Theses and Dissertations (Business Administration)
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Item 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.Item Influence of job embeddedness on job satisfaction and job performance among employees within South African Police Service Academies(Vaal University of Technology, 2022-05) Tala, Ratsela Johannes; Marais, Christel, Dr.; Grobler, Bennie, Prof.Background: The South African Police Service (SAPS) faces various challenges relating to service delivery, which is viewed as stressful, demanding, and dangerous. Members work long, stressful hours under adverse and challenging working conditions. These demanding working conditions correlate with experienced job embeddedness, job satisfaction and job performance. Moreover, in addition to these challenges police employees suffer from physical ailments, such as heart condition, hypertension and sugar diabetes, mellitus, and psychological problems, such as cynicism: feelings of hopelessness, suicidal thoughts and suicide. These challenges may lead to absenteeism, resignations and ineffective organisational performance. Many SAPS personnel at various academies have been employed in the Human Resource Development (HRD) for a prolonged time, and employee turnover is low. This suggests that they are committed to their job and experience job embeddedness. Research has shown that job embeddedness might predict job satisfaction and performance. The study aimed to investigate this relationship in the context of SAPS academy employees to inform SAPS management in assisting police officers in performing their role despite the challenges they face. Training is a high priority in the SAPS, the academies of which are expected to prepare future police officers to fill their roles effectively. However, the SAPS academies, which are expected to provide training and development, have limited human, financial and logistical resources owing to current political and socio-economic circumstances. Therefore, although employees in these academies may face challenges to their job embeddedness, job satisfaction and job performance, they remain in their jobs, which is a situation that the study aimed to explore. Aim: The study described in this thesis aimed to investigate the influence of job embeddedness on job satisfaction and job performance amongst employees within South African Police Service academies, viewing it as a holistic construct. Methodology: The research methodology followed to conduct the study was a combination of a literature review and an empirical study. Existing scholarship informed a theoretical understanding of the topic. An empirical investigation was conducted to achieve the aim mentioned above. In addition, a quantitative descriptive research design was adopted to investigate a sample of 400 employees working in the 23 academies nationally. Data were collected using a structured questionnaire as the collection instrument which was piloted with 25 respondents and then hand-delivered to the respondents of the main study. Simple random sampling accurately reflected the larger population (N=956). Results and Discussion: The research results indicated that job performance and job satisfaction are causally related via job embeddedness acting as a mediator. Moreover, the relationship between job performance and job satisfaction was found to be non-recursive. The total effect of job performance on job satisfaction is larger (.5956) than the total reciprocal effect between job satisfaction as a predictor and job performance as an outcome (0.4061). The research supported the view that job satisfaction and job performance have a reciprocal relationship moderated by other variables such as job embeddedness. This finding does not support the initial hypothesis that job satisfaction acts as a mediator between job embeddedness as a predictor and job performance as an outcome. General: As little research has been conducted on the relationship between job embeddedness, job satisfaction and job performance in the SAPS and the public sector in South Africa, relevant literature was not readily available for the study. In addition, the study had other limitations, which are highlighted in this thesis to inform similar future studies. However, the results provided insights that researchers in South Africa might find helpful, although the effect of job embeddedness as a holistic construct on various variables needs to further investigated in the context of the SAPS. Conclusions: The study revealed that job performance, directly and indirectly, affects job satisfaction with job embeddedness acting as a mediating variable. The association between job satisfaction, job performance and job embeddedness as dependent variables and gender as an independent variable found no significant relationship. However, the relationship between race and first language as independent variables and job performance and job satisfaction as dependent variables differed significantly. In the questionnaire, white respondents agreed significantly less strongly with the job satisfaction and job performance constructs than the black African and coloured respondents. This difference was present in the task and contextual performance sub-dimensions of job performance. The Nguni first language group agreed significantly more strongly with the job performance and job satisfaction constructs than the Afrikaans first language group. This result was also true for the two sub-dimensions of job performance, namely task and contextual performance, with task performance being perceived as slightly more important than the contextual performance by the Nguni group. No significant associations could be found between age, educational level, marital status and the number