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Relational leadership is a key antecedent of employee attitudes and rewards perceptions. However, empirical evidence linking its specific dimensions to compensation outcomes within South Africa’s context remains limited. Drawing on social exchange and equity theories, this study examines how specific relational leadership dimensions influence compensation perceptions. Data was collected from (N = 122) permanently employed personnel at a South African organisation, using a quantitative, cross-sectional design and validated self-report measures. The data was analysed by using Pearson correlations and multiple regression to predict employee compensation through relational leadership. The ethical component emerged as the most consistent and dominant predictor of employee compensation across all models. The empowering component showed significance in one model, but the dimensions usually linked to RLP, including inclusive, caring, and visionary components, had no statistically significant impact on reward outcomes. These findings highlight a critical distinction between behaviours that foster a supportive climate and those that validate the structural legitimacy of reward systems. The study concluded that in socio-economically complex environments like South Africa, employees prioritise ethical governance and fairness over interpersonal warmth when evaluating compensation. Consequently, organisations should prioritise ethical decision-making and transparent accountability in LDPs to enhance satisfaction and perceived equity.

Decent work has become an impetus behind business success and a critical factor for boosting job satisfaction and for alleviating deviant behaviour in the workplace. This study sought to examine the consequences of decent work perception on employee job satisfaction and workplace deviance among casual workers in Zimbabwe transport industry. The study adopted a qualitative research approach embedded in interpretivism paradigm and multiple case-study design. The findings revealed that casual employees experience indecent work characterized by unfair remuneration, job insecurity, and limited employee representation and limited time to rest which affects their overall satisfaction with work. Job dissatisfaction was also found to positively influence negative workplace deviance. An important implication of this study is the need for bus operator companies to understand the value of fostering decent work if they are to have satisfied employees who would be loyal to the organisation and contribute meaningfully to the organisation’s bottom-line. The study is expected to contribute to empirical evidence on the consequences of decent work on job satisfaction and workplace deviance and provide recommendations to human resource practitioners on the essence of addressing workplace deviance and boosting employee job satisfaction through upholding decent work standards in the workplace.

In contemporary organizations, leaders are increasingly required to manage contradictory demands while supporting employees’ psychological resources in dynamic and uncertain work environments. This study examines the effects of paradoxical leadership on two important employee-level outcomes: creative self-efficacy and resilience. Drawing on Social Cognitive Theory and Conservation of Resources Theory, the study aims to explain how leaders who simultaneously balance autonomy and control, flexibility and structure, and support and challenge can strengthen employees’ confidence in generating creative solutions and their capacity to adapt to workplace difficulties. A quantitative research design was employed, using survey data collected from employees working in the Information and Communication Technology sector. The proposed relationships were tested through structural equation modeling, after assessing the reliability and validity of the measurement model. The findings indicate that paradoxical leadership has a significant positive effect on both creative self-efficacy and employee resilience. These results suggest that paradoxical leaders can help employees interpret complexity as manageable, maintain confidence in their creative abilities, and recover more effectively from setbacks. Theoretically, the study contributes to paradoxical leadership research by positioning creative self-efficacy and resilience as key psychological outcomes of paradoxical leader behavior. Practically, the findings suggest that organizations, particularly in technology-intensive sectors, should develop leaders’ capacity for paradoxical thinking and balanced leadership behaviors in order to foster a more creative, adaptive, and resilient workforce.

This study investigated the influence of organisational culture and responsible leadership on employee job satisfaction. A positivist research philosophy was adopted, with a stratified sample of 373 permanent employees from a South African state-owned enterprise, using a quantitative approach and cross-sectional design. Data were collected using the Organisational Culture Assessment Inventory (OCAI), the Responsible Leadership Scale (RLS), and the Job Satisfaction Index (JSI). Data reliability was assessed using Cronbach’s alpha, while confirmatory factor analysis, correlation analysis, and multiple regression were used to determine predictive relationships among variables. The results indicated that organisational culture correlated positively and significantly with both responsible leadership and job satisfaction, and responsible leadership also correlated positively and significantly with job satisfaction. Furthermore, responsible leadership significantly predicted job satisfaction, whereas organisational culture did not significantly predict job satisfaction. From a business ecosystem and strategy perspective, the findings highlight the importance of fostering responsible leadership and adaptive organisational cultures as key enablers of sustainable performance, ethical governance, and stakeholder trust. These factors are crucial for strengthening strategic alignment and long-term competitiveness in complex institutional environments. The study also has socio-economic development implications: by promoting responsible leadership and enhancing employee satisfaction, state-owned enterprises can drive productivity, social equity, and inclusive growth, thereby reinforcing South Africa’s broader business and socio-economic ecosystem.

