Doctoral Degrees (University of Stellenbosch Business School)

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Antecedents to the intention to quit amongst Generation Y Information Technology professionals in software development organisations in South Africa
(Stellenbosch : Stellenbosch University, 2019-04) Booysen, Candice; Mathur-Helm, Babita; Malan, D. J.; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY : This study is positioned within the emerging field of positive organisational behaviour and explored the relationships between job embeddedness, leadership, human resources (HR) practices, and intention to quit amongst the Generation Y (Gen Y) within the information technology (IT) sector in South Africa. Numerous studies have globally been conducted to gain an understanding of voluntary turnover among Generation Y employees and, although this subject has enjoyed much attention, researchers have not been able to reach consensus about reasons for the intention of Generation Y individuals to quit their jobs, especially in the IT sector. Job embeddedness is a relatively new concept and limited empirical work exists to test its relevance for various workforce populations or cultures, hence the current study explores the role played by embeddedness in the nomological network of antecedents of intention to quit. This theory has not been previously investigated within this specific sample group – the IT sector – or within the South African context. The study utilised a mixed methods approach, using both qualitative and quantitative methods, employing an interpretivistic and positivistic paradigm for the respective phases. The salient variables identified as antecedents during the qualitative phase (Phase 1) of the research were transformational leadership, job resources, satisfaction with pay, supportive organisational climate and job embeddedness. The data was collected through a purposive sampling method and semi-structured interviews and focus groups. In the subsequent quantitative phase, standardised measuring instruments were used to measure the variables that were identified during the qualitative phase. The initial set of propositions and the proposed conceptual model were revised based on the outcomes of the qualitative phase. The quantitative phase included a pilot study (Phase 2) during which the online questionnaire was tested by making use of the purposive sample of Generation Y employees who were approached during the qualitative phase and who were willing to re-engage voluntarily. Phase 3, as part of the quantitative phase of the study, represents the main study of this research project, in that it aimed at empirically evaluating the measurement model, as well as testing the propositions relating to the proposed structural model. Data was collected through the snowball technique, where Generation Ys who participated in previous phases were asked to refer their colleagues in the software industry. A total of 270 usable questionnaires were collected and statistically analysed. During Phase 3, three models were consecutively subjected to a series of statistical analyses. Each model was evaluated by means of goodness-of-fit statistics (confirmatory factor analysis), exploratory factor analysis appropriate to the nature of the statistical question posed, and path least square (PLS)-based evaluations of the measurement and structural models. A factorially derived model was produced after the series of statistical analyses, which excluded the organisational links sub-construct of job embeddedness and highlighted the need for further development in terms of the measurement model. The constructs identified as antecedents to intention to quit were satisfaction with benefits, job embeddedness, supportive organisational climate and transformational leadership. With the unique combination of variables and the evolving construct of job embeddedness, this study can be deemed as contributing to the existing theory of and literature on job embeddedness and intention to quit. This study concludes with recommendations for future research, as well as practical interventions offered regarding the retention strategies for Generation Y employees in the software development industry in South Africa.
The art of shapeshifting : facilitating strategic foresight to independent non-executive directors - a strategic approach to corporate governance in SA
(Stellenbosch : Stellenbosch University, 2012-03) Engelbrecht, Marianne; Ungerer, M.; Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business.
Corporate governance has become an issue of global significance. The improvement of corporate governance practices is widely recognized as one of the essential elements in strengthening the foundation for the long-term performance of countries and corporations. This study suggests that companies wishing to remain profitable and sustainable in the future should take a strategic and anticipatory approach to corporate governance. Anticipatory corporate governance requires companies to change short-term orientated decision-making practices to long-term profitable and sustainable policies with insight, vision and strategic foresight. The best candidates to shape a strategic and anticipatory approach towards good corporate governance practices are those who are expected to implement it – the board of directors. Taking an anticipatory approach to governance means that the board must co-design the future of their company by making decisions based on informed trends, evidence-based quantitative analyses and the expert opinion, experience and insight by its directors. The independent non-executive director plays a vital role in this process, as he/she provide specialist skills and bring objective reflection, constructive criticism and external judgment on issues of strategy and standards of conduct and evaluation. Strategic foresight has the potential to assist and empower independent non-executive directors in taking an anticipatory and strategic approach to corporate governance as it provides them with the capability to understand, interpret and respond to current challenges, and to conceive and explore as yet unimagined approaches and solutions to these problems to ensure a profitable and sustainable. The study put forward an instructional intervention – The Art of Shapeshifting – aimed specifically at South African independent non-executive directors by providing them with the skills, knowledge and foresight that will eventually translate into increased personal development awareness of the need for sustainable development and good corporate governance. The basic premise of this intervention is that a change in corporate law and corporate governance recommendations needs to be matched by a change in human behaviour. A new mind-set is required by directors to anticipate and prepare for the future. The researcher proposes a process of “shapeshifting” that requires a futures orientation, with strong strategic foresight capability and capacity, founded on flexible and adaptable systems within an anticipatory governance framework. Thus, the main aim of the research is to design, develop and implement the shapeshifting framework as an instructional intervention in order to assist South African independent nonexecutives in taking an anticipatory approach to corporate governance using strategic foresight as core competence. It consequently evaluates whether participation in the intervention would lead to a change in the knowledge, altruism, attitude, values, socially responsible behaviour, skills, behaviour and empowerment of independent non-executive directors with regard to directorial duties and good corporate governance practice. This in turn would contribute to an increased awareness of sustainable development, and the need for futures-orientated anticipatory approach to corporate governance. The research results show that the shapeshifting intervention is seen to make an overall positive contribution to improved knowledge, altruism, attitude of independent non-executive directors with regard to sustainable development, their duties and responsibilities, and a more futures-orientated approach. The shapeshifting intervention also has an impact on changing attitudes and values towards sustainable development, corporate citizenship and corporate governance. The results also indicate that the shapeshifting intervention assists in the empowerment of independent nonexecutive directors through the use of strategic foresight to initiate and sustain good corporate governance in practice. Stellenbosch University http://scholar.sun.ac.za
Artificial Intelligence (AI) in retail : the AI-enabled value chain
(Stellenbosch : Stellenbosch University, 2022-04) Oosthuizen, Kim; Botha, Elsamari; Butler, Martin; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY: The competitive landscape is shifting for retailers, and many are scrambling to stay ahead of the competition by investing in new technologies like Artificial Intelligence (AI), automation, robotics and blockchain. Traditional retailers face disruption from competitors that can deliver value to their customers faster through these new technologies. AI, in particular, is earmarked to transform retailing, and its influence on retail is projected to be substantial. However, empirical research on AI in retail remains limited. This study investigates how AI is transforming the retail value chain through a qualitative two-stage research design, using four articles to answer the research question: How is AI transforming the retail value chain? The Leavitt Diamond model and the jobs-to-be-done theory are used to answer the research question. First, this study used all the Leavitt Diamond Model variables (i.e. structure, technology, tasks and people) to examine how AI transforms the retail value chain. The process offered a more comprehensive view of the organisational factors that need to be considered when adopting AI in the retail value chain. Previous research typically focuses on only one of these components. Articles one and three broadens our understanding of applying jobs theory and outcomes-based innovation in the context of AI in the retail value chain. In article one, the jobs-to-be-done approach was used as a lens to conceptually cluster the jobs AI technologies can perform in the retail value chain. The article conceptually proposed four AI technology dimensions that can fulfil most of the roles in the “traditional” retail value chain. Article one introduced a conceptual framework to understand AI's role in the retail value chain proposing an alternative AI-enabled value chain. Article two conducted a detailed review of AI's different tasks across the retail value chain. In article three, an outcomes-based approach was used to present a framework of four outcomes for applying AI in the retail value chain and tested the association between the AI outcome and the value chain stage. Therefore, this study proposes the appropriate theoretical lens to understand better the use of AI in the retail value chain. However, it also improves this framework in the final chapter, presenting an adapted conceptual lens. Finally, article four aimed to understand retailers' challenges better when implementing AI, using Leavitt’s Diamond Model. The overall findings suggest that AI transforms the retail value chain in three ways. First, the iterative nature of AI requires the shape of the retail value chain to change from linear to circular, with data and insight at the core of the successful value chain. Second, AI changes how retailers attain goals in the retail value chain through achieving specific outcomes. The outcomes are dependent on where AI is applied in the retail value chain. Third, there is a complex interplay between structure, technology, people and tasks when implementing AI into the retail value chain, transforming how retailers operate. This study broadens the understanding of how new technologies impact value chains in general and retail value chains in particular. For retailers to successfully implement AI into their business, they need a clear understanding of how it impacts people, organisational structure, other technology, and organisational tasks. This study created a framework of eight imperatives retailers need to consider when implementing AI, offering a holistic view of the consideration needed across people, structure, tasks and technology to ensure successful integration of AI into the business.
