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1 – 9 of 9Martin Mabunda Baluku, Richard Balikoowa, Edward Bantu and Kathleen Otto
Based on self-determination theory, this study aims to examine the impact of satisfaction of basic psychological needs (BPNs) on the commitment to stay self- or salary-employed…
Abstract
Purpose
Based on self-determination theory, this study aims to examine the impact of satisfaction of basic psychological needs (BPNs) on the commitment to stay self- or salary-employed. Not only the entry of individuals but also their commitment to remain self-employed is important. Enterprises established by the self-employed can only survive longer if the owners are willing to continue in self-employment.
Design/methodology/approach
The study was conducted among a cross-country sample drawn from Germany, Kenya and Uganda. An online survey was conducted among self- and salary-employed individuals in Germany. In Uganda and Kenya, cross-sectional samples were recruited through their workplaces and business forums. These processes yielded 869 responses (373 self-employed and 494 salary-employed). Differences in the impact of BPNs on the commitment to self-employed or salaried-employment across countries were examined using PROCESS macro 2.16.
Findings
The findings revealed that the self-employed exhibit higher commitment to their current form of employment than the salary-employed. The satisfaction of needs for autonomy and competence were associated with higher levels of commitment to self-employment than to salary-employment across the three countries. The need for relatedness was also strongly associated with commitment to self-employment much more than to salary-employment for Ugandan and Kenyan participants; but not for the German participants.
Originality/value
Persistence in self-employment is essential not only for individuals to remain employed but also as a pathway to achieving career success. However, research has paid limited attention to persistence in self-employment. This research contributes to the understanding of antecedents for commitment to self-employment across countries, and therefore what should be done to enable particularly young individuals to stay self-employed. Moreover, the study also examines whether these antecedents have similar effects among individuals in salaried-employment.
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Martin Mabunda Baluku, Simon Kizito, Richard Balikoowa and Betty Namale
The study examines the effects of organizational compassion during the COVID-19 pandemic on teachers' mental health and, consequently, their commitment and work engagement. The…
Abstract
Purpose
The study examines the effects of organizational compassion during the COVID-19 pandemic on teachers' mental health and, consequently, their commitment and work engagement. The study tests a serial mediation model for the effects of organizational compassion on employee engagement via mental health and the three components of organizational commitment.
Design/methodology/approach
A cross-sectional sample (N = 436) completed an online questionnaire towards the end of the prolonged lockdown of schools in Uganda (2021–2022). Serial mediation analysis in PROCESS Macro was employed to test the hypotheses.
Findings
As hypothesized, organizational compassion was significantly related to teachers' mental health, the three components of organizational commitment, and employee engagement. A double mediation path of the effects of organizational compassion on employee engagement via mental health and affective commitment was significant.
Practical implications
The findings highlight how organizational compassion benefits employees’ psychological health and work attitudes and behavior. The findings draw attention to the need to design compassion practices that boost the emotional value of organizational compassion to the individual over the economic and normative value.
Originality/value
The study contributes to the literature on organizational compassion outcomes by focusing on employee engagement and the underlying mediating mechanisms. The study is also one of the few that has examined the effects of organizational compassion on the three components of organizational commitment.
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Does trait mindfulness enhance refugees' potential to engage in entrepreneurial activities? Entrepreneurship is increasingly used for the socioeconomic integration of refugees and…
Abstract
Purpose
Does trait mindfulness enhance refugees' potential to engage in entrepreneurial activities? Entrepreneurship is increasingly used for the socioeconomic integration of refugees and as an approach to attaining refugees' self-reliance. This study aims to explore the effects of trait mindfulness on the theory of planned behavior (TPB) antecedent variables and, consequently, refugees' entrepreneurial and implementation intentions in a low-income context.
Design/methodology/approach
The study uses data collected from 398 refugees from three settlements in Uganda. Participants completed a survey questionnaire related to the constructs in the TPB model (attitudes, subjective norm [SN], perceived behavioral control [PBC] and entrepreneurial intentions), trait mindfulness and intention to implement their entrepreneurial intentions. The paper uses serial mediation analysis conducted in PROCESS Macro.