of years employed as a government employee as independent variables and the three dependent variables of job embeddedness, job satisfaction and job performance. Recommendations: The study led to recommendations for management practice, which might be helpful to the management of the human resource development division of the SAPS. The study provided essential information about the importance of job embeddedness in the working environment and its effect on employees’ job performance and job satisfaction who are expected to provide quality training in the SAPS. In addition, the study led to recommendations for future research by enhancing the knowledge base related to job embeddedness in the context of the South African public service sector. In conclusion, job embeddedness as a holistic construct and its relationship with other variables, needs to be explored further, especially in the context of the SAPS and its academies.Item Securing public contracts: SME's case on payment terms in the Vaal Triangle(Vaal University of Technology, 2022-06-24) Mohambi, Tshegofatso Felicity; Tlale, M., Dr.; Dzingwa, S., Dr.Because small- and medium enterprises (SMEs) are so vital to a country’s economy, it is critical to keep an eye on the problems they face. The research objectives, in this study, were to identify the factors that hinder SMEs to secure public contracts, to explore the impact of 30-day payment terms on SMEs in securing public contracts and to explore a set of recommendations on how the current payment terms on public contracts can be improved so that they contribute to the survival of SMEs in the Vaal Triangle, Gauteng province. The study adopted the qualitative methodology to investigate the research phenomenon and was guided by the triangulation method of qualitative research. The research design used in this study is exploratory in nature and the design of a case study was adopted to gather information from various SMEs around the Vaal Triangle. The target population was the SMEs within the Vaal Triangle area and were sourced from the Central Supplier Database (CSD). A total of 13 993 SMEs were registered under the Vaal Triangle and only 10 were selected for convenience and practicality. Semi-structured interviews were used to collect data. The research revealed that SMEs can be assisted to secure procurement opportunities through several appropriate supportive initiatives and other procurement methods. However, the research further revealed that there are challenges facing SMEs in accessing procurement opportunities. Themes drawn from the study are inclusive of the politicisation of public contracts, lack of transparency, delayed payments, lack of training towards securing public tenders, corruption and use of sexism in the awarding processes of tenders. Such constraints must be considered and addressed to ensure that the objectives of SMEs securing public contracts in the Vaal Triangle are met. Based on the study's findings, the following recommendations were made to make it easier for SMEs to access public contracts: a) select a reliable panel to award contracts; b) enhance the public value concept; c) revise payment terms; d) provide training to SME owners; e) modify the regulatory framework for public procurement; f) eradicate gender equality; and g) stop fraud in the public procurement process.Item 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.Item Perceived organisational support, job satisfaction and organisational citizenship behaviour of South African Police Service officials in the Tygerberg Cluster(Vaal University of Technology, 2016-06) Van Tonder, Eugenie Olive; Joubert, P. A., Dr.; Grobler, B. R., Prof.The current research study is premised on theoretical frameworks that are embedded in different human behaviour studies, which have been conducted by researchers in the past. The different theories underlying the research will be discussed. No previous studies could be found relating to Organisational Citizenship Behaviour (OCD), Perceived Organisational Support (POS) and Job Satisfaction (JS), in the SAPS. This study aims to provide a more complete picture of the OCB, JS and POS within the SAPS and contribute towards cultivating a more professional corps of SAPS officials. In this study, a quantitative and descriptive research method was used to investigate a sample size of 300 police officials working at police stations in the Tygerberg Cluster SAPS. All police officials in the Tygerberg Cluster of the SAPS formed part of the target population. These police officials are appointed under the SAPS Act (68 of 1995). Data were collected with the aid of a structured questionnaire. The reliability and validity were increased by conducting a pre-test and a pilot study prior to the final study. A factor analytic procedure was followed for each of the three constructs. The results of the correlation analysis revealed a negative relationship between POS and OCB and between JS and OCB. The data, however, indicated positive correlations between JS and POS. Findings and recommendations in this study are important to government, SAPS, individual members and commanders as it provides information regarding types of activities and interventions to enhance perceived organizational support, job satisfaction and behaviours associated with organizational citizenship.Item 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.Item Modelling internal management systems and supply chain effectiveness in state-owned enterprises in a developing economy(Vaal University of Technology, 2022-06) Nematatani, Pfanelo; Ntshingila, M. L., Dr.; Mafini, C., Prof.; Chinomona, E., Prof.Although state-owned enterprises (SOEs) play an important role in the economies of many developed and developing countries, the