Perceived Organisational Support as a Moderator in the Relationship Between Organisational Justice and Affective Organisational Commitment

Purpose. This study aimed to explore the relationship between organisational justice and commitment and how the combined influence of organisational justice and perceived organisational support (POS) impacts on commitment

Antecedents of employee job stress: Evidence from the insurance industry in Ghana

Although job stress has become an issue of great concern over the last decades both internationally and nationally, there still remains a paucity of research in the Ghanaian insurance industry. This study therefore examined the relationship between antecedent variables (work overload, role conflict and role ambiguity) and employee job stress in the insurance industry in Ghana. Using a descriptive cross-sectional design with a survey questionnaire, 212 employees were selected to participate in the study. Pearson correlation and a two-step hierarchical regression were used to test the proposed hypotheses. Results of the analysis revealed that work overload and role conflict rather than role ambiguity were positively related to job stress. Implications for theory and practice are later discussed in the study

Leader effectiveness – the missing link in the relationship between employee voice and engagement

Purpose— Voice and engagement studies have drawn scholars’ attention to examine how they are related. However, it appears the mechanisms that connect these two constructs are understudied. Hence, the purpose of this study is to examine leader effectiveness as the mechanism through which employee voice translates into engagement. Design/methodology/approach— A cross-sectional data were collected from 106 employees in the 24 Rural and Communities Banks (RCBs) that qualified for the seventeenth edition of the Ghana Club 100 awards. A covariance-based structural equation modelling (SEM) with maximum likelihood (ML) estimation was used with a 95% confidence interval (CI) bootstrapping analysis to examine our hypotheses. Findings— The result shows that leader effectiveness fully mediated the relationship between employee voice and engagement. This is supported by our estimated fully mediated structural model which indicates a good fit to the data χ2(52) = 61.24, p = 0.18, AIC = 113.24. The 95% CI bootstrapping analysis further lends support to the fully mediated structural model. Practical implications— Since defensive silence is detrimental to the wellbeing of both employees and the firm, this paper suggests that RCB managers and HR professionals should exhibit effective leadership behaviours that inspires employees to channel their creative ideas and misgivings by speaking up and speaking out in order to enhance and sustain their level of engagement. Originality/value— The findings of this paper suggest leader effectiveness as the missing link between voice and engagement relationship. Thus, contrary to previous research that theorises a direct relationship between voice and engagement, this paper provides leader effectiveness as a novel mechanism that explains how employees’ voice behaviour is transmitted into their levels of engagement

Ecologies of innovation among small and medium enterprises in Uganda as a mediator of entrepreneurial networking and opportunity exploitation

This paper examines the mediating effect of ecologies of innovation on the relationship between entrepreneurial networking and opportunity exploitation among small and medium enterprises (SMEs) in Uganda. The study design was a cross-sectional survey, data were analysed using SPSS and Analysis of Moment Structure on a sample of 228 SMEs. The mediated model provides support for the hypothesis that ecologies of innovation partially mediate the relationship between entrepreneurial networking and opportunity exploitation. This confirms that the presence of ecologies of innovation significantly acts as a conduit in the association between entrepreneurial networking and opportunity exploitation. The practical implications are that opportunity exploitation can be understood and predicted through ecologies of innovation, entrepreneurial networking can also predict opportunity exploitation directly. Business owners and managers need to fully understand and utilise the ecologies of innovation to exploit opportunities effectively. Social implications, a deeper understanding of how entrepreneurial networking and ecologies of innovation affect employee relations will not be fully realised until employers create a platform for rational thinking, creativity and learning about this interaction. This study utilises social network theory to extend the existing research on opportunity exploitation

Antecedents and consequence of employee turnover intention: Empirical evidence from Ghana

Guided by the theory of reasoned action, this study found support for the hypothesized inverse relationship between work-related factors and employee turnover intention on the one hand, and turnover intention and perceptions of accountable absence legitimacy on the other hand. Specifically, the higher employees’ turnover intent, the lower their perceptions about the accountability of their absence behavior and vice versa. The findings highlight the need to consider turnover intention as a salient construct that plays a dual role, first as a consequence variable to job satisfaction, affective and normative commitments, and next as an antecedent to accountable absence legitimacy in the workplace. The article concludes with a discussion on the significance of lessening employee turnover intent as a means of mitigating the perceptions of absence legitimacy in the workplace

