The debate on dimensions of corporate social responsibility (CSR) is ongoing. This study was conducted to examine perceptions of stakeholders towards CSR activities in Uganda. The research was prompted by many questions from students undertaking a Business Administration course on the distinction between marketing activities and CSR. While many materials were locally available, none was explicit on stakeholder perceptions. The study used a cross-sectional qualitative research design. Data was obtained from 119 questionnaires and 88 interviews. The results show that many companies are involved in various CSR activities. Key players were multinationals. The public awareness of CSR is high, but there is confusion as to what it is about. The process of CSR and the infl uence of contextual environment factors are puzzling. The fl agship of CSR through advertisements has resulted in the public perceiving it more as marketing than philanthropy or ethical action. The study provided insights for further research in other contexts. stakeholders towards business activities. At academic level there are arguments to the effect that CSR is just a marketing tool to woo more customers. It was therefore timely to investigate the perceptions of stakeholders in view of the contextual environment. Problem Identifi cationMany international fi rms have invested in various sectors in Uganda in the last decade or so. This has completely changed the local business landscape in a country where government was the key player in the recent past. Competition has become very stiff in various sectors like telecommunication, banking, education, transport, supermarkets, and the hospitality industry. Companies are involved in heavy promotional campaigns, sponsorship of entertainment and sporting events, charities, and community activities. They widely advertise these activities as their social responsiveness. Legislation, competition, and increasing community demands may have worked as a pull-push factor to this trend. With such changes taking place and a lack of local scholarly studies to enlighten decision-makers on the phenomenon, such was the motivation for the current study. We set out to assess the CSR framework in organizations, to examine the processes and contextual factors, and to establish the relationship of these factors with the stakeholders' perceptions. The fi ndings will extend the debate locally and provide some basis for decision-makers on issues of CSR practices. 104 V. A. Bagire et al. MethodologyThis was an exploratory study, with cross-sectional qualitative data. The respondents were selected randomly within Kampala city in Uganda. This approach did not control for whether they were working with organizations involved in CSR or not, and whether they had ever benefi tted from CSR activities. The random mix was deemed suitable CSR Perceptions in Uganda 105Results confi rmed the infl uence of contextual environment in CSR undertakings. The time and seasonality of the year were widely mentioned. Companies carry out activities in...

PurposeThis 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.Design/methodology/approachThe 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.FindingsFindings 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, amicably resolve conflicts and build trust. More so, several theories that include: Social Exchange Theory, Relational Cohesion Theory, Complex Adaptive Systems Theory and Cultural Historical Activity Theory, explain the manifestations of relational people management in micro enterprises.Originality/valueThis 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, an African developing country. 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.

PurposeThe 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.Design/methodology/approachAn explanatory study approach was adopted to investigate the envisaged linkage between the study variables from a socio-psychological perspective.FindingsThe results of the study establish that perceived leadership integrity significantly influences variations in commitment among organisational employees.Research limitations/implicationsThe 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.Practical implicationsOrganisations 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.Originality/valueThis 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).