Assessment of the willingness to pay and determinants influencing the large consumers’ perspectives regarding the supply of premium green electricity in South Africa
(Stellenbosch : Stellenbosch University, 2018-03) Moller, Daniel Michiel; Smit, E. van der M.; Smit, Eon van der Merwe; Brent, Alan C.; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY: Numerous studies have been conducted assessing the determinants influencing consumers’ willingness to pay (WTP) for a wide variety of products and services. However, there is no known study to determine the WTP of the large electricity consumers or the determinants influencing the large consumers’ perspectives regarding the supply of premium green electricity in South Africa. South Africa’s existing operational electricity-generating plants consist of various generating technologies; yet, coal-fired stations currently represent approximately 90 percent of Eskom’s total electricity-generating capacity. Because of climate change, limited natural resources, and the pollution footprint on the environment caused by fossil-fuelled power stations, it is essential for the focus to change towards cleaner electricity-generating technologies. When considering supply and demand constraints, the current cost for green electricity is higher than the cost for fossil fuels. For this reason, implementing renewable energy as the main source of electricity supply will require that consumers (especially large consumers) be willing to pay a premium for electricity generated from green electricity. Consequently, it is important to understand which aspects influence the WTP of large consumers. Previous research on residential consumers indicated that WTP is particularly influenced by attitudes towards environmental issues, towards one’s power supplier, perceptions of the evaluation of green energy by an individual’s social reference groups, and current electricity bill levels versus income. However, previous studies have failed to address the large consumers’ WTP a premium for green electricity. This research explored the different types of green electricity-generating technologies available, as well as the factors relating to green electricity production. An in-depth review was conducted on literature relating to the WTP theory, including consumer surplus and the meaning of value. In this study, an exploratory model was developed, which indicated the significance of various determinants on the large electricity users’ WTP for green electricity. This model was specifically developed to accommodate all the aspects relating to a unique South African electricity environment. The questionnaire used in this study, was rooted in current theoretical perspectives and previously-validated models. The exploratory model was analysed using partial least squares structural equation modelling (PLS-SEM). The focus of this study was on the top 500 consumers that use approximately 90 percent of the total generated electricity in South Africa. The users were categorised into mining, industry, municipalities, and others. The quantitative data was obtained by using questionnaires completed by senior management of the large electricity consumers. The outcome of this research indicated which determinants have a significant influence on the large electricity consumers’ WTP a premium for green electricity. The exploratory model indicated the most significant influence to be the need to enable the large electricity consumers to contribute, in an easy-to-use system, towards a premium for green electricity. Additionally, this study obtained a first-pass assessment of the large electricity consumers’ WTP towards the implementation of green electricity. Electricity suppliers, Eskom, independent power producers and policy-makers can use the outcome to accelerate the implementation of green electricity technologies.
The association between inflation-adjusted accounting income and the behaviour of share prices
(Stellenbosch : University of Stellenbosch, 1992-12) Gevers, Willem Rudolf; Hamman, W. D.; Smit, E. v.d. M; University of Stellenbosch. Faculty of Economic and Management Sciences. Graduate School of Business.
ENGLISH ABSTRACT: In this dissertation the association between inflation-adjusted data and the behaviour of share prices is investigated. The primary purpose of this investigation is to make a contribution to the body of knowledge regarding share price behaviour, and more specifically with respect to the relationship between inflation accounting and the share market. The disclosure of inflation-adjusted data is not mandatory in South Africa, and few companies have disclosed supplementary current cost income statements. A somewhat larger number of companies make provision for inflation in their financial results by revaluing their assets and accounting for additional depreciation. Prior to 1984 a fair proportion of the companies listed on the Johannesburg Stock Exchange also used the LIFO method of inventory valuation. The disclosed inflation-adjusted data is very limited, necessitating the estimation of the inflation-adjusted data. To estimate the inflation adjustments, a number of inflation accounting models were developed based either on AC 201 or other suggestions found in the literature. These models were then applied to the financial results of listed industrial companies. In the first empirical analysis contained in this dissertation the inflation adjustments generated by the various models were compared to identify unique models for further use in the market related empirical work. From this analysis it was established that AC 201 is open to such a divergent interpretation that significantly different inflation adjustments are generated. From the literature reviewed, three research designs showed promise for application to the market related empirical analyses. The first design used was the event study which was used to evaluate the share market's reaction to the abolition of the tax benefits associated with the LIFO method of inventory valuation. The share market showed no significant reaction for a period of 21 weeks surrounding the announcement, making possible statements regarding the relative efficiency of the Johannesburg Stock Exchange impossible. It was, however, established that the research design used is very sensitive to sample formation, and it is recommended that special care should be used in market related studies to ensure that both operating and holding companies are not included in the same sample. The second research design used was the incremental information content design. Limited incremental information content was found in the inflation-adjusted income for companies which disclosed no inflation adjustments. For companies that did disclose some aspects of inflation accounting, the inflation-adjusted income was often the better explanatory variable of the residual share returns, but no incremental information content could be detected. Based on analyses performed on single years of data it was found that the inflation-adjusted income was as good an explanatory variable of the residual share returns as the historic cost variable. The final research design used was the income measurement perspective. It was found that in general the historic cost income behaved as expected, but the inflation adjustment to income seldom displayed any income measuring properties. The only inflation accounting model that displayed signs of income measurement properties contained as part of its adjustment unrealised holding gains on fixed assets. This could be a indication that the disclosure of unrealised holding gains could be useful. The lack of results found for AC 201 possibly points to its inadequacy. In general the relationship between the inflation-adjusted data and the share market was found to be very weak.
