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Dynamics in the business environment today is affecting every facet of human endeavor. The traditional leadership behavior has had its own share. Several researchers have written on sustainable development and corporate governance practices as a sure way of profitability and growth in a contemporary business organization. In this article, the author ignites the debate to transform public sector organizational leadership in the non-western economies to embrace the sustainability leadership approach. This is as a result of poor corporate governance and unethical corporate cultural practices and lack of stewardship theoretical approach that has brought seven domestic banks to their knees in Ghana in 2017 and 2018. The study further proposes a strong organizational culture that keeps values and ethical behavior as well as regulatory framework in checks for long-term survival and profitability in the public sector organizations that take away the vulnerability and unethical practices.

The purpose of this research is to investigate the psychological mechanisms that cause the influence of transformational and transactional leadership on employee performance. Based on employee stew...

The study sought to evaluate whether transformational leaders affect employee performance and normative commitment through general self-efficacy in the public sector organizations. The study involved 330 cross-sectional respondents from public sector organizations in Ghana. SmartPLS-SEM was used to evaluate the outcome. The study found that transformational leadership has a direct and positive effect on both employee performance and normative organizational commitment. Also, general self-efficacy partially mediates both variables. These findings suggest that public sector employees are committed to working in the environment where there is an opportunity to exhibit personal development and in turn improve performance.

This study explored the impact of transformational leadership style on employee turnover intentions in state-owned enterprises in Ghana. The study participants were 300 full-time employees in ten departments. Structural equation modeling analysis revealed that transformational leadership inversely relate to employee turnover intention. All the commitment constructs partially mediate transformational leadership style and employee turnover intentions. However, organizational commitment significantly relates to transformational leadership and employee turnover intentions. Transformational leadership style is the most significant predictor of employee turnover intentions in state-owned enterprises. The study concludes that building confidence and trust among employees would reduce turnover intentions in public sector organizations.

Criticisms of bureaucratic leadership in the public sector literature are increasing, and as such, a growing number of scholars in public administration are calling for a more complex and conceptually sound theoretical models of leadership that are collaborative and reduce the power of the leader and create hybrid governance models. With a multifaceted perspective, detailed conceptual underpinning and a growing body of empirical study support complexity leadership theory (CLT) as a potential to address many of the issues where an individual is seen to possess all the knowledge in the organizational goals. The intent for proposing the importation of CLT in PSOs is to offer a paradigm for thinking about leadership to explore issues that confound those from the traditional view to the shared and adaptive leadership process. In conclusion, the HR practitioners within the entity should be seen to be responsible for their actions. Therefore, adopting complexity leadership theory in today's PSOs will enhance the performance of employees.

Two field trials (2017 and 2018) were conducted at the research field of the University of Education, Winneba, Mampong Campus from May to August to determine the growth and yield response of groundnut to row pattern. The experimental design was a 2 x 4 factorial arranged in a randomized complete block design (RCBD) with three replications. The factors studied included: (A) Cultivar [(i) Yenyawoso and (ii) Adepa] and (B) Row pattern [(i) 50 cm × 10 cm, (ii) 60 cm × 10 cm single row, (iii) 50 cm × 20 cm × 20 cm (iv) 60 cm × 20 cm × 20 cm twin row]. The result revealed that Adepa produced taller plants, higher number of branches at 86 DAP, taller plants, 100 - seed weight and number of pods/ plant than Yenyawoso. The 50 cm × 20 cm × 20 cm twin row pattern produced higher number of branches, taller plants, number of plants harvested and pod yield than other row pattern. The 60 cm × 20 cm × 20 cm twin row pattern produced higher 100 - seed weight and higher number of pods/plant than 50 cm × 10 cm and 60 cm × 10 cm single row pattern. Interaction effect between variety x row pattern was significant with number of branches at 58 and 86 DAP in 2018 cropping season. In conclusion groundnut farmers are to grow Adepa cultivar of groundnut using 50 cm × 20 cm × 20 cm twin row pattern for high yield and vegetative biomass. For heavy seeds farmers should grow Adepa using 60 cm × 20 cm × 20 cm twin row pattern. Key words: Groundnut, Adepa, Yenyawoso, single row pattern, twin row pattern.

This study explored organisational commitment influences on the relationship between leadership style and employee performance in a developing country’s public sector enterprises. The study partici...

The primary purpose of this study is to investigate the mediating effects of organizational commitment on leadership styles (transformational, transactional and laissez-faire) and subordinate performance in state-owned enterprises in Ghana. The study adopted the partial least squares structural equation model (PLS-SEM) to test the hypotheses model. The model has been tested with 330 respondents. The data have been validated by the use of measurement modeling to determine internal consistency reliability (CR) and convergent validity (CV) with SmartPLS 3.0. The results indicate that organizational commitment mediates transformational and laissez-faire leadership. It has also been found that transformational and laissez-faire leadership have a statistically positive and significant relationship with job performance at p < .05 while transactional leadership proved insignificant. The implication is that leaders should know any action to improve subordinate commitment and job performance should take into account appropriate leadership behavior. Also, human development training should be instituted to shape the present and future leadership needs of the enterprise. In furtherance to this, the study provides discussions on the findings, limitations and went on to propose directions for future research.

