Institutional isomorphism and sustainable HRM adoption: a conceptual framework

Purpose

There is a major lacuna in sustainable human resource management (HRM) research regarding the theoretical context of its adoption or implementation. Consequently, the purpose of this study is to examine the relative influence and interactive effects of different levels of institutional isomorphisms on sustainable HRM adoption.

Design/methodology/approach

This study applies the conceptual method and anchors the discussions on the institutional theory and the extant literature on the antecedents of sustainable HRM implementation.

Findings

Internal and external institutional isomorphisms will have complementary (synergies) or substitution (trade-offs) effects on sustainable HRM adoption. Furthermore, external institutional isomorphic pressures related to societal values and culture and stakeholders’ sustainability demands are likely to have greater influence on sustainable HRM implementation relative to the internal institutional isomorphic pressures related to managerial sustainability values and attitudes; sustainability-related HRM competencies; resource availability; and perceived sustainability benefits.

Originality/value

This study proposes a novel multi-level conceptual model on the implementation context of sustainable HRM for testing empirically. Furthermore, this study generates insight on how different levels of institutional isomorphic pressures relatively and interactively (synergies versus trade-offs) affect sustainable HRM adoption. This is significant because there is a view that HRM as a discipline is theoretically weak. Although the field has advanced theoretically, one of the areas that need more theorisation is the context of HRM. Hence, this study advances the theoretical context of sustainable HRM implementation through the perspectives of the institutional theory.

Mental health and workplace factors: comparison of the Ghanaian and Australian mining industry

Background

Mining is a global industry and contributes significantly to international economies. This study seeks to compare the patterns of psychological distress, job demand-control, and associated characteristics between two countries (Australia/Ghana) to increase understanding of cross-cultural factors relevant to mental health in this industry.

Method

A cross-sectional study design was used. Eight coal mines in Australia and five gold mines in Ghana. A total of 2622 mineworkers participated in this study. Kessler Psychological Distress Scale (K10), Job Content Questionnaire (JCQ), Alcohol Use Disorders Identification Test (AUDIT), the Berkman-Syme Social Network Index (SNI) and help-seeking questionnaire.

Results

Ghanaian mineworkers reported increased psychological distress compared to Australian mineworkers; Job demands outweighed control among Ghanaian mineworkers but was associated with lower risk of psychological distress compared to Australian mineworkers; Ghanaian mineworkers were significantly less likely to drink alcohol at risky levels but this was associated with higher psychological distress; Increased social network was associated with decreased psychological distress for both countries.

Conclusions

These findings identify cultural and geographical differences in the socio-demographics, workplace factors, psychological distress, and alcohol use in both countries. Cross-cultural occupational workplace factors and mental health issues are highlighted. Potential workplace interventions applicable in comparable settings are recommended.

Emotional intelligence and perceived organizational support as predictors of emotional exhaustion among nurses and midwives

Purpose

Navigating the physical and emotional conditions of patients on daily basis can be emotionally exhaustive, requiring health professional to regulate their emotions in order to provide quality healthcare. The present study set out to examine the consequential effect of emotional intelligence and perceived organizational support (POS) on emotional exhaustion of nurses and midwives in the Ghanaian context. The study also examined the effects of age and cadres of nursing and midwifery on emotional exhaustion.

Design/methodology/approach

The study was quantitative in nature and employed the cross-sectional design in sampling respondents. The study was conducted in four public hospitals and two quasi-public hospitals in three main districts in the Greater Accra Region of Ghana. A sample of 342 nurses and midwives were proportionately sampled from various health facilities. The sample constituted of staff nurses and midwives.

Findings

The study revealed that while age, cadres of nursing and midwifery and POS had consequential effects on emotional exhaustion, emotional intelligence failed to predict emotional exhaustion.

Originality/value

Findings of the study draw the attention to the importance of organizational support in attenuating the emotional exhaustion associated with the nursing profession.

Safety climate and employees' voluntary work behaviours: the moderating role of employees' voice

Purpose

This study examined the relationship between safety climate and employees' voluntary work behaviours (i.e. organisational citizenship behaviour and counterproductive work behaviour). It also examined the moderating role of employees' voice on the relationship between safety climate and employees' voluntary work behaviours.

Design/methodology/approach

Using the quantitative survey research design, data were collected from 220 respondents from three manufacturing companies in Accra, Ghana. Pearson's correlation test (r) and hierarchical multiple regression were used for data analysis.

