This study leveraged the social exchange theory to explore the influence of the knowledge management cycle on employee engagement, job satisfaction, and organizational culture within the Ghana Highway Authority (GHA). The structural equation modeling (SEM) software (AMOS version 23) was employed to analyze data from 300 GHA employees. The study used snowball sampling and a descriptive cross-sectional methodology to collect data through printed and electronic questionnaires. The findings demonstrated a substantial and positive impact of the knowledge management cycle on employee engagement, job satisfaction, and organizational commitment. Employee engagement also exhibited a significant and positive influence on both job satisfaction and organizational commitment. Furthermore, employee engagement partially mediated the relationships between the knowledge management cycle, job satisfaction, and organizational commitment. This study’s findings underscore the practical implications of allocating resources to knowledge management activities. Such allocation can promote organizational culture and employee satisfaction, enabling firms to achieve real gains.

Non‐financial companies listed on the London Stock Exchange actively engage in corporate social responsibility (CSR), significantly impacting communities and the environment. However, they face challenges related to environmental innovation and reputation management, particularly under strict reporting requirements and public scrutiny. This study employed signaling theory to examine the impact of CSR on environmental innovation and corporate reputation. Using purposive sampling, 13 years of data (2011–2023) were collected from 172 non‐financial companies listed on the London Stock Exchange, sourced from Thomson Reuters Eikon DataStream. The analysis utilized the augmented mean group (AMG) estimator and the two‐step generalized method of moments (GMM). Findings indicate that CSR expenditures, sustainability reporting, sustainability strategies, external auditing, and sustainability committees all have a positive and significant effect on both environmental innovation and corporate reputation. Furthermore, firm size was found to moderate the relationship between CSR expenditures, sustainability reporting, and the study's outcomes, also with a positive and significant effect. The study recommends that corporations develop integrated CSR investment plans aligned with their strategic goals and clearly communicated to stakeholders. This approach can enhance market positioning and reinforce trust among consumers and investors by showcasing a genuine commitment to social responsibility.

This study explores the dynamics of organizational politics, employee resilience, person-job fit, and turnover intentions among health workers in Ghanaian public and private hospitals, all under the framework of the person-environment fit theory. The convenience sampling technique was used to collect data from 371 participants across six distinct regions of Ghana. The collected data were analyzed using partial least squares structural equation modeling. This study indicates that organizational politics have a significant positive impact on turnover intentions and employee resilience, and higher resilience is linked to a lower inclination to leave. This study found that employee resilience partially mediates the relationship between organizational politics and turnover intentions. Furthermore, it was discovered that person-job fit moderates the relationship between organizational politics and both inclination to leave and resilience. These findings highlight the importance for health service administrators to foster staff resilience and person-job fit while addressing organizational politics through open communication and equitable decision-making.

The United Kingdom has long been a frontrunner in green finance, establishing programs like the Green Finance Institute to promote corporate engagement in sustainable initiatives. The Green Finance Strategy, enacted in 2019, aligns UK financial procedures with international standards, including the EU taxonomy for sustainable Activities. The study examined how sustainable finance enhances the corporate reputation of the firms listed on the London Stock Exchange. A purposive sampling yielded 17 years of data from 143 non-financial companies from the Thomson Reuters Eikon DataStream between 2007 and 2023. In dealing with the issue of endogeneity and auto-serial correlation, the Generalized Methods of Movement (GMM) was employed to provide reliable and unbiased estimation results. The study revealed a positive impact of green bond issues, environmental expenditures, and policies for emission reduction on corporate reputation. The moderating relationship between green bond issues, environmental expenditures, and board diversity revealed a positive and significant relationship with corporate reputation. Managers should ensure that their endorsed activities gain public recognition and align with sustainability goals, particularly by emphasizing the issuance of green bonds in their financing strategy. They should also collaborate with environmental experts and stakeholders to ensure that the outcomes of funded projects are evaluated in line with international ESG standards.

This study investigates the influence of green human resource management practices on the environmentally conscious actions of employees in Ghana’s tourism sector. We collected data from 481 employees in selected hotels using a quantitative methodology through snowball sampling. We employed structural equation modelling in AMOS (Analysis of Moment Structures) version 23 for data analysis. The results revealed a statistically significant positive impact of green human resource management practices on in-role green behavior, extra-role green behavior, and green innovative work behavior. Additionally, a significant and positive correlation was identified between green human resource management practices and employees' organizational commitment. Furthermore, organizational commitment exhibited a substantial impact on innovative green work behavior, and extra-role green behavior, and in-role green behavior. Notably, the relationship between green human resource management practices and employees' green behavior facets was found to be mediated by organizational commitment. This study provides valuable insights for promoting environmentally friendly behaviors in the tourism industry through the implementation of green human resource management practices and fostering organizational commitment.