Business Administration

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A comparative study of entrepreneurship education and entrepreneurial intentions amongst students at selected South African institutions of higher education
(Vaal University of Technology, 2022-01) Matsheke, Moses Jametane; Dhurup, M., Prof.; Mafini, C., Prof.
Entrepreneurial intention (EI) is considered as an element used by researchers to measure the propensity of individuals to become entrepreneurs. Higher education institutions (HEIs) have been utilised globally by governments as mechanisms to increase the EIs of students by establishing entrepreneurship as an academic discipline and instituting entrepreneurship programmes at all educational levels. However, in South Africa, the Global Entrepreneurship Monitor (GEM) reports a decline in EIs in the last decade of the population aged 18-64 years. The current study investigated the influence of the entrepreneurship education (EE) at one selected Technical and Vocational Education and Training (TVET) college and a University of Technology (UOT) located in the Gauteng Province, South Africa through a comparative analysis. The Theory of Planned Behaviour (TPB) and the Theory of Reasoned Action (TRA) were used as theories to underpin the study. In addition, Self-efficacy (SE), Need to Achieve (NA) and Instrumental Readiness (IR) were included as constructs to examine further variables for EIs. The study adopted a survey design and followed a quantitative research approach in determining the relationship between the identified variables. A self-administered survey questionnaire was used to gather the data from the sampled students at the selected HEIs. The total number of usable questionnaires was 390 from the TVET college and 362 from the UOT, giving a total of 752 responses. The empirical analysis was performed by means of the descriptive statistics, exploratory factor analysis (EFA), Pearson correlations, and regression analysis. The descriptive analysis procedure was utilised to examine the demographic profile of the respondents as well as the perceptions of the respondents towards the research constructs of the study. The EFA procedure confirmed that all measurement scales applied in the study were unidimensional. The Pearson correlation analysis was used to examine the linear association between the constructs while the regression analysis was used to test the hypotheses. The results of the hypotheses tests revealed that EE was statistically significant in predicting the EI of the students from both the TVET college and UOT. The tests further revealed that EE was also statistically significant in predicting the Attitude towards Behaviour (ATB), Subjective Norm (SN), Perceived Behavioural Control (PBC), SE, NA and IR of the students from both HEIs in a similar manner. However, PBC, SE, and NA were found to be statistically insignificant for the TVET college students while for the UOT students only SN, NA and IR were statistically insignificant. The study concludes that EE is an important tool that can be used to enhance the EI of the students at both types of HEIs. It further draws the conclusion that students from the TVET college are more dependent on external factors such as the support of their families and friends as well as the availability of resources to start thinking of starting their own business, whereas those from the UOT are more reliant on internal motivation. Based on the results, the study recommends that subjects in the curriculum in HEIs should have a learning unit dedicated to stimulating entrepreneurship amongst students. Such an approach might inspire students to venture into entrepreneurship.
Employees' perceptions of the effects of retrenchment on job stress and organisational commitment in a mining company
(Vaal University of Technology, 2016-11) Seteni, Landiswa Pilvia; Joubert, P. A., Dr.; Dhurup, M., Prof.
