Search results

The purpose of this study is to investigate the interrelations between authentic leadership style and employee engagement and the mediating influence of employee work environment in the local government service in Ghana.

Using a quantitative research design, this study conducted a cross-sectional survey using a stratified and simple random sampling technique, gathering data from 245 respondents from local government service employees in Ghana.

This study’s findings supported the positive and significant role of authentic leadership style in fostering employee engagement and shaping the work environment. In addition, the research established that the employee work environment played a partial mediating role in the relationship between authentic leadership and employee engagement.

The implications of this study underscore the importance of authentic leadership within government units, offering a compelling argument against the prevalent bureaucratic form of leadership commonly observed in such settings. As a result, it is recommended that concerted efforts be directed toward cultivating a positive work environment conducive to fostering employee engagement. This entails a deliberate focus on the leadership styles exhibited within the various settings. Moreover, there is a crucial need for the training and encouragement of supervisors to embody authentic leadership practices.

By promoting authentic leadership practices, this research advocates for a shift toward leadership approaches that prioritize transparency, integrity and employee empowerment, ultimately fostering a more conducive work environment and enhancing employee engagement within the local government service in Ghana.

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.