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Although a burgeoning body of literature has established the influence of hope and employee creativity, the debate on the relative importance of hope and its components of pathway and agency on its outcomes has not been clarified. Literature has it that hope and its individual components of pathway and agency have a varying magnitude of influence on its outcomes. Some scholars argue that agency and pathway components better predict its outcomes than overall hope. The current study establishes the relative importance of hope and its components on creativity using evidence from Makerere University, Uganda.

The study adopted a cross-sectional quantitative survey design to collect data from the academic staff of Makerere University. The study used usefulness analysis to establish the relative importance of the predictor variables on the dependent variable.

The study findings revealed that agency and hope components of hope significantly predicted creativity. Overall, hope also significantly predicted creativity. Regarding relative importance, hope turned out to be the most “useful” predictor of creativity, followed by its components of agency and pathway.

The study was conducted in a public university setting located in urban areas. The findings may not be generalizable to private settings due to variations in the teacher's creative behaviour with variation in the creative environment. The study was also cross-sectional, which may not yield results of changing employee creativity over time. Further studies should establish the link between hope and creativity using a longitudinal survey to compare employee creativity using data collected at different intervals.

The value of the current study is both theoretical and empirical. Theoretically, the study findings enrich the hope theory by revealing the relative importance of hope on its outcomes over and above its components. The study also confirms the assertions of the dual pathway to creativity model by revealing that employees who are rich in hope components of agency and pathway have the cognitive flexibility to pursue creative goals and, when faced with failure, can generate alternative solutions to solve work problems.

Resilience has been emphasised by researchers as a probable framework for overcoming challenging circumstances and fostering organisational innovation. Universities have had to shift to a blended learning system which includes online learning. Prior scholars have studied resilience as a reactive aspect which focuses on organisation's ability to bounce back from a downfall. This study aims to establish the antecedent role of resilience capacity which is a proactive ability to preparedly respond to a downfall.

The research adopts an explanatory study design to establish the hypothesised antecedent role of organisational resilience capacity in enhancing organisational innovation. Drawing a sample from Ugandan Universities, hierarchical regression was used to test the role of organisational resilience capacity on organisational innovation. The study also tested the influence of organisational characteristics of ownership, age and size on innovation.

The study findings show that the three dimensions of organisational resilience capacity (cognitive capacity, behavioural preparedness and contextual capacity) significantly enhance organisational innovation. The findings further reveal that ownership has a significant effect on innovation. The results show that organisational size and age do not influence innovation.

The study's conclusions help contemporary managers decide how to set up numerous strategic initiatives to activate organisational resilience towards innovation. To deal with disruption, organisations should use dependable innovation systems and best practices in a robust and adaptable way. Organisational managers ought to integrate the doctrines of resilience into various organisational activities such as training and development and simulation activities, so that organisational managers learn resilience skills to deal with environmental changes.

This research shows how the three dimensions of organisational resilience capacity (cognitive capacity, behavioural preparedness and contextual capacity) influence innovativeness since most studies have been directed to the aspect of resilience (which only focuses on ability to recover from a downfall) as opposed to resilience capacity that relates to the ability of an organisation to successfully absorb disruptive events that may endanger organisation survival, develop situation-specific remedies and eventually evolve in transformative activities. The study further intensively extends the body of knowledge by delving deeper into establishing the influence of the individual dimensions of resilience capacity on innovation.

Despite the current dynamism in the education sector that was manifested in new approaches to work that require innovative workforce, little empirical studies have been conducted on how to influence innovativeness in higher education institutions. Moreover, though studies have established a link between hope and innovative work behaviour, no study has established how hope and its two components of agency and pathways influence innovative work behaviour. The purpose of this study is to establish the influence of hope and its two components of agency and pathways on innovative work behaviour.

A quantitative cross-sectional research design was adopted in this study. The study employed hierarchical regression to test the hypothesised relationship between hope and its components of agency and pathways on innovative work behaviour using a sample drawn from public universities in Uganda in the two categories of academic and administrative staff.