Role overload is prevalent in modern workplaces and can lead to negative consequences; however, its connection to organizational deviance is understudied. This study investigated the relationship between role overload and organizational deviance, and examining the mediating roles of moral disengagement and felt trust. Using the job demands-resources model, moral disengagement theory, and social exchange theory as frameworks, three hypotheses were developed and tested. Data were collected in two phases from 324 full-time employees in Taiwan using validated scales. Partial least squares structural equation modeling was used for the analysis. The results indicate that role overload has a direct positive relationship with organizational deviance. Additionally, moral disengagement and felt trust both mediated this relationship. Specifically, role overload increases moral disengagement, which in turn increases organizational deviance. Role overload also decreases felt trust, leading to increased organizational deviance. These findings suggest multiple pathways through which role overload can result in deviant workplace behaviors. This study contributes to the literature by identifying the moral and emotional mechanisms linking role overload to organizational deviance.

Amid the dynamic manufacturing landscape of the modern world, innovation remains key in fostering competitiveness and growth. Whereas psychological safety has been proven to be an inducer of innovative work behaviour (IWB), fewer studies have probed the mechanism through which this is achieved, particularly in emerging economies. Addressing this literature gap, the current study examines the mediating effect of perceived organisational support (POS) between psychological safety and innovative work behaviour in a South African manufacturing company. We adopted a quantitative cross-sectional design, where data were collected from 423 employees with the help of reliable and validated measures. Data were analysed using STATA version 17, and all the respondents were collected with the help of a structured, closed-ended questionnaire. The results indicate that perceived organisational support plays a partial mediating role in the association of psychological safety with innovative work behaviour. In other words, perceived organisational support enhances the positive effect of psychological safety on employees' inclination to innovate, which highlights its strategic significance. This study contributes to the organisational behaviour field by unpacking the indirect role of POS in the safety–innovation relationship and offers practical implications for HR practitioners and leadership. Organisations are encouraged to create inclusive feedback systems, reward the contributions of employees, and infuse support mechanisms into workplace culture to release employee innovation and build adaptive capacity in competitive environments.

The concepts of environmental-specific and servant leadership (ESSL) and organisational citizenship behaviour (OCB) for the environment are recognized as pivotal in achieving environmental sustainability. This study aims to explore the interconnectedness between these two concepts. A comprehensive desktop integrative study was conducted, encompassing a thorough analysis of pertinent literature. This approach was augmented by comprehensive searches of reputable academic databases such as Web of Science, Scopus, ResearchGate, and Google Scholar, ensuring a comprehensive understanding of the research topic through high-quality, peer-reviewed articles and scholarly content. The findings strongly support the idea that ESSL plays a crucial role in cultivating a sustainable culture within organizations by empowering leaders to develop their teams' knowledge and skills in environmental sustainability. Such leadership fosters employee engagement in sustainable practices, enhancing overall environmental performance and promoting a sense of responsibility towards sustainable development. Recommendations emphasize the importance of fostering a supportive organizational culture where employees perceive their contributions to environmental goals as significant. Recognizing and rewarding exemplary environmental behaviours can further inspire others, embedding ESSL and OCB into organizational culture for holistic sustainability. This approach encourages a shared commitment to environmental stewardship, driving organizational change towards sustainable practices and positioning the company as a leader in environmental responsibility. Managerial implications highlight the role of ESSL in aligning sustainability goals with leadership practices, emphasizing stewardship and a service-oriented approach that prioritizes both employee welfare and environmental sustainability.