In the decade before 2005, South African organisations have had to cope with an ever-increasing rate of local and global changes. There have been considerable and ongoing socio-political changes, resulting from new Government regulations. Most organisations have experienced some type of downturn, whether due to external business factors or poor internal performance. A typical response to organisational decline is retrenchment. Retrenchment is attributed to cyclical downturns, market losses or other economic factors, which oblige the employer to reduce the labour force numbers. Though there are so many ways of responding to organisational failure, this study focused only on retrenchment. A number of psychologists and human sciences researchers have studied the results of job loss due to retrenchment. Retrenchment brings loss of skills, loss of morale and commitment, as well as physical and mental health degradation, including stress that results in employees withdrawing physically and emotionally. The main purpose of this study was to outline the employees’ perceptions of the effects of retrenchment on job stress and organisational commitment in a mining company. The research methodology used in this study is a combination of a literature review and an empirical study. The probability sampling technique, which entails using simple random sampling, was used to select the sample of the study. The primary data were collected using a questionnaire. The measuring instrument contained 43 items. The measuring instrument was pilot-tested with 50 respondents three weeks before the main survey; the questionnaire was self-administered to the participants. For the main survey, data from 294 respondents were collected and analysed. Participants in the study involved surface employees, including management, administrators, engineers and artisans. Data were analysed with the Statistical Package for Social Sciences (SPSS) version 23.0. The Cronbach’s alpha coefficients of the various sections of the measuring instrument were computed to establish construct validity. Content validity was ascertained by pre-testing the questionnaire with the employees in the mine in question. Correlations were used to establish convergent validity of the constructs. Convergent validity was assessed to measure the degree of linear association of variables using Pearson’s correlation coefficient. Discriminant validity was achieved by using regression analysis to show items loaded onto different factors in various sections which had more than one factor. Analysis was done using descriptive statistics on the demographic information of respondents. The results were also interpreted through correlation and regression analysis. The results showed that the effects of retrenchment did not have a negative impact on job stress (time stress and anxiety). This may be due to the mine in question planning and consulting with the employees prior to the retrenchment process. The results also showed that job stress (time stress and anxiety) is negatively associated with organisational commitment. Subsequent to these findings, it is recommended that employees (survivors) be updated on their future in the company in question. This could be done through regular workshops and counselling of employees. In order to motivate and engage employees, and thereby contribute to employee commitment, it was also recommended that organisations create open, supportive and fair organisational and team cultures, and ensure jobs are clearly aligned with organisational goals and have appropriate levels of autonomy, support and career development. Given that job satisfaction plays a huge role in organisational commitment, it was further recommended that managers need to actively improve their organisation’s job satisfaction to employees in order to achieve a higher level of organisational commitment. The study concludes by recommending that communication between employees and management should take place on a regular basis which can serve as a fundamental tool to retrenchment in the following manner: • Survivors will feel more committed to the organisation when the basis of retrenchment addresses the circumstances in the external environment, rather than the enrichment of shareholders or top management. • Communicating a clear vision of how retrenchment will benefit stakeholders, increases commitment since survivors can see a clear future for the organisation. • When survivors are treated with dignity and respect, they will feel more committed to the organisation because they feel appreciated.
A framework for the implementation of e-procurement practices in the South African public sector
(Vaal University of Technology, 2020-07) Mothibi, Gloria Mokgalagadi; Mafini, C., Prof.; Dhurup, M., Prof.
