Purpose The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana. Design/methodology/approach Using a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling. Findings The results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant. Research limitations/implications Cross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time. Practical implications Hospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development. Social implications Toxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations. Originality/value Nurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economy.

Digital banking has existed within the Ghanaian banking sector over the years and has evolved to incorporate more technological developments and are playing a more significant role in the development of the Ghanaian economy. The banking sector has been pursuing various policies to ensure that more customers adopt digital banking for their transactions. Despite the rapid rollout of numerous banking services in the country, adoption of digital banking has been generally slow. This present study seeks to examine the influence of trust on the adoption of digital banking services. The aim of the study was specifically to examine the influence of knowledge based trust on digital banking service adoption, to examine the influence of institution based trust on digital banking service adoption and to examine the influence of propensity to trust on digital banking service adoption. The positivism paradigm was the philosophical framework that guided the study and a quantitative approach. Data was obtained through the use of a survey and was analysed using simple linear regression. The population of the study consisted of customers of various banks   within the Accra sub-metro. Using convenient sampling technique, 150 participant took part in the study. From the analysis of the data, the results showed propensity to trust had a positive relationship with adoption of digital banking platforms. Institution based trust had no significant relationship to adoption of digital banking platforms. Knowledge based trust had a positive relationship with adoption of digital banking platforms. The findings of the study can be applied to improve upon the adoption and use of digital banking platforms by banks. Particularly, banks   can focus on providing quality banking experiences across its digital channels and physical   banking channels. In addition, digital banking service providers need to highlight improving on their level of integrity, competence and benevolence in order to facilitate users’ adoption and usage of mobile banking.

Purpose The purpose of this research is to address the importance of human resource development (HRD) and its resultant climate in an organization. Specifically, the study examines the cause-effect relationship between HRD climate and organisational citizenship behaviour (OCB), as well as the role of organisational trust in this relationship. The study is underpinned by the social exchange theory. Design/methodology/approach The study adopted the quantitative research approach and the cross-sectional survey design in data collection. Two hundred seventy-four employees were sampled from the food manufacturing sector, out of which 219 responded. Data was entered using SPSS v.23 and analysed with Pearson’s Product correlation, hierarchical regression analysis and independent t-test. The mediation effect was analysed using Process Macro v 3.5 for SPSS. Findings Results indicate that HRD climate has a positive effect on OCB, hence, a predictor. Also, HRD climate was observed to be a predictor of organisational trust and that organisational trust mediates the cause and effect relationship between HRD climate and OCB. This study recommends that management continues to invest in the development of employees as it goes a long way to ensure the survival and growth of the organisation. Originality/value To the best of the authors’ knowledge, this study is the first of its kind to examine the interplay between HRD climate, trust and OCBs.

Mobile journalism is a rapidly developing field in journalism with many opportunities for                  aspiring journalists. For journalism students with the intention of venturing into full time journalism, mobile journalism provides numerous career choices which can often become a daunting challenge. With scholarly literature within the Ghanaian setting on mobile journalism and                 student career choices in short supply, the present study sought to examine the factors that influence university students to pursue a career in mobile journalism. Qualitative data was collected from students of the National Film and Television Institute on the factors influencing their decision to enter into mobile journalism. The study found that the broad areas where student’s career goals in mobile journalism are focused were politics and social issues. Students also reported that their choices in mobile journalism were largely influenced by their lecturers and social media. Factors that influenced student’s decision to enter into mobile journalism were broadly categorised into internal and external influences. The study also found that there were various factors that acted as barriers in the achievement of student's career goals. The study concluded that mobile journalism holds numerous potentials for budding journalist which requires adequate support.