majority fail to be sustainable. Most SOEs fail to contribute efficiently or effectively towards economic growth or the delivery of public services. Most South African SOEs are failing due to problems such as mismanagement, debt burden, underinvestment, depreciation of assets, poor corporate governance, and corruption. The failure of SOEs has led to a high increase in the cost of service they deliver, jobs losses, lowered investments and poor economic growth in South Africa. The aim of the study is to test a research model for internal management systems (IMS) and supply chain effectiveness in SOEs in a developing economy. A quantitative design was adopted in which a survey questionnaire was administered to 863 supply chain practitioners working in six South African SOEs. The collected data were analysed using descriptive statistics, exploratory factor analysis, Person Correlations and regression analysis. These tests are conducted using Statistical Package for Social Science (SPSS version 27.0). The study results showed significant positive relationships between organisation support development and total quality management, knowledge management and competitive advantage, behavioural integration and competitive advantage, safety management and competitive advantage, safety management and innovation, innovation and competitive advantage, total quality management and competitive advantage, total quality management and supply chain relationship commitment, competitive advantage and supply chain relationship commitment, innovation and supply chain relationship commitment, total quality management and supply chain effectiveness, competitive advantage and supply chain effectiveness and supply chain relationship commitment and supply chain effectiveness. The study concludes that the primary goal of SOEs in developing economies is to achieve a competitive advantage over their competitors. To achieve a position superior to that of their business competitors, they must first understand the strengths and weaknesses of their internal management, as well as the potential effects on supply chain effectiveness. Given the possibility that a study of this nature has not been performed before in South African SOEs, the results are an essential addition to the existing body of literature within the area of supply chain management (SCM) in SOEs in developing countries.Item Influence of job embeddedness on job satisfaction and job performance among employees within South African Police Service Academies(Vaal University of Technology, 2022-05) Tala, Ratsela Johannes; Marais, Christel, Dr.; Grobler, Bennie, Prof.Background The South African Police Service (SAPS) faces various challenges relating to service delivery, which is viewed as stressful, demanding, and dangerous. Members work long, stressful hours under adverse and challenging working conditions. These demanding working conditions correlate with experienced job embeddedness, job satisfaction and job performance. Moreover, in addition to these challenges police employees suffer from physical ailments, such as heart condition, hypertension and sugar diabetes, mellitus, and psychological problems, such as cynicism: feelings of hopelessness, suicidal thoughts and suicide. These challenges may lead to absenteeism, resignations and ineffective organisational performance. Many SAPS personnel at various academies have been employed in the Human Resource Development (HRD) for a prolonged time, and employee turnover is low. This suggests that they are committed to their job and experience job embeddedness. Research has shown that job embeddedness might predict job satisfaction and performance. The study aimed to investigate this relationship in the context of SAPS academy employees to inform SAPS management in assisting police officers in performing their role despite the challenges they face. Training is a high priority in the SAPS, the academies of which are expected to prepare future police officers to fill their roles effectively. However, the SAPS academies, which are expected to provide training and development, have limited human, financial and logistical resources owing to current political and socio-economic circumstances. Therefore, although employees in these academies may face challenges to their job embeddedness, job satisfaction and job performance, they remain in their jobs, which is a situation that the study aimed to explore. Aim The study described in this thesis aimed to investigate the influence of job embeddedness on job satisfaction and job performance amongst employees within South African Police Service academies, viewing it as a holistic construct. Methodology The research methodology followed to conduct the study was a combination of a literature review and an empirical study. Existing scholarship informed a theoretical understanding of the topic. An empirical investigation was conducted to achieve the aim mentioned above. In addition, a quantitative descriptive research design was adopted to investigate a sample of 400 employees working in the 23 academies nationally. Data were collected using a structured questionnaire as the collection instrument which was piloted with 25 respondents and then hand-delivered to the respondents of the main study. Simple random sampling accurately reflected the larger population (N=956). Results and Discussion The research results indicated that job performance and job satisfaction are causally related via job embeddedness acting as a mediator. Moreover, the relationship between job performance and job satisfaction was found to be non-recursive. The total effect of job performance on job satisfaction is larger (.5956) than the total reciprocal effect between job satisfaction as a predictor and job performance as an