Gaining competitive advantage through integrated talent development and engagement practices in the telecommunication sector; the mediating role of corporate image

Abstract The aim of the study is to investigate the influence of training in multiple functions, communication of strategy, and feedback on performance on competitive advantage while assessing the mediating role of corporate image. A cross-sectional survey design was used in this study. Three hundred and one permanent employees working in different organizations in the Ghanaian telecommunication service sector were sampled for this study. The respondents' responses were analyzed using descriptive and inferential statistics (structural equation modeling partial least squares) with the aid of IBM SPSS Statistics (Version 26.0) and Smart PLS (Version 4.0). The results revealed that training in multiple functions, communication of strategies, and feedback on performance does not significantly relate to competitive advantage. Further, the results established that corporate image mediated the relationship between both communication of strategy and training in multiple functions and competitive advantage. However, corporate image did not mediate the link between feedback on performance and competitive advantage. These results imply that human resource managers should devise strategies to rapidly respond to situations in this current, competitive and ever-changing business environment. To the best of our knowledge, studies that have explored the mediating role of corporate image in the relationship between training in multiple functions, communication of strategy, and feedback on performance and competitive advantage in the telecommunication service sector are rare

An employee–employer relationship gone bad? Examining the double‐edged effect of psychological contract violation on employees' helping behaviors

An important concept that depicts the nature of employee–employer relationship is the psychological contract. Prior research has argued that all forms of extra‐role behaviors suffer once employees' psychological contracts are violated. Helping behaviors are a specific form of extra‐role behaviors that may suffer due to psychological contract violation. We argue that this predominantly negative relationship between psychological contract violation and helping behaviors is because the literature has not adequately examined the different types of helping behaviors. Using the latent moderated structural equation approach with multiwave and multisource data from a survey of 269 full‐time employees and their coworkers from the hospitality industry in Ghana, we show that psychological contract violation is positively related to reactive helping behaviors and negatively associated with anticipatory helping behaviors through anticipatory anxiety

Professional Disrespect between Doctors and Nurses:Implications for Voicing Concerns about Threats to Patient Safety

Purpose (limit 100 words) Previous research has demonstrated that social-relational factors are instrumental to employee voice. An essential aspect of this relates to notions of respect or disrespect. Although nurses commonly report experiencing professional disrespect in their interaction with doctors, earlier studies have focused on how the professional status hierarchy and power imbalance between doctors and nurses hinder speaking up without considering the role of professional disrespect. Addressing this gap, we explore how professional disrespect in the doctor-nurse relationship in surgical teams influences the willingness of nurses to voice legitimate concerns about threats to patient safety. Design/methodology/approach (limit 100 words) Fifty-seven (57) semi-structured interviews with nurses drawn from a range of specialities, ranks and surgical teams in three hospitals in a West African Country. In addition, two (2) interviews with senior representatives from the National Registered Nurses and Midwifery Association (NRNMA) of the country were undertaken and analysed thematically with the aid of NVivo 12. Findings (limit 100 words) Disrespect is expressed in doctors’ condescending attitude towards nurses and undervaluing their contribution to care. This leads to the safety concerns raised by nurses being ignored, downplayed, or dismissed, with deleterious consequences for patient safety. Feeling disrespected further motivates nurses to consciously disguise silence amidst speech and engage in punitive silence aimed at making clinical practice difficult for doctors. Originality/value (limit 100 words) We draw attention to the detrimental effect of professional disrespect on patient safety in surgical environments. We contribute to employee voice and silence by showing how professional disrespect affects voice independently of hierarchy and conceptualise the notion of punitive silence

Professional Disrespect between Doctors and Nurses: Implications for Voicing Concerns about Threats to Patient Safety

Previous research has demonstrated that social-relational factors are instrumental to employee voice. An essential aspect of this relates to notions of respect or disrespect. Although nurses commonly report experiencing professional disrespect in their interaction with doctors, earlier studies have focused on how the professional status hierarchy and power imbalance between doctors and nurses hinder speaking up without considering the role of professional disrespect. Addressing this gap, we explore how professional disrespect in the doctor-nurse relationship in surgical teams influences the willingness of nurses to voice legitimate concerns about threats to patient safety