A coaching framework to facilitate transformative learning during senior leadership transitions
(Stellenbosch : Stellenbosch University, 2018-03) Terblanche, Nicolaas Hendrik de la Rey; Albertyn, Ruth Meriel; Van Coller-Peter, Salome; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY: When corporate leaders are promoted into senior positions, they face significant challenges on intrapersonal, interpersonal and systemic levels. The complex landscape of contemporary organisational dynamics, the fast rate of change and the need for strong, senior leadership exacerbate the situation. Transitioning leaders often fail to perform as expected in their new roles, with harmful effects to the individual, their colleagues and the organisation. Although challenging, career transitions present an opportunity for individual learning and growth. Learning takes a number of forms, ranging from superficially adjusting thinking and behavioural patterns on the one end of the spectrum, to challenging and adjusting deeply held world views and perspectives on the other. Organisations attempt to assist transitioning leaders. One method of support is transition coaching, a sub-category of business coaching. Transition coaching is not well researched or used adequately in practice. In addition, current approaches to transition coaching do not attempt to create overtly deep, lasting change in transitioning leaders. Transformative learning theory is a mature, well-researched field that offers the potential to create deep, permanent shifts in people. The present research set out to create an innovative transformative transition coaching framework that combines transformative learning theory and transition coaching approaches into a novel method to support transitioning leaders by facilitating deep, lasting changes in their world views and perspectives in order to help them succeed in their new roles. A two-phased research design consisting of a foundation phase using grounded theory principles, and an application phase using canonical action research was employed to create, refine and evolve the transformative transition coaching framework systematically. In the process, a number of research questions were answered. Firstly, insights were gained into the challenges faced by newly promoted senior leaders. Secondly, an understanding was obtained of the current use of transition coaching to support transitioning leaders. Thirdly, the challenges with which transition coaching could assist transitioning leaders were identified. Fourthly, a set of coaching techniques that could potentially facilitate transformative learning was identified. Fifthly, elements of transformative learning theory were incorporated into a transition coaching framework that appears to have the ability to facilitate deep, permanent changes (transformative learning) in transitioning leaders. These findings culminated in the creation of a new approach to coaching in the form of the transformative transition coaching framework. This research contributes at scholarly1, methodological and practical levels. On a scholarly level, coaching theory is enhanced through the creation of a new coaching sub-category, transformative transition coaching. Adult learning and transformative learning theories are enriched through the application of these theories in the domains of coaching and the corporate world, which fall outside of their traditional area of application in higher education. Leadership transition theory is enhanced through the creation of a novel support mechanism in the form of the transformative transition coaching framework. On a methodological level, this research presents a new way to approach coaching research by combining grounded theory principles with canonical action research. On a practical level, a new coaching framework is presented that could be used by coaches during transition coaching interventions. Purchasers of transition coaching services such as human resource practitioners and line managers could use the transformative transition coaching framework as a reference model to ascertain the comprehensiveness of services offered. Coaching training institutions could use the new coaching framework in the education of coaches to create awareness of the potential use of transformative learning and transition coaching. Note 1. Three journal articles were created from this research. Two have been published (Terblanche, Albertyn & Van Coller-Peter, 2017; Terblanche, Albertyn & Van Coller-Peter, in press) and one is under review (in African Journal of Business Ethics).
A communicative approach towards an understanding of multi-stakeholder cross-sector collaboration as an issue field: perspectives from sustainable seafood supply chain initiatives in an emerging market
(Stellenbosch : Stellenbosch University, 2016-12) Bogie, Gillian Mary; Hind, Patricia; Ungerer, Marius; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY : The complexities of social and environmental issues are shared by many at every level of society, by governments, communities, business and individuals. These issues are often described as systemic problems (Waddock, 2013) or as systems of problems in a “turbulent field” (Trist, 1983; Emery & Trist, 1965), or as wicked problems (Dentoni, Bitzer & Pascucci, 2016; Waddock, Meszoely, Waddell & Dentoni, 2015). One particular approach that is adopted to engage with these systemic challenges is cross-sector collaboration (Van Tulder, Seitanidi, Crane & Brammer, 2016; Crane & Seitanidi, 2014; Glasbergen, 2007; Bryson, Crosby & Stone, 2006). It is a collective approach to addressing issues that are beyond the ability of any one organization to solve acting alone (Huxham & Vangen, 2000a; Wood & Gray, 1991). For business, efforts to address sustainability challenges have been directed towards establishing the business case (Austin & Seitanidi, 2012a) in order to determine the benefits or value derived from engaging in sustainability and to answer the question: why collaborate? The question of how to collaborate to create change at a systemic level has not been fully explored in the literature (Senge, Lichtenstein, Kaeufer, Bradbury & Carroll, 2007). The research opportunity here is to develop a greater understanding of how organizations from different sectors engage with multiple stakeholders so that the collaborative interactions and relationships create value and mutual benefits for all stakeholders and for the sustainability issue; and how continuity of the value creation process is sustained and developed. The study examined the experience of those individuals and organizations that are already achieving some success in working collaboratively to address sustainability issues. The setting for the research was multi-stakeholder cross-sector collaboration (MsCsC) directed towards sustainable seafood. MsCsC is conceived as an issue field, which is defined as “an organizational field that forms around a central issue” (Hoffman, 1999). This differs from the dominant focus in the literature where there is a partnership entity or organization. Applying a communicative theoretical lens, an adapted interpretative phenomenological analysis was used to conduct the research analysis and present a conceptual framework of value creation in MsCsC. The research contribution is a refinement of a pre-existing theoretical approach to value creation, where cross-sector partnership is conceived as a separate organizational entity. The research outcome is a new framework of value creation that has been adapted and extended to the context of MsCsC as an issue field. The research shows that there is a key difference in the process of value creation in these two contexts. The difference relates to a specific component of the framework of value creation, which is collective identity. In the case of MsCsC, there is no separate partnership entity and therefore no collective identity. As an alternative, the concept of identification applies, in which stakeholders identify with the narrative of the sustainability issue at a general level. They become stakeholders in the sustainability issue and responsible collectively for the social construction of the narrative of the sustainability issue. At a more particular level, those stakeholders who commit to working together for the benefit of the sustainability issue, then interact in conversations to negotiate specific areas where their respective goals and objectives intersect. It is negotiation, as conversational interactions among the stakeholders that establishes the direction to be taken and drives action so that the goals and objectives are a consequence of a shared understanding of the issue. At these areas of intersection or interdependency, collaborative activities offer the potential for mutual benefit and the capacity to create value for the sustainability issue. Other extensions to the framework include recognizing multiple agencies, such as nonhuman and textual agents; adding emotional elements to build and invest in relationships; and articulating the impact of the collaborative activities for a wider constituency beyond the stakeholders.
