Browsing by Author "Samuel, Mafabi"

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Does individual adaptability mediate the relationship between personal initiative andpsychologicalwell-being: evidence from Uganda’s small enterprises
(Journal of Humanities and Applied Social Sciences, 2024-11-16) Agnes, Tabala; John, Munene; James, Kagaari; Samuel, Mafabi; Jannat, Kyogabiirwe
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–Across-sectional survey designusing quantitativeapproach was used inthis 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. Researchlimitations/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.
Psychological well-being of small enterprise employees: a multi-theoretical perspective
(International Journal of Organizational Analysis, 2023-06) Agnes, Tabala; John, C. Munene; James, Kagaari; Samuel, Mafabi; Jannat, Kyogabiirwe
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.
Relational agency and relational people management: evidence from Uganda’s micro and small enterprises
(Asia Pacific Journal of Innovation and Entrepreneurship, 2022-08) Grace, Nalweyiso; Samuel, Mafabi; James, Kagaari; John, Munene; Joseph, Ntayi; Ernest, Abaho
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.