The study examines the link between leadership styles and employee performance in the public sector organizations with respect to organizational commitment. A total of 330 respondents were selected from ten public sector organizations in Ghana. A PLS-SEM analysis was conducted and was found that organizational commitment partially mediates the relationship between both transformational and transactional leadership styles and employee performance. The study concludes that organizational success largely depends on the commitment level of employees which helps reduce labor turnover. Theoretically, the study findings reveal that leadership is the main element of employee performance through the commitment of employees. Therefore, the effectiveness of these leadership styles in encouraging employee performance are dependent on organizational commitment.

Formal education is considered an important means of acquiring knowledge and skills (both attitudinal and technical) for developing human capital stocks; and it increases one’s ability to understand and critique new ideas necessary for facilitating the adoption and/or modification of technology as fundamental to development, growth and poverty reduction in nations across the globe. As nations and the world at large relentlessly channel huge resources into educating their citizenry, assessment is identified as the main means of obtaining authentic feedback to improve students’ learning, teaching and educational programs at all levels. Despite the good attributes and over reliance on assessment, opinions suggest that the ability to identify good assessment techniques is not intuitive supporting the fact that there is no one best approach to assessment. Reported cases of cheating and all kinds of manipulations surrounding conduct of assessments and/or examinations in higher education (HE), together with the advent of mass enrollments at almost all levels of education, the apparent lack of equal expansion in the facilities, non-provision of adequate logistics, and the inability of authorities to properly co-ordinate and/or manage assessment processes as expected have largely accounted for the vociferous calls for review or search for alternative(s) to assessment in education worldwide, more importantly in Ghana. This study therefore sought to ascertain and analyse the perceptions of stakeholders on the assessment process in HE to determine the repercussions of such perceptions. The study involved a cross-sectional survey of students and other stakeholders in HE from the Kumasi Metropolis, Ghana. The results show that the stakeholders’ perceptions on assessment in HE largely coincided with prior studies on assessments that have served as the basis for most pedagogical instructions and educational programs.

Almost all standard textbooks on Accounting: Managerial and Financial discuss accounts receivable in varying degrees of depth and scope with" emphasis skewed towards the particular discipline. Financial accounting discusses accounts receivable as information for external users to use to interpret financial statements (Libby; et aI (2001) managerial accounting discusses accounts receivable as a cost to management (Hilton, 2002). Financial management, however, discusses accounts receivables as a current asset requiring short-term investment and financing strategies (Brealy; Myers (2000).This study's objective was to determine the effectiveness of the management of accounts receivable by Electricity Company of Ghana. The study analyzed secondary data from the audited annual reports of the company for a period of four years from 2007 to 2011; the company's billing system, operational reports and primary data from both structured and unstructured questionnaire. The results show that Electricity Company of Ghana has an average accounts receivable days' sales outstanding of 158 days over the study period and unrealistic provision for bad debt of about 5%. The study's conclusions indicate that the company is not very effective in its accounts receivable management. The study, therefore, recommends that the company's business processes should be reviewed, finalised accounts with balances over 150 days be declared bad debts and managed separately from the net realizable accounts receivable.

This article explores the bureaucratic leadership which has bedeviled state owned enterprises for many decades and how its efficacy can be in the 21st century business environment where there uncertainty and chaos. In some manufacturing and state owned enterprises, these theories of traditional bureaucratic leadership approach and decision making strategies persist even though technology and innovation supposed to have taken the greater part of the way of thinking and making organizational objectives achieved through modern way of managing business entities. Thus, SOEs are critical to the economic activity in emerging market countries. The creation of SOEs was meant to provide employment, meet social and political needs, and operate in the sectors of the economy that were of strategic importance to the state. The problem is to offer alternatives of bureaucratic structure that has been used in SOEs and how best to use these alternative theories in practical terms. The pace of change confronting organisations today has added complexity to the organisational landscape and now calls for more flexible and adaptive leadership. Adaptive leaders are able to work more effectively in the unstable global business environment and are also able to adopt a proactive approach in order to keep abreast of the increasing stakeholder pressures in the enterprises. However, inadequate applicability of traditional leadership models have indicated the need to develop new leadership models to solve complex organisational challenge. Hence complexity leadership approach seeks to combine these dynamics to the bureaucratic hierarchies in order to explain the way informal organisational dynamics function properly and also to describe how theses valuable adaptive functions can be promoted to better the operations of SOEs in Ghana.

Apprenticeship plays a key role in the preparation of skilled trades people and as a pathway into labour markets. In the face of scarcity of resources, effectiveness and efficiency of apprenticeship become important. Attrition and retention in apprenticeship constitute important indicators of efficiency and effectiveness of the training system and are therefore legitimate issues of concern and investigation. This paper examines the reasons for non-completion of apprentices in automotive trades of the informal sector prior to Ghana’s introduction of a National Apprenticeship Programme seeking to formalise the current informal apprenticeship system. The paper also reports on non-completers’ desired interventions that could help prevent early exit. One-on-one interviews were conducted with 60 non-completers obtained through a snowballing process, either face-to-face or by telephone. The four largest urban centres in Ghana, namely Accra (and neighbouring Tema), Kumasi, Takoradi and Cape Coast were covered. Fr...