A competency profile for technology innovation leaders in knowledge-intensive organisations in South Africa
(Stellenbosch : Stellenbosch University, 2017-12) Vlok, Abraham; Ungerer, Marius; Malan, Johan; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY : The innovation economy is inextricably linked to advancements in science and technology that create new opportunities for innovation, as well as unprecedented leadership challenges for those leading teams from new scientific knowledge to successful technology innovation. Scholarly contributions to the innovation knowledge base have increased exponentially in recent years with little evidence of aggregation or integration of insights across theoretical foundations and disciplines to benefit technology innovation leaders. Most institutional leaders surveyed regard innovation as a priority, yet do not know how to improve their innovation performance, or which leader competences are associated with successful technology innovation. This explorative study into the competencies of successful technology innovation leaders from different disciplines, institutions and technology domains has led to the observation that linear sequential predetermined innovation process models that worked in the industrial age may not be appropriate for leading technology innovation in the innovation economy. This mixed-methods study identified technology innovation leader competencies that are deemed to be required for successful technology innovation in a competency profile based on the observed empirical results. During a qualitative first research phase, expert opinions were obtained through personal interviews and triangulated with workshop findings, case materials, and published materials in order to define interim capability clusters across innovation processes, which were used to develop a self-administered questionnaire as measurement instrument. A pilot survey with a sample of technology innovation leaders confirmed interim capability clusters as constructs and behavioural items for testing in the main survey. Peer-based snowball sampling through personal networks and professional associations resulted in 266 survey responses to provide research data that was processed into descriptive and inferential statistics meeting threshold parameters. A hypothesised model reflected relationships between the success orientation of the leader, the integrative competencies of the leader and competencies related to technology connectedness, stakeholder alignment, liberating mindsets, value creation and value realisation. Reflective partial least squares structural equation modelling was used to derive a statistically-grounded model after evaluation of the measurement model and analysis of the survey results by utilising the bootstrapping functionalities of SmartPLS. Rather than commenting on the merits of existing theoretical frameworks, this study revealed the significance for the technology innovation leader to be competent at different competency clusters that may not conform to existing paradigms of established disciplines and their core assumptions.
Conceptual and empirical investigation into a project management supportive organization culture
(Stellenbosch : University of Stellenbosch, 2005-12) Morrison, John Myburgh; Smit, E. van der M.; Brown, C. J.; University of Stellenbosch. Faculty of Economic and Management Sciences. Graduate School of Business.
ENGLISH ABSTRACT: Projects inevitably appear on the agenda of organizations, especially those enterprises that are serious about surviving in a competitive and rapidly changing business environment. They have little say in whether they want to do projects, but they have the choice whether to take a project management approach, or whether to leave projects to their functional departments to carry out as part of their routine work. Growing numbers of organizations opt for project management, because they seek specific benefits such as the ability to accomplish targets under conditions of execution uncertainty and the ability to function across specialist disciplines. Too many organizations find their project management performance disappointing and, despite substantial investments in appropriate systems and training, do not attain the benefits claimed by project management advocates. In response, project management researchers have increasingly speculated about the likely influence of organizational culture in the frustrating experiences organizations have with project management. The reasoning behind this supposition appears sound. Most organizations attempting project management still have cultures shaped by a functionally dominated era of organization. Organizational cultures are only gradually breaking out of management traditions that emphasized principles such as high levels of structure and formalization, defined positions of authority, single channels of reporting, and minimal communication other than directions from management downwards. The philosophy of project management differs. Beneath the scientific and methodological facade of project management, there exists a set of attendant leadership and behavioural patterns that have become equally crucial to its performance, for example: high levels of communication; autonomy for project managers; supportive and participative leadership styles; participants that accept reporting to more than one superior; and the emphasis on collective performance. One can add to this list, but these demonstrate the substantial differences that exist between a project management approach and the traditional approaches to managing work and controlling staff. These differences have provoked project management authors to recognize the influence of organizational culture and to offer suggestions about the nature of a project management supportive organizational culture. This study accepts this notion and postulates that organizations, despite mastering the more obvious methodologies of project management, may have negative cultural circumstances that fail to master the underlying management philosophies that support successful project management behaviour. A consolidated definition of organizational culture, which could discriminate between supportive and unsupportive environments for project management, has however remained elusive in the project management literature. The expected relationship between organizational culture and project management has specifically been linked to project management in a matrix organization. In this environment, since there is an ongoing interaction between vertically managed (functional specialization) and horizontally managed (cross-functional) activity, the interdependency between project management and the organizational culture is likely to be strong. The purpose of this study was to: (a) develop, through a comprehensive literature study, a framework of organizational culture dimensions that could be expected to impact on the effectiveness of project management; and (b) to seek, through empirical examination, confirmation about this relationship between organizational culture and project management. The study developed a multi-dimensional and multiple constituent perspective of project management performance as a measure of project management effectiveness in the empirical research. The research found a statistically significant correlation between the hypothesized framework of organizational culture and project management effectiveness. This finding provides strong evidence to deduct that organizational culture and project management are interrelated and that organizational culture is an underlying variable that cannot be ignored when establishing a project management capability. The research further found statistically significant correlations between each of the twelve individual dimensions of organizational culture and project management effectiveness. The study has therefore also substantially progressed towards a framework that can assess the degree of supportiveness of the organizational culture in respect of project management. This should be a valuable tool for organizations struggling with unexplained problems in project management, or for organizations wanting to set up a project management capability.
Conflict, innovation and the mediating role of family influence in the South African wine industry
(Stellenbosch : Stellenbosch University, 2020-03) Heyns, Etienne David-Olivier; De Coning, T. J.; Smit, E. van der M.; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY : Family businesses have unique attributes that distinguish them from their non-family counterparts. This also applies to conflict and innovation – two key aspects regarding the long-term sustainability of these businesses. This study investigated the impact of family influence in terms of conflict and innovation, by scrutinising the potential moderating effect of family influence on the relationship between conflict and innovation in the South African wine industry. A research framework comprising multi-item measures of innovation, family influence and conflict was designed to investigate the potential moderating effect of family influence. This framework was applied in a quantitative study among members of the top management teams of family businesses in the South African wine industry. A questionnaire was developed by adopting existing scales, based on scholarly literature and input from a panel of experts. Subsequently, a large-scale survey served as the primary data source and yielded data that could be used to model the relationships under investigation. Moderator analyses and partial least square structural equation modelling were utilised to determine the moderating role of family influence. The correlations between the dimensions of family influence and conflict, as well as innovation were also evaluated. The study’s meaningful findings indicate that family commitment is a significant moderator of the relationship between task conflict and innovation. Additional key findings suggest that relationship conflict and harmony as a non-economic family goal are both moderators of the relationship between task conflict and innovation. Practical implications of these findings regarding managing conflict in family businesses were discussed in terms of promoting a family business environment conducive to innovation. Relationship conflict was presented as a dimension of family influence. The study makes a contribution to stewardship theory by providing new perspectives on the roles of family commitment, family harmony as non-economic goal and relationship conflict on decision comprehensiveness, participative governance and long-term orientation. Futhermore, the study provides a new perspective on the preservation of socio-emotional wealth by relating socio-emotional wealth priorities (family members identifying with the business, preserving binding social ties among family members, emotional attachment of family members and dynastic succession) to conflict and innovation.