Employee engagement has become a prominent topic in workplace discourse, particularly within academia, yet the academic literature on this subject remains relatively limited, especially in the context of Ghana. This paper seeks to address this gap by examining the factors contributing to employee engagement among academics and exploring their interrelationships for enhanced engagement of faculty. This was done through a comprehensive literature review, drawing on peer-reviewed journal articles, working papers, textbooks, and other relevant published sources, as well as online databases, including EBSCO Business Source Premier, Emerald Full Text, Google Scholar, Sci-Space, Science Direct, Sci-Hub, and Scopus. This study identifies key factors influencing employee engagement in higher education institutions as co-worker relationships, effective supervision, confidence in management, meaningful work roles, perceived organisational politics, organisational resources, effective leadership, and compensation and monetary benefits. The findings reveal a concerning trend of a higher number of disengaged or unengaged employees compared to those who are actively engaged. Furthermore, the consequences of employee engagement identified in the literature include job satisfaction, employee retention, and organisational citizenship behaviours, while challenges and barriers to engagement include poor management-union relationships, poor work environments, poor management practices, and inadequate communication. This paper contributes to the understanding of employee engagement in academia and provides insights for improving engagement levels in higher education institutions in Ghana.

This study investigates the impact of digital transformation on human capital management practices (HCMPs) and their influence on work engagement. The research aims to evaluate the effects of recruitment and selection, training, career opportunities, and reward on employee engagement, and to examine whether digital transformation moderates these relationships. Using a sample of 607 employees, data were collected through online questionnaires from the banking and hospitality sectors in South Africa and analyzed using partial least squares structural equation modeling (PLS-SEM). The study finds that HCMPs such as recruitment and selection, training, career opportunities, and reward positively affect work engagement. However, contrary to expectations, digital transformation did not significantly moderate the effect of HCMPs on Work engagement. This suggests that the impact of digitalization may be more complex and context dependent. The significance of this study lies in highlighting the stability of HCMP impacts amidst technological change, providing insights for organizations to manage work engagement effectively without over-relying on digital transformation as a moderating factor.

Myriad research studies across the spectrum continue to emphasize one common goal, namely, sustained desired performance/results. Such an outcome is dependent on employees’ commitment and engagement among others and is a function of astute leadership. This study aimed to contribute empirically to an understanding of and determine the effect of leadership on organizational commitment and engagement among the workforce, especially during and post-crisis. The study adopted a deductive i.e., quantitative research approach, that is descriptive in nature. It used a cross-sectional survey research design in a five-point Likert scale to randomly collect data from 220 dispatched questionnaires to participants across various sectors of the economy in the Free State Province. A total of 181 questionnaires were collected for data analysis, yielding a response rate of 82%. The standard multiple regression analysis (MRA) and interpretation were conducted to assess the relationship between independent and dependent variables. The MRA results reveal that both leadership (?= 0.332) and ownership/accountability (?= 0.346) have a positive and statistically significant (p-values <0.05) impact on organisational commitment/engagement. Leadership and ownership/accountability reflect a significant power of predictability towards organisational commitment/engagement (F = 44.106; R2= 0.361; p<0.05) of the respondents. To ensure sustained exceptional performance, advocating for a servant-leadership culture, and being fearless of being led, will most likely inspire confidence, engagement and commitment among the workforce. The study provides empirical evidence of the positive effect of leadership on commitment and engagement, confirming that these independent variables are predictors of the dependent variables namely, employee commitment and engagement.     

This research analyses the employment demands and resources encountered by support personnel at a mining company in Gauteng during the latter phases of the COVID-19 pandemic. The study included 12 support staff, chosen via convenience sampling (median age = 44), who engaged in semi-structured interviews (3 women, 9 men; 3 White, 9 African). The researchers utilised an inductive technique and applied Braun and Clarke's thematic analysis to discover four themes: job pressures encountered, organisational job resources, organisational assistance, and perceived support. The findings indicate that elevated job resources may enhance work efficiency and effectiveness in individuals managing job demands. The study also revealed that perceived organisational support affects job pressure and emotional fatigue in employees. The findings underscore the imperative for employees to proactively pursue job resources and assistance to manage job demands, emphasising the significance of deliberate resource allocation in high-stress industries to bolster resilience and equip both employees and organisations for future crises. The paper fills a gap in the literature by providing a comprehensive narrative analysis of employment demands and resources during the COVID-19 pandemic. Qualitative interviews with support personnel enhance our understanding, supplementing prior quantitative studies that have predominated the research field. Future research should examine the long-term impacts of the COVID-19 pandemic on employee well-being in relation to job demands and resources, and evaluate the function of diverse job resources in aiding employees to navigate post-pandemic issue

