPs to mitigate the effect of their operations on the environment. The study brings to bear the SBPs Ghanaian MSMEs are engaged in and how they affect their operations and survival, especially in this era of sustainability.
Publisher: Emerald
Date: 28-08-2023
Abstract: The study sought to examine the mediating effect of employee environmental commitment (EEC) in the relationships between green human resource management practices (Green HRMPs) and environmental sustainability (ES) and employee turnover intentions (ETI). Using a cross-sectional survey approach, data was sourced from 296 respondents from five manufacturing firms listed on the Ghana Stock Exchange. Data was analysed using descriptive and inferential statistics with the help of Statistical Package for Social Sciences (SPSS) and SmartPLS. Results showed that EEC had a partial mediation effect on the relationship between Green HRMPs and ES at the organisational level but fully mediated the relationship between Green HRMPs and ETI at the in idual level. It is evident from the findings that Green HRMPs improve ES and employee stability. Therefore, practitioners and educational institutions should consider integrating environmental concerns into their functional processes and operations. In addition, governments as policymakers should formulate and strengthen the enforcement of already-existing environmental management and sustainability policies that promote the integration of green practices and initiatives in both private and public entities. Little is known about Green HRM and its effect on organisational and in idual-level outcomes, especially in Sub-Saharan Africa. This study presents empirical evidence from an emerging economy.
Publisher: Emerald
Date: 08-03-2022
DOI: 10.1108/JWAM-01-2022-0001
Abstract: This study seeks to examine the mediating role of knowledge sharing (KNS) in the nexus between leadership behaviours and organizational performance (OP). Using the survey research design, data were obtained from 335 employees in the Ghanaian financial service sector. Responses were analysed using IBM SPSS (v.23.0), Smart PLS 3.0 and Haye’s (2017) PROCESS macro. KNS mediated the relationship between leadership behaviours and OP. In addition, transformational leadership behaviour and transactional leadership behaviour positively relate to OP rather than transfor-sactional leadership behaviour. The findings of this study give credence to the disputed notion that KNS plays a significant role in effective leadership behaviours that enhances OP. This paper provides a distinctive approach in examining the interrelationship among leadership behaviours, OP and KNS in the Ghanaian financial service sector.
Publisher: Emerald
Date: 18-07-2023
DOI: 10.1108/JWAM-05-2023-0038
Abstract: The current study aimed to examine the moderating role of perceived supervisor support in the nexus between employee empowerment and organizational commitment in the Ghanaian hospitality industry. A quantitative research design was adopted, and data were collected from 274 frontline workers from 4-star and 5-star hotels at two different waves within a 7-month interval. The data received were analyzed using descriptive and inferential statistics with the aid of Statistical Package for Social Sciences (SPSS V. 23.0) and SmartPLS (V.4.0), respectively. As hypothesized in the study, employee empowerment was significantly related to organizational commitment. Furthermore, the results revealed that perceived supervisor support moderated the nexus between employee empowerment and affective and continuance commitment but did not moderate the nexus between employee empowerment and normative commitment. Arguably, support from supervisors has been theoretically identified as a key construct in enhancing subordinates' commitment to an organization. However, less is known in the literature about the moderating role of perceived supervisory support in the nexus between employee empowerment and organizational commitment, especially in the Ghanaian hospitality industry.
Publisher: Emerald
Date: 03-09-2020
DOI: 10.1108/APJIE-07-2019-0052
Abstract: The purpose of this paper is to propose and test a model to examine the factors that mediate the relationship between entrepreneurial education and entrepreneurial intentions among undergraduate students in Ghana. Specifically, the study identified entrepreneurial attitudes and behaviours (namely, risk-taking ability, self-efficacy, pro-activeness and behavioural control) that students ought to acquire through entrepreneurial education to increase their intentions to indulge in entrepreneurship. The survey approach was adopted, with data collection done through administering questionnaires to students in the two public universities in the Central Region of Ghana. The model was tested using the partial least squares procedure. The results found support for the proposed model, depicting that, with the exception of self-efficacy, other factors such as behavioural control, risk-taking ability and pro-activeness mediate the relationship between entrepreneurial education and entrepreneurial intentions of students. The major limitation of this study is that the proposed model was tested in only the public universities in the Central Region of Ghana. Subsequently, the validity of the model should be confirmed in other institutions. The findings suggest that entrepreneurial education should be integrated into the course structure of all programmes across all disciplines in the tertiary institutions of Ghana. This will promote entrepreneurship and alleviate unemployment among university graduates. The study provides a basis for tertiary institutions to develop programmes, policies and measures to help students to build upon their ability to take a risk, control their behaviour and be pro-active. This will influence their quest to become self-employed and not to rely on others and the government for employment after graduation.
