Purpose – The purpose of this paper is to examine organizations’ commitment and communication of corporate social responsibility (CSR) in a developing country’s context. Design/methodology/approach – The study employed an empirical quantitative approach by surveying 193 managers from multiple organizations in Ghana, and used independent sample t-test as well as descriptive statistics to examine the phenomenon. Findings – The study established that firms operating in Ghana know about CSR and are committed to it. But the level of understanding of the concept as evidenced by their practices is limited to philanthropic activities. The study further revealed that firms operating in Ghana communicate their CSR activities to stakeholders in many forms. Additionally, organizations employ equally varied channels in communicating their CSR initiatives. Practical implications – The study contributes the Ghanaian perspective of CSR to the Sub-Sahara African literature, and by that it enhances our present understanding of the commitment and communication channels of CSR activities by companies operating in Ghana. Originality/value – Empirical Literature on CSR communication in developing countries is limited. The paucity of academic enquiry on the issue has stimulated this research, based on the perceptions of managers of firms operating in Ghana about their principles of CSR, their way to disclose these activities and the kind of CSR activities done. Further research directions are also articulated.

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Purpose – The purpose of this paper is to examine the managerial role in the practices of corporate social responsibility (CSR) in developing economies. Design/methodology/approach – The paper takes the form of an empirical analysis of employees' opinions based on a quantitative survey of 100 middle and senior level managers from four organisations chosen from relatively high impact industry sectors. Findings – Managerial role in the practice of CSR is limited and ineffective in Ghana. Difficulties of effective CSR implementation mainly stem from leadership weak spots in the form of mismanagement and corruption, lack of leadership commitment and unwillingness to allocate monies due for CSR activities. Organisations can do better in the practice of CSR if management's attitude to CSR, corruption, and work behaviors are positive. Practical implications – The paper provides valuable information on managerial activities with regards to organisational CSR, and how these can be improved. Originality/value – Empirical literature on CSR in developing countries is limited. This paper identifies the roles that management and organisational leadership can play in the practice of CSR in developing countries. The paper proposes a universal approach which aims to address the need for adequate and effective enforcement of CSR.

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Purpose Although employee relations are recognised as important mechanisms for initiating organisational competitiveness and output, existing research has focused primarily on how these relations embed employees’ job and performance, rather than on the declining outcomes from such relations. This paper aims to integrate research on co-worker relations at workplace and cynicism with social exchange as a theoretical grounding to propose a process model that focuses on how employees’ positive relationship at workplace impacts negatively on their cynical behaviours in organisation leading to their intention to stay rather than their intention to leave. Design/methodology/approach This study offers a conceptual analysis and a review of the literature to explain employees’ behavioural intentions which may lead to their psychological threat or psychological safety in work organisations. Findings This work positions cynicism as psychological threat that moderates and predicts the likelihood that negative relations at workplace will actively engage employees’ intention to leave the organisation. Similarly, the model positions job satisfaction and commitment as psychological safety that predicts the likelihood that positive relations at workplace will engage employees’ intention to stay. The outcome of this study is the creation of a model which provides a comprehensive methodological framework for conducting behavioural research. Research limitations/implications This is a conceptual paper. Practical implications This study has major implications for managing and communicating with workers, as well as organisational socialisations and practices related to co-worker relations for effective human resource management practices from both managerial and practitioner perspective. Originality/value This work has been able to create a theoretical framework that provides an understanding for management to learn from its end-state competencies and contributions. By this, the model created would enable research to examine the empirical relationship between co-worker relations, cynicism and intention to leave. Thus, the contribution of this paper identifies the roles that management and organisational leadership can play in the practice of employee behavioural intentions.