The use of technology in supply chain management has increased over the years. Procurement is one of the primary supply chain management areas where the use of technology has gained momentum. This has been realised through the use of e-procurement systems. However, the adoption and implementation of e-procurement can be achieved more effectively if available models of technology adoption are taken into consideration. This study tested a conceptual framework integrating the Technology Acceptance Model (TAM) and the Unified Theory of the Acceptance and use of Technology (UTAUT) in the implementation of e-procurement practices in the South African public sector. Although there are several studies that have focused on procurement in the public sector in South Africa, there is no evidence of studies that extended the use of the TAM and the UTAUT within the public sector in South Africa. This study was conducted to fill this gap by proposing a framework combining the TAM and UTAUT and modelling their role in the adoption of e-procurement in the public sector. The study adopted a survey design and a quantitative research approach was used to evaluate relationships between different variables. The final sample for this study consists of 263 supply chain management (SCM) practitioners drawn from the public sector in the Gauteng Province, South Africa. A self-completion survey questionnaire was used to gather data to measure the eight constructs of the TAM and UTAUT. An Exploratory Factor Analysis (EFA) procedure was performed to assess the factor structure of the data collected in the study. Descriptive statistics were applied to examine the demographic profile of respondents and the perceptions of respondents towards the research constructs. Pearson correlations were used to test relationships and regression analysis was used to test the hypotheses. In the EFA, two new factors, labelled as Personal Competence and External Assistance, were identified. The results of the hypotheses tests showed that five factors, namely: perceived use, self-efficacy, facilitating conditions, personal competence and external assistance significantly predicted attitudes towards the use of e-procurement systems. However, perceived ease of use was statistically insignificant. The results further show that attitudes towards system use significantly predict behavioural intention, which in turn significantly influences actual e-procurement system use. The theoretical framework fusing the TAM and UTAUT models provides useful insights for other researchers and adds valuable knowledge to the factors that might contribute to the adoption of e-procurement in the South African public sector. The study further makes significant contributions to SCM professionals in the public sector. It reiterates the challenges faced in SCM in the public sector and then demonstrates how the adoption of e-procurement could improve the system, while reducing service delivery inequality. By indicating the factors either promoting or impeding the adoption of e-procurement in the public sector, the study provides practitioners and other decision makers in SCM with suggestions on how to facilitate more rapid adoption and circumvent the influence of irrelevant factors. Among other things, the study recommends that to improve the adoption and continued use of e-procurement systems in the public sector in the Gauteng Province, it is necessary to customise the e-procurement system to ensure that it responds to the needs of users. In addition, it is important to increase the confidence and competence of users of the systems, providing the relevant technical infrastructure and support to users in order to positively influence their attitudes and behavioural intention towards the use of e-procurement systems.
The influence of employee fit dimensions on job satisfaction, organisational citizenship behaviour and intention to stay in selected South African municipalities
(Vaal University of Technology, 2021) Masoka, Josiah Coba; Joubert, P. A., Prof.; Dhurup, M., Prof.
Given the inevitable changes and dynamics in the nature of the global market, the recruitment, attraction, employment, motivation and retention of valuable workers has become critical for the continued success of both employees and organisations. Organisations are continuously faced with the dilemma of uncovering and understanding employment packages that are essential in attracting fitting individuals to join their establishment and remain in such organisations for a longer period of time. Similarly, people spend a substantial amount of effort and time searching for organisations and jobs that matches their qualifications and skills; fulfil their specific needs, while meeting their goals and values. This study investigated the influence employee fit dimensions (person-job fit, person-environment fit and person-organisation fit) on job satisfaction, organisational citizenship behaviour and intention to stay. These different conceptualisations of fit have typically been studied independently, but this study responded to calls that proposed for a study that incorporated multiple types of employee fit dimensions in a single study. When deliberating on the different fit concepts, some empirical evidence confirmed the existing conceptual distinctions between the three types of fit such as person-job fit, person-environment fit, and person-organisation fit and how each fit dimension positively or negatively influences job satisfaction and the extent to which job satisfaction influences organisational citizenship behaviour. Furthermore, the study examined the influence of organisational citizenship dimension on intention to stay. This study is embedded in a post-positivist quantitative research paradigm. The positivism paradigm was adopted as its underlying philosophy is grounded on cause-effect relationships amongst constructs within a given theoretical model. Since the study was descriptive in nature, the reliability and validity of data was analysed and correlation analysis and regression analysis were also computed. The exploratory factor analysis was performed using the