Utilisation of labour among pig farmers in northern Uganda

Abstract

In many sub-Saharan countries, pig (Susscrofa domesticus) production is increasingly an important food security and income generating activity for smallholder farmers. This is attributed to the high prospects for vigilance of the pork market, driven by urbanisation, population growth and dietary transition towards more animal protein per capita. Therefore, increasing pig production is one of the viable pathways to get smallholder farmers out of poverty and food insecurity. Although there are extensive studies about the elements of pig production, such as feeding, breeding and space requirements; little work has been done on distribution of innovation behaviour and the socio-economic factors that influence labour utilisation in the region. The objective of this study was to determine the socio-economic factors that influence labour (family or hired) utilisation and distribution of innovation behaviour among pig farmers in Northern Uganda. Through a cross sectional survey and descriptive analysis, we characterised smallholder pig farmers in the northern Uganda by type of labour used for pig production, and explored the distribution of the dimensions of innovation behaviour (exploration, experimentation, adaptation and modification) among them. Results revealed that young educated farmers with non-farm employment, a smaller household size, belonging to a farmer group and who had many pigs were more likely to use hired labour than those with counter characteristics. There were significant differences in the number of farmers who exhibited the different dimensions of innovation behavior. Therefore, interventions to boost pig production through the use of hired labour should consider the socio-economic differences among farmers which determine labour constraints they face.

Ethical leadership (EL) and innovative work behavior (IWB) in public universities: examining the moderating role of perceived organizational support (POS)

“…The present research explored, first, the EL-IWBs relationship, and second, the existence of IWBs with regard to the support provided by the organization (POS). Evidence from this study support a strong-positive and significant relationship between EL and IWBs, which is consistent with the works of Mugonya et al (2020), Özsungur (2019), Ahmad et al (2021) and Javed et al (2020). Also, this study established that a supportive environment within the organization enhances ethical leader's effectiveness in promoting IWBs, confirming suitability of the contingency theory to successful realization of IWBs.…”

“…Based on SET (Blau, 1964), we argue that supervisor and subordinate relationships are dependent on reciprocity norms. Consequently, prior studies have found a significant link between EL and IWBs (Kasule et al, 2015;Mugonya et al, 2020;Zahra and Ajmal, 2017). Based on these theoretical insights, we propose that: H1.…”

“…To sustain its hi-tech innovative edge in the context of the international market, generally, policymakers, and organizational leaders world over and particularly Uganda, are evolving practices such as electronic library services that drive employees to adopt innovative work behaviors (IWBs) and therefore integrate innovation practices into the university-wide culture (Knezović and Drkić, 2021). Accordingly, scholars have started to explore mechanisms aimed at promoting employee IWBs in Uganda’s context (Kasule et al , 2015; Mugonya et al , 2020). IWBs represent a process where a worker exceeds the basic responsibilities as well as the scope of central work requirements (Bin Saeed et al , 2019).…”

“…EL is defined as “the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two-way communication, reinforcement, and decision-making” (Brown et al , 2005, p. 120). Emphasis of EL is on fair treatment of followers through appropriate care, participative decision-making and shared communication, which leadership attributes align well with organization’s innovative culture (Mugonya et al , 2020). EL values therefore form part of an effective leadership framework that can induce employees to engage in more constructive and positive organizational behaviors such as IWBs (Zahra and Ajmal, 2017).…”