This study expanded the theory of planned behavior to understand factors affecting employee intentions and actual preparedness behaviors in the Ghanaian energy sector. The paper ascertained the effect of psychological factors on employee preparedness intentions and examined whether these factors are mediated by employee’s intentions. Instruments were developed to collect data to assess the variables of the extended theory of planned behavior. Items on the instruments to be measured were structured into three major sections; demographic information on the first part, items of attitude, response efficacy, subjective norms, perceived behavioral control, intention, risk perception, and actual preparedness behaviors on the second part and items of management commitment and management priority on the last section. A pilot test was performed on 15 employees of a sub Gas Distribution Station to determine validity and reliability of the instruments. Content validity was assessed through expert judgment. Individuals with expertise in the field of psychology examined the questionnaires and provided feedback. The instruments were self-administered and data analyzed using the structural equation modelling technique. The novel extended TPB model best-explained employee preparedness intentions and actual emergency preparedness behaviours of employees, confirming the widely held perception that psychological factors do influence employee preparedness intentions. It further suggest employee’s intentions significantly mediate relationship between psychological factors and actual preparedness behaviors. Management must periodically appraise the impact of these factors on employee’s preparedness to make timely informed decisions and may adopt the expanded model to promote employee preparedness for emergencies in the oil and gas industry.

Energy performance certification systems are critical for achieving sustainable development goals and reducing carbon emissions in West Africa. Ghana and Nigeria face significant challenges in implementing effective energy certification frameworks despite growing energy demands and climate commitments. This study examines the current state, challenges, and future pathways for energy performance certification in both countries. A mixed-methods comparative analysis was conducted using three data sources: surveys of 100 energy professionals (50 from each country), semi-structured interviews with 20 key stakeholders across both nations, and comprehensive policy document analysis spanning 2010-2023. Data analysis employed thematic analysis for qualitative components and statistical comparisons for quantitative data to identify patterns, gaps, and opportunities in certification systems. The findings revealed significant institutional and regulatory gaps in current certification frameworks. Ghana demonstrated stronger policy foundations but limited implementation capacity, while Nigeria showed fragmented regulatory approaches with inconsistent enforcement mechanisms. Key barriers included inadequate technical infrastructure (78%), insufficient professional capacity (65%), and weak stakeholder coordination (72%). Innovative digital certification platforms and regional harmonization initiatives emerged as promising solutions. Successful energy performance certification requires coordinated policy reforms, enhanced technical capacity building, and strengthened regional cooperation. The study recommends establishing unified certification standards, investing in professional development programs, and implementing phased regulatory frameworks to support sustainable energy transitions in both countries while addressing identified implementation challenges.