outcome (0.4061). The research supported the view that job satisfaction and job performance have a reciprocal relationship moderated by other variables such as job embeddedness. This finding does not support the initial hypothesis that job satisfaction acts as a mediator between job embeddedness as a predictor and job performance as an outcome. General As little research has been conducted on the relationship between job embeddedness, job satisfaction and job performance in the SAPS and the public sector in South Africa, relevant literature was not readily available for the study. In addition, the study had other limitations, which are highlighted in this thesis to inform similar future studies. However, the results provided insights that researchers in South Africa might find helpful, although the effect of job embeddedness as a holistic construct on various variables needs to further investigated in the context of the SAPS. Conclusions The study revealed that job performance, directly and indirectly, affects job satisfaction with job embeddedness acting as a mediating variable. The association between job satisfaction, job performance and job embeddedness as dependent variables and gender as an independent variable found no significant relationship. However, the relationship between race and first language as independent variables and job performance and job satisfaction as dependent variables differed significantly. In the questionnaire, white respondents agreed significantly less strongly with the job satisfaction and job performance constructs than the black African and coloured respondents. This difference was present in the task and contextual performance sub-dimensions of job performance. The Nguni first language group agreed significantly more strongly with the job performance and job satisfaction constructs than the Afrikaans first language group. This result was also true for the two sub-dimensions of job performance, namely task and contextual performance, with task performance being perceived as slightly more important than the contextual performance by the Nguni group. No significant associations could be found between age, educational level, marital status and the number of years employed as a government employee as independent variables and the three dependent variables of job embeddedness, job satisfaction and job performance. Recommendations The study led to recommendations for management practice, which might be helpful to the management of the human resource development division of the SAPS. The study provided essential information about the importance of job embeddedness in the working environment and its effect on employees’ job performance and job satisfaction who are expected to provide quality training in the SAPS. In addition, the study led to recommendations for future research by enhancing the knowledge base related to job embeddedness in the context of the South African public service sector. In conclusion, job embeddedness as a holistic construct and its relationship with other variables, needs to be explored further, especially in the context of the SAPS and its academies.Item The influence of service quality dimensions on customer satisfaction within visa facilitation services centres in Gauteng(Vaal University of Technology, 2022-02) Matthews, Modiri; Mareka, T. T., Dr.; Mokoena, B. A., Prof.The provision of government services in an orderly, efficient and caring manner has been a matter of huge concern within the public domain and largely a contentious topical area within media and other institutions that observe such functions. In the case of foreign nationals who wish to reside in South Africa, the relevant documentation is a visa that allows such persons to visit, study, work or run a business in South Africa, amongst others The primary objective of this study was to investigate the influence of service quality dimensions towards customer satisfaction within visa facilitation services in Gauteng. The study focused on foreign national students from a selected higher education institution (HEI) who require visas to study in South Africa. The five service quality dimensions that were considered as predictors were reliability, assurance, empathy, responsiveness and tangibility. In addition, the expectant disconfirmation theory (EDT) was considered critical in this study. In order to achieve the primary objective of the study, a quantitative cross-sectional research approach was employed and a non-probability convenience sampling procedure was adopted. A pilot study preceded the main survey to confirm the reliability of the measurement scale. Thereafter, a structured questionnaire was utilised to survey two hundred and ninety-seven students from the selected HEI and the resultant response rate was 100%. Coded data was transformed and descriptive statistics (profile data frequency table, means and standard deviation) exploratory factor analysis, and correlations were done using Statistical Package for the Social Sciences (SPSS) version 26.0. Finally, LISREL software for statistical analyses was employed to perform structural equation modelling procedure using the various indices to determine the model fit for both the measurement and the structural models. The determination of the structural model fit was followed with a summary of the five hypothesised relationships. Specifically, only two hypotheses (H1-reliability and H4-empathy) stated were supported in a significant way, while the other two hypotheses (H3-tangibility and H3- responsiveness) were positive; however, they were insignificant and thus not supported. Furthermore, the remaining hypothesis (H2-assurance) was negative and insignificant and therefore not supported. The study proposes both the theoretical and