Findings

Results showed that safety climate plays a significant role in predicting employees' voluntary work behaviours. Also, employees' voice was found to moderate the relationship between safety climate and organisational citizenship behaviour but does not moderate the relationship between safety climate and counterproductive work behaviour.

Research limitations/implications

Data was collected from manufacturing firms in the Greater Accra Region of Ghana; hence, the findings may be limited to just the manufacturing industry in the Ghanaian setting.

Originality/value

This paper positions safety climate as a catalyst for positive voluntary work behaviours in the workplace and an antidote to negative workplace behaviours. It also highlights the role of employees' voice in enhancing positive voluntary workplace behaviours of employees.

Interpersonal Fairness, Willingness-to-Stay and Organisation-Based Self-Esteem: The Mediating Role of Affective Commitment

This study examines the direct and indirect effects of interpersonal fairness on employees’ willingness-to-stay and organisation-based self-esteem through affective commitment among manufacturing workers in Tema, Ghana. Using the survey design, 300 manufacturing workers in Tema were conveniently sampled for the study. The confirmatory factor analysis and structural equation modelling were used to analyse the data. Results indicated that affective commitment partially mediated the relationship between interpersonal fairness and employees’ willingness-to-stay. Affective commitment also fully mediated the interpersonal fairness-organisation-based self-esteem relationship. Results further showed that organisation-based self-esteem partially mediated the affective commitment and willingness-to-stay relationship, such that, an increase in organisation-based self-esteem leads to a decrease in employees’ willingness-to-stay. These findings emphasised the roles of interpersonal fairness and affective commitment in organisations, where affective commitment increases as a result of an increase in interpersonal fairness and makes employees have an intention-to-stay. The findings imply that employees who are very confident and have higher organisation-based self-esteem stand lower chances of staying in their current organisations. This study is the first to examine how affective commitment transfers the effects of interpersonal fairness unto employees’ intention-to-stay among manufacturing workers in Ghana.

Pressure for health service delivery and its implications on safety behaviour of health care practitioners

AIM

The study aim to examine whether management commitment and prioritization of safety at the hospital had any relationship with health care workers' safety behaviour under pressure to deliver health care.

BACKGROUND

Sub-Saharan Africa faces a human resource crisis in the health sector, leading to a compromise of the safety practices of nurses and other care providers. Hence there is a need to probe the influence of pressure for health service delivery on safety behaviour.

METHODS

The sample consisted of 295 respondents consisting of nurses, medical doctors and biological scientists from two teaching hospitals (Tamale Teaching Hospital and Komfu Anokye Teaching Hospital). A quantitative research design approach was used. Simple linear regression was carried out to test the hypotheses formulated.

RESULTS

The results showed that pressure for health service delivery negatively affected health care workers' safety behaviour whereas management commitment to safety and priority of safety at the hospital were positively related to safety behaviour.

CONCLUSION

Priority and the commitment of management to safety can influence the safety behaviour of nurses and other caregivers who are under pressure to deliver quality health care to the great number of patients.

IMPLICATION FOR NURSING MANAGEMENT

Upholding high safety standards by management can create an enabling environment that would compel nurses and other caregivers to provide apt safety behaviours which in the long run can improve the quality of safety of nurses and other care providers.

Do Personality and Organizational Politics Predict Workplace Victimization? A Study among Ghanaian Employees

Background

Workplace victimization is considered a major social stressor with significant implications for the wellbeing of employees and organizations. The aim of this study was to examine the influences of employees' personality traits and organizational politics on workplace victimization among Ghanaian employees.

Methods

Using a cross-sectional design, data were collected from 631 employees selected from diverse occupations through convenience sampling. Data collection tools were standardized questionnaires that measured experiences of negative acts at work (victimization), the Big Five personality traits, and organizational politics.

Results

The results from hierarchical multiple regression analysis showed that among the personality traits neuroticism and conscientiousness had significant, albeit weak relationships with victimization. Organizational politics had a significant positive relationship with workplace victimization beyond employees' personality.

Conclusion

The study demonstrates that compared with personal characteristics such as personality traits, work environment factors such as organizational politics have a stronger influence on the occurrence of workplace victimization.

Corporate social responsibility: is it an alternative to government?

Purpose

Corporate social responsibility (CSR) has gained global prominence in recent years. This is because businesses have seen the need to consider the interests of stakeholders not only to enhance their corporate image but also to live good neighbourly lives with the communities in which they operate. The purpose of this paper is to examine the value of engaging stakeholders and recommend multinational corporations not to take over the governance of countries in which they operate as a result of their financial muscle but to play complementary roles to help in the development of those countries. Although CSR is no longer new in Africa according to recent studies, it is suffering from identity crisis, as it has been used generally and severally to refer to different issues. This conceptual paper discusses the notion of CSR practice in Africa and the major issues and debates around it. It looks at the role of government and civil society organisations that are at the forefront playing watchdog and vigilante roles for the benefit of the society.

