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The purpose of the study is to examine the psychological impact of COVID-19 on health workers' career satisfaction and intention to leave the health profession, with neurotic personality type as a moderator.

A total of 277 health workers in two public hospitals in Ghana were included in this study. Purposive and convenience sampling techniques were adopted for the study, focusing on eight departments that were involved in the management of COVID-19 cases. Validated instruments were used to measure burnout, intention to leave, neurotic personality and career satisfaction. Using AMOS and partial least squares structural equation modeling (PLS-SEM), various techniques were employed to analyze mediating and moderating mechanisms.

The departments had staff sizes ranging from 19 to 40, with 67% female and 33% male, with an average age of 31. Nurses accounted for the majority of responses (67.8%), followed by physicians (13.9%), sonographers (0.9%), lab technicians (0.9%) and other respondents (16.5%). The study found that health workers’ level of burnout during COVID-19 had a positive effect on their intention to leave the health profession. Career satisfaction does not mediate this relationship; however, career satisfaction negatively influences the intention to leave the health profession. A neurotic personality does not moderate this relationship.

This study provides validation of burnout and intention to leave among health workers in Ghana during COVID-19 and supports the proposition that threats to resources (burnout) and having a resource (career satisfaction) have effects on the intention to leave one’s profession.

When pluralistic ignorance about cyberloafing is increased, individuals engage more in cyberloafing. Cyberloafing has become a great challenge in business organisations, and it is believed that many organisations do not complete their daily activities as a result of employee cyberloafing. Using the social norms theory as the main theoretical framework, the current study aims to assess the effects of prescriptive social norms on employee cyberloafing with the moderating effects of power distance and co-worker interdependency.

The data sample included 237 employees from six large organisations in the service sector. This study used a survey to collect data at different times and analysed the data using hierarchal regression and Hayes Process Macro.

Findings revealed that there exists a positive and significant impact of supervisors' approval of cyberloafing on employees' cyberloafing. Co-workers' approval of cyberloafing does not have any impact on employee cyberloafing. Power distance was found to moderate the relationship between supervisors' approval of cyberloafing and employees' cyberloafing. However, co-workers' interdependency did not moderate the relationship between co-workers' approval of cyberloafing and employees' cyberloafing.

This research examines employees' cyberloafing behaviours and highlights the adverse consequences of prescriptive social norms in a work environment characterised by co-workers' interdependence and power distance.

This study aims to investigate the effects of several individual elements vis-a-vis the environment that affects students’ choice of a career. The study assesses the effects of cognitive-person factors on the career decision-making of tertiary students and analyses how chance events moderate these relationships.

The study used the survey research design to gather data from 302 final-year tertiary students from four (4) Faculties and sixteen (16) academic departments of a Technical University in Ghana. Data were collected through self-administered questionnaires and analysed using the partial least square structural equation modelling (PLS-SEM).

The study reveals that students’ self-efficacy and outcome expectations are two cognitive-person factors that positively and significantly influence students’ career choices. However, chance events of tertiary students were found not to moderate the relationship between cognitive-person factors and students’ career choices.

Understanding how several cognitive-person factors influence the career choice of students through the lens of social career-cognitive theory could enable researchers to advance knowledge in the career choice process. Counselors and guidance coordinators need to motivate and encourage career/job exploration and development by identifying sources of psychosocial support available to students.

This study identifies the cognitive person factors that drive career decisions and provides one of the initial attempts to investigate how chance events moderate students’ cognitive-person career choice relationship.

This study aims to examine the impact of leaders’ abusive supervision on employees’ work engagement in the health sector. The study further examined the interactive effect of leaders’ abusive supervision and employees’ proactive personality on work engagement via employees’ silence.

Data were collected from 343 health workers in five hospitals in Ghana. The Hayes Process Macro and AMOS were used to analyse mediation, moderation and moderated-mediation relationships

The study findings indicate that leaders’ abusive supervision has a detrimental impact on employees’ work engagement. The study further found that employees’ silence did not mediate the relationship between abusive supervision and work engagement. Employees’ proactive personalities positively moderated the relationship between abusive supervision and employees’ silence.

This study advances understanding of how perceived leaders’ abusive supervision affects health workers’ work engagement. This study contributes to the literature by confirming employees’ silence as a pathway linking abusive supervision to work engagement. The study further identifies employees’ proactive personality as a moderating variable in the relationship between abusive supervision and employees’ silence.

