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The purpose of this paper is to ascertain the interaction effects among organizational citizenship behavior (OCB), work overload (WO) and employees’ performance in the Ghanaian construction industry, thus identifying the thin boundary between advocating OCB and avoiding WO in attempt to increase higher employee performance.

Using a quantitative research method, three hypotheses were tested. The views of 86 project teams were elicited using a structured questionnaire, and linear regression was utilized to validate the hypotheses.

The study proved that OCBs positively affect employee performance in the construction industry. The results implied that increased work load on employees do not increase their productivity levels, but adversely increase the unconsiderable effects of employees’ work lives. In addition, WO played the role of homologizing moderation in the relationship between OCB and employee performance.

The findings suggest that there is a considerable effect of WO on overall employee performance in the construction industry; thus, there is a need for stakeholders to address this issue for performance improvement.

The application and investigation of these issues have dominated the banking industry but lacked in the construction industry. The current study therefore provides useful insight into the interaction effects among organizational citizenship behavior, WO and employees’ performance in the Ghanaian construction industry.

The construction industry presents a particularly notable and demanding setting where sexual harassment demands special consideration. With its largely male-dominated workforce, intense work settings and entrenched workplace norms, the construction sector provides a unique backdrop in which the complexities of sexual harassment manifest. The purpose of this study is to investigate the relationship between sexual harassment and employee performance in the construction industry, with a particular focus on examining the mediating roles of psychological distress and employee engagement.

A cross-sectional survey design was utilized to collect data from 188 construction industry professionals. Participants completed validated questionnaires assessing their experiences with sexual harassment, levels of psychological distress, employee engagement and self-reported performance indicators. Partial least square-structural equation modeling (PLS-SEM) was conducted to examine the direct and mediated effects of sexual harassment on employee performance through psychological distress and employee engagement.

The findings reveal a lack of statistical significance in the negative relationship between sexual harassment and employee performance within the construction sector. Furthermore, there was a significant negative relationship between sexual harassment and employee engagement. Employee engagement emerged as a full mediator, buffering the negative effects of harassment on performance and suggesting that engaged employees may be better equipped to cope with and mitigate the impact of harassment.

The study’s findings contribute to understanding workplace dynamics amidst sexual harassment in construction. Work engagement fully mediates the relationship, highlighting the need to prioritize initiatives aimed at enhancing employee engagement, such as promoting a supportive and fostering open communication channels between management and employees, can mitigate the occurrence and negative impacts of sexual harassment on employee performance. Continuous monitoring of engagement levels is crucial for sustaining positive work environments.

This study contributes to the existing literature by providing quantitative evidence of the relationship between sexual harassment and employee performance in the construction industry. By examining the mediating roles of psychological distress and employee engagement, the research offers a deeper understanding of the mechanisms underlying this relationship. The findings underscore the importance of addressing sexual harassment and promoting employee well-being to foster a safe and productive work environment in the construction industry.

Supply chain (SC) disruption, whether demand sided or supply sided, is conversely perceived to affect organisational performance of construction firms. This paper, therefore, aims to examine the linkage of supply chain disruptions with organisational performance of construction firms through the moderating role of innovation.

Using a quantitative research, approach the views of 84 construction professionals were elicited using a structured questionnaire. Ordinary least squares were utilised to validate the hypotheses set.

The study proved that there is a negative relationship between demand-related disruption and business performance as well as project performance. Also, it was clear from the study that supply-related disruptions had a significant impact on both project performance and business performance. Although SC innovation was seen to impact business performance, it had no relationship with project performance. Generally, innovation was seen to have a moderating effect of demand and supply disruption of project performance, but it played no moderating role in business performance.

The findings suggest that business firms must be innovative with the supply chain, as it moderated project success. The supply chain of a construction firm plays a very critical role on projects; hence, this study recommends that a supply chain manager ought to be innovative in their operations due to the moderating role SC innovation has on project performance and largely business performance.

Various studies on supply chain has been done on different sectors in the economy; however, little can be said about the construction industry on how supply chain disruptions affects business and project performance and how innovation moderates such effects.