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The need for context-specific adoption models led to the development of the firm technology adoption model (F-TAM) model. Among small to medium-scale enterprises (SMEs); however, firm-level factors were rather insignificant in engendering SME level adoption of technological innovation. This study aims to examine the effect of firm size and other moderating and mediating factors on the relationships between personal, firm, societal and technological factors proposed in the stakeholder-oriented F-TAM among SMEs.

A research instrument was developed, reviewed by experts, and pilot tested with a sample of 25 respondents. Data were purposively collected from four hundred (400) SMEs and analyzed with partial least squares structural equation modeling (PLS-SEM).

The study discovered that employees, societal and technological factors moderate the relationship between firm factors of adoption and firm adoption. Without these moderating effects, firm factors of adoption would have been insignificant at the SMEs’ level of organizational technology adoption. The study further discovered that firm size, as well as risk propensity, also affect the relationships proposed in the model.

Data was collected on voluntary adoption from the most cosmopolitan area of a developing country. It, therefore, needs further contextual validation across the country and different countries.

The engagement of innovations in firms must be planned with employees and society as major stakeholders.

The significance of this finding is the study’s emphasis on an eco-system approach for examining the phenomenon of innovation adoption. To the best of the authors’ knowledge, this study is the first to examine the effect of firm characteristics on is proposed eco-system of stakeholders.

This study aims to examine the influence of employee vitality and tenure on the nexus between citizenship fatigue and knowledge-sharing behaviour among academic staff in Ghanaian higher education institutions.

A sample of 876 faculty members from traditional and technical universities was chosen for the study using convenience sampling technique. Data was analysed using PLS-SEM with SmartPLS 4.

Results reveal that citizenship fatigue negatively influences faculty members’ knowledge-sharing behaviour. In addition, employee vitality and tenure mitigate the negative influence of citizenship fatigue on faculty members’ knowledge-sharing behaviour.

The findings suggest that the management of higher education institutions should focus on creating a workplace culture that cultivates workplace vitality and promotes long tenure to reduce the negative influence of citizenship fatigue on the knowledge-sharing behaviour among faculty members.

This study represents one of the earliest attempts to examine a theoretical framework that connects citizenship fatigue, employee vitality, knowledge-sharing behaviour and employee tenure within the context of higher education.

This study, respectively, explored the mediating and moderating influences of psychological availability and ethical leadership on the relationship between occupational stress and project performance among construction workers in Ghana.

Employing partial least squares structural equation modelling (PLS-SEM) with SmartPLS 4, this quantitative cross-sectional study analysed survey data from 677 construction project workers who were recruited through simple random sampling technique.

The results demonstrate that occupational stress negatively predicts both project performance and psychological availability of construction project workers. Psychological availability and ethical leadership mediate and moderate the stress-project performance relationship, respectively.

The findings suggest that ethical leadership and attention to psychological well-being are key to managing occupational stress and enhancing project performance in high-stress environments like construction.

This study contributes to the understanding of occupational stress in project management by integrating psychological and leadership factors through conservation of resource theory, social exchange theory and the job demands-resources model.

The study investigates the serial mediation of psychological ownership and workplace innovation in the nexus between organizational leadership and employee performance among healthcare workers in Ghana.

Six hundred and thirty-seven samples were selected using convenience sampling technique. The data gathered using self-reported questionnaire were analyzed using SEM-PLS.

The findings reveal that organizational leadership directly improves healthcare employee’s psychological ownership, workplace innovation and employee performance. Psychological ownership and workplace innovation separately and serially mediate the relationship between organizational leadership and healthcare employees’ performance.

The study highlights the significant influence of organizational leadership, psychological ownership and workplace innovation on the performance of healthcare employees. Healthcare organizations ought to allocate resources toward leadership development strategies to foster a favorable work atmosphere that promotes innovation and enables employees to assume ownership of their tasks and contribute to continuing enhancement, ultimately leading to enhanced performance.

This research is a pioneering study on serial mediation of psychological ownership and workplace behavior in the association between organizational leadership and performance in healthcare settings in Ghana.

This study aims to investigate the mediating roles of servant leadership and employee vitality in the relationship between psychological ownership and employee creativity among healthcare workers in Ghana.

A sample of 736 public and private healthcare respondents was selected using a convenience sampling technique. Data collected using a self-reported questionnaire was analyzed via partial least square structural equation modeling.

The findings reveal that psychological ownership directly improves employee creativity, while servant leadership and employee vitality mediate the relationship between psychological ownership and employee creativity separately and complementarily.

The research used self-reported data, increasing the potential for common method variance. However, sufficient care was taken to minimize these limitations.

This research makes valuable contributions to the field of healthcare practice literature. The findings suggest that management of health care entities should focus on creating a workplace culture that cultivates psychological ownership among employees and policies that enhance employee vitality and promote servant behavior to foster employee creativity.

