Orientation: In recent years, work–life balance has become one of the most important issues of interest to researchers and policymakers. Although women have been identified to be more at risk of work–life imbalance, little is known about the work–life balance pursuits of women who study in addition to their work in non-Western contexts.Research purpose: Drawing from the ecological system theory and the conservation of resources theory, this study explored the lived experiences of women who study in addition to their work to understand how they achieve work–life balance.Motivation for the study: The views of working mothers on how they strive to balance their work, studies and motherhood can influence the development and implementation of HR policies that empower women to climb the upper echelon of organisations.Research approach/design and method: Six respondents knowledgeable on the subject were recruited with snowball sampling and further interviewed.Main findings: Thematic analysis of the interview transcripts revealed work flexibility, co-worker support, supportive supervisor, supportive family and programmed work–life as the main themes, which explained how working mothers maintained a sense of well-being. Cardinal amongst the themes was the synergistic role of extended family members.Practical/managerial implications: Organisations are encouraged to develop and implement family-friendly policies that can promote healthy well-being of its workforce whilst facilitating the training and development of women.Contribution/value-add: This study contributes to work–family literature by providing empirical evidence from a non-Western context as previous research was predominantly conducted in Western contexts.

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Purpose As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation. Design/methodology/approach Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro. Findings The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap. Practical implications The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit. Originality/value With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

Although there is a consensus in the literature that layoff can be viewed as a form of psychological contract (PC) violation, research is yet to examine how such violation impacts layoff victims' well‐being outcomes including life satisfaction, sleep quality and psychological distress. Integrating psychological contract theory and the conservation of resource theory, we hypothesized a dual‐stage moderated mediation model in which PC violation resulting from layoff is associated with three dimensions of layoff victims' well‐being via worry. This indirect effect is proposed to be conditional on the level of social support received. Based on a sample of 252 layoff victims, we found support for the dual‐stage moderated mediation model in which the association between PC violation and the three dimensions of well‐being via worry was weak for layoff victims reporting high levels of social support. Findings contribute to our understanding of how PC violation is associated with nonwork outcomes.

The study used the resource dependency theory to determine the strategic orientation that star-rated hotels in Ghana should adopt to realize both financial and non- financial performance. Out of a population of 680 star-rated hotel managers, a sample of 248 were chosen, using the stratified random sampling technique. Self- administered questionnaires were used to solicit the views of managers of the selected star-rated hotels. In all, a total of 178 responses were retrieved and analysed, using descriptive and partial least squares in structural equation modeling. Findings of the study indicate that none of the strategic orientation types influenced financial performance. However, aggressiveness, analytic, defensiveness, futuristic and riskiness were found to rather influence non-financial performance of star-rated hotels. The study, therefore, confirms the resource dependency theory and concludes that when star-rated hotels tend to be aggressive, analytic, futuristic and risky, it influences non-financial performance. The study, therefore, recommends that managers of star-rated hotels use analytic, defensiveness, futuristic and riskiness strategic orientation to enhance non-financial performance.