Purpose- This paper explored the link between employee engagement, work environment, and job satisfaction on organizational commitment and employee performance in Ghana's Banking sector considering moderated-mediated interaction. Design/Methodology- Data were obtained from seven hundred and twenty (720) employees from selected financial banks in the Greater Accra Region of Ghana through simple random probability sampling. However, seven hundred (700) responses were deemed accurate and therefore used in the analysis. In the analytical process, Weighted Partial Least Squares (WPLS) and Partial Least Squares (PLS) based on Structural Equation Modeling (SEM) were employed. Findings- From the findings, the studied data for both WPLS-SEM and PLS-SEM models met internal consistency reliability, convergent, and discriminant validity. Also, organizational commitment fully mediated the link between work environment and employee performance in the WPLS-SEM model compared to PLS-SEM with partial mediation. It was statistically significant at p<0.01. Practical Implications- Based on the findings, it’s recommended that organizations and managers focus on developing the workers' workplace environment in numerous ways. This should entail valuing workers' contributions, communicating the company's progress and achievement to workers, thus instilling ownership in workers, providing them with a work-life balance, providing the requisite knowledge and tools for successful production, and providing a stable atmosphere. The workplace of all these factors could increase workers' morale and lead to increased productivity.

Purpose- Protecting the natural environment and its wealth for future generations has become an essential topic for policymakers and executives. This study seeks to examine the impact of green Human Resource Management practices through green innovation on the environmental performance of small and medium-sized manufacturing enterprises in Ghana. Design/Methodology- Through simple random probability sampling, data were obtained from three hundred (300) business owners and employees from ten (10) small and medium-sized manufacturing enterprises in the Greater Accra Region of Ghana. However, two hundred and ninety-four (294) accurate responses were used in the analysis due to incomplete and missing figures. Data were analyzed using partial least squared based on Structural Equation Modeling (SEM). Findings- The studied data met internal consistency reliability, convergent, and discriminant validity from the results, and also, there was no multicollinearity issue in the study model. The findings revealed that green Human Resource Management practices directly and significantly influence environmental performance. Furthermore, green innovation partially mediated the influence of green Human Resource Management practices on environmental performance. Green compensation through green innovation has the most incredible impact on environmental performance and was statistically significant at p< 0.01. Practical Implications- This finding provides valuable suggestions for policymakers, emerging and existing organizations, particularly manufacturing firms, to encourage environmentally-friendly activities and produce goods and processes through a successful incentive scheme, thus increasing customer loyalty.