Connecting capital : the factors influencing the decision-making process of institutional investors towards responsible investing
(Stellenbosch : Stellenbosch University, 2019-04) Habberton, Colin Vincer; Viviers, Suzette; Skelly, Lara; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Business Management.; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY : Institutional investors, as agents of other people’s money, have come to dominate investment holdings globally. Through the concentration of ownership of the assets they are mandated to manage, institutional investors have the right and power to influence decision-making in the companies in which they invest. Consequently, the decisions they make regarding investments can significantly impact the stakeholders and economies connected to these assets. Traditionally, institutional investor decision-making has been driven by the objective of maximising risk-adjusted financial return without commensurate attention given to the environmental and social impact of the investments made. The legacy of South Africa’s colonial history, coupled with the global repercussions of financial sector failures and company collapses, has generated ongoing debate and academic enquiry into the roles and responsibilities of institutional investors and their investment decision-making process. In response to the acknowledgement for greater accountability and action, more ‘responsible’ investment principles, policies and practices that consider environmental, social and governance (ESG) criteria in investment decision-making have emerged. Responsible Investing (RI) has risen to prominence since the launch of the United Nations Principles of Responsible Investment in 2006. In South Africa, since 2006, increased awareness of and participation in RI has been spurred on by changes in legislation and the development and adoption of codes of corporate governance by civil society and increasingly by the private and public sectors. Despite progress in policy and practice, research has found that barriers to the growth of RI in South Africa outweigh the drivers and enablers. In addition, there appears to be lack of commitment among South African institutional investors, with them being characterised as having a ‘passive and selective approach’ to RI. With the aim of better understanding the connection between institutional investors and the impact of their investment decisions, this study sought to identify and analyse the factors influencing the decisions, decision makers and decision-making processes of South African institutional investors towards RI. Theoretical and sector research over the period 2013 to 2018 highlighted the characteristics of the stakeholders in the institutional investment value chain in South Africa from a stakeholder perspective and the factors influencing their respective decision-making processes. Senior decision-makers from a broad representation of identified institutional investor categories were the units of analysis. Influenced by transdisciplinary and participatory action research methods, over 30 semi-structured interviews were undertaken to gather primary data for the study that were recorded, transcribed, coded and analysed. Through ongoing consultation with academic and investment professionals, the analysis of relevant theory, industry reports and empirical data, the researcher formulated and refined a conceptual framework that proposes an integrated view of the factors influencing the investment decision-making towards RI. The framework consists of stakeholders in commercial and contractual value chains influenced by social, political, ethical and legal structures, informed by a variety of information sources and metrics reported over time and ESG horizons. The conceptual framework illustrates the aspects and connections between institutional investors and the stakeholders impacted through their investment decisions. The empirical evidence points to the adoption of a more holistic, specific, stakeholder-driven view of the investment value chain to improve RI policy and practice, recommending mutual accountability to optimise stakeholder salience, improve accountability, guide engagement and promote participation in the investment decision-making process. The study contributes to the body of knowledge from descriptive, instrumental and normative perspectives aligned to stakeholder theory as well as advancements to institutional investing and responsible investing research, particularly in South Africa. The study provides a detailed conceptual framework consisting of a taxonomy of institutional investors and an integrated view of the cross-sectoral factors and detailed explanations of the phenomena observed or deduced from empirical research and relevant literature that connect institutional investors’ decision-making to the stakeholders impacted by the decisions they make. The conceptual framework offers model to assist investment decision-making and thus an instrumental tool to inspire praxis in decision-makers, especially asset owners, individual contributors and their beneficiaries, enabling deeper understanding of the factors to consider in their investment decision-making process. Against the background of stakeholder theory, the study offers stakeholder-specific recommendations to address the inertia and inconsistency in the entrenchment of RI philosophy, policy and practice prevalent among institutional investors in South Africa. Furthermore, the interpretation of the unique characteristics that South Africa presents through the lens of its political economy and the theory of the state, informed recommendations towards a more ‘collibratory’ approach to improving the adoption of RI.
Constructive environmental scanning: A method in creating positive world paradigms for more sustainable alternative futures
(Stellenbosch : Stellenbosch University, 2016-03) Naude, Jan H.; Roux, Andre; Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business.
ENGLISH SUMMARY: The research posits that people who generally do environmental scanning on the Litany Level of Knowing do not have good judgement and foresight about the global contextual future and are, therefore, ill-equipped to influence world thought leaders to adopt global measures that will be necessary to develop sustainable alternative global futures. People’s poor judgement and foresight of the global contextual environment can be attributed to a deficient environmental scanning methodology that affects their knowledge base adversely and prevents them from having a good comprehension of future reality. What they learn from their scanning of the contextual environment create mental constructs with a futures disposition of pessimism, hopelessness and inaction about the global future. The research approach is situated in the Futures Studies discipline of inquiry. Futures thinking holism is foundational in this context, specifically its concern with systematic and explicit thinking regarding alternative futures that aims to give some form of human control over the future. This is based on the three interrelated inquiries of Futures Studies, viz. measuring the future to obtain knowledge about the future, imagining the non-existing future, and purposefully designing the future. A multi-strand concurrent mixed method research design with a qualitative dominant approach was adopted to do a thematic qualitative text analysis of formal semi-structured interviews as well as of primary and secondary survey data. This resulted in case- and thematic-oriented perspectives to answer the research question. Constructive Environmental Scanning (CES) as a more balanced and holistic approach is posited to overcome the lack of knowledge regarding the global contextual environment and to enhance people’s future consciousness to pursue sustainable alternative futures. From a theoretical perspective, CES is a critical thinking approach based on a proposed new Matrix Integral Layered Environmental Scanning (MILES) method. The purpose is to create depth in the environmental scanning inquiry to transcend superficial information and understanding encountered by scanning practitioners. The qualitative interview strand of the inquiry provided a perspective of people’s measuring of the global future, the impact of this measuring on people’s images of the global future and what influence these images have on people’s actions to create a better world. It showed that people generally have insufficient knowledge of contextual global developments due to their over-reliance on the Litany Level of Knowing for information, have a pessimistic-fearful disposition towards the global future and mostly do not contribute towards creating a better world. The quantitative survey strand of the inquiry supports the perspectives of the qualitative strand in general terms. However, it provides additional and important insights showing that people’s measuring, imagining and making of the future follow a different track when seen from the perspective of the transactional environment. It showed that despite having insufficient knowledge of the contextual global environment due to scanning on the Litany Level of Knowing, people tend to have an optimistic-hopeful disposition towards their personal future and is positively inclined towards making an active contribution on the local level to create a better world.