The findings reveal that pathways and agency influence innovative work behaviour. The Findings also revealed that hope significantly influences innovative work behaviour over and above its individual components of agency and pathways.

The study was cross-sectional in nature and the findings may not portray a true picture of the relationship between the study variables over time as behaviour is ever changing. Further studies could carry out a longitudinal study to establish the effect established in this study at different time intervals. The results provide a more complex understanding of how hope and its two components of agency and pathways enhance innovative work behaviour.

The findings of the study provide insightful direction to managers in public universities in Uganda to consider different avenues of increasing employee hope so as to enhance innovative work behaviour. This can be done through targeted interventions like involving employees in goal setting and setting alternative means to achieve goals.

The value of this study is both empirical and theoretical. Empirically, this study is the first to establish the influence of hope and its two components of agency and pathways on innovative work behaviour in Uganda’s university setting. Theoretically, the study extends veracity of the conservation of resources theory (COR) by clarifying those employees who possess the psychological characteristics of hope exhibit innovative work behaviour. The study also extends on the theory of hope by revealing that agency and pathways influence innovative work behaviour.

The purpose of this paper is to examine the relationship of the interaction effect of perceived organizational support (POS) and self-efficacy (SE) with work engagement (WE) within the primary education industry.

The paper relies on structural equation modeling (SEM) with AMOS (V.22) to test and resolve the conditional hypothesis that fusion of POS and SE is necessary for WE.

The scale of effect of POS on WE depends on SE; hence, the assumption of nonadditivity is achieved. Precisely, the interaction of POS and SE is necessary for WE.

The study was based on a single research methodological approach, namely quantitative research methodology, which could have been affected the outcome of this investigation. Future studies could investigate WE interaction model through qualitative lens in order to provide a triangulation opportunity. Moreover, the findings from the current study are cross-sectional, and data were collected at a snapshot. Therefore, future research should consider the multiplicative effects studied in this paper across time.

Attempts to heighten WE levels, among government primary school teachers in Uganda, would require that management regularly ventures into finding a more practical and feasible fusion of POS with SE in order to provide significant levels of WE among employees of primary education industry.

This is the first study that tests the interactive effects of POS and SE on WE in Uganda's primary education industry.

The purpose of this study is to examine the extent to which servant leadership behaviour as a non-financial mechanism influences changes in continuance commitment. Research that investigates effects on specific forms of commitment is likely to provide more tailored information, thereby enhancing the quality of resulting decisions.

This study used an explanatory approach to investigate the envisaged linkage between the study variables from a social-psychological perspective.

Findings revealed that servant leadership behaviour significantly influences the variations in continuance commitment.

The data used were sourced from organisations in the health sector. Results were more likely to be limited to organisations dealing in services like healthcare, education, hospitality and business sectors. Also, since the data used were cross sectional, the application of results could be limited by changes in business cycle effects. Nevertheless, the study provides a direction of thought and a platform for a longitudinal study by future researchers.

Organisations have the option of relaying upon servant leadership behaviour as a non-financial mechanism of enhancing continuance commitment. This is likely to relieve the pressure on financial resources, especially for organisations in developing economies that often operate under conditions of economic scarcity.

This work is the first of its kind to describe the effect of servant leadership behaviour on continuance commitment in the health sector within Uganda which is a typical developing economy facing challenges of high attrition rates.

The purpose of this paper is to investigate the extent to which perceived leadership integrity influences changes in organisational commitment. The premise of the study is the argument that non-financial rewards alleviate the challenges associated with low levels of commitment in economies that are riddled with incessant situations of economic scarcity.

An explanatory study approach was adopted to investigate the envisaged linkage between the study variables from a socio-psychological perspective.

The results of the study establish that perceived leadership integrity significantly influences variations in commitment among organisational employees.

The study results provide a reason for firms to invest more resources towards promoting honesty among organisational leaders. The findings of the study support the idea that perceived integrity of an organisation's leadership generates a sustainable win–win position not only between the organisation and employees, but also among the leaders and subordinates.

