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While substantial a number of research studies have examined the effect of leadership styles on work-related behaviour, the interaction effect of transactional-transformational leadership on work-related behaviour has been rarely investigated in a developing context. Thus, this study aims to examine the interaction effect of transactional-transformational leadership on employee commitment in Ghana.

The study used descriptive and cross-sectional survey designs. Cross-sectional data was obtained from 360 employees in the aviation industry of Ghana and analyzed using descriptive statistics, correlation and hierarchical regression techniques.

Transactional leadership style has a significant positive effect on employee commitment. However, when transformational leadership was added on transactional leadership base, there was no augmentation effect of transformational leadership style in predicting employee commitment. The results further indicate that there was a negative interaction effect of transactional and transformational leadership styles on employee commitment.

The findings imply that organizational leaders can improve employee commitment by purely resorting to transactional leadership behaviours. Leaders can also enhance employee commitment by augmenting transactional leadership behaviours on transformational leadership, as the reverse has no augmentation effect.

This study considerably complements existing leadership literature by establishing how a transformational leadership style can augment and/or interact with transaction leadership style to influence employee commitment in a developing country.

The purpose of this paper is to present the challenges female parliamentarians in Ghana face in their attempt to balance their professions and families.

This is a qualitative study which explores the nature of strain female MP’s in Ghana encounter in their struggle to achieve a work-life balance.

It is concluded that most female parliamentarians in Ghana go through tough times in trying to juggle career with family life. The study revealed that the MPs adopt strategies such as prioritizing roles, limiting official duties at home and using social support to help them cope with the pressures of their roles. The organizational policies put in place to aid female employees to achieve a healthy work-life balance did not yield much result for the participants in this study.

The originality of this paper lies in it being the first study that qualitatively explores the complex challenges female parliamentarians face in their political careers and family lives in Ghana.