The contribution of strategic management and organisational development theory, models and practice to the effectiveness of local churches : a study on a selected sample of South African urban and suburban churches at congregational level
(Stellenbosch : Stellenbosch University, 2005-12) Roux, C. H; Loubser, S. S.; Van der M. Smit, E.; Stellenbosch University. Faculty of Economic & Management Sciences. Graduate School of Business .
ENGLISH ABSTRACT: The idea of deliberately planning and measuring the work of congregations does not settle easily with many church leaders and theologians. This study suggests that churches are becoming increasingly socially ineffective because they do not understand and apply scientific management knowledge and methods. Strongly held ideologies and dichotomies characterise the milieu of this topic. There remains a very real social problem concerning the role of churches. That is what this study has based its relevance on. The study is encouragingly supported by its finding that 90% of church leaders surveyed, disagreed with the notion that the church has no responsibility to society at large for its actions. 92% of respondents further agreed that the role of the church is the well-being and upliftment of its communities and not just to create converts. This study presents evidence that questions the success claims of the Church Growth body of knowledge. Evangelism world-wide has recently experienced the most extraordinary acceleration in the number of conversions in the history of the Church, but research in the countries where this phenomenon has been more prevalent, has found little equivalent growth in church membership. The work of researchers in the USA has repeatedly drawn attention to the alarming levels of "unchurched" Christians and the falling away of Pentecostal churches. This study confirms the trend in South Africa and reveals our unchurched level to be 53%. Analysis of congregational development interventions attempted by the sample reveals an almost three times greater success rate reported by churches that did not apply the church growth principles or combined them with management methods. The aim is to present explanations and solutions for the difficulties churches are having both in the areas of managing their own development and in retaining committed members for a nobler purpose than to laud their size over smaller, but possibly more caring and socially effective churches. An objective of this study is to present existing knowledge and methods from the field of management science as a conceptual framework for systematically fitting disconnected elements of contemporary Church Growth Theory into a holistic and integrated development approach that goes deeper than a mere mechanistic extrapolation of theoretical ideas and praxis from one context into another. The survey found a 74% support base from the South African church leaders surveyed for a synthesis of the best of both Church Growth and business management methods in fulfilment of its mission. The most compelling finding that this research contributes to social knowledge, however, is that local churches found to have reported significantly more externally focused growth such as evangelism, community work and church planting, applied strategic thinking, formal planning and management methods to their development without compromising the Gospel message that the Church is called bring to society.
Cost-effectiveness analysis of radiofrequency ablation versus drugs for the treatment of a trial fibrillation in the South African population
(Stellenbosch : Stellenbosch University, 2021-03) Henry-Lines, Heather; Burger, Ronelle; Young, Taryn; De Klerk, Mias; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY : Atrial fibrillation is the most commonly found and sustained arrhythmia. It affects about 1% of the total population and is found in more than one in ten in the elderly. The prevalence is increasing with the aging population. Patients with atrial fibrillation are at an increased risk of heart failure and all-cause mortality, and have a fivefold increased risk of stroke. Atrial fibrillation is associated with debilitating symptoms and an impaired quality of life. The restoration and maintenance of sinus rhythm is favourable and the current guidelines recommend the use of both rate and rhythm control strategies, which involve the prescription of anti-arrhythmic drug therapy. These anti-arrhythmic drugs are frequently ineffective, with large studies showing that atrial fibrillation returns in as many as 85% of patients within one year. These drugs are also associated with adverse events, occasionally serious, which may lead to hospitalisation. Catheter ablation (a minimally invasive procedure), has over the past decade revolutionised the treatment of atrial fibrillation. The 2010 European Society of Cardiology guidelines recommend catheter ablation for paroxysmal atrial fibrillation as a class IIa recommendation with level of evidence “A”. Current literature indicates that patients with atrial fibrillation who undergo pulmonary vein ablation have a significantly lower risk of death, stroke and dementia compared to patients with atrial fibrillation who are not treated with ablation, while stroke and dementia is similar to that of the general population. This study used a decision tree analysis, a Markov model and Monte Carlo simulation to calculate the cost-effectiveness of catheter ablation versus commonly used anti-arrhythmic drugs for the treatment of paroxysmal atrial fibrillation. Input into the model was founded on an extensive literature review, interviews with local electrophysiologists and a sample of real patient data, which examined the costs associated with among others, the length of hospital stay and the cost of the procedure. The model simulated 1 000 patients receiving either pulmonary vein isolation through radiofrequency ablation or anti-arrhythmic drugs and the following variables were measured, QALYs, average cost, incremental costs, average effectiveness, incremental effectiveness, average length of stay in hospital for complications, relative risk of death for radiofrequency catheter ablation versus anti-arrhythmic drugs and also the net monetary benefits. A total of fourteen variables were tested and sensitivity analyses were performed on each. It was found that in all but two cases, pulmonary vein isolation with radiofrequency catheter ablation dominated over anti-arrhythmic drug therapy as being more cost-effective for the management of paroxysmal atrial fibrillation. Finally, it was determined that pulmonary vein isolation with radiofrequency catheter ablation should be considered as a first line therapy for patients with paroxysmal atrial fibrillation in South Africa.
Customer experience as the strategic differentiator in retail banking
(Stellenbosch : University of Stellenbosch, 2009-03) Drotskie, Adri; Herbst, F. J.; Lessing, D.; University of Stellenbosch. Faculty of Economic and Management Sciences. Graduate School of Business.
In 2008, retail banking in South Africa is a highly competitive industry with extensive customer bases that expect increasingly more from their banking experience. The retail bank with an appropriate strategic differentiator will gain a sustainable competitive advantage in the changing retail banking environment and add value to all its stakeholders. This study was conducted within the evolving retail banking industry and investigated customer experience as a possible strategic differentiator in this industry. The investigation included a literature study on the evolution of retail banking globally and in South Africa, the concepts strategy, differentiation and sustainable competitive advantage and customer experience. Quantitative and qualitative measurement frameworks were applied to measure the total customer experience and thereby illustrate through the research results the value of understanding the customer experience as differentiator in an organisation. The researcher determined through the investigation that customer experience can be a valuable strategic differentiator in retail banking today as it gives an organisation a competitive advantage through the focus on the total customer experience which includes the previous differentiators in the industry, namely product, price and service. The researcher also indicated that customer experience evolved over time and includes service quality and customer service from which it evolved. The implications of the study focus on management‟s role in developing a differentiated strategy which describes customer experience as the differentiator and implementing such a strategy implies a thorough understanding of customers and their experiences when interacting with the organisation and entrenching a customer experience culture and orientation in the organisation on all levels.
