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Organizational distress, sickness, and ill health are important concepts given the consequences of organizational failure on the lives of people. It seems, however, that there is no comprehensive framework within organizational psychology for theorizing about organizational sickness. Most work in this area has focused on individual experience of organizational life to the neglect of the organizational level of analysis. This article presents a framework by drawing on practitioner interventions in 6 organizations in an emerging economy in Africa. The findings suggest 6 main indicants of organizational ill health: executive delusions of grandeur, procedural weakness, employee alienation of the malicious and redundant forms, organizational hemorrhaging or constipation, and corporate directionlessness. These indicants are discussed and a continuum of organizational health-sickness-distress is advanced.

The state of employee health and safety in the shipping and the manufacturing industries in most developing economies remains largely unexamined. The purpose of this study was to examine employee health and safety practices in the shipping and manufacturing industries. The results from the quantitative analysis indicated that employees in the shipping and the manufacturing industries are prone to employee health and safety hazards. The findings suggest that management and employees demonstrated negative attitudes towards employee health and safety practices in the industries. Results also showed that the shipping industry had more employee health and safety initiatives than the manufacturing industry. The results further revealed that the age, gender and levels of education of employees do not influence employees' attitudes toward health and safety practices. The qualitative analysis also revealed that low productivity and high medical and insurance bills were associated with ineffective employee health and safety practices while effective health and safety practices led to high profitability and high productivity. Further, inadequate health and safety education and promotion as well as ineffective regulatory bodies were the major national challenges to health and safety practices. Moreover, non-compliance behaviours of employees as well as inadequate managerial support remained the industrial challenges to health and safety practices. In conclusion, industries must consider employee health and safety as their internal corporate social responsibility (CSR) investment.

This article reports a case study of how organizational antecedents, specifically leadership choices, decisions, culture, and organizational learning, impact and construct the corporate social responsibility (CSR) initiatives of a Canadian mid-tier mining firm operating in Ghana. The primary objective of the article is to demonstrate, through an in-depth study of a single case, that organizational-and firm-level antecedents are a powerful tool for understanding how ethical, socially responsible, and community-relevant behaviors of a mining firm in a developing area come to be constructed. The article thus contributes to the conceptual and applied literatures on CSR by suggesting that much as the voice of moral suasion, advocacy, and critical censure have been important motive forces behind CSR efforts, it seems that the Bill Buenar Puplampu is an Associate Professor at