The growing interest in mutual funds in Ghana has been tremendous over the last decade as evidenced by the continuous increases in number and total funds under management. However, no empirical work has been done on the selectivity and timing ability of the mutual fund managers. Using monthly returns data hand-collected from the reports of the mutual fund managers for the period January 2007-December 2012, this paper examines the market timing and selectivity ability of mutual fund managers in Ghana using the classic Treynor-Mazuy (1966) model and Henriksson- Merton (1981) model. The results suggest that, in general mutual fund managers in Ghana are not able to effectively select stocks and also are not able to predict both the magnitude and direction of future market returns. More specifically, all of the sample mutual fund managers attain significant negative selectivity coefficients and also most of them attain insignificant negative timing coefficients.

Abstract: This paper studies the relationship between emotional intelligence and its components, self-awareness, self-management, social-awareness and relationship-management, with managers’ innovative work behavior. The research statistical population includes 100 managers of private bank branches in the city of Tehran selected with the random sampling method. The research type is descriptive-correlation. The tool for data aggregation is comprised of two questionnaires of emotional intelligence by Bradberry and Greaves (2006) [Bradberry, T., & Greaves, J. (2006). The emotional intelligence quick book: Everything you need to know to put your EQ to work. Simon and Schuster.] and innovative work behavior based on the studies of Janssen (2000) [Janssen, O. (2000). Job demands, perceptions of effort?reward fairness and innovative work behaviour. Journal of Occupational and organizational psychology, 73(3), 287-302.]. The Pearson correlation coefficient and multiple regression analysis have been used for data analysis. The results indicated that there was a positive and significant relationship between emotional intelligence and its components with innovative work behavior of managers. In addition, regression analysis showed that the self-management variable had the highest effect in estimating the managers’ innovative work behavior followed by relationship-management, self-awareness and social-awareness.