Findings
As predicted, trait mindfulness was positively associated with the constructs in the TPB model and implementation intention. The three antecedent variables in the TPB model and entrepreneurial intentions mediated the association between trait mindfulness and implementation intention. In addition, the double mediation paths involving the TPB antecedent constructs and entrepreneurial intention were significant except for the path via SN and entrepreneurial intentions.
Originality/value
The paper provides insights for integrating trait mindfulness and the TPB model to predict refugees' entrepreneurial intentions and behavior. The study has explored the usefulness of trait mindfulness to the constructs in the TPB model, suggesting that mindfulness interventions can strengthen entrepreneurial attitudes, SN and PBC, consequently boosting entrepreneurial intentions and the likelihood of acting on one’s entrepreneurial intentions.
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Kathleen Otto, Robert Roe, Sonja Sobiraj, Martin Mabunda Baluku and Mauricio E. Garrido Vásquez
The purpose of this paper is to investigate the relationship between career ambition – defined as high achievement motivation and strong career orientation – and both extrinsic…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between career ambition – defined as high achievement motivation and strong career orientation – and both extrinsic (salary, position) and intrinsic success (job satisfaction, goal attainment) of psychologists. Over and above this, the authors explore whether extrinsic success predicts intrinsic success or vice versa.
Design/methodology/approach
In order to analyze the impact of career ambition on extrinsic and intrinsic success, the authors conducted two online studies with psychology graduates – a cross-sectional study (Study 1; n=119) and a longitudinal one (Study 2; n=63; two-three years interval between assessment points). The authors applied regression and cross-lagged analyses to investigate the interplay of career ambition and career success.
Findings
The results show that career ambition impacts on both extrinsic and intrinsic success. More specifically, extrinsic success was positively predicted by career orientation in Study 1. In contrast, achievement motivation was negatively related to intrinsic success (Study 1) and even diminished it over time (Study 2). Findings of the cross-lagged analysis further underlined that intrinsic success predicts extrinsic success.
Originality/value
The study contributes by separately investigating two aspects of career ambition and showing their different effects on career success in the specific profession of psychologists. As cross-lagged findings revealed that psychologists’ intrinsic success predicted their extrinsic success and not vice versa, the authors discuss whether psychologists might be worsening their career development in the long run by showing high achievement motivation.
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Martin Mabunda Baluku, Matagi Leonsio, Edward Bantu and Kathleen Otto
The purpose of this paper is to investigate how autonomy, moderated by employment status, impacts the relationship between entrepreneurial mentoring (EM) and entrepreneurial…
Abstract
Purpose
The purpose of this paper is to investigate how autonomy, moderated by employment status, impacts the relationship between entrepreneurial mentoring (EM) and entrepreneurial intentions (EI) among three countries (Germany, Kenya, and Uganda); as informed by both theory of planned behavior and self-determination theory.
Design/methodology/approach
A convenient sample of 1,509 youth from Germany, Kenya, and Uganda consisting of final-year university students, wage-employed, and unemployed was identified and studied. A multi-group analysis was conducted to test for differences in the impact of EM and autonomy on EI.
Findings
The findings indicate that mentoring and autonomy are positively correlated with EI. EM and intentions were lower among German participants than for the East African countries. The moderated moderation results revealed that EM is related to higher EI among students and the unemployed, and when individuals have higher levels of autonomy. Country-level analysis showed the effects of EM and autonomy are highest in Germany and lowest in Uganda.
Practical implications
Mentoring and self-determination play an important role in the development of EI. Entrepreneurship mentors should specifically support their protégées to develop the ability to act autonomously as an important entrepreneurial competence. The results further indicate that effectiveness of EM varies according to employment status and among countries. This is particularly important for targeting and designing of EM interventions. EM resources should be applied to youth with high autonomy, who are in either in insecure wage employment or who have no jobs. Protégés with low levels of autonomy should be supported to appreciate autonomy and develop the ability for autonomous action. Future EI research should also examine the impact of the availability of attractive positions in wage employment; and the effects of the availability of social safety nets on the need for autonomy.