Design/methodology/approach

This is a conceptual paper.

Findings

The paper argues that business and society cannot exist without working together and that responsible business is key to sustainable development. It traces the roots of CSR and the emergence of the concept. It advises that what is required in Africa is for the media and civil society organizations to play watchdog and vigilante roles in ensuring that businesses are socially responsible, accountable and transparent. If governments and businesses are transparent and accountable, then the citizens become the greatest beneficiary. The profit margins of businesses will also increase and there will be sustainable development. The paper also indicates that the concept of CSR is gaining grounds in Africa and is no longer new as indicated by previous studies. It recommends that Africa should have its own CSR programmes designed to fit into the African setting. The paper examines the major issues and debates on CSR and concludes that any attempt to introduce uniform laws to ensure responsible business operations universally will not work as situations differ from country to country. The overreliance on corporate entities, particularly Multinational corporations (MNCs) and transnational corporation (TNCs), for the direct development of African economies is not sustainable, as these corporate entities cannot continue to fulfil these obligations meant for the development of infrastructure and still be expected to provide basic amenities for communities under the guise of fulfilling CSR. This process of national development is unsustainable.

Originality/value

The paper recommends a multi-stakeholder approach in designing and implementing CSR programmes. The government, civil society, community and the company should collaborate and constantly have stakeholder engagements as that are the only way of attaining a win-win benefit. MNCs and TNCs should see the government and other stakeholders as partners in development and not lord it over them as a result of their financial muscle. It is recommended that more research work be done in CSR education in Africa. This is to enable business operators and communities understand the true meaning of CSR and to know that the concept goes beyond philanthropy or donations. It will also help them understand that the concept goes beyond community relations to include issues such as human rights, child labour, environmental governance and corporate tax among others.

Occupational Health and Safety and Organizational Commitment: Evidence from the Ghanaian Mining Industry

Background

This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment.

Methods

A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables.

Results

The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment.

Conclusion

Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

Occupational Health and Safety Management and Turnover Intention in the Ghanaian Mining Sector

Background

The mining industry is considered as one of the most dangerous and hazardous industries and the need for effective and efficient occupational health and safety management is critical to safeguard workers and the industry. Despite the dangers and hazards present in the mining industry, only few studies have focused on how occupational health and safety and turnover intentions in the mines.

Method

The study suing a cross-sectional survey design collected quantitative data from the 255 mine workers that were conveniently sampled from the Ghanaian mining industry. The data collection tools were standardized questionnaires that measured occupational health and safety management and turnover intentions. These scales were also pretested before their usage in actual data collection.

Results

The correlation coefficient showed that a negative relationship existed between dimensions of occupational health and safety management and turnover intention; safety leadership (r = −0.33, p < 0.01); supervision (r = −0.26, p < 0.01); safety facilities and equipment (r = −0.32, p < 0.01); safety procedure (r = −0.27, p < 0.01). Among these dimensions, safety leadership and safety facility were significant predictors of turnover intention, (β = −0.28, p < 0.01) and (β = −0.24, p < 0.01) respectively. The study also found that turnover intention of employees is heavily influenced by the commitment of safety leadership in ensuring the effective formulation of policies and supervision of occupational health and safety at the workplace.

Conclusion

The present study demonstrates that safety leadership is crucial in the administration of occupational health and safety and reducing turnover intention in organizations.

Examining psychosocial and physical hazards in the Ghanaian mining industry and their implications for employees' safety experience

INTRODUCTION

In addition to hazardous conditions that are prevalent in mines, there are various physical and psychosocial risk factors that can affect mine workers' safety and health. Without due diligence to mine safety, these risk factors can affect workers' safety experience, in terms of near misses, disabling injuries and accidents experienced or witnessed by workers.

METHOD

This study sets out to examine the effects of physical and psychosocial risk factors on workers' safety experience in a sample of Ghanaian miners. 307 participants from five mining companies responded to a cross sectional survey examining physical and psychosocial hazards and their implications for employees' safety experience.

RESULTS

Zero-inflated Poisson regression models indicated that mining conditions, equipment, ambient conditions, support and security, and work demands and control are significant predictors of near misses, disabling injuries, and accidents experienced or witnessed by workers. The type of mine had important implications for workers' safety experience.