Organisations must regularly consider the drivers of organisational commitment and pay sufficient attention to non-financial drivers. As advanced by this study, a very important yet economical way of effecting such a strategy is through instituting measures that sustainably create a perception among employees that organisational leaders execute their duties with the utmost integrity.

This article has both empirical and theoretical value. Empirically, this work is the first of its kind aimed at investigating the effect of perceived leadership integrity on organisational commitment within Uganda's hospitality setting. Theoretically, the study extends the versatility of the hierarchy of needs theory by clarifying that higher-level needs offer a basis for explaining the effect of psychological processes (in this case, perceived leadership integrity) on behavioural changes (in this case, organisational commitment).

This article examines the potential of increasing commitment of medical knowledge-workers (medical-KWs) in hospitals, particularly in handling deadly pandemics like COVID-19, through servant leadership behaviour. The authors hold that medical-KWs like doctors and nurses form the core team of knowledge-workers (KWs) at the forefront of fighting COVID-19 through seeking possible vaccines, treating patients and promoting behaviours that curtail its spread. Thus research directed towards enhancing their continued commitment is both timely and valuable.

The study uses an explanatory cross-sectional survey design.

Results reveal that servant leadership behaviour significantly explains changes in commitment of medical-KWs. Results further establish that perceived fairness – a key psychological factor – significantly explains how servant leadership enhances the commitment of medical-KWs.

Data used were sourced from medical-KWs in selected public hospitals only. Thus results may differ among medical-KWs in private hospitals, yet they have also championed the fight against COVID-19. Never the less these results provide a direction of thought to guide practice and other related studies on a wider-scale.

In their quest to eradicate COVID-19 and its negative effects on social-economic development, nations have to actively promote servant leadership behaviour in the hospitals (by establishing quality relationships, credibility and efficient processes for delivering the shared goal) as mechanisms for sustaining the continued commitment of medical-KWs towards fighting the pandemic.

Results portray events from an economy that has registered successes in combating pandemics like Ebola and currently COVID-19 and thus offer a plausible benchmark for practice.

Scholars have emphasized the antecedent role of personal factors such as creative self-efficacy (CSE) in enhancing innovative behavior in work settings. Existent studies have revealed that individuals with high CSE have the cognitive ability to resiliently exhibit innovative work behavior (IWB). Little is however known as regards the influence of CSE on innovative work behavior in service settings, more so in developing countries. This study sought to establish the antecedent role of CSE on IWB as a multistage process comprising creativity and IWB.

The research adopted a cross-sectional research design to establish the hypothetical influence of CSE on innovative work behavior and collected data at one point in time. The researchers used regression analysis to establish the influence of CSE on IWB using a sample of teaching staff selected from Ugandan public Universities.

The findings reveal that CSE has a significant effect on creativity as the first step in the innovation process. The results further revealed that CSE has a statistically significant influence on IWB.

The researchers collected data from public Universities, and the application of the findings may fall short when applied to a setting of private universities. Therefore, future research can consider a setting of private universities to replicate the current study findings. The study was cross-sectional, and yet employees' CSE and innovation behavior may change over time. This study opens grounds for longitudinal research in the same research area.

The study shapes direction for practicing managers to resiliently strategize for enhancing creative self-efficacy of employees to promote IWB. Specifically, our study indicates that organizations must enhance positive organizational behavior like CSE to enhance employees' ability to resiliently overcome the fear of uncertainty associated with innovation. While devising the intervention strategies geared towards enhancing CSE, organizations need to consider the stage of IWB required whether at creativity or innovation stage of the innovative behavior.

This research is empirically and theoretically valuable. This is an original study to establish a direct causal influence of CSE on creativity and IWB using a sample drawn from public Universities in the context of a developing Country. Theoretically, the study expands on the applicability of the social cognitive theory (SCT) by revealing that the influence of an individual's personality characteristics like CSE varies with the stage of IWB because the tasks involved in the various types of IWB differ and thus the magnitude of influence varies.