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Work intensity, burnout and quality of work life in the hotel industry: The moderating role of psychological detachment

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Journal of human resources in Hospitality and Tourism 2023年第1期22卷 26-48页

作者： Osei, Hannah Vivian Asiedu-Appiah, Felicity Ansah, Rhoda Owusu Department of Human Resource and Organisational Development KNUST School of Business Kwame Nkrumah University of Science and Technology Kumasi Ghana

As work intensity continues to become one of the challenging issues at work, the need to understand the consequences and the pathways as well as the boundary conditions, become very important. Drawing on the Job Demand-resource (JD-R) theory, this study examines how work intensity affects the quality of work life (QWL) through burnout and examines the moderating role of psychological detachment in the relationship between burnout and QWL. Data was collected from 400 frontline workers and supervisors from 30 hotels and analyzed using the Hayes Process Macros and AMOS. The study found that work intensity negatively affects QWL and this relationship was mediated by burnout. Psychological detachment did not moderate the relationship between burnout and QWL. © 2022 Taylor & Francis Group, LLC.

关键词： Burnout hotel job demand-resource (JD-R) psychological detachment quality of work life (QWL) work intensity

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The role of prescriptive social norms on employees' cyberloafing: the moderating effect of power distance and co-workers' interdependency

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International Journal of Organization Theory and Behavior 2022年第3-4期25卷 131-149页

作者： Osei, Hannah Vivian Ampofo, Isaac Atta Junior Osei, Angelina Deaprtment of Human Resource and Organisational Development Kwame Nkrumah University of Science and Technology Kumasi Ghana Department of Human Resource and Organisational Development KNUST School of Business Kwame Nkrumah University of Science and Technology Kumasi Ghana School of Bilingual Secretaryship Ghana Institute of Languages Kumasi Ghana

Purpose: 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. Design/methodology/approach: 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: 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. Originality/value: 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. © 2022, Emerald Publishing Limited.

关键词： ' ' approval of cyberloafing Co-workers' approval of cyberloafing Co-workers' interdependency cyberloafing Employees Power distance Supervisors Work culture

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Nexus Between Employee Engagement and Job Performance: A Study of MSMEs in Ghana During COVID-19: The Moderating Roles of Job Demand and Job resources

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Jindal Journal of Business Research 2023年第1期13卷 30 - 56页

作者： Daniel Nkansah Raymond Gyimah Daniel Agyemfour-Agyemang Sarpong James Kwasi Annan Department of Human Resource and Organisational Development KNUST School of Business Kwame Nkrumah University of Science and Technology Kumasi Ghana Faculty of Business and Management Studies Koforidua Technical University Koforidua Ghana

Micro, small, and medium-sized enterprises (MSMEs) across the globe have been the major victims of the COVID-19 pandemic, which has plunged the business world into a crisis. However, employee engagement (EE) has been labeled as an essential nutrient that organizations need in order to survive in these turbulent times. This study was to investigate the effect of EE on employee performance during the COVID-19 pandemic and how job demands and job resources moderate this relationship. A sample size of 395 respondents were selected from a variety of MSMEs via a convenience sampling method. The study used a survey questionnaire approach as the main method for collecting primary data. The result of the correlation analysis showed that there was a significant relationship between EE and employee performance. It was revealed that job demands and job resources moderated the relationship between EE and employee performance. Finally, the result showed that job demands had an insignificant effect on EE, but job resources had a significant effect on EE. Thus, it can be concluded that, in the face of COVID-19, EE is a significant predictor of EP in the MSME sector.

关键词： Employee engagement job demand MSMEs employee performance job resources Ghana

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Institutional networking capability as a catalyst for sustainable supply chains in the manufacturing sector of Ghana: The role of green human resource management strategy and green dynamic capability

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Journal of Environmental Management 2025年 387卷 125865页

作者： Mensah, Philip Opoku Yong, Jing Yi Dura, Codruța Cornelia Mensah, Henry Kofi University of Strathclyde Department of Work Employment and Organisation Scotland United Kingdom School of Management and Marketing Faculty of Business and Law Taylor's University Malaysia University of Petroşani Department of Economics Romania University of Oradea Doctoral School of Economic Sciences Romania Kwame Nkrumah University of Science and Technology Department of Human Resource and Organisational Development Ghana

This study explores the influence of Green human resource Management Strategy (GHRMS) on supply chain environmental sustainability in manufacturing SMEs, emphasising the mediating role of green dynamic capability and the moderating effect of institutional networking capability. Quantitative data was gathered from 263 owners and managers in Ghana's manufacturing sector. The Covariant-Based Structural Equation Modelling (CB-SEM) approach within Amos (v.23) was employed to test the proposed hypotheses. The findings revealed that GHRMS significantly enhances supply chain environmental sustainability by fostering eco-conscious HR practices. Green dynamic capability partially mediates this relationship, enabling firms to develop and adapt sustainable competencies. Additionally, institutional networking capability strengthens the indirect effect of GHRMS on supply chain sustainability, demonstrating the crucial role of external networks in achieving environmental goals. These findings underscore the importance of both internal organisational capabilities and external collaborations in driving sustainable supply chain practices in emerging economies. This study provides strategic insights for firms aiming to integrate GHRMS into their environmental sustainability initiatives, fostering a greener and more resilient supply chain ecosystem. © 2025 Elsevier Ltd

关键词： resource allocation

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The fish rots from the head down: a test of the trickle-down model of abusive supervision

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Organization Management Journal 2020年第3-4期18卷 121-144页

作者： Osei, Hannah Vivian Asiedu-Appiah, Felicity Anyimaduah Amoah, Perpetual Akosuah Department of Human Resource and Organisational Development KNUST School of Business Kwame Nkrumah University of Science and Technology Kumasi Ghana Adansi Rural Bank Fomena-Adansi Ghana

Purpose: 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. Design/methodology/approach: 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. Findings: 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. Originality/value: 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. © 2020, Hannah Vivian Osei, Felicity Asiedu-Appiah and Perpetual Akosuah Anyimaduah Amoah.

关键词： Abusive supervision Banks Counterproductive work behaviour Emotional dissonance Employees’ task performance Ghana Guilt proneness Trickle-down effect

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