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The purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations in Ghana.

Using a cross-sectional survey of employees from both public and private organizations, the authors tested our hypotheses with a sample of 288 employees by means of structural equation modelling (SEM) using maximum likelihood estimation with LISREL 9.2 and bootstrapping procedures.

Findings showed that co-worker relationship is negatively associated with employee cynicism. The findings further revealed that employee cynicism is positively associated with employees' intention to leave. Additionally, employee cynicism negatively mediated the relationship between co-worker relationship and employee intention to leave their organizations.

The work recommends that organizations become aware of employee cynicism which can adversely affects co-worker relationship and consequently organizational performance. Therefore, organizations ought to reduce employee cynicism and rather encourage positive co-worker relations through interpersonal relationship and support for employees.

An investigation of co-worker relationship in organization and employee intentions to leave or turnover is a significant micro-level analysis for contemporary Human Resource Management (HRM) research. This study gives us a scarce opportunity to understand how employee cynicism negatively mediates the relationship between co-worker relationship and turnover intentions of employees.

The purpose of this paper is to examine the mediating role of job involvement as high-performance work system (HPWS) on the relationship between human resource (HR) practices and employee performance in multinational corporations (MNCs) in developing economies using Ghana as a case study.

Using questionnaires to collect data from 317 employees and ten MNCs in Ghana, structural equation modeling (SEM), multiple regression and bootstrapping analysis were used to analyze the data.

The results showed that an HPWS proxy as job involvement fully mediates the relationship between HR practices and employee performance. The findings also showed that training and development and compensation and reward have a significant and direct positive effect on employee performance.

This paper provides a practical guide to management and corporations on the significance of training and compensation on employee performance in MNCs. The study, therefore, recommends managers of firms and corporations to take a serious look at their HR practices and institute an HPWS, which can positively improve both corporate and employee performance.

This paper enhances our understanding of micro-level HPWS in the form of job involvement as a positive mediator between training and development and employee performance on the one hand, and between compensation and reward and employee performance on the other hand in work organizations in a less-studied context.

Given the rising expansion of Western multinational companies (MNCs) to the African contexts, the development of expatriates and local employees has become increasingly important to the human resource management of these MNCs. This paper aims to provide critical lessons on cross-cultural communication competences for Western expatriates working in the sub-Saharan Africa business environment.

This paper is a qualitative phenomenology that makes use of lived experiences of senior expatriate staff working in Ghana in the form of direct interviews.

Results showed that cross-cultural communication competence is very important for Western expatriates’ functioning in sub-Saharan Africa. The findings also established a plethora of cross-cultural communication skills that are essential for Western expatriates’ successful adaptation and work outcomes in Africa.

This research argues that there is the need for the appreciations of the differing cultural patterns of expatriates and local staff, and this provides the underlying assumptions of intercultural and cross-cultural communication in global business.

A critical perspective of international business that has scarcely been studied offers lessons for Western expatriates working in sub-Saharan Africa.

The purpose of this paper is to examine how managerial interactions with employees affect work output, using Ghanaian organizations as a study.

The paper adopts a survey method, using questionnaires to collect data from 120 workers from four Ghanaian organizations to form the basis of the study.

It was found that regular interactions between managers and employees have a direct positive effect on employee work output. Results emerging from the analysis show that for organizations to make any significant impact on performance, both managers and their subordinates must have a very good climate of social interactions. The involvement of lower level employees in organizational activities and decision making is of crucial importance to organizational performance.

The study is limited to the four organizations of the sample and the number of respondents.

The paper's findings call for some behavioural directions for managers in organizations to pay serious attention to the total involvement of workers through effective communication in the running of the organizations.

The paper discusses organizational communication by focusing on managerial interaction with employees, and how it can affect organizational work output. The consequences of lack of effective managerial interaction with employees would result in an increased tendency for individuals to leave the organization due to a lower level of satisfaction with their managers.

The purpose of this paper is to examine the managerial role in the practices of corporate social responsibility (CSR) in developing economies.

The paper takes the form of an empirical analysis of employees' opinions based on a quantitative survey of 100 middle and senior level managers from four organisations chosen from relatively high impact industry sectors.

Managerial role in the practice of CSR is limited and ineffective in Ghana. Difficulties of effective CSR implementation mainly stem from leadership weak spots in the form of mismanagement and corruption, lack of leadership commitment and unwillingness to allocate monies due for CSR activities. Organisations can do better in the practice of CSR if management's attitude to CSR, corruption, and work behaviors are positive.

The paper provides valuable information on managerial activities with regards to organisational CSR, and how these can be improved.

Empirical literature on CSR in developing countries is limited. This paper identifies the roles that management and organisational leadership can play in the practice of CSR in developing countries. The paper proposes a universal approach which aims to address the need for adequate and effective enforcement of CSR.

Using a subsidiary of a multinational mining company in Ghana as a case, the purpose of this study is to examine the formal and informal forms and channels of sustainability reporting in the emerging economy’s context.

Semi-structured interviews were conducted amongst managers and employees of the mining company and members of their host community. Based on the interview themes, archival data were extracted from the 2020 Integrated Annual Report of the case company to corroborate the results from the interviews.

The authors found that most of the stakeholders from the host community interviewed were not aware and, to an extent, not interested in formal sustainability reports. In place of that, the management of the mining subsidiary uses informal channels of communication, including meetings and durbars, to verbally engage the local community and their representatives on sustainability matters. Whilst the formal sustainability reports met the internal requirements set by the parent company, the informal engagements were critical for gaining external legitimacy from the host community and other interest groups. Hence, the authors argue that mining companies and their subsidiaries, particularly in developing economies, need to consider informal forms of sustainability reporting alongside the formal channels to engage local communities to address sustainability issues and avert disruptions to their operations.

Sustainability reporting studies have focussed mainly on annual reports published in print or corporate websites, ignoring informal forms of sustainability reporting. This study sheds light on the informal forms of sustainability reporting. This is important as formal forms of sustainability reporting may be less useful for engaging local mining communities in developing economy contexts.