Publisher: SEISENSE Private, Ltd.
Date: 23-01-2022
Abstract: Purpose: This study sought to propose and test a model that examines the mediating roles of job satisfaction and organizational commitment in the nexus between job rotation practices and employee performance. Design: The study adopted a cross-sectional survey approach and obtained data through questionnaires from 122 administrative staff of the University of Education, Winneba. The Partial Least Squares, Structural Equation Modelling (PLS-SEM) approach was used to test the study’s proposed model. Findings: The results supported the proposed model, showing that organizational commitment and job satisfaction are partial mediators in the relationship between job rotation practices and employees’ performance. Policy Implication: The findings suggest that management must ensure that employees are satisfied and committed to the job rotation practices in order to enhance their performance. Thus, job rotation practices must provide the climate that encourages career growth and development and fosters creativity in employees and not just as a routine practice or a means of punishment. Originality: The study brings to bear the extent to which job rotation practices predict employee performance in a Sub-Saharan African Country and the indirect effects of job satisfaction and organizational commitment in this relationship.
Publisher: Emerald
Date: 31-08-2023
Abstract: The study aims to investigate the impact of anxiety and depression (dimensions of mental health) on mineworkers' safety behaviors (safety compliance and safety participation) while examining the moderating role of safety climate on these relationships. A quantitative research approach with an explanatory cross-sectional survey research design was adopted. A total of 274 purposively selected mineworkers participated in the study. Responses were obtained from participants through a structured questionnaire which was analyzed using the partial least square structural equation modeling. Anxiety had a significant negative effect on safety compliance but not participation. However, depression was found to have a significant negative effect on both mineworkers' safety compliance and participation behaviors. The findings of the study also show that safety climate moderates the relationships between the dimensions of mental health and mineworkers' safety behavior except for the relationship between anxiety and mineworkers' safety participation behavior. The study offers an account of the negative effect of mental health on mineworkers' safety behavior whiles highlighting that safety climate is an important construct to mitigate the negative effects of mental illness on the safety behaviors of mineworkers.
Publisher: Asian Economic and Social Society
Date: 15-07-2022
Abstract: The purpose of the study was to look at the link between Organizational Politics, Job Stress, and Turnover Intentions as some of the difficulties that face Ghanaian businesses, leading to policy formation. The participants in this study were Anglo Gold Ashanti employees. Data was gathered by the distribution of personally given questionnaires to respondents who were chosen using a non-probability s le approach called convenience s ling. In the end, a total of 100 completed questionnaires were employed in the study. The results of this study were established by analyzing the data with SPSS and Smart PLS SEM Software. The study's findings revealed that Organizational Politics and Turnover Intention had a substantial positive association. The outcomes of this study suggest that in order to lower turnover intentions, high levels of work stress and low levels of organizational politics must be addressed.
Publisher: Emerald
Date: 07-04-2023
Abstract: Anchored with turbulence emanating from the COVID-19 pandemic, the work environment has become more stressful with debilitating effects on the well-being of employees. Employees rely on varying means of coping including drug abuse. However, the association between drug abuse and suicidal thoughts among employees in Ghana is unknown. Therefore, this study sought to examine the relationship between drug abuse and suicidal thoughts among employees in Ghana. In a cross-sectional survey, this study purposively s led 470 employees from three sectors of the Ghanaian economy (telecommunication, banking and manufacturing). The data was analysed using the multivariate analysis (MANOVA), Pearson’s r test and hierarchical regression. Analysis of data revealed a positive relationship between drug abuse and suicidal thoughts, indicating that drug abuse is a risk factor for suicidal thoughts. Besides, it was also revealed that banking sector employees have a higher risk of having suicidal thoughts than employees in the telecommunication and manufacturing sectors. Managers of organisations need to redesign work to embrace the challenging circumstances brought about as a result of COVID-19 and post-COVID implications. The work environment needs to be more supportive to shield employees from the physical and emotional demands of work during and after this period of the COVID-19 pandemic. Today than ever, investment in the implementation of employee-assisted programmes (EAPs) and employee well-being programmes (EWPs) to equip employees with the needed skills to cope with stressful conditions has been more than justified. From a broader perspective, this study identifies drug abuse as a key risk factor for suicidal thoughts among employees, thereby highlighting the fact that smoking cessation programs and drug management therapies are an integral part of well-being programmes aimed at establishing equilibrium and gradually creating a wide gap between employees and suicidal thoughts.
No related grants have been discovered for Abdul-Razak Suleman.