The Influence of Employee Engagement, Work Environment and Job Satisfaction on Organizational Commitment and Performance of Employees: A Sampling Weights in PLS path Modelling

Purpose- This paper explored the link between employee engagement, work environment, and job satisfaction on organizational commitment and employee performance in Ghana's Banking sector considering moderated-mediated interaction. Design/Methodology- Data were obtained from seven hundred and twenty (720) employees from selected financial banks in the Greater Accra Region of Ghana through simple random probability sampling. However, seven hundred (700) responses were deemed accurate and therefore used in the analysis. In the analytical process, Weighted Partial Least Squares (WPLS) and Partial Least Squares (PLS) based on Structural Equation Modeling (SEM) were employed. Findings- From the findings, the studied data for both WPLS-SEM and PLS-SEM models met internal consistency reliability, convergent, and discriminant validity. Also, organizational commitment fully mediated the link between work environment and employee performance in the WPLS-SEM model compared to PLS-SEM with partial mediation. It was statistically significant at p<0.01. Practical Implications- Based on the findings, it’s recommended that organizations and managers focus on developing the workers' workplace environment in numerous ways. This should entail valuing workers' contributions, communicating the company's progress and achievement to workers, thus instilling ownership in workers, providing them with a work-life balance, providing the requisite knowledge and tools for successful production, and providing a stable atmosphere. The workplace of all these factors could increase workers' morale and lead to increased productivity

From fear to empowerment: the impact of employees AI awareness on workplace well-being – a new insight from the JD–R model

PurposeThe primary purpose of the study was to explore the impact of health workers’ awareness of artificial intelligence (AI) on their workplace well-being, addressing a critical gap in the literature. By examining this relationship through the lens of the Job demands-resources (JD–R) model, the study aimed to provide insights into how health workers’ perceptions of AI integration in their jobs and careers could influence their informal learning behaviour and, consequently, their overall well-being in the workplace. The study’s findings could inform strategies for supporting healthcare workers during technological transformations.Design/methodology/approachThe study employed a quantitative research design using a survey methodology to collect data from 420 health workers across 10 hospitals in Ghana that have adopted AI technologies. The study was analysed using OLS and structural equation modelling.FindingsThe study findings revealed that health workers’ AI awareness positively impacts their informal learning behaviour at the workplace. Again, informal learning behaviour positively impacts health workers’ workplace well-being. Moreover, informal learning behaviour mediates the relationship between health workers’ AI awareness and workplace wellbeing. Furthermore, employee learning orientation was found to strengthen the effect of AI awareness on informal learning behaviour.Research limitations/implicationsWhile the study provides valuable insights, it is important to acknowledge its limitations. The study was conducted in a specific context (Ghanaian hospitals adopting AI), which may limit the generalizability of the findings to other healthcare settings or industries. Self-reported data from the questionnaires may be subject to response biases, and the study did not account for potential confounding factors that could influence the relationships between the variables.Practical implicationsThe study offers practical implications for healthcare organizations navigating the digital transformation era. By understanding the positive impact of health workers’ AI awareness on their informal learning behaviour and well-being, organizations can prioritize initiatives that foster a learning-oriented culture and provide opportunities for informal learning. This could include implementing mentorship programs, encouraging knowledge-sharing among employees and offering training and development resources to help workers adapt to AI-driven changes. Additionally, the findings highlight the importance of promoting employee learning orientation, which can enhance the effectiveness of such initiatives.Originality/valueThe study contributes to the existing literature by addressing a relatively unexplored area – the impact of AI awareness on healthcare workers’ well-being. While previous research has focused on the potential job displacement effects of AI, this study takes a unique perspective by examining how health workers’ perceptions of AI integration can shape their informal learning behaviour and, subsequently, their workplace well-being. By drawing on the JD–R model and incorporating employee learning orientation as a moderator, the study offers a novel theoretical framework for understanding the implications of AI adoption in healthcare organizations

Exploring the Dynamic Nexus Among Economic Growth, Industrialization, Medical Technology, and Healthcare Expenditure: A PMG-ARDL Panel Data Analysis on Income-Level Classification Along West African Economies

