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Article
Publication date: 15 October 2021

Alex Anlesinya and James B. Abugre

This study aims to examine the direct influence of strategic corporate social responsibility (CSR) practices on business value creation while accounting for the moderating…

Abstract

Purpose

This study aims to examine the direct influence of strategic corporate social responsibility (CSR) practices on business value creation while accounting for the moderating and mediating roles of strategic orientation.

Design/methodology/approach

It used data from 118 CSR-intensive multinational subsidiaries operating in five major different industries in Ghana and applied hierarchical regression and bootstrapping via Hayes’ PROCESS Macro for the analyses.

Findings

The results showed that strategic CSR practices comprising of strategic CSR planning, strategic CSR implementation and strategic CSR positioning contribute positively and significantly to business value creation of multinational subsidiaries. Moreover, it found that strategic orientation has directly predicted business value creation significantly and further mediated the nexus between business value creation and the three strategic CSR practices. However, it did not moderate the influence of strategic CSR practices on business value creation.

Originality/value

The study validates and adds to the knowledge on strategic CSR and business value creation theory by demonstrating that strategic CSR practices of multinational corporation (MNCs) are parallel to their subsidiaries’ commitment to shared growth in host countries. Similarly, it provides a better understanding of the dual roles of MNCs’ strategic orientation on strategic CSR practices and business value creation, thereby offering valuable information about the underlying economic process and context that can affect the strategic business value of firms’ strategic CSR practices.

Details

Society and Business Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1746-5680

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Article
Publication date: 8 May 2017

James B. Abugre

Although employee relations are recognised as important mechanisms for initiating organisational competitiveness and output, existing research has focused primarily on how…

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1739

Abstract

Purpose

Although employee relations are recognised as important mechanisms for initiating organisational competitiveness and output, existing research has focused primarily on how these relations embed employees’ job and performance, rather than on the declining outcomes from such relations. This paper aims to integrate research on co-worker relations at workplace and cynicism with social exchange as a theoretical grounding to propose a process model that focuses on how employees’ positive relationship at workplace impacts negatively on their cynical behaviours in organisation leading to their intention to stay rather than their intention to leave.

Design/methodology/approach

This study offers a conceptual analysis and a review of the literature to explain employees’ behavioural intentions which may lead to their psychological threat or psychological safety in work organisations.

Findings

This work positions cynicism as psychological threat that moderates and predicts the likelihood that negative relations at workplace will actively engage employees’ intention to leave the organisation. Similarly, the model positions job satisfaction and commitment as psychological safety that predicts the likelihood that positive relations at workplace will engage employees’ intention to stay. The outcome of this study is the creation of a model which provides a comprehensive methodological framework for conducting behavioural research.

Research limitations/implications

This is a conceptual paper.

Practical implications

This study has major implications for managing and communicating with workers, as well as organisational socialisations and practices related to co-worker relations for effective human resource management practices from both managerial and practitioner perspective.

Originality/value

This work has been able to create a theoretical framework that provides an understanding for management to learn from its end-state competencies and contributions. By this, the model created would enable research to examine the empirical relationship between co-worker relations, cynicism and intention to leave. Thus, the contribution of this paper identifies the roles that management and organisational leadership can play in the practice of employee behavioural intentions.

Details

International Journal of Organizational Analysis, vol. 25 no. 2
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 2 March 2015

James B. Abugre and Richard B. Nyuur

– The purpose of this paper is to examine organizations’ commitment and communication of corporate social responsibility (CSR) in a developing country’s context.

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2636

Abstract

Purpose

The purpose of this paper is to examine organizations’ commitment and communication of corporate social responsibility (CSR) in a developing country’s context.

Design/methodology/approach

The study employed an empirical quantitative approach by surveying 193 managers from multiple organizations in Ghana, and used independent sample t-test as well as descriptive statistics to examine the phenomenon.

Findings

The study established that firms operating in Ghana know about CSR and are committed to it. But the level of understanding of the concept as evidenced by their practices is limited to philanthropic activities. The study further revealed that firms operating in Ghana communicate their CSR activities to stakeholders in many forms. Additionally, organizations employ equally varied channels in communicating their CSR initiatives.

Practical implications

The study contributes the Ghanaian perspective of CSR to the Sub-Sahara African literature, and by that it enhances our present understanding of the commitment and communication channels of CSR activities by companies operating in Ghana.

Originality/value

Empirical Literature on CSR communication in developing countries is limited. The paucity of academic enquiry on the issue has stimulated this research, based on the perceptions of managers of firms operating in Ghana about their principles of CSR, their way to disclose these activities and the kind of CSR activities done. Further research directions are also articulated.

