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.

BackgroundThis study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment.MethodsA cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables.ResultsThe findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment.ConclusionManagement within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

Abstract:Purpose: The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used.Design/methodology/approach: The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. Findings:The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Research limitations/implications:Limitation to the present study include the researcher's inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals.-255-Journal of Industrial Engineering and Management -http://dx.doi.org/10.3926/jiem.1530 Originality/value: A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest.

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Purpose This study aims to critically examine talent management practices and strategies from ethical and responsible management perspectives. Design/methodology/approach It achieves its aim through conceptual analysis by theorising through the lenses of talent philosophies, the organisational justice theory, the stakeholder theory and extant literature. Findings A responsible talent management construct and mode to guide the practice of talent management in a socially responsible way is developed. It argues that inclusivity; corporate responsibility; and equity and equal employment opportunity are the key underlying principles of a responsible talent management system. This study further argues that responsible talent management practices promote achievement of multilevel sustainable outcomes such as decent work, employee well-being and organisational well-being. Practical implications Emphasising responsible management and ethical concerns in organisational talent strategies and practices is non-negotiable, given the current level of interest in sustainable work and employment and in the quest to achieve sustainable human and organisational outcomes through management and organisational practices. Originality/value The development of a responsible talent management construct and model is original and novel and is expected to shape thinking and drive new research directions in the field of talent management. It further contributes directly to knowledge and practice by demonstrating how organisations can manage their talents in a responsible way.

BackgroundThe mining industry is considered as one of the most dangerous and hazardous industries and the need for effective and efficient occupational health and safety management is critical to safeguard workers and the industry. Despite the dangers and hazards present in the mining industry, only few studies have focused on how occupational health and safety and turnover intentions in the mines.MethodThe study suing a cross-sectional survey design collected quantitative data from the 255 mine workers that were conveniently sampled from the Ghanaian mining industry. The data collection tools were standardized questionnaires that measured occupational health and safety management and turnover intentions. These scales were also pretested before their usage in actual data collection.ResultsThe correlation coefficient showed that a negative relationship existed between dimensions of occupational health and safety management and turnover intention; safety leadership (r = −0.33, p < 0.01); supervision (r = −0.26, p < 0.01); safety facilities and equipment (r = −0.32, p < 0.01); safety procedure (r = −0.27, p < 0.01). Among these dimensions, safety leadership and safety facility were significant predictors of turnover intention, (β = −0.28, p < 0.01) and (β = −0.24, p < 0.01) respectively. The study also found that turnover intention of employees is heavily influenced by the commitment of safety leadership in ensuring the effective formulation of policies and supervision of occupational health and safety at the workplace.ConclusionThe present study demonstrates that safety leadership is crucial in the administration of occupational health and safety and reducing turnover intention in organizations.

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.

While in recent years there has been a growing awareness among mining companies of the need to address physical injuries and environmental issues, there remains a lack of knowledge about how psychosocial risks independently and in conjunction with physical risks affect the health, general well-being and quality of life of mine workers. A cross sectional survey was administered to 330 employees of five large scale mining companies producing three different mineral products (gold, manganese and bauxite) to examine physical and psychosocial hazards in the Ghanaian mining industry and their consequences for the quality of life and general well-being of employees. Responses from 307 participants showed mining equipment, ambient conditions, and work demands and control as being significant predictors of quality of life and general well-being after controlling for demographics. Age as a demographic variable also had important implications, with older workers experiencing better well-being and quality of life. Implications of findings for the mining sector in Ghana and other developing countries are further discussed which may serve as a starting point towards developing further initiatives in this area.