Developing an empowerment framework for broad-based black economic empowerment in the hotel industry in South Africa
(Stellenbosch : Stellenbosch University, 2013-12) Nyazema, Martha Matifadza; Mathur-Helm, Babita; Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business.
This study investigated the implementation of broad-based black economic empowerment (BBBEE) policy in the hotel industry of South Africa. BBBEE aims to accelerate the inclusion of black people into the economy through company ownership, human resource, and enterprise and community development. Although black people represent 91 per cent of South Africa’s population, the economy is controlled by a small white population. Studies have shown slow adoption and resistance to the BBBEE policy by the private sector, including in the hotel industry. Therefore, the research problem was the nature of compliance with, and the implementation of, black empowerment policy in the hotel industry. The main objective of the study was to investigate whether a framework for the effective implementation of black empowerment policy could be developed, given the centrality of hotels in the tourism value chain. The specific objectives were to determine the nature of the disconnect on BBBEE, to identify factors which facilitated or inhibited implementation, and to explore solutions for enhancing BBBEE implementation in the hotels. A quantitative investigation of 611 hotel general managers constituted the core of the dissertation’s content and contribution. Data from 178 respondents was analysed using descriptive and correlational statistical methods. The development of the quantitative research instrument was substantiated by the preliminary qualitative study of five hotel group executives. The mixed methods approach was appropriate for investigating the dual structure (group and unit) of the hotel industry. The results indicated that hotels were recording progress on human resource development although compliance levels did not meet the required BBBEE targets. On enterprise development, the hotels’ engagement with small black enterprises was low both quantitatively and qualitatively. Furthermore, hotel group leaders indicated that the tourism-specific BBBEE charter presented bureaucratic challenges, as tourism straddles several industries which required different BBBEE certification. The study has developed an empowerment framework of solutions for achieving success in BBBEE in hotels. The primary factors determining success are the provision of performance targets and incentives for general managers, and if the hotel manager supports BBBEE policy. Furthermore, exogenous factors such as the star rating and location of a hotel also impact on BBBEE implementation. A quantitative investigation of 611 hotel general managers constituted the core of the dissertation’s content and contribution. Data from 178 respondents was analysed using descriptive and correlational statistical methods. The development of the quantitative research instrument was substantiated by the preliminary qualitative study of five hotel group executives. The mixed methods approach was appropriate for investigating the dual structure (group and unit) of the hotel industry. The results indicated that hotels were recording progress on human resource development although compliance levels did not meet the required BBBEE targets. On enterprise development, the hotels’ engagement with small black enterprises was low both quantitatively and qualitatively. Furthermore, hotel group leaders indicated that the tourism-specific BBBEE charter presented bureaucratic challenges, as tourism straddles several industries which required different BBBEE certification. The study has developed an empowerment framework of solutions for achieving success in BBBEE in hotels. The primary factors determining success are the provision of performance targets and incentives for general managers, and if the hotel manager supports BBBEE policy. Furthermore, exogenous factors such as the star rating and location of a hotel also impact on BBBEE implementation. This study builds on, and adds value to previous studies by moving beyond the investigative mode to identifying practical policy options for successful transformation of the hotel industry. The proposed framework acknowledges the diverse nature of the tourism product, and provides potential solutions to enhance the hotel managers’ ability to anticipate and incorporate factors impacting on BBBEE implementation. The framework adds theoretical value to affirmative action discourse by suggesting a conceptual shift from a race-based approach to an alternative one which would incorporate sustainable tourism and ethical governance concerns. Such an approach would maximise BBBEE potential in the hotel industry of South Africa for beneficiaries and communities. Additional research is recommended to substantiate the hypothesis with a broader sample as the study was limited to hotel managers.
The development of a new instrument to measure client-based corporate reputation in the service industry
(Stellenbosch : Stellenbosch University, 2014-12) Wepener, Marie Louisa; Boshoff, Christo; Van der Merwe Smit, Eon; Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business.
ENGLISH ABSTRACT: The link between a favourable corporate reputation and business benefits is well established. Most executives recognise the importance of a favourable corporate reputation in building a competitive advantage for their organisations. However, the measuring of a corporate reputation, particularly in the service industry, has remained problematic. This study addresses this lingering gap in the literature and focuses on the development of an instrument to measure the client-based corporate reputation of organisations functioning in the service industry. This includes the identification of the factors (dimensions) that clients of large service organisations consider when they evaluate the reputations of organisations. Large organisations functioning in two sectors, the banking sector and the airline sector, were selected as the focus in this study. Groundwork for the design of a reputation-measuring instrument included the clarification of key terms (e.g. corporate identity, corporate image, corporate brand and corporate reputation). It also included a review of corporate reputation from various perspectives (e.g. organisational studies, economics, strategy and corporate communication). It also included discussions on scale development and the various approaches to the conceptualisation and operationalisation of corporate reputation. This study followed mainly a positivistic paradigm, involving quantitative methods. However, two qualitative methods were also used: a focus group discussion to identify patterns of thinking used by clients to assess corporate reputation and the expert-panel method to obtain the inputs of a panel of experts. Six large-scale surveys in three waves served as primary data sources. Large samples of the target population were used to obtain data that was statistically analysable. Secondary data sources included an extensive literature review. To develop the measurement scale, a series of steps was used to refine, purify and replicate the instrument. The process started with an exploratory factor analysis and concluded with an invariance analysis. The data was analysed during three waves of data collection. A variety of statistical techniques was used to assess the construct validity of the proposed instrument, including unidimensionality, convergent validity, reliability, discriminant validity, nomological validity, model fit and invariance. The outcome is a 19-item instrument using five dimensions to measure the client-based corporate reputation of large organisations in the service industry. These dimensions are Emotional appeal, Corporate performance, Social engagement, Good employer and Service points. This study contributes to the existing literature by the development of a valid and reliable instrument that can be used to measure a service organisation’s client-based corporate reputation before embarking on a reputation-enhancement programme. This study proposes that the measurement of an organisation’s client-based corporate reputation is a crucial starting point to assess the gap between where it is and where it wants to be in terms of its corporate reputation, and to manage its reputation accordingly. By using the proposed instrument, managers will be able to track their organisations’ corporate reputation over time, both overall and at the level of the five dimensions separately.