practical contributions in the form of recommendations and also provides support for further research endeavours in the area. In addition, the outcome of this study provides a useful tool for gaining insight into service quality dimensions considered as important by foreign nationals requiring visas. The study concludes by alluding to the limitations and implications for further research.Item 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.Item 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.Item Internal drivers of innovation and sustainability in South African manufacturing small and medium enterprises(Vaal University of Technology, 2022-01) Mofokeng, Simon Abram; Mafini, C., Prof.; Chinomona, E., Prof.The study aimed to analyse the relationship between internal management systems, innovativeness, and the sustainability of Small and Medium Enterprises (SMEs) within the South African manufacturing sector. Most of the studies in this regard were mainly focusing on large and well-established companies, and the focus would be found to be aligned to only one variable. Studies with reference to SMEs where a linkage amongst the variables is clearly established are limited, thereby providing an impetus to conduct this study. As a result of the changes taking place daily in technology and business operational policies, SMEs typically have to revisit their internal management systems, level of innovativeness, and sustainable measures. Such methods are intended to promote their existence, survival, and growth into the unforeseeable future. A quantitative method based on a positivistic research paradigm was adopted in undertaking the study. The sample consisted of 500 respondents, who were owners, managers, and employees of SMEs in Gauteng Province. The collected data were tested using descriptive and inferential statistics, including Exploratory Factor Analysis, Pearson Correlations and Regression Analysis. Application of factor analysis led to the extraction of two additional SME sustainability factors, namely Employee Training Outcomes and Corporate Compliance to Policy. Of the three internal management systems, only two factors, namely infrastructure development and employee training outcomes, exerted a significant positive influence on innovation. In turn, innovation exerted a significant positive influence on two SME sustainability factors, namely the nature of the product and social sustainability. The study has several implications. Theoretically, the study provides information on how internal management systems relate to innovation. As indicated in the results, only infrastructure development and employee training outcomes exert an influence on innovation and should thus be prioritised when attempting to improve the extent of innovation within SMEs. Likewise, innovation in SMEs results in benefits in terms of the nature of the product and social sustainability only. Practically, the study recommends that there is a need by the South African government through the Small and Medium Enterprise Development Department to review their approach on SMEs so that they can obtain adequate resources to enhance their business success. Additionally, there is a need for both governmental and non-governmental organisations to develop initiatives where SMEs go through the incubation process. During this process, training and business advisory services will be offered for free to equip owner-managers with the relevant business skills. Areas of further research, as well as limitations, were also discussed.Item 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.Item Corporate social responsibility, reputation and performance in the mining sector in Zimbabwe(Vaal University of Technology, 2022-01) Zuva, Joseph; Van der Westhuizen, J. P., Dr.; Mafini, C., Prof.The world over the concept of corporate social responsibility (CSR) has gradually evolved from a theoretical concept to a managerial tool used to shape organisational competitiveness. Thus, this study sought to establish the influence of CSR on reputation and performance in the mining sector in Zimbabwe, given the limited evidence of such studies in the body of knowledge. The framework for data collection, presentation, analysis and interpretation was guided by the positivist paradigm, quantitative approach, and descriptive survey design. With the questionnaire being utilised to collect data from 330 respondents who were purposively and conveniently sampled from the targeted mines. The Cronbach Alpha coefficient was employed to test for the validity and reliability of the designed instrument. In addition, the Pearson’s correlation was used to determine relationships between constructs, while regression analysis was used to predict the reputation value based on causality. In addition, Exploratory Factor Analysis (EFA) was performed to determine the factor structure of the data collected based on the relationship of constructs and items. The analysed data revealed that most respondents, through descriptive statistics, agreed with the construct items except political corporate social responsibility (PCSR), which had the least mean score of (4.7311). This implied that the respondents somewhat agreed PCSR was being observed though at marginal levels. The other constructs stakeholder corporate social responsibility (SCSR), environment corporate social responsibility (ENCSR), ethical corporate social responsibility (ETCSR), and social corporate responsibility (SOCSR) had mean scores above 4, indicating that respondents agreed that CSR was being observed to retain a reputable image. Furthermore, regression analysis revealed that four of the stated hypotheses supported the assumption on SCSR, ETCSR, operational performance (OP), and social performance (SP). Furthermore, the