Kaiser-Meyer-Olkin test and the Bartlett’s test of sphericity in order to examine the appropriateness of data for factor analysis and to establish the interrelationship amongst constructs. Preceding the main study’s data collection process, a pilot survey was undertaken to examine the correctness and accuracy of the questionnaire. The data collected were examined with the use of the Statistical Package for the Social Sciences (SPSS) 25.0. The KMO values of all the constructs were above 0.80 which is well within the acceptable value of 0.50. Normality tests were performed using the skewness and kurtosis values and the standard deviation values ranged from 0.65311 to 1.05471 indicating that data was normally distributed. To confirm the consistency of the measuring instrument and its items, reliability tests were carried out and the results indicated that all the constructs were within range (0.786 to 0.891), having surpassed the threshold for reliability of 0.70. The results of the consistency of measures demonstrated that the measuring instrument was reliable. The correlation analysis revealed that there is a strong relationship between person-job fit, person-environment fit, person-organisation fit and job satisfaction. The results further disclosed a moderate association between job satisfaction with altruism, courtesy and civic virtue. A negative relationship is reported between job satisfactions and sportsmanship. A weak but positive relationship is shown between job satisfaction and conscientiousness. The results further indicate a moderate relationship between altruism, conscientiousness and intention to stay. The relationship between courtesy, sportsmanship and intention to stay is reportedly weak. The results indicate that a positive relationship exists between civic virtue and intention to stay. Regression analysis was also performed in order to establish the predictive relationships between variables. The regression analysis results indicate that person-job fit, person-environment fit and person-organisation fit are positive predictors of job satisfaction. Further, altruism, courtesy, civic virtue and conscientiousness contributed positively towards predicting job satisfaction. The results further reveal that sportsmanship showed no relationship with job satisfaction and weak predictor of job satisfaction. The results of the regression analysis further revealed that altruism, courtesy, civic virtue and conscientiousness showed no predictive relationship with intention to stay. However, sportsmanship showed strong predictive relationship towards intention to stay. The study proposes both the theoretical and practical contributions to the organisational behaviour and human resource management literature in the form of recommendations. Limitations and implications for further research is alluded to. The outcome of this study advanced a framework of the influence of employee fit dimensions on job satisfaction, organisational citizenship behaviour and intention to stay which may possibly benefit future researchers.
The influence of organisational politics on job stress among small and medium enterprises employees in Matlosana Local District.
(Vaal University of Technology, 2018-11) Letshaba, Ralebitso Kenneth; Dhurup, M., Prof.; Joubert, P. A., Dr.; Chinomona, E., Dr.
Apart from the contribution and success of the small and medium enterprises (SMEs) through job creation, poverty alleviation and economic growth, there are still organisational factors such as organisational politics and job stress, which hamper the success of these enterprises. The aim of this study was to examine the influence of organisational politics on job stress among SME employees in Matlosana Local District. The target population concentrated on SME employees within Matlosana Local District in North West province, with the population size of N=431 respondents. A quantitative approach was applied, with the use of a cross sectional survey (questionnaire) to gather information on general political behaviour (GB), get ahead (GA), pay and promotion policies (PP), time stress (TS) and anxiety (AX). Data analysis was conducted with the use of the Statistical Package for the Social Sciences (SPSS) version 25.0 and the Analysis of Moment Structures (AMOS) version 25.0. A confirmatory factor analysis (CFA) was applied in examining and testing the relationships between observed constructs and their causal latent constructs while Structural Equation Modelling (SEM) was used to test the hypothesised relationships between constructs. The findings of the study revealed that there is a positive and significant relationship between organisational politics and job stress. The findings also emphasised that organisational politics is considered as a hindrance-related stressor that hampers the proper functioning of individual employees. This study concludes that organisational politics are the social ills of every organisation, it is upon the management of the SMEs to apply good human resource management policies to curb the politics. Contrary, if the organisational politics are not managed well, it will result in impacting the job outcomes such as job stress.
The influence of organisational strategy, recruitment strategy and organisational culture on succession planning in South Africa’s Department of International Relations and Cooperation
(Vaal University of Technology, 2017-10) Ramaboea, Stella Julie; Joubert, P. A., Dr.; Dhurup, M., Prof.