The development of a transformative business-driven action learning framework
(Stellenbosch : Stellenbosch University, 2019-12) Robertson, Sarah Jane; Le Sueur, Heidi M.; Terblanche, Nicky H. D.; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY : This present study is located within the realm of Business-Driven Action Learning (BDAL) in a management development programme. BDAL, a philosophy and process, results in many types of learning. Individual learning is sometimes ignored as participants at times focus on the task of solving the business challenge to the detriment of their own learning. In terms of individual learning there exists the possibility for participants to experience a new way of thinking, known as transformative learning. The aim of this present study was to explore how (if at all) individual transformative learning could be embedded into a BDAL framework. The research question: How should a BDAL framework be designed to facilitate individual transformative learning during a management development programme, was addressed through a narrative inquiry approach using hand-drawn images and in-depth interviews grounded in a constructivist paradigm. The research findings revealed antecedents to BDAL, processes during BDAL and individual transformative learning outcomes. Antecedents to BDAL included readiness of the participant to learn (willing, able and time to learn), supportive relationships and team conditions that support learning. Processes that needed to take place during BDAL included active reflection on self and others and the need for a sense of control. The individual transformative learning outcomes discovered were understanding multiple perspectives, and self-awareness and confidence. The findings contribute to the BDAL component parts framework thereby supplementing the theory on BDAL to form a new conceptual framework called Transformative Business-Driven Action Learning (TBDAL). It is suggested that TBDAL be applied during the design and facilitation of management development programmes. In addition to this new conceptual framework, conceptual guidelines were recommended for the four key stakeholders (participant, sponsoring organisation, action learning facilitator and learning institution) as each stakeholder has the potential to contribute to TBDAL before, during and after the TBDAL process to promote potential for individual transformative learning. This present study makes a scholarly, practice and methodology contribution.
The development of an empirical enterprise risk management values scale accounting for the effect of culture in emerging market managers
(Stellenbosch : Stellenbosch University, 2018-03) Linke, Arthur; Gilbert, Evan; Smit, Eon van der Merwe; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY: The purpose of management is to support the organisation in achieving its objectives and increase value. Hereby taking risk represents the essence of business activity, the outcome of which is either value creation or destruction for the organisation. Enterprise Risk Management (ERM) represents a paradigm envisioned to provide a holistic framework for the risk management process, and thereby support the organisation in achieving its objectives, providing both resilience and opportunity for organisations in the face of uncertainty. Recent global financial and economic crises have led both academics and practitioners to identify shortcomings in risk management as one the key causes of these crises As such, the study of ERM is currently high on the business and management sciences’ research agenda. One of the key ways of bridging the gap between academia and practice in the business and management sciences domain is development of empirical measurement scales for abstract constructs, such as enterprise risk management values, that measure phenomena incorporating people, practices and organisations. A review of the relevant literature clearly highlighted the need for a robust academically-validated instrument that will provide an enterprise risk management measurement scale comprising items and constructs that can act as variables for empirical studies. The key contribution of this study is an item-based and empirically developed ERM Values Scale (ERMVS) comprised of manifest variables resulting in a latent variable ERM values construct structure. Utilisation of this scale will ultimately benefit organisations in achieving their objectives and creating value. The study’s methodology was carefully constructed to take into account all the requirements for a robust scale and construct development design, including the reporting of all findings during the process. Firstly, a new theoretical ERM construct domain cutting across various management sciences disciplines and ERM practice was clearly defined – comprised of ERM pillars and a pool of ERM items (manifest variables). A new, empirically-validated ERMVS then resulted out of an ERM expert group review of the ERM item pool, which incorporated intra-class correlation testing to determine content validity of the scale. The ERMVS was then taken through rigorous empirical reliability and validity testing in two separate samples comprised of risk managers in the telecommunications industry, and members of the Institute of Risk Management of South Africa (IRMSA). Relevant empirical tests used in this process included Cronbach’s alpha, exploratory factor analysis and confirmatory factor analysis which included structural equation modelling. A new two-factor model of ERM values (ERMVs), comprised of organic and mechanistic constructs, was determined to be reliable and valid and exhibited goodness of fit on several aspects. Finally, the ERMVS was tested for the effect of culture in emerging market managers in a cross-validation exercise, whereby the ERMVS’ constructs exhibited statistically significant relationships with certain culture values dimensions such as Uncertainty Avoidance (UAI).
The development of positive work identities of women in male-dominated jobs
(Stellenbosch: Stellenbosch University, 2023-03) Konadu-Osei, Obaa Akua; Bosch, Anita; Boros, Smaranda; Stellenbosch University. Faculty of Economic and Management Sciences. University of Stellenbosch Business School.
ENGLISH SUMMARY: This dissertation explores how women1 build positive work identities in male-dominated jobs within a collectivist context. The exploratory nature of the dissertation necessitated a qualitative research approach, which is also commensurate with my relational orientation regarding ontology and epistemology. Three objectives, which form the basis of the three separate but interrelated studies, guide this dissertation. As such, specific research strategies, namely a systematic review and case studies, were utilised to achieve the objectives of the three studies. The first study (Chapter 4:) explores how local epistemologies can be utilised in conducting contextsensitive work identity research in the South African context. The methodological choices of 68 publications on work identity were analysed through a systematic review. The review contends that an either-or-neither approach to methodology selection is a false dilemma, and advances suggestions for complementing and integrating Western and local epistemologies. The outcome of this study shaped the methodological choices of the remainder of the research. The second study (Chapter 5:) explored how women navigate dominant identities in the workplace and create alternative ways of existing, using the case of 15 women in blue-collar roles in three companies in male-dominated industries in South Africa. A Deleuze–ubuntu theoretical frame was used to conceptualise identity in a collectivist context, explore minority identities, and understand the disruption of norms towards social transformation. Using in-depth, semi-structured interviews, the findings show that women employ various strategies, broadly categorised as sustaining identities, divesting identities, and counterattacking negative behaviour. However, within these strategies, women balance between adopting major or owning minor identities, simultaneously rejecting and/or differentiating from elements of both. The study concluded that the identity work process does not conform to a ‘zero sum’, but, rather, a kaleidoscope of processes that offer fluid and non-linear strategies towards new pathways of being and becoming. The third study (Chapter 6:) explored formal and informal workplace structures that support women’s upward career mobility and foster the development of positive identities. Through semi-structured interviews, 22 work colleagues of the blue-collar women workers in Chapter 5: were engaged. Through thematic and document analysis, data were analysed. The findings show that support mechanisms formally rendered by companies were identified and categorised as: commitment from management, equality of opportunities (structures), and equality of opportunities (processes), whereas informal support was either technical, relational, or personal. Despite the positive impact of colleagues’ support on women’s upward career mobility, informal support tends to offer paternalistic help rather than tools that enable women to succeed in the workplace. Although this dissertation does not claim generalisability, the findings significantly contribute to literature on identity, gender and work, and organisational behaviour. The overall contributions of the dissertation include the following: a) the either-or-neither approach to selecting a research methodology is a false dilemma, and that, researchers can benefit from a fusion of conventional and contextually sensitive epistemologies; b) identity work is a kaleidoscope of processes that present fluid, non-linear, and adaptable strategies aimed at making new pathways and alternatives for these women; and c) organisational policies on diversity and inclusion may remain aspirational if organisational culture and norms continue to perpetuate negative stereotypical views about women’s competencies. The dissertation shows that, for women in male-dominated industries in collectivist contexts, building positive work identities hinges on both interpersonal and intrapersonal identity resources. The benefits thereof enhance the individual’s self-efficacy and workplace relationships, as well as organisational outcomes.

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