This research aims to examine the factors influencing organisational commitment and its correlation with turnover intention. This study utilised a sample of 357 sales and marketing professionals, encompassing both staff and managerial positions, across twenty multinational pharmaceutical companies in the Vietnamese market. Qualitative and quantitative methodologies are employed in conjunction. Three out of fifteen hypotheses lack support, indicating that employee voice does not generally influence organisational commitment. Only normative commitment and continuation commitment negatively affect turnover intention. Career growth and organisational fairness significantly influence normative commitment, which in turn has a substantial effect on turnover intention. This research is one of the initial studies to identify the antecedents influencing organisational commitment and its correlation with turnover intention, particularly within the context of multinational pharmaceutical businesses in Vietnam. The research findings indicate that implementing practical measures to enhance career development and organisational justice might elevate normative commitment and diminish turnover intention.   

Ghanaian universities have embraced a corporate identity and are actively participating in Corporate Social Responsibility (CSR), which is referred to as University Social Responsibility (USR). The purpose of this is to enhance the perception of identification (organisational identity) and promote employee involvement. This research examines the effect of University Social Responsibility (USR) on the level of involvement and commitment of staff members in Ghanaian institutions. It also proposes that the sense of identity plays a role in mediating the relationship between USR and staff engagement. This study utilised a cross-sectional survey methodology. The poll utilised a two-stage multi-stage sampling procedure to choose 412 participants. The survey utilised a validated questionnaire using a 5-point Likert scale. The questionnaire had a Cronbach's alpha coefficient (?) greater than 0.70. The data acquired from this questionnaire was customised for the survey. The data collected were configured and subjected to Structural Equation Modelling for analysis at a significance level of p<.05 using the SMART pls software. The findings indicate that identification perception does not significantly and directly predict the mediation effect of internal CSR on employee engagement (beta=0.008; t<1.96; p=0.439: p>0.05), and external CSR on employee engagement (beta=0.002; t<1.96; p=0.443: p>0.05) in the surveyed Ghanaian universities. The study concluded that the impression of identification did not operate as a mediator in the predicted association between the internal and external corporate social responsibility activities of the universities and employee engagement. According to the findings and conclusion, Ghanaian universities should take into account several elements and adopt a comprehensive approach when aiming to enhance employee job engagement. It is important not to exclusively concentrate on employee identification with the institution. It is advisable for the administration of Ghanaian institutions to develop efficient employee-focused engagement strategies and activities, both internally and externally, to boost the welfare of their workers, promote a sense of belonging, and improve overall performance.

Job anxiety has long been seen as a major factor affecting employees' job performance. The reasons and processes by which affective commitment and work engagement impact employee creativity can be studied through the lens of ego depletion theory. In this study, we surveyed employees in a theme park and applied structural equation modeling to analyze the survey data. Our observations suggested that the decline in employee creativity due to job anxiety was possibly the result of low affective commitment and work engagement, with work engagement being a key mediating factor. The development of emotional ego depletion in service industry employees after experiencing job anxiety could explain our observations. Emotional depletion not only affects employees' work attitudes and emotional expressions but also reduces their motivation for creativity.

The primary intent of this study is to establish the role of transformational governance on millennials’ dedication to level - 5 private hospitals in Kenya. A mixed methods study was applied using a cross-sectional exploratory survey design with quantitative and qualitative approaches. The sample comprised millennials and their leaders working in level - 5 private hospitals. The sample size was 415 respondents. Five-level multi-stage cluster sampling and purposeful sampling were used. The study findings indicated that individualized consideration and intellectual stimulation influenced millennial dedication. This study has provided actionable insights into leading millennials to safeguard millennial engagement in Kenyan healthcare. Furthermore, to be dedicated, millennials require close monitoring and support. The millennials’ values differ from those of other generations, and they prefer challenges when they get bored with routine work. However, there are two categories of millennials; the older millennials are more responsible and resilient than the younger millennials, who are not dedicated.