In terms of the Public Service Act, 1994, as amended by Act 30 of 2007, all government departments operate under a recruitment system whereby applicants and employees are selected for positions based on their qualifications for the job. Equity and fairness are underlying democratic values and principles of the system. Therefore, the system guards against pre-determined successors until such time as all qualified candidates are provided an equal opportunity to apply for, and be considered, for the job (RSA 1994). However, organisations need to ensure that the appropriate people are in place with the required values, skills and competencies that are necessary to bring about change and accomplish goals to drive organisational strategy forward. It is also necessary to ensure that a suitable leadership team is chosen to help preserve and build upon an organisation’s existing vision, mission and values. Ensuring that leaders have the appropriate skills, abilities and competencies is crucial to assist an organisation to implement its strategic direction and overall goals and objectives. The purpose of this study was to investigate the influence of organisational strategy, recruitment strategy and organisational culture on effective succession planning in the Department of International Relations and Cooperation (DIRCO). In this study, focus was on trait behavioural, situational and chaos leadership and management theories; and their relationship to succession planning. The study made use of a quantitative research technique. Quantitative primary research was conducted by employing a self-administered questionnaire in the gathering of primary data for the study. The target population comprised employees (from entry level to executive levels) of DIRCO based in Gauteng Province as well as 127 South African Embassies and Consulates in foreign countries. Descriptive analysis was used in the analysis of the sample composition and participants’ perception of succession planning at DIRCO. Furthermore, confirmatory factor analysis and structural equation modelling (SEM) was used to assess model fit and to test the hypotheses. The results of the study confirmed that the recruitment strategy of DIRCO does not create opportunities for identification of internal talent. In order to address these deficiencies, it is recommended that DIRCO identify, mentor and promote diverse pools of internal candidates through succession planning. A proper succession plan will provide an organisation with a surplus of talent and will assist officials to realise their potential. DIRCO prefers to recruit external candidates rather than developing training programmes that will prepare the internal workforce for future leadership positions. The results indicate that lack of organisational and recruitment strategies have substantial influence on organisational processes.
The influence of presenteeism on job satisfaction and organisational commitment among government employees within the Cacadu district
(Vaal University of Technology, 2017-05) Tala, Ratsela Johannes; Dhurup, M., Prof.; Van Zyl, Y., Dr.
The purpose of this study is to investigate the influence of presenteeism on job satisfaction and organisational commitment among government employees within the Cacadu district. Research on presenteeism has been conducted and the majority of research on presenteeism has predominantly focused on its prevalence, determinants and economic effects, in the process neglecting important attitudinal results. Sickness presenteeism may signify physical presence and mental absence and can be associated with affective-motivational states such as job satisfaction and organisational commitment. The research methodology used to conduct the study is a combination of a literature review and an empirical study. A quantitative research paradigm and a descriptive research method were used to investigate a sample size of 220 employees within government departments in the Cacadu district. In order to minimise the study bias, simple random sampling was used to ensure that the sample accurately reflects the larger population (N=1025). Data were collected by means of a structured questionnaire. The instrument was piloted with 40 respondents and the instrument was hand delivered to all the participants. The results of the correlation analysis indicated that there is a moderate relationship between presenteeism and job satisfaction and a moderate relationship between presenteeism and organisational commitment. Regression analysis showed mixed results among presenteeism, job satisfaction and organisational commitment. Findings and recommendations of this study are significant to employees as they provide essential information regarding the influence and impact of presenteeism within the working environment and how these affect the performance of employees in delivering quality service within the Cacadu district. Given that there is presently little available research on the attitudinal consequences of sickness presenteeism and also non-work related presenteeism, these findings offer further opportunity for conducting research in the area.
Modelling transformational and transactional leadership, innovation and performance in selected South African Universities of Technology: a balanced scorecard perspective.
(Vaal University of Technology, 2022-09) Mofokeng, G. L.; Dhurup, M., Prof.; Mafini, C., Prof.
