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p-Index From 2021 - 2026
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All Journal Journal of Business, Management and Social Studies
Amoako Asiedu, Emelia
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Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other

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Psychological Contract Breach, Stress and Employee Engagement During and After COVID-19: The Role of Inclusive Leadership Parku, Kenneth; Obuobisa-Darko, Theresa; Amoako Asiedu, Emelia
Journal of Business, Management, and Social Studies Vol. 2 No. 4 (2022): Journal of Business, Management, and Social Studies
Publisher : APPS Publications

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (638.683 KB) | DOI: 10.53748/jbms.v2i4.49

Abstract

This study extends both Social Exchange Theory and the Job Demands –Resources model by examining the connection between psychological contract breach, job stress and employee engagement in relation to the role inclusive leadership plays. Using a quantitative approach, data was gathered from two hundred and two (202) respondents, selected using convenience sampling technique. Data gathered was analysed using SPSS version 26 and SmartPLS 4. Results showed that Job Stress had a negative statistically significant impact on Inclusive Leadership Employee Engagement, Innovative Output and Turnover Intent. Inclusive Leadership Psychological Contract Breach had a positive significant relationship with Innovative Output but a negative relationship with Job Stress. The study also found out that Job Stress mediates the relationship between Inclusive Leadership Psychological Contract Breach and Inclusive Leadership Employee Engagement. The study contributes to clarifying and extend the social exchange theory (SET) by unravelling how the inclusive leader operates on respect, recognition, responsiveness and responsibility, in the reciprocal relationship between himself and their subordinates. Additionally, the study identifies the relationship between psychological contract breach, job stress and employee engagement in a developing country after the COVID-19 pandemic.  
Achieving Gender Equality and Empowering Women and Girls through Gender Responsive Budgeting in Ghana Amoako Asiedu, Emelia
Journal of Business, Management, and Social Studies Vol. 3 No. 1 (2023): Journal of Business, Management, and Social Studies
Publisher : APPS Publications

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (564.591 KB) | DOI: 10.53748/jbms.v3i1.51

Abstract

Gender inequality extracts enormous economic and human development costs, shifting fiscal policy to close the gaps and gains across societies. Gender responsive budgeting (GRB) is one of the approaches used by governments, international organizations, and civil society groups to promote and influence gender equality. The United Nations Development Fund for Women (UNIFEM) highlights in its 2020 report, that budgets in most countries are gender biased in their conceptualization, formulation, and implementation. In most African countries, and Ghana is no exception, unpaid care and gender differences in roles and responsibilities in household and the workplace are not considered in policy formulation and implementation. This research intends to answer the following questions; how have MDAs complied with GRB? What are the outcomes of implementing GRB in Ghana and what have been the key challenges to effective implementation? Using the qualitative approach with secondary data obtained from documents in some ministries in the Ghanaian public sector, this research attempted to answer the following questions; how have Ministries, Departments and Agencies (MDAs) complied with gender responsive budgeting (GRB)? What are the outcomes of implementing GRB in Ghana and what have been the key challenges to effective implementation? It was observed that Ghana’s constitution supported a strong enabling environment, with an explicit commitment to gender equality and women’s empowerment. The budget through which important national issues are anchored made specific allocations to address issues of women and girls for the years between 2008 to 2020, in the medium-term expenditure framework. This study contributes to academic literature, specifically on the issue of gender equality in the workplace. This study’s results and findings could be used as the reference for other studies and further research on gender equality and women’s rights.
Co-Authors Obuobisa-Darko, Theresa Parku, Kenneth