This study represents one of the earliest attempts to examine a theoretical framework that connects servant leadership, employee vitality, employee creativity and psychological ownership within the context of the health service industry.

This paper examines the mediating process of enhancing employees' psychological ownership among family hotel employees.

A total of 1,005 employees from 197 budget-to-three-star family hotels took part in the study by completing an either self-reported or interviewer questionnaire. The respondents were selected using a convenient sampling technique. A partial least square structural equation was used to analyse the data.

Work engagement and organisational performance were shown to significantly predict psychological ownership, except for counterproductive work behaviour. Both counterproductive work behaviour and organisational performance were found to predict psychological ownership. Finally, the relationship between (1) counterproductive work behaviour and psychological ownership and (2) organisational performance and psychological ownership is mediated by work engagement.

Replication of this model in different countries and other work settings is highly recommended for cross validating the reported findings in this study. The study emphasises the need for family hotel owners to create a conducive work environment devoid of conditions that promote counterproductive work behaviour among employees and encourage them to engage in higher productivity.

This study appears to be one of the first to have investigated a model linking counterproductive work behaviour, performance to psychological ownership through work engagement in the family hotel context.

The purpose of this paper is to systematically review and examine extant knowledge on corporate governance structures (CGS) and performance relation within family firm and set the agenda for future research.

The study analyses the content of 159 empirical articles retrieved mainly from Google Scholar and published between 2000 and 2016 in 61 highly ranked journals across different disciplines.

The review reveals fixation on quantitative approach and its associated techniques in examining CGS and performance nexus. The results from the review demonstrate heterogeneous relation between measures of CGS and performance. Suggestions for further studies include: measurement of non-economic performance of the family firm and incorporation of moderators and mediators from the organizations’ environment through the adoption of multilevel research.

The limitations of this review include: first, issues relating to key/search terms and journals used for the study; this may not be exhaustive and hence likely to lead to omission of key publications. Second, scholarly attention in terms of empirical studies on family governance, including family council, family assembly and family constitution, has been scarce (Suess, 2014; Klein, 2008; Witt, 2008); hence family governance is outside the scope of this review. In sum, future work may explore other keywords and publications not used in this review and consider review of family governance.

The authors offer a multidisciplinary conceptual framework that synthesizes and integrates the existing literature on CGS across different disciplines within family firms. This provides researchers across different disciplines a common platform for interdisciplinary discourse.

The purpose of this paper is to explore the extent to which Chiefs are involved in Ghana’s decentralization process and assess the benefits and challenges associated with the formal inclusion of Chiefs in local governance in Ghana.

The study applied a qualitative inductive approach and employed interviews and focus group discussions to gather data from selected traditional areas within the Volta Region of Ghana.

The findings reveal conflicting roles being performed by Chiefs and local government actors leading to role conflicts.

Though the study is limited with respect to its scope, it opens up the debate regarding the position of Chiefs in Ghana’s decentralized local governance system and also serves as a useful point of reference for future research in the decentralization process and the Chieftaincy institution.

The paper provides an opportunity for stakeholders in Ghana’s decentralized local governance system to review the current decentralization policy to take care of the concerns of the traditional authorities at the grassroots. The recommendations, among others, call for a great deal of consensus building between the Chiefs and local government actors to enhance the success of the decentralization process.

The paper provides evidence regarding the loopholes in the structure of Ghana’s decentralized local governance system which appear to exclude the traditional authorities thereby affecting the smooth running of that system.

This review assesses state of knowledge by critically comparing empirical literature on relationships between corporate governance and performance with regards to listed and unlisted family business.

The study applies a systematic review approach to assess 159 corporate governance and performance studies on family business published in peer-reviewed journals between 2000 and 2016.

Results from the review demonstrate heterogeneity in definition of family business, limited study of indicators of ownership and board dimensions of corporate governance in unlisted family businesses and over concentration on financial measures by listed family business studies. Possible solution was offered for potential research gaps.

This is the first review that comprehensively compares studies in listed and unlisted family business from the perspectives of corporate governance. Findings from this review may contribute to promoting research in corporate governance in the context of listed and unlisted family businesses.

The competitive nature of the hotel industry has given the impetus to practitioners and researchers to invest in Customer Retention strategies and research. Although numerous studies have investigated Customer Retention in the hotel industry, there is still uncertainty regarding Customer Retention in emerging markets. This study, therefore, adds to the existing knowledge by exploring Customer Retention in Ghana, an emerging market. The study adopted a cross-sectional survey of 873 customers of 56 hotels in four regional capitals located in the southern part of Ghana. Findings indicate that service Tangible and Reliability indirectly relates hotel Customer Retention in Ghana, an emerging market.