AimJuggling work and family responsibilities remains an important concern for both employees and organizations. This study aimed at examining work and family demands as predictors of work–family conflict and the relationship between work–family conflict and burnout among registered nurses in Ghana.DesignThe study adopted a cross‐sectional survey design.MethodsData were collected from a sample of 134 registered nurses selected from five public hospitals in Accra through convenience sampling. Participants responded to structured questionnaires that assessed, among others, experiences of work–family conflict and burnout.ResultsMultiple regression analyses showed that long work hours and weekend schedules were associated with higher levels of work‐to‐family conflict, while the number of older dependants at home was positively related to family‐to‐work conflict. Family‐to‐work conflict was positively related to burnout, while work‐to‐family conflict was not significantly related to burnout.

Purpose-This paper aims to bring to bear the resemblance between the current resilient leadership theory and the transformational-transactional leadership theories. It does this with the view of re-focusing discussions of leadership on an effective mix of the transformational-transactional leadership theories to achieve the desired organisational performance, rather than a new look at leadership from the resilient leadership perspective-which is quite the same. Design/methodology/approach-It achieves this purpose by reviewing literature on the three leadership styles; and further goes on to draw a conceptual link among them to buttress the point that resilient leadership is a repetition of the ideas underlying the two already existing theoriestransformational and transactional. Findings-A review of the three leadership theories in literature showed that qualities such as strategic thinking, emotional intelligence, adaptation/change orientation, learning, performance orientation and collective leadership as captured under the resilient leadership theory are already considered under the transformational-transactional leadership theories, and thus, constitutes a repetition not needed in the search for the best leadership approach. Originality/value-The current volatile, uncertain, complex and ambiguous environment calls for a new leadership thinking/approach-one that is known and empirically tested to yield best results. In this regard, the present study advocates for a consideration of the transformational-transactional approaches, which have been proven to yield best results, to focus the discussion on leadership.

Purpose The purpose of this paper is to determine the extent to which leadership styles predict the voluntary work behaviors of employees. Design/methodology/approach The quantitative approach was adopted to collect data from 234 respondents. Both purposive and simple random sampling techniques were used for the selection of the respondents. Findings The findings of the study revealed that though both the transformational and transactional leadership styles positively predicted the organizational citizenship behavior (OCB) of employees, transformational leadership is more significant. Also, transformational leadership was found to have a significant negative relationship with the counterproductive workplace behavior (CWB) of employees, whereas transactional leadership had an insignificant relationship with CWB. Research limitations/implications The research addresses the gap in the literature on how leadership styles influence employees’ tendency to exhibit either OCB or CWB specifically in the Ghanaian context. Practical implications The findings suggested that transformational leadership should be used in the quest to encourage OCB and to mitigate CWB. Originality/value The study provides an in-depth account on how the leaders’ style influences both employees’ OCB and CWB and how to appropriately manage such voluntary behaviors.

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PurposeBank tellers have been ignored in stress research. The purpose of this paper is to investigate the relationships between occupational stress, job satisfaction, and gender difference among bank tellers in Ghana.Design/methodology/approachUsing a cross-sectional survey approach, the authors used questionnaires to collect data from bank tellers in Ghana. Valid questionnaires were retrieved from 112 tellers across four banks. The hypotheses were tested using Pearson r-test, standard multiple regression and independent t-test.FindingsThe results revealed that tellers are more likely to exhibit counterproductive behaviours such as job dissatisfaction due to work-related stress. The results further showed that gender is not a strong determinant of job satisfaction and occupational stress among the bank tellers. Thus, both male and female tellers can have similar stress perceptions and experiences. Also, both male and female tellers can be satisfied with their jobs.Research limitations/implicationsThe findings must be interpreted with caution because cross-sectional surveys are often criticised for causality issues. The causality issue here is that the use of cross-sectional data did not allow the study to examine any changes in some of the constructs examined with time. Also, the results are occupation, industry and country-specific.Practical implicationsTo reduce counterproductive behaviours due to occupational stress, human resource managers and line managers of the banks urgently need to train bank tellers on stress management. Emotional intelligence training is also necessary for bank tellers to obtain the needed resources and competencies to deal with daily stress.Social implicationsA stressful work environment negatively affects employee and organisational productivity and performance. The socioeconomic consequences of occupational stress are expensive for organisations, economies and society. The indirect effect of stress on employees' families and friends are often ignored by organisations.Originality/valueThe transactional stress theory has been applied towards an understanding of occupational stress and job satisfaction among bank tellers. The examination and establishment of particular relationships between occupational stress, job satisfaction and gender difference are significant for human resource managers and other line managers.