Universities of Technology are an essential institutional type in South African higher education. However, their performance often lags behind that of traditional and comprehensive universities, which inspires the need to use research to seek ways of improving them. This study focuses on the interconnection between transformational and transactional leadership, organisational innovation and performance in South African universities of technology. Performance was measured based on the balanced scorecard perspective. The study followed a quantitative method, using the views of 387 academic and non-academic professional respondents drawn from three South African universities of technology. Hypotheses were tested using correlations and regression analysis. The study identified three transformational leadership factors, namely idealised influence, intellectual stimulation and inspirational leadership that are relevant to the tested relationship. Six performance dimensions, namely internal growth, financial performance, internal processes, customer satisfaction, learning, and grants and income were also identified and used to measure performance. The three transformational leadership factors, idealised influence, intellectual stimulation and inspirational leadership all correlated with and predicted innovation. In turn, innovation correlated with and predicted the six performance factors (internal growth, financial performance, internal processes, customer satisfaction, learning, and grants and income). The study indicates that the transformational leadership style has a direct positive effect on institutional innovation in universities of technology. Furthermore, innovation is an important driver of performance. Therefore, universities of technology that place an emphasis on transformational leadership and innovation are likely to register superior performance.
Motives for volunteering in sport organisations and the relationship with volunteer commitment and volunteer satisfaction
(Vaal University of Technology, 2022-01) Tshabalala, Lebamang Francis; Dhurup, M., Prof.; Mokoena, B. A., Prof.
Volunteering is a core component of sport service delivery and remains essential to the viability of the sport system in many sport organisations and communities. To this end, it has become incumbent for them to ensure that a sufficient pool of volunteers exists. Despite this assertion that volunteers in sport organisations are considered such a valuable resource, they are increasingly scarce and there is a considerable debate about the underlying structure or dimensionality of volunteer motives. Therefore, the primary objective of this study was to examine motives for volunteering in sport organisations within Gauteng province and its relationships with volunteer commitment and volunteer satisfaction. This research drew from the convergence of the social exchange and self-determination theories that were used in this study to provide a theoretical understanding as to why people engage in volunteer work and the outcomes thereof. In order to achieve the primary objective of the study, a quantitative research approach was adopted and a cross-sectional descriptive survey was utilised. A non-probability convenience sampling procedure was also adopted. Prior to the main survey data collection, a pilot study was undertaken by administering a questionnaire to 40 participants who did not form part of the main survey. The main survey data was thereafter acquired from 270 volunteers from conveniently selected sport organisations within Gauteng province through a structured self-administered questionnaire. The data were analysed using the Statistical Package for the Social Science (SPSS version 26.0) and the reliability and validity analysis yielded satisfactory results in terms of the measuring instrument. Descriptive statistics were also computed to summarise the data into usable information by making use of frequencies, means and standard deviations. Exploratory factor analysis was used to statistically aggregate the large number of observed measures (28 items) relating to independent variable (volunteer motives) into a smaller set of three unobserved (latent) variables called factors while regression and correlation analysis were undertaken to establish the relationships among the study constructs in line with the objectives of the study. Results fromcorrelation and regression analysis respectively (r = 0.440; β= .410) revealed that volunteer motives significantly contribute towards enhancing volunteer commitment among volunteers in sport organisations. Furthermore, the study’s results indicated that volunteer commitment, in turn, contributes towards volunteer satisfaction of volunteers in sport organisations (r = 0.561; β= .561). Based on these results, this study recommends, among others, that management of sport organisations should explore the effectiveness of implementing an internal system of self-evaluation as a starting point to examine motives for volunteering. Furthermore, it is recommended that sport organisation management should develop an organisational culture which assigns authority and responsibility to sport volunteers. The study concludes by affirming the achievement of the study’s objectives, highlighting its limitations as well as identifying future research opportunities.
Perceived Construction Education and Training Authority's (CETA) strategic alignment barriers to Technical and Vocational Education and Training (TVET) colleges' participation in construction skills development
(Vaal University of Technology, 2023-08) Peta, Mamakoba George; Dhurup, M., Prof.; Schutte, F., Dr.; Isabirye, A., Dr.; Surujlal, J., Prof.
