Browsing by Author "Mpaata, Abdul Kaziba"

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    Servant leadership and innovative work behavior: Does psychological empowerment matter?
    (Taylor & Francis, 2026) Wanyana, Mercy; Musenze, Abaasi Ibrahim; Mpaata, Abdul Kaziba
    Using the social exchange theory and Spritzer’s empowerment model, this research explains how servant leadership affects innovative work behavior. There is a lack of empirical evidence on servant leadership’s influence on innovative behavior within the African or higher education context, as well as mediating models of psychological empowerment in the relationship between servant and innovative work behavior. The present study particularly hypothesizes that psychological empowerment positively mediates the Servant Leadership-Innovative Work Behavior relationship. To examine the proposed links, using a cross-sectional survey, the study uses a sample of 308 academic staff members employed by Uganda’s public universities. The findings derived from the structural equation modeling validate each of the study’s hypotheses and suggest new research directions of inquiry for servant leadership and innovative work behavior research. Specifically, servant leadership predicted innovative work behavior, and psychological empowerment significantly mediated the relationship between servant leadership and innovative work behavior. The present study clarifies the hitherto understudied relationship between servant leadership and employees’ innovative work behaviors in Uganda’s public universities, as well as the crucial role psychological empowerment plays in this relationship. This is an important finding for both theory and practice. KEYWORDS: Innovative work behavior; servant leadership; psychological empowerment; structural equation modeling; public universities
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    Unpacking the role of job satisfaction in the psychological capital-work engagement link: evidence from Ugandan public universities
    (Springer, 2025) Mayende, Sifuna Thomas; Musenze, Ibrahim Abaasi; Mpaata, Abdul Kaziba; Nkurunziza, Gideon
    The purpose of this study was to explore how job satisfaction acts as a mediator in the relationship between work engagement and psychological capital. The research adopted a cross-sectional design to gather data from teaching staff at public universities in Uganda, using self-report questionnaires. A total of 270 responses were analysed through structural equation modelling to test the proposed relationships. The results indicate that psychological capital directly influences both job satisfaction and work engagement. Additionally, job satisfaction mediates the relationship between psychological capital and work engagement. These findings may assist management and policymakers in designing, adopting, and implementing strategies to enhance psychological capital, such as flexible work programmes, to boost work engagement. This research contributes to the literature on work engagement by identifying job satisfaction as an additional mediator between psychological capital and work engagement. Keywords Psychological capital • Job satisfaction • Work engagement • Ugandan public universities