Details

Social Responsibility Journal, vol. 11 no. 1
Type: Research Article
ISSN: 1747-1117

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Article
Publication date: 12 October 2015

James B. Abugre and Kester Adebola

The purpose of this paper is to examine whether the training and development (T & D) of middle-level managers in the financial institutions of a sub-Saharan African…

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1081

Abstract

Purpose

The purpose of this paper is to examine whether the training and development (T & D) of middle-level managers in the financial institutions of a sub-Saharan African country make any difference in the performances of the managers and the institutions in general.

Design/methodology/approach

An empirical analysis of managers’ opinions based on a quantitative survey of 140 middle-level managers from four banking institutions in Ghana is conducted.

Findings

Findings showed that there is a significant relationship between T & D of middle-level managers and their performance and, consequently, performance of the banks. The findings also showed that managers become savvier in personal initiatives and responsive to customer care leading to enhanced service delivery. The paper proposes that T & D should focus on the significant relationship between the outcomes and programme objectives of organisations in emerging economies if these organisations want to be counted in this competitive global world.

Practical implications

The paper provides valuable information on the important role of middle-level managers as custodians of “tacit knowledge” that can turn around organisations, particularly in developing economies, if the needed T & D are given to them.

Originality/value

Empirical literature on T & D and on middle-level managers’ development in developing countries is limited. The contribution of this paper identifies the roles that middle management can play in the performances of organisations and especially in emerging economies.

Details

International Journal of Organizational Analysis, vol. 23 no. 4
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 26 January 2022

James Baba Abugre and Moses Acquaah

The purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in…

Abstract

Purpose

The purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations in Ghana.

Design/methodology/approach

Using a cross-sectional survey of employees from both public and private organizations, the authors tested our hypotheses with a sample of 288 employees by means of structural equation modelling (SEM) using maximum likelihood estimation with LISREL 9.2 and bootstrapping procedures.

Findings

Findings showed that co-worker relationship is negatively associated with employee cynicism. The findings further revealed that employee cynicism is positively associated with employees' intention to leave. Additionally, employee cynicism negatively mediated the relationship between co-worker relationship and employee intention to leave their organizations.

Practical implications

The work recommends that organizations become aware of employee cynicism which can adversely affects co-worker relationship and consequently organizational performance. Therefore, organizations ought to reduce employee cynicism and rather encourage positive co-worker relations through interpersonal relationship and support for employees.

Originality/value

An investigation of co-worker relationship in organization and employee intentions to leave or turnover is a significant micro-level analysis for contemporary Human Resource Management (HRM) research. This study gives us a scarce opportunity to understand how employee cynicism negatively mediates the relationship between co-worker relationship and turnover intentions of employees.

Details

African Journal of Economic and Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-0705

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Article
Publication date: 25 March 2020

James Baba Abugre and David Nasere

The purpose of this paper is to examine the mediating role of job involvement as high-performance work system (HPWS) on the relationship between human resource (HR…

Abstract

Purpose

The purpose of this paper is to examine the mediating role of job involvement as high-performance work system (HPWS) on the relationship between human resource (HR) practices and employee performance in multinational corporations (MNCs) in developing economies using Ghana as a case study.

Design/methodology/approach

Using questionnaires to collect data from 317 employees and ten MNCs in Ghana, structural equation modeling (SEM), multiple regression and bootstrapping analysis were used to analyze the data.

Findings

The results showed that an HPWS proxy as job involvement fully mediates the relationship between HR practices and employee performance. The findings also showed that training and development and compensation and reward have a significant and direct positive effect on employee performance.

Practical implications

This paper provides a practical guide to management and corporations on the significance of training and compensation on employee performance in MNCs. The study, therefore, recommends managers of firms and corporations to take a serious look at their HR practices and institute an HPWS, which can positively improve both corporate and employee performance.

Originality/value

This paper enhances our understanding of micro-level HPWS in the form of job involvement as a positive mediator between training and development and employee performance on the one hand, and between compensation and reward and employee performance on the other hand in work organizations in a less-studied context.

Details

African Journal of Economic and Management Studies, vol. 11 no. 4
Type: Research Article
ISSN: 2040-0705

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Article
Publication date: 20 December 2017

James Baba Abugre

Given the rising expansion of Western multinational companies (MNCs) to the African contexts, the development of expatriates and local employees has become increasingly…

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3688

Abstract

Purpose

Given the rising expansion of Western multinational companies (MNCs) to the African contexts, the development of expatriates and local employees has become increasingly important to the human resource management of these MNCs. This paper aims to provide critical lessons on cross-cultural communication competences for Western expatriates working in the sub-Saharan Africa business environment.

Design/methodology/approach

This paper is a qualitative phenomenology that makes use of lived experiences of senior expatriate staff working in Ghana in the form of direct interviews.

Findings

Results showed that cross-cultural communication competence is very important for Western expatriates’ functioning in sub-Saharan Africa. The findings also established a plethora of cross-cultural communication skills that are essential for Western expatriates’ successful adaptation and work outcomes in Africa.

