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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.

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.

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.

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.

This study aims to examine the effect of the different forms of attitudes on the behavioural intentions to adopt solar energy technologies (SETs) in Uganda. Although commonly examined, the effect of attitudes on people’s behavioural intentions to adopt SETs ought to be more distinctively examined to have a clear picture of how each of the identified sets of attitudes influences the adoption of SETs.

Based on a sample of 360 households from three urban districts in Uganda sampled using a multi-stage sampling technique, data were collected using a self-administrated structured questionnaire. The data were then analysed using partial least square–structural equation model with SmartPLS 3.0 software.

The study establishes that more specific attitudes affect behavioural intentions to adopt SETs than general pro-technology attitudes. Results reveal that both pro-environment and application-specific attitudes matter for behaviour intentions to adopt SETs amongst households. However, the general pro-technology attitudes are not significantly associated with behavioural intentions to adopt SETs.

The results are important for producers and promoters of solar technology to craft appropriate promotion campaigns intended to increase the acceptance and usage of SETs. This means focussing on creating positive attitudes specific to particular applications and popularising specific uses of solar technologies.

The study provides an alternative approach to the general representation of the attitudes–intentions relationships by examining the differences in the attitudes developed towards the different aspects of these technologies as a substantial source of variations in adoption behaviour, which is rarely addressed.

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 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.

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 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.

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.