This article explored the dynamic nexus among economic growth, industrialization, medical technology, and healthcare expenditure in West Africa while using urbanization and aged population as control variables. West African countries were sub-sectioned into low-income (LI) and lower-middle-income (LMI) countries. Panel data extracted from the World Development Indicators (WDI) from 2000 to 2019 were used for the study. More modern econometric techniques that are vigorous to cross-sectional dependence and slope heterogeneity were employed in the analytical process in order to provide accurate and trustworthy results. The homogeneity test and cross-sectional dependency test confirmed the studied panels to be heterogeneous and cross-sectionally dependent, respectively. Moreover, the CADF and CIPS unit root tests showed that the variables were not integrated in the same order. This, thus, leads to the employment of the PMG-ARDL estimation approach, which unveiled economic growth and urbanization as trivial determinants of healthcare expenditure in the LI and LMI panels. However, the results affirmed industrialization as a major determinant of healthcare expenditure in the LI and LMI panels. Additionally, medical technology was confirmed to decrease healthcare expenditure in the LMI panel, whereas in the LI panel, an insignificant impact was witnessed. Also, the aged population was found to intensify healthcare expenditure in both the LI and LMI panels. Lastly, on the causal connection between the series, the outcome revealed a mixture of causal paths among the variables in all the panels. Policy recommendations have therefore been proposed based on the study's findings.</jats:p

The Influence of Employee Engagement, Work Environment and Job Satisfaction on Organizational Commitment and Performance of Employees: A Sampling Weights in PLS path Modelling

Purpose- This paper explored the link between employee engagement, work environment, and job satisfaction on organizational commitment and employee performance in Ghana's Banking sector considering moderated-mediated interaction. Design/Methodology- Data were obtained from seven hundred and twenty (720) employees from selected financial banks in the Greater Accra Region of Ghana through simple random probability sampling. However, seven hundred (700) responses were deemed accurate and therefore used in the analysis. In the analytical process, Weighted Partial Least Squares (WPLS) and Partial Least Squares (PLS) based on Structural Equation Modeling (SEM) were employed. Findings- From the findings, the studied data for both WPLS-SEM and PLS-SEM models met internal consistency reliability, convergent, and discriminant validity. Also, organizational commitment fully mediated the link between work environment and employee performance in the WPLS-SEM model compared to PLS-SEM with partial mediation. It was statistically significant at p&lt;0.01. Practical Implications- Based on the findings, it’s recommended that organizations and managers focus on developing the workers' workplace environment in numerous ways. This should entail valuing workers' contributions, communicating the company's progress and achievement to workers, thus instilling ownership in workers, providing them with a work-life balance, providing the requisite knowledge and tools for successful production, and providing a stable atmosphere. The workplace of all these factors could increase workers' morale and lead to increased productivity.</jats:p

Investigating the Relationship Between Local Business and Employment Creation for Poverty Reduction in Northern Ghana: The Moderating Role of Local Economic Development (LED) Policy

In the past few decades, the local economic development (LED) policy has gained prominence in Ghana as an effective bottom-up approach for poverty reduction and rural development. Adopting this bottom-up approach to reducing poverty, this paper investigates the impact of local business and local employment creation on poverty reduction in Ghana by employing the moderating role of LED policy. Data were obtained through an online survey platform from 357 respondents from local government officials working within the various districts across the northern parts of Ghana. The study used structural equation model analytical tool to examine the relationships between the variables. The findings affirmed both local business and local employment creation as positive determinants of poverty reduction. Also, employing LED policy as a moderator, local business creation plays the most significant role in reducing poverty at a 1% significant level. However, the moderating role of LED policy between local employment and poverty reduction was insignificant. Also, local employment insignificantly mediated local business and poverty reduction. Therefore, there is a need for development actors at local and international levels to collectively make a continuous effort to drive the local economic development policy agenda. This can be done through the promotion of local businesses creation to improve standards of living and reduce poverty to the lowest level in Ghana and other developing countries at large. </jats:p

The impact of psychological capital on nurses’ job performance: a chain mediation analysis of problem-focused coping and job engagement

Abstract Background Previous studies have explored the relationships of psychological capital with employees’ job performance in the health sector. However, the possible indirect pathways, including a serial mediation of problem-focus coping and job engagement, have not been extensively examined. This article explores how psychological capital influences nurses’ coping strategies focused on problem-solving, their level of engagement with their jobs, and how this, in turn, affects their job performance. Methods The study involved 575 nurses from Cameroon’s public health sector. It investigated how psychological capital, an intrinsic resource, triggers nurses’ problem-focus coping liaison with job engagement to impact job performance. Analysis was conducted to assess the relationships among psychological capital, problem-focus coping, job engagement, and job performance with the use of SmartPLS 4.0 and PROCESS 4.2. Results Findings revealed a significant effect of psychological capital on problem-focus coping, job engagement and job performance. Moreover, notable relationships were identified between psychological capital, problem-focus coping, job engagement, and performance, highlighting a chain mediation effect. Conclusion The research advocates for hospital managers to employ strategies fostering employees’ psychological capital to better cope with organizational stressors to promote job engagement and enhance job performance. The study contributes fresh insights into healthcare organizational dynamics and human resource management, providing a foundation for future advancements in this field