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This study aims to examine the mediation effect of safety climate (SC) on the relationship between ethical leadership and employee health and safety in the oil and gas downstream sector in Ghana.

This study used a quantitative approach (survey) to collect data from 215 pump attendants at the fuel stations in the Accra Metropolis. The authors used PLS structural equation modelling (PLS-SEM) to test the research hypotheses in this study.

The results show that leaders’ adherence to ethical practices had a significant and positive effect on both their employees’ health and safety and SC in the workplace. Furthermore, the ability of leaders to use ethical practices to achieve a healthy and safe work environment was also contingent on the presence of a safe work climate.

This study highlights the need for leaders to pay specific attention to adhering to ethical rules and regulations and also promoting a safe climate in the workplace to guarantee the health and safety of employees.

This study presents a novel contribution to the literature by empirically demonstrating the contingency importance of SC in the quest of leaders leveraging ethical practices to promote the health and safety of employees in the workplace, which has not been discussed by previous studies.

The study investigated the effects of relational leadership on hotel employees' creativity, using knowledge-sharing behaviour and leader–follower dyadic tenure as intervening variables.

A self-administered questionnaire was used to collect data from 355 employees of authorized hotels from the conurbation of Cape Coast and Elmina in Ghana. To evaluate the study's research hypotheses, the authors used WarpPLS and PLS-SEM.

The findings demonstrated that while knowledge-sharing behaviour did not directly affect employee creativity, it did have a significant mediating effect on the link between relational leadership and the creativity of employees. The study also revealed that the ability of relational leaders to drive knowledge-sharing behaviour was not contingent on leader–follower dyadic tenure.

The results of this study have practical relevance for human resource practitioners in the hospitality industry. Given that relational leadership has a positive relationship with employee creativity, the authors recommend that hotel supervisors relate well with employees by sharing valuable information and respecting their opinions in decision-making.

Studies on the role of relational leadership and employee creativity are scanty. This study develops a model to explain how relational leadership could influence employee creativity by incorporating knowledge-sharing behaviour and leader–follower dyadic tenure.

This study aims to investigate the mediation effects of employee voice and employee well-being on the relationship between relational leadership and organizational citizenship behavior.

This study used a Web-based survey method to collect data from 301 respondents in the four public hospitals of the Sekondi-Takoradi Metropolis. This study used PLS-SEM (WarpPLS) to test the study’s hypotheses.

The findings show that relational leadership has a positive impact on organizational citizenship behavior, and that this link is mediated in part by both employee voice and employee well-being.

This study demonstrates the importance of leaders, paying close attention to employees’ well-being and opinions when attempting to drive organizational citizenship behavior in the health sector.

Based on the review of the extant literature on the impact of leadership on employee behavior and to the best of the authors’ knowledge, it is likely that this study will be the first to show how relational leadership, employee voice, employee well-being and organizational citizenship behavior are related in the health sector, thereby advancing the thrusts of the social exchange and relational leadership theories.

This study aims to examine how differences in the strength of interpersonal ties affect the social structure of organisational family and non-family relationships and their implications for work-related interactions.

This study used a quantitative approach. The hypotheses were tested using multi-group analysis in PLS-SEM as implemented in WarpPLS Version.

The results show that both family and non-family organisational members are inclined to ask from others whom they previously have given information, implying that reciprocity in work-related interactions in the workplace is present at the dyad level. Furthermore, the existing robust strength of ties among family employees facilitate a three-way relationship where each member is responsible for the quality of work-related interactions between other members. This means that triadic communication is only present within family networks. While, the absence of strong interpersonal ties within non-family network fuels the popularity effect, where non-family employees who are perceived to be knowledgeable tend to be approached by others for work-related information.

This study brings to the fore a nuanced perspective that complements our current understanding of the implications of social relationships within family and non-family employee groups on work-related interactions in the workplace. It provides clues on how family and non-family employees identify with the firm through their informal relational embeddedness towards work-related interactions within the organisation.