Purpose The purpose of this paper is to systematically review talent management research in Africa with the aim of developing a multilevel talent management model and defining future research agenda. Design/methodology/approach A systematic literature review is performed utilising studies published on the topic from 2008 to 2019 in various research databases. Findings The findings highlighted various talent management contributions and challenges in the African context. They further revealed major issues with the nature of research method adopted in talent management research in Africa. Moreover, contextually, apart from Southern Africa sub-region, talent management research is highly under-researched in the North African, West African and Eastern African sub-regions of the continent. Therefore, talent management research in Africa can be described as being at an embryonic stage. Practical implications Effective talent management has significant transformative and growth power through its varied positive contributions. Talent management in Africa is faced with numerous organisational and macro-level challenges and requires attention from relevant stakeholders, if African talents are to be harnessed to facilitate the development of the continent. Originality/value This systematic review on talent management is the first of its kind focusing solely on Africa. Also, this study contributes further evidence by proposing a multilevel talent management model based on the synthesised evidence since multilevel research in the field of talent management is very limited.

Purpose The purpose of this paper is to investigate idealised influence under transformational leadership and active management-by-exception (MBE-A) under transactional leadership as the predictors of employee safety behaviours among engineers and technicians in the Ghanaian power transmission subsector. Design/methodology/approach The study employed a cross-sectional survey design and a quantitative approach to gather data from 278 respondents through the use of a structured questionnaire. Covariance-based structural equation modelling was used to analyse the data and test the hypotheses with 264 usable responses. Findings The analysis revealed that idealised influence had positive significant effects on both safety compliance and safety participation of employees. Surprisingly, MBE-A had a positive influence on safety participation but not on safety compliance. Practical implications The findings of this study present useful practical implications for leaders and policy makers in organisations in engendering good safety behaviours of employees and improving overall organisational safety performance. Originality/value The variables used in the study together with the study’s Ghanaian bureaucratic context present interesting and fresh insights into the interplay between leadership and employee safety, thereby contributing to the discourse on the safety leadership construct.

PurposeThe purpose of this paper is to review strategic talent management (STM) research with the aim of providing major insights into the under-explored themes, issues, theories and methods.Design/methodology/approachThe method included a systematic review of studies from 2007 to 2019 in five reputable academic databases. In total, 51 studies met the inclusion criteria and were analysed.FindingsSTM can be leveraged to achieve several positive employee, organisational and macro-level outcomes. However, the realisation of these positive outcomes can be threatened by several challenges, which need to be addressed through the creation of conditions critical for the success of talent management strategies. Moreover, effective talent management strategy regime does not lie on the shoulders of just one individual but a collective responsibility of multiple stakeholders. The study also highlighted the digitalisation of STM, integration of ethical and responsible management principles into talent management strategies, and strategic management of unconventional of talent pools as key trends. Finally, several major weaknesses in the current STM scholarship from theoretical, content, context and methodological perspectives are discussed.Research limitations/implicationsAlthough the studies included in the analysis may not include all studies published during the study period, it is assumed that they provide a good representation of such studies.Originality/valueSince no systematic study was conducted specifically on STM, this study contributes to the talent management literature by identifying several research issues and gaps while defining future directions of the field. It can, therefore, enrich STM debates, practices and policy making.