Josephine Namugumya, John Chrysostom Kigozi Munene, Sam Samuel Mafabi and James Kagaari
The purpose of this paper is to examine the mediating role of systems adaptability in the relationship between emotional intelligence and talent management in tertiary…
Abstract
Purpose
The purpose of this paper is to examine the mediating role of systems adaptability in the relationship between emotional intelligence and talent management in tertiary institutions in Uganda.
Design/methodology/approach
To achieve the study purpose, the authors used responses from 91 tertiary institutions following a cross-sectional survey design. Partial least structural equation modelling (PLS-SEM) was used to analyse the data and done at an institutional level.
Findings
The results reveal that systems adaptability plays a full mediating role in the relationship between emotional intelligence and talent management in tertiary institutions as it accounts for 96.68% variance.
Research limitations/implications
Managing talented employees is not a snapshot process, yet the authors used a cross-sectional design. This paper is limited in this regard. Also, talent management in this paper is only explained by emotional intelligence and systems adaptability.
Practical implications
Talent management is explained by emotional intelligence and systems adaptability, which are metaphors of emotional intelligence and complex adaptive system theories. The authors also add to theory by establishing a fully mediating role of systems adaptability between emotional intelligence and talent management.
Originality/value
This paper establishes the mediating role of systems adaptability in the relationship between emotional intelligence and talent management in tertiary institutions.
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Grace Nalweyiso, Samuel Mafabi, James Kagaari, John Munene and Ernest Abaho
This paper offers a theoretical explanation to a positive story of a micro enterprise found in Uganda, an African developing country that has successfully managed workplace…
Abstract
Purpose
This paper offers a theoretical explanation to a positive story of a micro enterprise found in Uganda, an African developing country that has successfully managed workplace relationships, its survival and good performance. Specifically, the paper examines multiple theories to explain the practice in this enterprise.
Design/methodology/approach
The study uses storytelling, a form of narrative inquiry embedded in qualitative methodology. Based on in-depth interviews with the owner-manager and employees, a story was developed detailing their practical experience while focusing on the context, actions, results and lessons.
Findings
Findings reveal that micro enterprises that allow free generation of ideas across all levels with optimistic people who reciprocate and work together create a friendly work atmosphere with support for one another, with the ability to amicably resolve conflicts and build trust. More so, theories including social exchange theory, relational cohesion theory, complex adaptive systems theory and cultural historical activity theory help explain the manifestations of relational people management in micro enterprises.
Originality/value
This paper is unique in its use of a positive story showing a practical experience of how workplace relationships are managed in a micro enterprise found in Uganda. In addition, a multi-theoretical perspective is used to explain the manifestations in the story which may be novel in the study context. Thus, a conceptual model is proposed depicting generalized reciprocity, positive emotions, generative leadership and relational agency as antecedents of relational people management with relational agency again mediating the other relationships.
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Agnes Tabala, John Munene, James Kagaari, Samuel Mafabi and Janatti Kyogabiirwe Bagorogoza
This paper aims to investigate whether individual adaptability mediates the relationship between psychological capital and psychological well-being (PWB) of Ugandan small…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
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.
Originality/value
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.
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Agnes Tabala, John Munene, James Kagaari, Samuel Mafabi and Jannat Kyogabiirwe
This paper aims to investigate whether individual adaptability mediates the relationship between personal initiative (PI) and psychological well-being of Ugandan small enterprise…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
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).
Practical implications
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.
Originality/value
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.
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Agnes Tabala, John C. Munene, James Kagaari, Samuel Mafabi and Jannat Kyogabiirwe
This paper aims to suggest a multi-theoretical explanation using a success story to explain psychological well-being (PWB) among employees of K.C, a small enterprise found in…
Abstract
Purpose
This paper aims to suggest a multi-theoretical explanation using a success story to explain psychological well-being (PWB) among employees of K.C, a small enterprise found in Uganda, a developing country in Africa.
Design/methodology/approach
The study used qualitative methodology. Based on in-depth interviews with K.C employees, a story was developed describing the practical experience, focusing on the context, actions, results and lessons learnt. Regarding the sample size, the saturation point was attained on the seventh participant.
