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The purpose of this paper is to address the building blocks for psychological contract among public institutions in Uganda by investigating the mediation effect of leader-member exchanges (LMX) in the relationship between perceived environmental dynamism and psychological contract.

The authors use structural equation modelling (AMOS) to investigate the hypotheses.

LMX is a significant mediator in the association between generational work values and psychological contract and technological advancement and psychological contract among employees in public institutions in Uganda.

At commissions and agencies level, generational work values and technological advancement seem to create better effects on employee-employer unwritten expectations and obligations when they go through LMX. This has important implications for the investment in and outcomes of these LMX endeavours from both the employer and the employee.

The study is one of the pioneers to demonstrate that the presence of LMX reflected in the form of a dyadic relationship helps to extend the positive effects generational work values and technological advancement have on psychological contract.

The purpose of this study is to investigate the relationship between psychological climate, catharsis, organizational anomie, psychological wellness and ethical procurement behaviour in Ugandaʼs public sector, in order to understand better the conditions that foster or diminish procurement ethics in a developing country. Data for this study were collected from a sample of 1100 respondents out of which 460 usable questionnaires, representing a 42% response rate were received and analyzed. Results reveal that psychological climate, procurement planning and organizational anomie were significant predictors, accounting for 64% of the variance in ethical procurement behaviour. These results have both policy and managerial implications which we present and discuss in this paper.

While much empirical work has centered on marketing effectiveness, the generalizability of its relationship to emotional intelligence in the Nigerian context has been under‐researched. The purpose of this paper is to assess the impact of emotional intelligence on the marketing effectiveness of the organization.

A 31‐item survey questionnaire is developed and 108 corporate organizations in Nigeria are selected from the 2007 edition of the Nigerian Stock Exchange Gazette as a sample for this study. Hand delivery survey is conducted from key informants in the organizations. Returned instruments are analyzed using non‐parametric correlation through the use of the Statistical Package for Social Sciences.

The results of the study validate the instruments on emotional intelligence and the earlier instruments for marketing effectiveness and find a strong association between emotional intelligence and marketing effectiveness of corporate organizations in the Nigerian context. The main finding is that emotional intelligence leads to marketing effectiveness in corporate organizations in Nigeria.

The implications of the results are clear for scholars and managers. For managers, the paper has implications for the investigation of the link between emotional intelligence and marketing effectiveness of corporate organizations in Nigeria. In the first place, the paper provides a direct test of the applicability of a western paradigm to the Nigerian economic system different from other cultures.

The paper significantly refines the body of knowledge concerning the impact of emotional intelligence on marketing effectiveness in the Nigerian context. It will, without doubt, contribute to the body of existing literature on emotional intelligence and marketing effectiveness.

The main objective of this study is to investigate whether or not those techniques or instruments of motivation adopted by Nigerian managers in public sector organisations correspond or coincide with those techniques or instruments which the employee sees as instruments or techniques that motivated him. Research was carried out in two public sector organisations – the Ministry of Finance and the Rivers State Newspaper Corporation. The empirical findings show that there is a great divergence between the instruments adopted by managers and those that actually motivate the employee. This led to the conclusion that as long as this divergence continues, it is unlikely that Nigerian managers can easily come to grips with their managerial problems. It is, therefore, recommended that they should introduce appropriate motivational instruments at work to account for the preferences of the African industrial worker.

The purpose of this paper is to assess the impact of managerial competencies on the marketing effectiveness of the organization. While many empirical works have centered on marketing effectiveness, the generalizability of its relationship to managerial competencies in the Nigerian context has been under‐researched.

A 27‐item survey questionnaire was developed and 84 corporate organizations in Nigeria were selected from the 2005 edition of the Nigerian stock exchange gazette as a sample of this study. A hand‐delivered survey was conducted from key informants in the organizations. Returned instruments were analyzed using non‐parametric correlation through the use of the Statistical Package for Social Sciences (SPSS) version 10.

The results of the study reported in this paper validated the earlier instruments and find a strong association between managerial competencies and marketing effectiveness of corporate organizations in the Nigerian context. The main finding of this study is that managerial competencies lead to marketing effectiveness in corporate organizations in Nigeria.

The implications of the results of this study are clear for scholars and managers. For managers this paper has implications on the investigation of the link between managerial competencies and marketing effectiveness of corporate organizations in Nigeria. In the first place, this paper provides a direct test of the applicability of a western paradigm to the Nigerian economic system, which is different from the other culture.

This paper significantly refines the body of knowledge concerning the impact of managerial competency on marketing effectiveness in the Nigerian context. This paper will no doubt contribute to the body of existing literature on managerial competency and marketing effectiveness.

The purpose of this paper is to examine the mediating effect of competitive advantage in the relationship between intellectual capital and financial performance in Uganda's microfinance institutions. The major aim is to establish the role of competitive advantage in the relationship between intellectual capital and firm performance.

The paper adopts MedGraph program (Excel version), Sobel tests and the Kenny and Boran approach to test for mediation effects.

Competitive advantage is a significant mediator in the association between intellectual capital and financial performance and boosts the relationship between the two by 22.4 percent in Ugandan microfinance institutions. Further findings confirmed a partial type of mediation between the intellectual capital, competitive advantage and financial performance.

Only a single research methodological approach was employed and future research through interviews could be undertaken to triangulate. Furthermore, the findings from the present study are cross‐sectional. Future research should be undertaken to examine the mediation effects studied in this paper across time.

In order to have a meaningful interpretation of the results of the relationships between study variables, it is always vital to assess the role of the third variable (competitive advantage) in the relationship. This enables practitioners and scholars to comprehend and make legitimate decisions and conclusions that can foster business growth.

This is the first study that focuses on testing the mediating effect of competitive advantage on the relationship between intellectual capital and financial performance in Ugandan microfinance institutions.