Despite the growing scholarly interest in examining entrepreneurial orientation (EO)-performance link, the results have been inconsistent. However, studies have not explored firm-level and external factors that may serve as mechanisms or boundary conditions to explain this relationship. Therefore, the purpose of the study is to examine how and when EO influences performance by incorporating sustainability practices as a mechanism and competitive intensity as an important contingent factor.

Using primary data obtained from 323 chief executive officers/entrepreneurs, the authors analyzed the data using structural equation modeling in LISREL and Hayes PROCESS in SPSS.

The authors found that sustainability practices serve as a mechanism through which EO influences small and medium enterprises' (SMEs) performance. The study further revealed that the relationship between EO and sustainability practices is weakened at high levels of competitive intensity. Still, the relationship between EO and performance through sustainability practices remains strengthened when competitive intensity is present at high levels.

This study contributes to the literature by examining how SMEs who are less endowed with resources can engage in sustainability practices that can match large firms with stronger EO to achieve increased performance. Additionally, the study contributes to the literature by examining the mediating effect of sustainability practices in the EO-performance relationship. Finally, the study contributes to the body of literature by testing how competitive intensity presents as a boundary condition to leverage the relationship between EO and performance.

Interest has been generated for a while in unpacking the “black box” and providing a contingency approach to understanding the effects of human resource management (HRM) practices. This study aims to investigate the possibility that the relationship between human capital development and task performance is mediated by work self-efficacy and work engagement – and that this mediation depends on the degree of perceived investment in employees’ development.

Based on a synthesis of theories –systems, social cognitive and social identity theories – a moderated mediation model is tested using data from 220 academic employees and Heads of Departments from multiple Higher Educational Institutions in Ghana. AMOS and Hayes Conditional Process analysis were used to analyze the data.

The study finds support for a bundle of human capital investments boosting work self-efficacy and motivating work engagement, as well as task performance. Consistent with expectations, the mediation in human capital investments to task performance via work self-efficacy is conditional on the degree of perceived investment in employees’ development.

The study provides the first attempt at studying a conditional process model in human capital development by addressing whether, how and when human capital system functions more or less effectively, and provides knowledge on the “black box” in HRM.

A major paradigm shift focusing on the dark side of leadership has generated lots of concern for organizations as leadership has cascading effects on employees’ behaviour. This study aims to understand negative behaviours in the organization as a system of interrelated interaction initiated from the top which trickles down to employees.

Drawing on the theories of social exchange and norms of reciprocity, social learning and displaced aggression, this study models how and when abusive supervision relates to employees’ task performance. The model is empirically tested and extended to cover mediation and moderation processes. Drawing data from 218 bank supervisors and employees, this study uses the structural equation modelling to analyse a trickle-down model of abusive supervision.

Results from multi-waved, multi-sourced data indicated a mediating effect on the abusive supervision–performance relationships and provided support for employees’ guilt proneness and emotional dissonance as moderators. Overall, the results provided support for a moderated mediation relationship in the trickle-down model.

This study provides new knowledge into the potential boundary conditions of employees’ guilt proneness and emotional dissonance in affecting the relationship between abusive supervision, counterproductive work behaviour and task performance.

This study examined the mediation-moderation role of innovation and market dynamism in the association between total quality management (TQM) practices and the performance of small and medium-scale enterprises' (SMEs') performance with empirical evidence from sub-Saharan Africa.

Using a questionnaire, the research model developed was tested with responses from 203 owners and managers of SMEs in Ghana. The analyses were done using Statistical Package for the Social Sciences (SPSS) and Smart Partial Least Squares Structural Equation Modeling (PLS-SEM).

The innovation initiatives partially and fully mediated the relationship between TQM practices and the performance of SMEs. Also, the indirect effect of TQM practices of SMEs on performance through innovation initiatives was negatively moderated by market dynamism.

The study contributes to the TQM literature by validating the indirect and direct relationship between TQM practices and performance in the context of SMEs in a developing region.

This paper presents a novel understanding of the relationship between TQM and SMEs in developing regions of the world. The paper serves as a guide for SME owners and managers to improve the performance of their organizations through TQM practices.