Findings
Findings reveal that employees that possess psychological capital set targets and generate avenues that allow them to achieve set goals, with personal initiative that makes them proactive to accomplish work tasks and individual adaptability that enables them to adjust their emotions and behavior to fit in a complex working environment, which makes them to think, feel and act positively. Furthermore, several theories, including broaden and build, personal initiative and complex adaptive systems theory, explain the manifestations of PWB of employees in small enterprises.
Research limitations/implications
The study was limited by focusing on the context of a small enterprise. Future research may investigate other study contexts whose findings might be different. In addition, the study being hypothetical lacked statistical testing. It would be a meaningful effort if future studies statistically tested the suggested model. Irrespective of the limitations, the findings of this study remain significant.
Practical implications
In practice, employees may replicate these findings to nurture PWB which eventually contributes to enterprises’ success. This could provide answers to the psychological challenges experienced by employees of small enterprises, especially in the African developing countries like Uganda where this is a major challenge. Specifically, the workers of K.C enterprise may depend on their PWB to deal with workplace challenges and sustain the enterprise’s performance.
Social implications
Socially, there is need to embrace positive social relationships among employees at the work place which will translate into well-being of society.
Originality/value
This paper is exceptional because it uses a success story showing practical experiences of how PWB of employees in small enterprises is nurtured in Uganda. In addition, a multi-theoretical perspective is used to explain the manifestations in the story, which is the greatest contribution of this paper. Further, a conceptual model is still proposed, depicting psychological capital, personal initiative and individual adaptability as antecedents of PWB.
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Willie Chinyamurindi, Janatti Bagorogoza Kyogabiirwe, Jolly Byarugaba Kabagabe, Samuel Mafabi and MTutuzeli Dywili
There is noted emphasis on the role of small businesses as conduits for economic development especially in emerging economies. Given this, there is need for constantly seeking for…
Abstract
Purpose
There is noted emphasis on the role of small businesses as conduits for economic development especially in emerging economies. Given this, there is need for constantly seeking for ways to assist small businesses achieve success. Calls exist in the literature to investigate the combined role that strategy and human resource management practices can play leading to efforts of financial success.
Design/methodology/approach
A structured questionnaire was utilised and data collected from 401 small businesses operating in the Eastern Province of South Africa. Pearson product–moment correlation and hierarchical regression were used in the data analysis.
Findings
The results confirm that a direct relationship exists between strategy and financial performance. Further, the relationship is made significant only through the mediation effect of human resource management practices.
Practical implications
To fully realise the enactment of strategy within small businesses there is need to pay attention to the role that human resource management practices may potentially have on financial performance. Small business owner-managers need to ground their strategies with sound human resource management practices. Through this, firm financial performance can be attained.
Originality/value
The paper sheds light and presents a model that illustrates the mediating role of human resource management practices on the relationship between strategy and financial performance.
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Vincent Obedgiu, Vincent Bagire and Samuel Mafabi
The purpose of this paper is to examine the relationship between organizational commitment and organizational citizenship behaviour (OCB) among local government civil servants.
Abstract
Purpose
The purpose of this paper is to examine the relationship between organizational commitment and organizational citizenship behaviour (OCB) among local government civil servants.
Design/methodology/approach
This paper adopts a cross-sectional survey research design with a response of 239 civil servants in the local government sector; data was collected using a questionnaire and quantitative approaches were used in analysis.
Findings
The findings reveal that there is a significant positive relationship between organizational commitment and organizational citizenship behaviour. The predictive power of organizational commitment on OCB is, however, lower than other similar studies in extant literature. Despite being significant, the coefficient of determination in the final model was very low raising thoughtful concerns hence recommendation for further analytical studies in the local government context in the African setting.
Research limitations/implications
The results in this study cannot be without limitations. The authors take a note of the sector that the authors studied, i.e., local governments, in which the authors may not have contextualized the concepts very well and had challenges of interpretation by the respondents. The authors were also limited by the lack of context-specific literature to underpin our discussion. The paper is also limited by the narrow scope of one region in Uganda and thus generalizability to the African level may be done with caution.
Practical implications
This study provides important implications to policy, practice and research. While policies provide for expected efficiencies and productivity, the authors note that an environment in which these are to be achieved is important when it promotes OCB. Policy makers should bear in mind behavioural elements for affective, normative and continuance commitment.
Originality/value
This study contributes to the body of knowledge by finding further support for the relationship between organizational commitment and OCB, and advances a likely debate that among local government civil servants in a developing country context the predictive power could be very low. This possibly explains the efficiency gaps at this level of state governance.