Originality/value
A major challenge in EI research is the predominant focus on student populations. Using a multi-group analysis, the present paper tested for differences in the impact of EM and autonomy on EI. EM and EI were lower in German participants that in Kenyan and Ugandan participants. Whereas EM was generally positively correlated to EI, the moderated results showed that EM is related to higher EI among students and the unemployed, and when participants have higher autonomy. The study implies that EM and EI are highly correlated when participants need to work but have not or cannot find work or whey they do not need salaried employment to survive.
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Martin Mabunda Baluku, Dorothee Löser, Kathleen Otto and Steffen Erik Schummer
The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions…
Abstract
Purpose
The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions among early career professionals. Career mobility is of increasing relevance to achieving career success in the era of protean and boundaryless careers, and in the present day highly globalized labor market. International mobility provides opportunities for work in organizations (corporate expatriation) as well as in entrepreneurship (expat entrepreneurship).
Design/methodology/approach
This paper reports two studies examining the role of “protean career personality,” conceptualized as consisting of personal initiative and flexibility on entrepreneurial and expatriation intention, looking at career orientation attitude as the mediating mechanism. In study 1, the impact of personal initiative and flexibility on the two career mobility paths is explored using a sample of 442 German undergraduate students. Study 2 replicates these relationships among a sample of 100 early career professionals who graduated with a diploma in psychology.
Findings
Results indicate that for the sample of undergraduate students, flexibility and career orientation were positively related to expatriation intention. However, the mediation path was non-significant. On the other hand, personal initiative and career orientation were essential for entrepreneurial intentions, with a significant mediation path. For the early career professionals in contrast, only flexibility turned out to be resourceful for both expatriation and entrepreneurial intentions.
Practical implications
Suggestions for supporting early career professionals to develop interest in working abroad or in entrepreneurship are provided. Particularly, the results indicate that protean traits affect mobility intentions differently. To strengthen intentions for expatriation work, attention should be paid enhancing the ability for staying flexible when it comes to career choices. This applies to both undergraduate students and early career professionals. However, a strong career orientation is also essential to the development of expatriation intention among current students. On the other hand, enhancing proactivity could strengthen entrepreneurial intention among undergraduate students.
Originality/value
This study applies protean-related traits and attitudes; and how they work together in the development of mobility intentions among undergraduate students and early career professionals. The study reveals differential roles of these traits and attitudes among these groups, with regard to expatriation and entrepreneurship. This is important for career guidance.
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Leonsio Matagi, Peter Baguma and Martin Mabunda Baluku
The purpose of the study is to establish the relationship between age, job involvement, job satisfaction and job performance of sub-county chiefs in the Ugandan local government.
Abstract
Purpose
The purpose of the study is to establish the relationship between age, job involvement, job satisfaction and job performance of sub-county chiefs in the Ugandan local government.
Design/methodology/approach
A cross-sectional survey design was used to obtain a total sample of 320 sub-county chiefs who were selected to participate in the study using multi-stage stratified random sampling. A self-administered questionnaire was used to collect data that were entered into the computer using Statistical Package for the Social Sciences, version 23 (IBM SPSS-AMOS). Path analysis results were used to test the hypotheses.
Findings
The results indicated significant positive relationships between: age and job involvement, job involvement and job satisfaction, and job involvement and job performance. Non-significant relationships were between age and job satisfaction, age and job performance, and job satisfaction and job performance. A reconstructed model was presented.
Practical implications
Employees’ participation in decisions that affect their work brings positive behavioral outcomes. Job involvement makes workers feel as part of the organization and contributes significantly to organizational effectiveness and morale of workers. Managers are encouraged to pay much attention to the requirements of their staff so as to increase their job involvement, which can ultimately lead to high levels of job satisfaction and improved job performance.
Originality/value
This study proposes that older employees who highly participate in organizational activities are likely to be satisfied and outstanding performers. Strategic recruitment agencies are very important in ensuring “quality at the gate” because they focus on the work attitudes and can attract and retain a satisfied and competent workforce.
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
Regardless of their age, workers perform better when they feel affinity with the organization and their role within it. Companies that meet the needs of employees and involve them in decision-making can positively influence their job involvement and accordingly increase employee job satisfaction and job performance.
Originality/value
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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