Purpose The purpose of this paper is to propose and test a model to examine the factors that mediate the relationship between entrepreneurial education and entrepreneurial intentions among undergraduate students in Ghana. Specifically, the study identified entrepreneurial attitudes and behaviours (namely, risk-taking ability, self-efficacy, pro-activeness and behavioural control) that students ought to acquire through entrepreneurial education to increase their intentions to indulge in entrepreneurship. Design/methodology/approach The survey approach was adopted, with data collection done through administering questionnaires to students in the two public universities in the Central Region of Ghana. The model was tested using the partial least squares procedure. Findings The results found support for the proposed model, depicting that, with the exception of self-efficacy, other factors such as behavioural control, risk-taking ability and pro-activeness mediate the relationship between entrepreneurial education and entrepreneurial intentions of students. Research limitations/implications The major limitation of this study is that the proposed model was tested in only the public universities in the Central Region of Ghana. Subsequently, the validity of the model should be confirmed in other institutions. Practical implications The findings suggest that entrepreneurial education should be integrated into the course structure of all programmes across all disciplines in the tertiary institutions of Ghana. This will promote entrepreneurship and alleviate unemployment among university graduates. Originality/value The study provides a basis for tertiary institutions to develop programmes, policies and measures to help students to build upon their ability to take a risk, control their behaviour and be pro-active. This will influence their quest to become self-employed and not to rely on others and the government for employment after graduation.

PurposeThis study seeks to examine the mediating role of knowledge sharing (KNS) in the nexus between leadership behaviours and organizational performance (OP).Design/methodology/approachUsing the survey research design, data were obtained from 335 employees in the Ghanaian financial service sector. Responses were analysed using IBM SPSS (v.23.0), Smart PLS 3.0 and Haye’s (2017) PROCESS macro.FindingsKNS mediated the relationship between leadership behaviours and OP. In addition, transformational leadership behaviour and transactional leadership behaviour positively relate to OP rather than transfor-sactional leadership behaviour.Practical implicationsThe findings of this study give credence to the disputed notion that KNS plays a significant role in effective leadership behaviours that enhances OP.Originality/valueThis paper provides a distinctive approach in examining the interrelationship among leadership behaviours, OP and KNS in the Ghanaian financial service sector.

Purpose: This study sought to propose and test a model that examines the mediating roles of job satisfaction and organizational commitment in the nexus between job rotation practices and employee performance. Design: The study adopted a cross-sectional survey approach and obtained data through questionnaires from 122 administrative staff of the University of Education, Winneba. The Partial Least Squares, Structural Equation Modelling (PLS-SEM) approach was used to test the study’s proposed model. Findings: The results supported the proposed model, showing that organizational commitment and job satisfaction are partial mediators in the relationship between job rotation practices and employees’ performance. Policy Implication: The findings suggest that management must ensure that employees are satisfied and committed to the job rotation practices in order to enhance their performance. Thus, job rotation practices must provide the climate that encourages career growth and development and fosters creativity in employees and not just as a routine practice or a means of punishment. Originality: The study brings to bear the extent to which job rotation practices predict employee performance in a Sub-Saharan African Country and the indirect effects of job satisfaction and organizational commitment in this relationship.

Purpose Based on the legitimacy theory, this study sought to explore specific Green Human Resource Management Practices implemented by manufacturing firms in Ghana.Design/methodology/approach The study purposively sourced data from five manufacturing firms operating in Ghana, specifically, Cocoa Processing Company, Dannex Aryton Starwin PLC, Fan Milk Limited, Guinness Ghana Breweries Limited and Unilever Ghana PLC. The qualitative data from 10 interviewees were thematically analysed.Findings Pervasively, it was evident that Ghanaian manufacturing firms have integrated environmental concerns into their human resource management functions, hence they place more emphasis on online tools and platforms in attracting, selecting, involving, training, paying and managing the performance of employees. Lastly, manufacturing firms operating in Ghana give priority to online job applications ahead of manual applications.Practical implications In an era of sustainability, green human resource management practices provide a basis for the legitimation and sustenance of businesses through enhanced environmental performance and its resultant corporate image.Originality/value The study highlights the extent to which green human resource management is practised in a Sub-Saharan African country and the specific practices adopted in promoting the concept.