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Samuel Mafabi, Sentrine Nasiima, Edgar Mutakirwa Muhimbise, Francis Kasekende and Caroline Nakiyonga
This paper aims to examine the mediation role of behavioral intention in the relationship between attitude, subjective norm, perceived behavioral control and knowledge sharing…
Abstract
Purpose
This paper aims to examine the mediation role of behavioral intention in the relationship between attitude, subjective norm, perceived behavioral control and knowledge sharing behavior.
Design/methodology/approach
The study adopted a cross-sectional design to collect data used to carry out mediation analysis. Structural equation modeling was used to test for the mediation effect based on the theory of planned behavior.
Findings
The results reveal positive and significant relationships between attitude, subjective norm, perceived behavioral control and behavioral intention. There is a full mediation effect of behavioral intention between attitude, subjective norm, perceived behavioral control and knowledge sharing behavior. This implies that behavioral intention wholly processes planned behavior prediction.
Research limitations/implications
The sample size was small, covering only two referral hospitals which affects the generalization of findings across all the hospitals in Uganda. The study was cross-sectional focusing on a one-off perception, which does not examine knowledge sharing behavior over time. This may necessitate follow-up studies in a longitudinal design to capture the trend of results.
Practical implications
Managers in referral hospitals should create opportunities for health professionals to enhance knowledge sharing behavior. Knowledge sharing practices should be embedded in the performance appraisal and reward systems which should promote positive knowledge sharing attitudes and norms and develop self-efficacy.
Originality/value
The study generates empirical evidence on less studied phenomena in the health sector focusing on behavioral intention mediation in predicting knowledge sharing behavior.
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Samuel Mafabi and Francis Comet Kabagambe
This paper makes a qualitative inquiry about how organisational resilience can be nurtured through knowledge management practices in parastatals to cope with environmental…
Abstract
Purpose
This paper makes a qualitative inquiry about how organisational resilience can be nurtured through knowledge management practices in parastatals to cope with environmental challenges. The paper identifies parastatal challenges and organisational resilience mechanisms.
Design/methodology/approach
A phenomenological paradigm through conversational discourse is used to investigate the building of organisational resilience. Twelve cases are covered to provide data that is interpretively analysed using direct quotes, causal-effect matrix and vignette.
Findings
There are various phenomenological knowledge management practices like knowledge acquisition, knowledge sharing, knowledge creation, knowledge storage and retrieval that are undertaken to cope with certain organisational challenges which this study identified. Organisational resilience mechanisms are reported.
Research limitations/implications
This study is limited by a convenient sample and interview subjectivity as well as a small part of the public sector that was studied.
Practical implications
Organisations should design an appropriate knowledge management system to acquire, create, share, store and retrieve knowledge as a critical resource for building organisational resilience mechanisms.
Originality/value
This study makes a contribution to the body of knowledge about how phenomenologically public organisations develop resilience mechanisms through knowledge management practices.
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Grace Nalweyiso, Samuel Mafabi, James Kagaari, John Munene, Joseph Ntayi and Ernest Abaho
This paper aims to investigate whether relational agency fosters relational people management using evidence from micro and small enterprises in Uganda, an African developing…
Abstract
Purpose
This paper aims to investigate whether relational agency fosters relational people management using evidence from micro and small enterprises in Uganda, an African developing country. Specifically, the paper examines whether the individual relational agency dimensions (shared learning, mutual cooperation, collective efficacy and interaction enablement) also affect relational people management.
Design/methodology/approach
A cross-sectional survey design using a quantitative approach was used in this study. Data were collected from 241 micro and small enterprises in Uganda using a structured questionnaire and were analysed using the Statistical Package for Social Scientists.
Findings
The results indicate that relational agency is positively and significantly associated with relational people management. Findings further indicated that collective efficacy, mutual cooperation, shared learning and interaction enablement individually matter in relational people management.
Originality/value
To the best of the authors’ knowledge, this study may be among the first to demonstrate that relational agency and its individual dimensions (interaction enablement, shared learning, mutual cooperation and collective efficacy) foster relational people management in the context of micro and small enterprises of Uganda, an African developing country. Consequently, this study contributes to both theory and literature via the cultural historical activity theory, hence, adding to the scant existing literature on relational agency and relational people management.