The Near Abasement of Uganda Hotels’ Staff Altruistic Behaviour by COVID-19 Pandemic: A Relief Model

This paper aims to analyze the relationship between employee optimism, status competitiveness, interpersonal adaptability and employee altruism during the COVID-19 pandemic. In addition, it examined the mediating effect of interpersonal adaptability and employee optimism in the stated relationship. A quantitative study was conducted using a sample of 303 respondents that constituted both managers and employees from 70 selected hotels in Uganda shortly after the end of the first lockdown in July, 2020. The associated hypotheses were tested using the Smart-PLS 3.2 software. Once employees are optimistic, undergo free and fair competition for any position, and feel that they freely interact with one another, then they are bound to devote themselves to the welfare of one another at all costs. It examined employee optimism, status competitiveness, and interpersonal adaptability as explanations of employee altruism. This is in addition to the mediation effect of interpersonal adaptability and employee optimism in the stated relationship. In terms of its value, when employees have positive expectations regardless of the current challenges they undergo, there is fair competition for all positions in the organization, and that they interact freely, they can offer help for others’ welfare. Keywords: employee optimism, status competitiveness, interpersonal adaptability, employee altruism, organizational citizenship behavior and COVID-19

Adaptability Features, Proactivity, and Change Readiness: An Empirical Investigation of Public Sector Organisations

This study examined the mediating role of proactivity in the effects of five adaptability features (i.e. work stress coping, creativity, dealing with uncertainty, training and learning, and interpersonal adaptability) on employees’ change readiness. A total of 379 employees of public sector organisations in Malaysia participated in the study. Partial Least Squares-Structural Equation Modelling (PLS-SEM) was employed to analyse the proposed model. The results indicate that out of the five adaptability features, three (dealing with uncertainty, training and learning, and interpersonal adaptability) significantly predict proactivity. Proactivity was also found to mediate the effects of these three adaptability features on change readiness. This paper contributes to the change readiness literature by identifying proactivity as mediator in the relationship between adaptability features and change readiness, which has received relatively scant attention. Practical and theoretical contributions are discussed.

Socio-psychological features of the adaptation potential of modern youth

The article presents the results of theoretical and empirical research on the study of socio-psychological features of the adaptive potential of modern youth. The structural relationships between the elements of the system of adaptability are studied and the forces of connection between them are determined. The influences of personal qualities, interpersonal and family relations of modern youth (according to the questionnaire of N. Pezeshkian) on the determinants of health are considered. The conceptual approaches to the creation of a hierarchically-parity model of the adaptive potential of modern youth are substantiated. The main adaptability as components of the adaptive potential of the personality has been identified: intrapersonal, interpersonal, absence of maladaptation disorders, adaptability of personal socio-psychological potential and competence. The first four adaptations reflect the personality assessment of their own abilities and capabilities for implementing the adaptation process, while competence-based adaptability reflects directly the actions that respondents use to adapt to new conditions of functioning. It is shown that the adaptive potential of the personality is realized at the following levels: individual, personal, and the level of socio-psychological characteristics. The independence of competence adaptability from personal abilities, its reliance on individual properties and social characteristics is revealed. The structural relationships between the elements of the adaptability system are investigated and the relationships between them are determined. Identified statistically significant correlation relationships in the areas of dependence: «Intra-personal adaptability – Interpersonal adaptability», «Intra-personal adaptability – Lack of maladaptation disorders», «Personal socio-psychological potential – Interpersonal adaptability», «Absence of maladaptation aspirations personality social and psychological potential».

Impacts of organizational knowledge sharing practices on employees’ job satisfaction

Purpose The purpose of this paper is to investigate empirically impacts of organizational knowledge-sharing practices (KSP) on employees’ job satisfaction (JS), interpersonal adaptability (IA) and learning commitment (LC). Indirect effects of KSP on JS are also confirmed through mediating factors (LC and IA). Design/methodology/approach Self-administered questionnaire was used for data collection. Knowledge workers from service sector organizations were taken as population of study. Therefore, three types of institutes (banks, insurance and telecom companies) from services sector of Pakistan were selected for sampling purpose. A sample size of 435 employees, comprising 145 employees from each type of institute, was selected. Linear regression analysis and mediation analyses were performed for statistical analysis. Findings Organizational support for knowledge sharing fosters learning commitment (LC), and interpersonal adaptability (IA) among workforce that ultimately grounds employees’ job satisfaction. Therefore, in our findings, the mediating role of IA is greater than the mediating effect of LC. Research limitations/implications This study presents a firm reasoning to decision makers for implementation of KSP in the organizations. Findings of study offer several subjects for discussion in the field of KS by academics and research. Present research is limited to test the composite effect of KSP for some selected employee outcomes only. Originality/value This research attempts to provide empirical evidence about impacts of KSP on employee outcomes. Research work on such issues was lacking in Pakistani context. Therefore, this paper supplies ample of theoretical base for future research as well as management decision makers to maximize the benefits of implementing KSP at their organizations.