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Safety science research has largely focused on areas such as oil and gas, mining and construction, with a paucity of research in the agricultural sector which constitutes over 60% of the workforce in Ghana. This paper investigated the extent to which religiosity of rice farm workers predicts their safety performance through safety behaviour.

The authors collected data from 469 respondents, comprising 347 males and 122 females from three large rice irrigation schemes in southern Ghana in a cross-sectional survey, and analysed the data with partial least squares structural equation modelling (PLS-SEM).

Religiosity had a moderate positive direct relationship with safety behaviour, while safety behaviour had a very weak relationship with safety performance. Also, safety behaviour played a competitive partial mediating role in the relationship between religiosity and safety performance.

The findings led to the conclusion that religiosity is an essential direct antecedent of safety behaviour at work and an indirect antecedent of safety performance. Accordingly, the authors recommend that safety practitioners, managers and supervisors put mechanisms in place to cautiously encourage optional religious programmes that would enable organisational members to get a deeper understanding and knowledge of their religion and promote religious freedom and diversity at the workplace.

This paper has contributed to the debate on the relevance of religiosity at work and occupational safety and health promotion in the African context. This seems to be the only study in Ghana that has investigated how religiosity relates to safety behaviour in production agriculture, specifically, rice farming. Another contribution of this study is the evidence supporting the mediating role of safety behaviour in the relationship between religiosity and safety performance.

The study examined the relationship between psychological contract breach and organizational commitment and whether leader-member exchange and job embeddedness mediate this relationship.

The study adopted a quantitative approach and is based on a sample of 298 teachers in basic schools in Accra, Ghana. Participants completed surveys with standardized measures on psychological contract breach, job embeddedness, leader-member exchange and organizational commitment. Hypothesized relationships were tested using structural equation modeling in AMOS 21.0.

Psychological contract breach had a direct negative relationship with affective and normative commitment but had no significant direct relationship with continuance commitment. Psychological contract breach was indirectly related to affective and normative commitment through both job embeddedness and leader-member exchange, and indirectly related to continuance commitment through only job embeddedness.

Findings from the study suggest that employers' failure to fulfill their obligations to employees has significant potential cost to the organization, and underscore the need for managers, particularly in educational institutions, to institute measures to eliminate or minimize the occurrence of psychological contract breach.

The study contributes to research examining antecedents of organizational commitment as well as the mechanisms linking psychological contract breach to organizational commitment in the educational context.

This paper aims to locate managerial feedback‐seeking in a self‐regulation model in which self‐motivational considerations are uppermost. It seeks to use a qualitative psychological approach to address the question of when, what, how, from whom and why is feedback sought in a performance contingent managerial setting.

Using Kelly's Repertory Grid technique, ten managers reflected systematically on their feedback seeking in an organizational context. A grounded theory framework was used to identify higher‐order cross‐case constructs.

Managers sought performance feedback when they perceived uncertainty and difficulty in the pursuit of their managerial functions and were minded of their need to develop their management skills. Consistent with the instrumental model, feedback seeking was highly goal‐oriented and self‐affirmative in pursuit of increased managerial competence. However, the finding that adds most to the understanding on both an empirical and theoretical level is in showing how managers sought their feedback remotely, and from largely external sources, to reconcile development needs with self‐protective considerations (i.e. image and ego‐costs) in relation to subordinates and peers. These findings have implications for understanding feedback seeking as a multi‐dimensional highly self‐motivated process.

Qualitative research uses small samples and this limits their empirical generalizability; however, the paper's findings link with previous work indicating potential for hypothesis generation and theoretical development.

Questions are raised about whether managers feel able to seek performance feedback for learning and development purposes, without feeling threatened in their capability and worth as managers. The paper argues that the environment most conducive to feedback seeking is one in which managers feel “psychologically safe” rather than defensive about their capability.

The purpose of this research is to investigate the process of development and implementation of strategies to promote diversity and inclusion of persons with disabilities in the workplace within Netcare (the largest private hospital group) in South Africa.

A single case study methodology is used to document best practices developed at Netcare for the integration of persons with disabilities in the workplace.

The case study demonstrates that integrating people with disabilities in the workplace is a complex process that requires bringing together disability theory/model and organizational change models. Disability integration within Netcare is an ongoing process with positive gains and gaps that can be leveraged to improve the process. Nonetheless, significant improvements in the number of persons with disability integrated at work as well as a good retention rate in the skills development program have been realized.

The documentation of practice based initiatives such as those developed by Netcare is useful for future cross-organizational and cross-context comparative studies. This will ultimately redirect policy and research agendas from the deficit analysis approach towards a more positive inquiry based upon practical and workable solutions.

The treatment of disability as a silo identity does not provide full appreciation of the multiple intersecting identities that interlock to position some persons with disabilities in positions of privilege and marginalization simultaneously.

This chapter reveals the importance of situating disability mainstreaming within a broader organizational transformation strategy. Legislating social and organizational transformation issues is necessary but insufficient to produce the desired social change. This research highlights the value of inculcating transformative leadership culture and building leadership accountability to realize the desired social and organizational change.