The purpose of this paper is to examine the most generally applied definitions and other aspects of emotional intelligence, as well as its associated managerial leadership competencies in corporate governance.

The paper adopted a descriptive methodology in describing emotional intelligence leadership for effective corporate governance.

The paper finds that the speed of change in the affairs of formal organizations worldwide tends to require the operations of those institutions to continually think and react to different situations. If people's emotions are pushed toward the range of enthusiasm performance can soar; if people are driven toward rancour and anxiety, they will be thrown of stride.

The emotional intelligence leadership discussed in this paper requires that for effective corporate governance, organizations have to grow emotional capital to handle issues of low morale, organizational stress, high staff turnover and lack of work/life balance. The paper propose that further research efforts could empirically assess the extent to which these emotional intelligence domains can influence managerial competence in diverse cultures.

The purpose of this paper is to examine the interaction effect of organizational climate and social exchanges and how they fuse to affect psychological contract in the public service in Uganda.

The paper adopts a cross-sectional descriptive and analytical design. The authors employ structural equation modeling to test hypotheses. Using proportionate and simple random sampling procedures, a sample of 346 respondents was drawn from Uganda public service commissions and agencies of which a response rate of 61.5 percent was obtained.

The magnitude effect of organizational climate on psychological contract depends on social exchanges; implying that the assumption of non-additivity is met.

Only a single research methodological approach was employed and future research through interviews could be undertaken to triangulate.

In order to boost the employee-employer relationship of public servants in Uganda commissions and agencies, managers should always endeavor to find a viable organizational climate-social exchanges mix or blend that can add value to employee-employer relationship.

This is one of the few studies that focus on testing the interactive effects of social exchanges on the relationship between organizational climate and psychological contract in Uganda public service commissions and agencies.

The purpose of this paper is to examine the mediating effect of intellectual capital on the relationship between board governance and perceived firm financial performance.

This study was cross-sectional. Analyses were by SPSS and Analysis of Moment Structure on a sample of 128 firms.

The mediated model provides support for the hypothesis that intellectual capital mediates the relationship between board governance and perceived firm performance. while the direct relationship between board governance and firm financial performance without the mediation effect of intellectual capital was found to be significant, this relationship becomes insignificant when mediation of intellectual capital is allowed. Thus, the entire effect does not only go through the main hypothesised predictor variable (board governance) but majorly also, through intellectual capital. Accordingly, the connection between board governance and firm financial performance is very much weakened by the presence of intellectual capital in the model – confirming that the presence of intellectual capital significantly acts as a conduit in the association between board governance and firm financial performance. Overall, 36 per cent of the variance in perceived firm performance is explained. the error variance being 64 per cent of perceived firm performance itself.

The authors surveyed directors or managers of firms and although the influence of common methods variance was minimal, the non-existence of common methods bias could not be guaranteed. Although the constructs have been defined as precisely as possible by drawing upon relevant literature and theory, the measurements used may not perfectly represent all the dimensions. For example board governance concept (used here as a behavioural concept) is very much in its infancy just as intellectual capital is. Similarly the authors have employed perceived firm financial performance as proxy for firm financial performance. The implication is that the constructs used/developed can realistically only be proxies for an underlying latent phenomenon that itself is not fully measureable.

In considering the behavioural constructs of the board, a new integrative framework for board effectiveness is much needed as a starting point, followed by examining intellectual capital in firms whose mediating effect should formally be accounted for in the board governance – financial performance equation.

Results add to the conceptual improvement in board governance studies and lend considerable support for the behavioural perspective in the study of boards and their firm performance improvement potential. Using qualitative factors for intellectual capital to predict the perceived firm financial performance, this study offers a unique dimension in understanding the causes of poor financial performance. It is always a sign of a maturing discipline (like corporate governance) to examine the role of a third variable in the relationship so as to make meaningful conclusions.

The purpose of this paper is to examine the extent to which employee involvement influences organizational effectiveness and to examine the extent to which employee involvement influences profitability, productivity, and market share.

The correlational study was conducted as a cross‐sectional survey. Research questionnaires were administered and interviews were held with managers in the organizations studied. A total of 388 managers were randomly drawn from a population of 13,339 managers of all the 24 banks in Nigeria. The independent variable, “employee involvement” was measured by empowerment, team orientation, and capacity development. The dependent variable, “organizational effectiveness” was measured by profitability, productivity, and market share. The measures all used a five‐point Likert scale (ranging from 1=strongly disagree to 5=strongly agree) and Spearman's rank correlation statistical tool was used to test the hypotheses.

The descriptive statistics of the study variables indicate that employee involvement positively influences organizational effectiveness. The result (Rho=0.515, p<0.05) shows a positive significant relationship between employee involvement and profitability. The result (Rho=0.126, p<0.05) shows a positive relationship between employee involvement and productivity. The result (Rho=0.256, p<0.05) shows a positive relationship between employee involvement and market share.

The result cannot be generalized because the study was carried out only in the banking industry. Not all the questionnaires given out were retrieved. Some respondents were reluctant to give out information about their organizations because of fear that such information will get to their competitors. Relevant literature on the topic of African origin were scarce, thus most of the literature reviewed was from Europe and America.

The results imply that increase in the level of employee involvement in organizations will enhance profitability, productivity, and market share. This means that employee involvement is associated with organizational effectiveness.

The study provides increased understanding, prediction, and appreciation of human behaviour. It enables us analyze the relationship that exist between employee involvement and organizational effectiveness. The study significantly enhances the body of knowledge in this area of management, as it provides reliable empirical results that can be used by scholars and practitioners. It will also help to alert managers to the implications of cultivating a culture of employee involvement that can serve as a competitive advantage. The study will be a challenge to further research because of its findings.