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The purpose of this paper is to examine how psychological capital (PsyCap) and self-driven personality fuse to affect happiness at work in the nursing profession in Uganda.

This paper adopts a cross-sectional descriptive and analytical design. The authors use structural equation modelling to test hypotheses. Using proportionate and simple random sampling procedures, a sample of 900 respondents was drawn from different hospitals in Uganda of which a response rate of 88.9% was obtained.

The magnitude effect of self-driven personality on happiness at work depends on PsyCap, implying that the assumption of non-additivity is met.

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

To boost happiness at the workplace, heads of hospitals should always endeavour to find a viable self-driven personality and PsyCap blend that can add value to nurses’ happiness in Uganda.

It is essential for health human resource managers to understand, how self-driven personality and PsyCap foster happiness among nurses in Uganda.

This is one of the few studies that focus on testing the interactive effects of PsyCap on the relationship between self-driven personality and happiness at the workplace in Uganda’s health sector.

This paper aims to investigate whether individual adaptability mediates the relationship between psychological capital and psychological well-being (PWB) of Ugandan small enterprise employees. Furthermore, the paper examines whether psychological capital and individual adaptability also affect PWB.

A cross-sectional survey design using a quantitative approach was used in this study. Data were collected from 726 employees of small enterprises in Uganda using a self-administered questionnaire. Data were analysed using the Statistical Package for Social Scientists and uploaded into AMOS version 23. The hypotheses were tested using the structural equation modelling technique.

Results confirm that individual adaptability partially mediates the relationship between psychological capital and PWB. Findings further indicate that psychological capital is positively related to individual adaptability and that individual adaptability is positively related to PWB.

First, the sample of this study consisted of employees working with small enterprises in Uganda with different demographic characteristics; thus, the generalizability of these findings to other sectors or contexts needs to be established. Secondly, the study was quantitative in nature. This study has managerial implications in a way that managers should have people management skills that support their employees to develop psychological capital and individual adaptability.

This study may be among the first to demonstrate that individual adaptability partially mediates the relationship between psychological capital and PWB in the context of small enterprise employees of Uganda, an African developing country. Consequently, this study contributes to both theory and literature via the broaden-and-build theory and the complex adaptive systems theory, hence adding to the scant existing literature on psychological capital, individual adaptability and PWB.

This paper aims to investigate whether individual adaptability mediates the relationship between personal initiative (PI) and psychological well-being of Ugandan small enterprise employees. Furthermore, the paper examines whether PI and individual adaptability also affect psychological well-being.

A cross-sectional survey design using quantitative approach was used in this study. Data were collected from 726 employees of small enterprises in Uganda using a self-administered questionnaire. Data were analyzed using the Statistical Package for Social Scientists and uploaded into AMOS version 23. Hypotheses were tested using structural equation modeling technique.

Results confirm that individual adaptability fully mediates the relationship between PI and psychological well-being. Findings further indicate that PI is negatively related to psychological well-being and that individual adaptability is positively related to psychological well-being.

First, the sample of this study consisted of employees working with small enterprises in Uganda with different demographic characteristics; thus, the generalizability of these findings to other sectors or contexts needs to be established. Secondly, the study was quantitative in nature. This study has managerial implications in a way that managers need to create a climate that fosters individual adaptability among employees to help them enhance their Psychological well-being (PWB).

Small enterprise employees with high levels of PI may benchmark on this study findings by ensuring that they adjust their thinking, emotions and behavior to navigate the challenges of the current working environment such that they can increase their psychological well-being.

This study may be among the first to demonstrate that individual adaptability mediates the relationship between PI and psychological well-being in the context of small enterprise employees of Uganda, an African developing country.