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Purpose- Several critical factors contribute to employees' satisfaction or an attempt to stay with an organization. This paper aimed to explore the impact of emotional and spiritual intelligence on job satisfaction and turnover intention among employees in the telecommunication companies in Ghana. Design/Methodology- A cross-section research design approach was adopted. A questionnaire was used to gather data from employees in MTN, Vodafone, and Airtel-Tigo in the Kumasi Metropolis Ghana through a simple random sampling approach. Statistical Package for Social Sciences (version 26) was to process data into tables and figures to help us undertake the descriptive, correlation, and multiple regression analysis. Findings- The study results indicate that emotional intelligence positively influences the job satisfaction and turnover intentions of employees. Spiritual Intelligence was found to influence job satisfaction positively but had a negative impact on the turnover intention of employees in mobile telecommunication companies. Practical Implications- The findings highlight the relevance of emotional and spiritual intelligence in promoting job satisfaction and turnover intention relative to emotional intelligence specifically. Furthermore, it would aid organizations in the sector with a huge workforce and large customer base to critically assess issues relating to emotional and spiritual intelligence to enhance job satisfaction and minimize the intent to leave the organization.

several perceptual factors contribute to the desire and ability to set up a new venture or become an entrepreneur. Cognizance of that, this paper posits to ascertain the impact of selfefficacy and fear of failure on the entrepreneurial intention of international students in China. Relying on a quantitative and cross-sectional research design, an open and close-ended questionnaire was used to collate data from students in Jiangsu University and Jiangsu University of Science and Technology through a simple random sampling approach. The Statistical Package for Social Sciences (SPSS version 26) was used to process data into tables to help the researcher undertake a descriptive, correlation, and multiple regression analysis. The outcome of the research shows that self-efficacy significantly and positively influences the entrepreneurial intention of international students in China with B= 0.157, p<0.05. The fear of failure was found to have a negative impact on the entrepreneurial intention with B=-0.167, p<0.05. By implication, the outcome highlights the relevance of self-efficacy and fear of failure in determining how they affect the entrepreneurial intention of international students in China. The outcome contributes to the Social Cognitive Theory such that self-efficacy and fear of failure are regarded as perceptual factors that define the beliefs and fears of people regarding their entrepreneurial intention. The study suggests that Universities and recognized institutions should give proper attention to self-efficacy and how to manage the fears of students to enhance their entrepreneurial intention.

The 21st century has witnessed the proliferation of industries and technologies that has also led to an increase in environmental challenges such as air & water pollution, land degradation, depletion of the ozone layer, global warming, and climate changes. More so, the consciousness of consumers about the environmental challenges is increasing and companies are responding to them through what is regarded as “green marketing”. Green marketing represents the development, implementation, and marketing of eco-friendly products. This study was constituted to unearth the green marketing practices that are administered by organizations since studies on the phenomenon are said to be at the infantile stage. A systematic literature review was undertaken using 26 articles from 23 journals published between 2013 and 2022. After an extensive evaluation of the literature, three thematic areas were extracted: green marketing practices, green marketing influences on consumer behavior, and the relevance of green marketing to organizations. The study summarized the green marketing practices and their influence on consumer behavior in figures 3 and 4 respectively. The relevance of green marketing to organizations was summarized in table 4. At the back of the review, the research provided some insightful directions for further studies on the phenomenon.

The purpose of this study was to determine the moderating role of supervisory support on the relationship between organizational career management and career satisfaction of employees of selected five private insurance companies in Ghana. A survey method was used to collate information from 167 employees who work in the studied organizations through a simple random sampling approach. The descriptive, correlation, multiple regression, and the moderated multiple regression analysis were used to test the research hypothesis and their results showed three important findings: firstly, organizational career management positively and significantly correlates and had an impact on career satisfaction. Secondly, supervisory support positively and significantly correlates and had an impact on career satisfaction. Lastly, the moderating role of supervisory support was established to be positive and significant on the relationship between organizational career management and career satisfaction. The outcome contributes to the Job Demand Resource (JD-R) theory such that organizational career management and supervisory support could be employed as organizational resources to produce career satisfaction. The study suggests that more attention and commitment should be given to organizational career management and supervisory support by the management of the private insurance companies to promote the career satisfaction of their employees.

As an emerging phenomenon, green human resource management (Green HRM or GHRM) means human resource management practices that enhance favorable environmental outcomes. Green HRM has become a widely accepted concept in today’s business world. The growing concern for the environment worldwide and the determination of international standards and protocols for the management of the environment have established the need for companies to adopt environmental policies and programs. The organizational setting is shifting its sight from a traditional structure to a modern capacity-based system that is expected to explore green facets of business as the corporate world is going global. With this emerging concept, it has been observed that the extant literature has to be extended further from the HRM functions perspective. The objective of this review is to explore the association between GHRM and corporate environmental performance, highlight some GHRM practices, and the relevance of GHRM to organizations. The research followed the archival approach of the literature review. The contribution of this research lies in drawing together the extant literature in this regard; highlighting the different GHRM practices; suggesting some GHRM practices and in the end attempting to highlight some importance to organizations.