The performance of the construction industry has a major effect on the Gross Domestic Product (GDP) of the country. However, over the years, employers are finding it increasingly difficult to find and recruit individuals with the required skills for technical activities within the construction industry. Strategic alignment is a management model that seeks to align the organisation's objectives with the objectives of the market and is primarily concerned with inherently dynamic adjustments between the two domains of business, and with mechanisms to improve organisational performance. This study aimed to identify perceived CETA's strategic alignment barriers to South Africa's TVET colleges' participation in construction skills development. The research was motivated by the poor participation of TVET colleges in construction skills development, and consequently the low production of skills with the construction sector. While the CETA and TVET colleges were established to address skills shortages particularly in the construction industry, the TVET colleges are not producing enough of the minimum skilled candidates required to do the job. An interpretive research paradigm and qualitative research methodology were adopted and applied in this study in order to address the research question. Data collection was based on in-depth semi-structured interviews with the participants from samples. Based on the in-depth semi-structured interviews with the research participants, thematic techniques were applied in the data analysis process. The study revealed the significance of such important aspects of strategic management as the organisational strategy and environmental analysis, there is no indication that the CETA's strategy management is influenced or informed by the imperative of strategic alignment. In particular, the study found that the strategy management approach of the CETA is not based on or purposefully guided by environment analysis frameworks as dependable tools for aligning the organisation with the environment in which it operates. This is a finding that represents what can be described as an undetermined and weakened management approach within the CETA. The finding translated into a conclusion that the strategic management of strategic alignment approach of the CETA, which appears to have a negative effect on its alignment with the environment, presents itself as having a contributing effect on TVET colleges' poor participation in construction skills development. A significant recommendation was made, and that is a proposed strategic alignment framework which is conceptualised or abbreviated as PASSSPORT, - representing [business] Purpose, Aims, Services, Structure. Systems, Players, Opportunities, Reliances and Triggers. The proposed framework is a direct contribution to the body of knowledge and value-add to assisting the CETA (and potentially the SETA fraternity) in processes of strategic alignment.
Selected motivational variables that influence spectator attendance of professional woman's soccer matches.
(Vaal University of Technology, 2022-06) Mabasa, Peace Nhlawutelo; Dhurup, M., Prof.; Chauke, X. D., Dr.
Sport has become the great unifier globally since governments, countries and organisations are using it as a resource to bring people together. The sport industry is one of the fastest rising business segments and its primary aim/objective is to generate the revenue from sport spectators. In the past decade, the behaviour of sport spectators has received increasing attention in academic literature. A better understanding of how and why sport spectators go to stadiums and travel great distances to support their sport clubs is of great interest to sport marketers. Soccer, in particular, is perhaps one of the greatest sport phenomena in terms of its attraction for hundreds of thousands of occasional spectators of every age and gender, who come together in soccer stadiums around the globe every week to watch games. In South Africa, soccer is the leading sport from both a participation and spectator viewpoint. Understanding sport consumers willingness to attend is arguably one of the most important concerns in sport marketing and consumer-relationship management. As found in sport consumption literature, a “good relationship with sport consumers by sport clubs is an essential factor for a successful sport business” because it is much cheaper to serve satisfied consumers and easier to sustain their support. The purpose of this study was to examine selected motivational variables that influence spectators’ attendance of professional women’s soccer matches to better understand the development of the sports consumption sector. There is an absence of research conducted concerning this direction and subsequently a lack of existing literature, especially among women’s sport. To contribute to filling this void, this study attempts to measure the relationships between these variables. Earlier research has demonstrated that consumers’ willingness to attend is highly determined by their satisfaction. This study is descriptive and correlational in nature and follows a quantitative research approach. The target population comprised spectators of professional women’s soccer in the Gauteng province of South Africa. A snowball sampling technique was used to identify the participants fitting the predetermined sample standards. A total number of 316 questionnaires were received and analysed. Relevant areas, research approaches and data acquiring procedures were described. Additionally, means and factor analysis were performed to determine the level of selected motivational variables, team satisfaction and willingness to attend of spectators and to establish the underlying factors of the constructs respectively. Moreover, a correlation analysis was conducted to establish the strength and direction of the relationship between the study variables. Lastly, a regression analysis was performed to check the predictive relationship between the study’s constructs. The study revealed that motivational variables (vicarious achievement, involvement, social interaction, perceived value) have a significant relationship with spectator satisfaction. In addition, spectator satisfaction was found to be the determinant of spectator willingness to attend professional women’s soccer matches. Based on the results of this study, this research adds to the scant literature on spectators of women’s sport and proposes perspectives on the level of motives and behaviours of spectators, which can be used by women’s sport organisations and government organisations in elevating women’s soccer in South Africa. In this way, sport organisations could develop spectator engagement campaigns and marketing materials in order to engender and enhance women’s spectator participation. Further, sport managers and sport marketers should make every effort to increase the perceived value of services such as fees which are fair, albeit under the global negative economic climate, in order to satisfy the needs of spectators and at the same time reap rewards from the presence of spectators in stadiums and ensure that this presence continues. Based on these findings, limitations as well as future research opportunities and contributions of this study are discussed.
