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Highly engaged employees ensure organizational competitiveness and success. The study examined whether employee engagement mediates the relationship between human resource development and employee turnover intentions. A field study was conducted among six indigenously owned healthcare institutions and 14 internationally owned healthcare institutions. The data supported the hypothesized relationships. The results indicate a significant association between HRD and the levels of behavioral engagement. HRD and the levels of emotional engagement had an insignificant relationship. HRD and the levels of cognitive engagement were significantly related. The findings also indicated that the association between HRD and employee turnover intentions was mediated by employee engagement. The present study’s emphasis on healthcare institutions may constrain the generalizability of the findings. The study suggests the adoption and development of well-designed and formulated HRD practices enhance employee engagement, knowledge development, and organizational commitment. By empirically demonstrating that employee engagement mediates the nexus of HRD and employee turnover intentions, the study extends the literature.

Human capital is a significant element in the attainment of sustained competitive advantage and economic survival of organizations. The study explored whether human capital mediates the nexus of human resource management practices and organizational performance. A field study was conducted among 11 internationally and 4 indigenously owned banks. The hypothesized relationships were supported by the data. The results show that the association between selective staffing with the levels of human capital was significant. The results also show that the levels of human capital influenced organizational performance significantly. The results further show that human capital mediated the nexus of HRM practices and organizational performance. The generalizability of the results obtained may be constrained since the present study focused on the banking industry. The study suggests the creation and maintenance of valuable human capital promote competitiveness and sustained competitive advantage. The study contributes to the extant literature by empirically evidencing that human capital mediated the nexus of HRM practice and organizational performance.  

Less attention has been given to well-being and other household characteristics that influence clients’ access to micro-credit among women households especially. The paper investigates the determinants of access to credit by 320 women entrepreneurs in the Mfantsiman Municipality in the Central Region of Ghana. Data for the study was collected in June-July 2010 from six communities including Mankessim, Saltpond, Anomabu, Biriwa and Yamoransa. Sturctured questionnaires were used to collect the data from women entrepreneurs. The results of the study indicate that clients’ well-being influences access to credit amount. Clients who have been in business for long time are likely to access larger loan amounts. Marital status and education do not influence access to credit. Among the recommendations are that microfinance should not only target clients with high well-being scores but those with low well-being scores since the original aim of microfinance is to lift the poor out of poverty. It is important to give credit to aged business owners instead of young ones. Giving credit to married women because their husbands could serve as guarantors does not matter much but rather women who do not have husbands also need to benefit from micro-credit.