This paper examined the effect of work environment on job satisfaction with the spotlight on a merchant bank in Ghana. Among other objectives, the paper set out to ascertain the impact of physical and mental environment on employees' performance, to know the overall satisfaction level of employees in the bank and study whether physical, social and psychological work environment affect job satisfaction. Stratified sampling technique was adopted to select the sample for the study. Questionnaire was used as the research instrument while Statistical Package for Social Science (SPSS) was employed to analyze the data gathered from the field study. Findings of the study indicated that most of the staff at the bank are satisfied with their work environment especially the physical ambiance. The paper concludes that the environment has a significant effect on employees' satisfaction. The findings of the paper emphasize the need for management to improve the work environment of employees to boost productivity.

This paper examined the role of psychological contract on organisational behaviour and organisational commitment. A case study approach of research design was adopted in gathering data from 65 respondents from a public university in Ghana. Stratified random sampling method was employed to group the respondents into strata. Purposive sampling method was then employed to select the respondents for the study. The field data was analysed both quantitatively and qualitatively. Results from the study showed that commitment between employer and employees depend on the fulfilment of the perceived expectations between the two parties. Again, the study pointed out that majority of the employees would leave the organisation if their perceived expectations were not met. The study recommended that aside the written conditions of contract, employees must behave appropriately so that they will get the best from management.

This study examined the moderating influence of rewards on the link between workers' perception of performance appraisal and performance effectiveness within Ghana's growing private health organizations. Despite several studies on performance evaluation, rewards, and performance, the moderating effect of rewards in private health facilities has not been studied. The theory of feedback interaction served as the study's theoretical foundation. The study used a quantitative method by employing regression analysis (process macro 4.2 by Andrew Hayes) to analyze responses from 235 sampled participants. The findings revealed a positive relationship between workers' perceptions of performance evaluation and rewards and staff performance effectiveness. Conversely, rewards negatively and partially moderated the correlation between the perception about performance appraisal and performance effectiveness. This study has advanced the theoretical development of performance evaluation and incentives and provided evidence that practitioners and scholars must investigate performance management in the continually expanding private health sector.