Visitors' perceptions of the quality of services provided at the Vaal River Carnival and the relationship with satisfaction and future behavioural intentions
(Vaal University of Technology, 2022) Rachoene, Tlake Phillemon; Dhurup, M., Prof.; Masitenyane, L. A., Dr.; Mokoena, B. A., Prof.
Carnival events as tourist and visitors’ destinations are developing and promoting the cultural and heritage services of the people as a mean of attracting and enhancing life experiences. The recognition of carnival events as tourist and visitors’ destinations is evidenced by the increase in the number of carnival events held recently in the Vaal Triangle. To this end, the Vaal River Carnival presents over 15 exciting events ensuring that potential tourists and investors experience the Vaal River, historic sites, state of the art hotels, conference facilities, other business and leisure facilities. In addition, it profiles the easy access of the Vaal’s road infrastructure with far less traffic congestion in comparison to other cities within the Gauteng province. The first Vaal River Carnival was held in 2002 and attracted an audience of more than 10,000 visitors and tourists of every colour, race, age, and background together in celebration of the beauty, history, and richness of the Vaal Triangle. The success was made possible by the partnership between the Emfuleni Local Municipality, the Vaal Community, NGOs, Parastatals, and other Non-Governmental organisations. The parties came together with the sole purpose of joint marketing and profiling the Vaal Triangle as one of the best tourist and investment destinations. However, there is growing evidence that the majority of the attendees have lodged verbal complaints to carnival management, or present their complaints via print or electronic media about the service quality, management, planning and organization of facilities utilized at the event. This assertion seems true because the attendees have different perceptions and experiences which may influence a carnival revisit. Therefore, this study investigates the perceptions of visitors to the Vaal River Carnival on satisfactions regarding the quality of services provided at the event and their future behavioural intentions towards revisiting the place again. To attain the theorical objectives, the study considered the convergence of three behavioural theories while conducting a literature review to assess the influence of service quality on customer satisfaction and its effect on future behavioural intentions. To achieve the empirical objectives of the study, a quantitative research methodology was adopted and the respondents were selected using a non-probability convenience sampling technique. For data collection, the researcher used a structured self-administered questionnaire survey. Of the 400_ distributed questionnaires, the researcher utilized 323 usable questionnaires for data analysis. The Statistical Package for Social Sciences (SPSS) version 26.0 was used to compute both descriptive and inferential statistics (which includes exploratory factor analysis, correlations and regression analysis). In addition, the reliability and validity analysis were carried out in relation to the measuring instrument. Through regression analysis, positive significant predictive relationships were found between service quality and customer satisfaction (β=+.821, t value=30.490, at p<.001) as well as customer satisfaction with future behavioural intention (β=+.754; t value = 20.947 at p<0.001). The recommendations emanating from the study include the integration of an effective events development strategy in the organisation’s overall marketing strategy. Both practitioners and academics should consider the list of factors presented here in attempting to generate a greater degree of service quality among carnival settings, as well as implementing image marketing (promoting the sense of place) and destination marketing (selling the service) strategies. The limitations of the study and the suggested opportunities for further research are also identified.

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