It cost organizations twice to engage the services of new workers than to maintain the existing ones. The study looked at the factors influencing employees' retention by selecting eight factors after a comprehensive literature review and their significance in terms of helping banks in Ghana to retain their existing employees. The researchers adopted convenience sampling because of confidentiality and the busy nature of employees who work in banks to obtain the one hundred and six (106) employees for the study. The appropriate data collection instrument used was mainly questionnaires. The results of the Probit regression model adopted for the study based on the eight selected factors showed that employees retention in the banking industry of Ghana depends on how banks design and implement their compensation and reward systems to meet employees expectation, how they are able to deal with issues regarding work life balance, build good image and create favorable working environment, provide permanent jobs, ensure that the values and beliefs of these banks are aligned with that of their employees, ability of banks to ensure fairness in the management of their staff and encouraging managers and supervisors to develop good relations with subordinates. Based on the limitation of the research in terms of its scope, the study recommends for future research on how employee demographic characteristics influence employee retention in the Ghana's banking industry.

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The main purpose of the study is to contribute to knowledge by assessing the moderating role equity in financial compensation plays on the relationship between employees' behavior and performance of state owned universities in Ghana. The targeted population for the study was the 10 public universities established by an Act of Parliament and are recognized by the National Accreditation Board. Out of this, 7 public universities were selected using convenience sampling. The choice of this sampling method was based on accessibility and easy access to information to facilitate the research. In each of the sample, 15 employees' mainly senior members both from administration and academic totalling 105 were randomly selected for the study. The main instrument used for collection of primary data was questionnaires and interviews whilst review of selected public universities websites, published textbooks, journals and newsletters constitute the secondary data. The instrument used for the study was tested for its reliability and fitness and the result was positive with cronbach's alpha value of 0.856. Analysis for the study was done using correlation and regression to test for the hypotheses developed. The results show that employees' behaviour has high positive relationship with performance of public universities with equity in financial compensation playing a moderating role. The study therefore recommends the need for the Government of Ghana to continue with the full implementation of its single spine pay policy since it will ensure fairness in the public sector wage which will in turn influence employees' behaviour positively and performance of the sector as a whole.

The study seeks to explore existing literature on how MNCs are dealing with dual career couples for international assignees to accept international assignment and what these MNCs have not been able to provide so that contribution can be made to the existing literature. The study was exploratory research where the contributions of various authors were assessed to determine if dual career couples pose a threat for international assignees to accept international assignment. The exploration reveals that MNCs need to deal with issues associated with dual career couples since it contribute significantly to the rejection of international assignments. There are various strategies MNCs adopt in order to entice the international assignee’s spouse to give his or her blessing to the international assignment and mainly among them captured in the literature are providing a lump sum payment for the trailing spouse, inter-firm networking, assisting the trailing spouse to find job in the host country, engaging in reciprocal arrangement with other MNCs to find job for the trailing spouse in the host country and providing career support in order to make the trailing spouse skills, knowledge and abilities relevant to the host country job market. The study identified two strategies that could be used to deal with dual career couples which were not captured in the literature and these are the active involvement of the expatriate spouses in the recruitment and selection process and the use of virtual assignments by relying on the availability of technology for international assignments.