This study aims to examine and understand the influence of psychological capital on employee turnover intention through the mediating role of organizational commitment and work-life balance on Generation Z and millennial employees in Bandung, West Java. The data used in this study are primary and secondary data obtained from the employees of the companies and the company data. This study uses the census method as a sampling technique, with a number of samples of 100 respondents. The data is collected by distributing questionnaires and carrying out observations in the company. The data is further processed using Structural Equation Modeling with the Partial Least Square method. The results of this study indicate that psychological capital has a significant influence on employee turnover intention, organizational commitment, and work-life balance. Furthermore, organizational commitment and work-life balance are found to have a direct negative influence on turnover intention. Both of these variables also act as mediators in the relationship between psychological capital and turnover intention.

The study aims to determine the effect of the humanistic management style of administrators on the counterproductive work behaviour of employees. To deepen the understanding of the concepts and to establish the theories of the study, literature was reviewed. The study used descriptive assessment and a correlational research design. The population of the study was all employees and administrators of Divine Word College of Laoag. Questionnaires were used to gather the data and weighted mean and Pearson r correlation was used to analyze the data. The study found that the humanistic management style of administrators is high and counterproductive behaviour is low. However, Pearson r correlation indicated that there is no significant correlation between humanistic management style and counterproductive behaviour of employees. Thus, the hypothesis is rejected.

Turnover intention is an employee's desire to move to another agency or stop working on their own volition or voluntarily from the organization where they work for certain reasons. Turnover intention behavior has a negative impact on the smooth operation of the organization, so it is necessary to study the factors that influence it and efforts to prevent it. This study aims to examine the effect of workplace well-being and workplace incivility on turnover intention, as well as to examine the role of job embeddedness in moderating the relationship between the two independent variables with the above dependent on employees of the Ministry of Agriculture vertical agency in Manokwari. This study uses a quantitative approach involving 121 respondents. Data analysis using Partial Least Square (PLS) with the help of SmartPLS 3.0 software. The results showed that; (1) workplace well-being has a negative and significant effect on turnover intention, (2) workplace incivility has a positive and significant effect on turnover intention, (3) job embeddedness significantly plays a role in moderating the relationship between workplace well-being and turnover intention, and (4) Job embeddedness plays a significant role in moderating the relationship between workplace incivility and turnover intention. To prevent turnover intention behavior in employees of the Ministry of Agriculture's vertical agency in Manokwari, it is suggested that the level of job embeddedness should always be maintained and improved for all employees of the Ministry of Agriculture's vertical agency in Manokwari.

This study aims to examine and analyze the influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction. The population of this study are permanent and contract employees of Pamella 6 and 7 Supermarket Yogyakarta, with the number of 148 people. From a total of 148 employees from management to subordinates, 108 employees of Pamella 6 and 7 Supermarket Yogyakarta become the research sample. The data analysis used in this study is path analysis using Partial Least Square (PLS). The results of this study prove that: (1) Job insecurity negatively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (2) Person-job fit positively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (3) Job satisfaction negatively and significantly influences turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; (4) Job satisfaction is able to mediate the relationship between job insecurity and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; and (5) Job satisfaction is able to mediate the relationship between person-job fit and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta.

The study aims to determine the effect of educational attainment, length of work experience on self-efficacy and also to determine the difference of self-efficacy of employees based on the educational attainment and the length of work experience. To support the theories of the study, literature was reviewed. The study used a descriptive correlational research design and the questionnaires were used to gather the data. The population of the study was all employees of the Divine Word College of Laoag, Ilocos Norte, Philippines. The Multilinear regression analysis was used to determine the correlation and the analysis of variance (ANOVA) was used to determine the difference of self-efficacy among employees based on educational attainment and the length of work experience. The study found that the self-efficacy of employees was high and there is a correlation between educational attainment and self-efficacy and the length of work experience and self-efficacy. It is also found that there is a significant difference in self-efficacy among employees based on educational attainment and the length of work experience. Thus, based on the findings, then the hypotheses of the study are accepted.