Practical implications

This research argues that there is the need for the appreciations of the differing cultural patterns of expatriates and local staff, and this provides the underlying assumptions of intercultural and cross-cultural communication in global business.

Originality/value

A critical perspective of international business that has scarcely been studied offers lessons for Western expatriates working in sub-Saharan Africa.

Details

critical perspectives on international business, vol. 14 no. 2/3
Type: Research Article
ISSN: 1742-2043

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Article
Publication date: 28 January 2014

James Baba Abugre

The purpose of this paper is to examine the managerial role in the practices of corporate social responsibility (CSR) in developing economies.

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3657

Abstract

Purpose

The purpose of this paper is to examine the managerial role in the practices of corporate social responsibility (CSR) in developing economies.

Design/methodology/approach

The paper takes the form of an empirical analysis of employees' opinions based on a quantitative survey of 100 middle and senior level managers from four organisations chosen from relatively high impact industry sectors.

Findings

Managerial role in the practice of CSR is limited and ineffective in Ghana. Difficulties of effective CSR implementation mainly stem from leadership weak spots in the form of mismanagement and corruption, lack of leadership commitment and unwillingness to allocate monies due for CSR activities. Organisations can do better in the practice of CSR if management's attitude to CSR, corruption, and work behaviors are positive.

Practical implications

The paper provides valuable information on managerial activities with regards to organisational CSR, and how these can be improved.

Originality/value

Empirical literature on CSR in developing countries is limited. This paper identifies the roles that management and organisational leadership can play in the practice of CSR in developing countries. The paper proposes a universal approach which aims to address the need for adequate and effective enforcement of CSR.

Details

Corporate Governance, vol. 14 no. 1
Type: Research Article
ISSN: 1472-0701

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Article
Publication date: 14 September 2012

James Baba Abugre

The purpose of this paper is to examine how managerial interactions with employees affect work output, using Ghanaian organizations as a study.

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2723

Abstract

Purpose

The purpose of this paper is to examine how managerial interactions with employees affect work output, using Ghanaian organizations as a study.

Design/methodology/approach

The paper adopts a survey method, using questionnaires to collect data from 120 workers from four Ghanaian organizations to form the basis of the study.

Findings

It was found that regular interactions between managers and employees have a direct positive effect on employee work output. Results emerging from the analysis show that for organizations to make any significant impact on performance, both managers and their subordinates must have a very good climate of social interactions. The involvement of lower level employees in organizational activities and decision making is of crucial importance to organizational performance.

Research limitations/implications

The study is limited to the four organizations of the sample and the number of respondents.

Practical implications

The paper's findings call for some behavioural directions for managers in organizations to pay serious attention to the total involvement of workers through effective communication in the running of the organizations.

Originality/value

The paper discusses organizational communication by focusing on managerial interaction with employees, and how it can affect organizational work output. The consequences of lack of effective managerial interaction with employees would result in an increased tendency for individuals to leave the organization due to a lower level of satisfaction with their managers.

Details

African Journal of Economic and Management Studies, vol. 3 no. 2
Type: Research Article
ISSN: 2040-0705

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Article
Publication date: 17 August 2021

Kwame Oduro Amoako, Isaac Oduro Amoako, James Tuffour and Emmanuel Opoku Marfo

Using a subsidiary of a multinational mining company in Ghana as a case, the purpose of this study is to examine the formal and informal forms and channels of…

Abstract

Purpose

Using a subsidiary of a multinational mining company in Ghana as a case, the purpose of this study is to examine the formal and informal forms and channels of sustainability reporting in the emerging economy’s context.

Design/methodology/approach

Semi-structured interviews were conducted amongst managers and employees of the mining company and members of their host community. Based on the interview themes, archival data were extracted from the 2020 Integrated Annual Report of the case company to corroborate the results from the interviews.

Findings

The authors found that most of the stakeholders from the host community interviewed were not aware and, to an extent, not interested in formal sustainability reports. In place of that, the management of the mining subsidiary uses informal channels of communication, including meetings and durbars, to verbally engage the local community and their representatives on sustainability matters. Whilst the formal sustainability reports met the internal requirements set by the parent company, the informal engagements were critical for gaining external legitimacy from the host community and other interest groups. Hence, the authors argue that mining companies and their subsidiaries, particularly in developing economies, need to consider informal forms of sustainability reporting alongside the formal channels to engage local communities to address sustainability issues and avert disruptions to their operations.

Originality/value

Sustainability reporting studies have focussed mainly on annual reports published in print or corporate websites, ignoring informal forms of sustainability reporting. This study sheds light on the informal forms of sustainability reporting. This is important as formal forms of sustainability reporting may be less useful for engaging local mining communities in developing economy contexts.

Details

Journal of Financial Reporting and Accounting, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1985-2517

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