results revealed that PCSR, ENCSR, SOCSR, and economic performance (EP) could not be used to support reputation. The results on the hypotheses statements confirmed the empirical literature assumptions. Thus, partnerships, trust, honesty, disclosure, competitive advantage, operational efficiency, values based on morality, and transparency were confirmed to be by-products of CSR practices. Based on this, it can be argued that mining firms in Zimbabwe could employ CSR as a strategic tool to handle stakeholders’ concerns. In this regard, a theoretical model was crafted for the mining sector in Zimbabwe, which reduced independent variables to two, namely the SCSR and ETCSR. Hence the results established a strong positive association between PSCR, SCSR, SOCSR, ENCSR, ETCSR, and corporate reputation (CR). In addition, corporate performance was seen to have a positive impact on OP and SP. Based on the above results, it is recommended that mining companies in Zimbabwe fully embrace CSR as a vehicle for engaging with stakeholders. More so, CSR programmes should be done in consultation with stakeholders, especially surrounding communities that host or provide an operating environment. Furthermore, mining companies should be wary of the cultural effects of their operations through the crafting and implementation of ethical policies. This can further be enhanced through CSR reporting on CSR initiatives and programmes.Item The contribution of innovation capabilities to business performance in state owned enterprises in South Africa(Vaal University of Technology, 2022-04) Marweshe, Sefako Isaiah; Van der Westhuizen, J. P., Dr.; Mafini, C., Prof.State owned enterprises (SOEs) form one of the largest sectors within the economy in many countries and are important contributors to national development. They globally make up a greater part of the national gross domestic product (GDP). However, the performance of most SOEs in developing countries, such as South Africa, is substandard, prompting practitioners and researchers to continue searching for lasting solutions. The aim of this study was to investigate the contribution of innovation capabilities to market and business performance in SOEs in South Africa. The study followed a quantitative survey research method. A self-completion questionnaire was distributed to a purposive sample of 278 professional employees and managers in a selected South African SOE who were based in three provinces, namely, Gauteng, North-West and the Free State provinces. The collected data were analysed using the Statistical Packages for the Social Sciences (SPSS version 25.0) and Analysis of Moment Structures (AMOS version 25.0). The techniques used to analyse the data include descriptive statistics, exploratory factor analysis, and structural equation modelling to test the hypotheses. Out of the seven hypotheses tested in this study, six were accepted. Innovative strategy, market innovation and technological innovation all significantly predicted market competitiveness. Market competitiveness significantly predicted three business performance dimensions, namely, environmental, financial, and operational. The study proposes a unique model for managing the contribution of innovation capabilities to business performance in SOEs in South Africa. Theoretically, the study contributes to the existing body of knowledge since it is an addition to the available literature on innovation capabilities and performance of SOEs. Practically, in the study for the optimisation of market competitiveness and business performance, in SOEs, emphasis should be placed on understanding and considering the appropriate innovation capabilities as input factors.Item The influence of perceptions of organisational justice on job satisfaction among administrative staff at a university of technology in South Africa(Vaal University of Technology, 2020) Cana, Nolubabalo; Joubert, P. A., Prof.; Grobler, B., Prof.The purpose of this study was to determine the perception of organisational justice on job satisfaction among administrative staff members at a university of technology in South Africa. A critical function of the administrative staff at a university of technology is to ensure that all students and other staff members are assisted as effectively and efficiently as possible. Administrative staff at a university of technology in South Africa needs to be committed and have a high morale to ensure that the vision of the University of Technology is fulfilled. This study promotes the application of the Equity Theory. People prefer to work in an environment that is perceived as just. Employees will experience satisfaction with their job in terms of Equity when the Equity Theory is applied fairly. However, inequity will lead to tension at the workplace. In order for the administrative staff at a university of technology in South Africa to function effectively, it is essential for a university of technology to ensure that their administrative staff is satisfied. In this study, a quantitative approach was undertaken to gain an understanding of the perception of organisational justice and its dimensions on job satisfaction. This involved distributing questionnaires to 200 administrative staff at a university of technology in South Africa. Two primary tests were used to assess the suitability of the data for factor analysis. These tests are the Kaiser-Meyer Olkin measure of sampling adequacy and Bartlett’s test of sphericity. The Pearson correlation coefficient was used to examine the correlations among the constructs. A means analysis was conducted to assess the perceptions of the employeesin respect of distributive justice, procedural justice, interactional justice and job satisfaction. Regression analysis was executed to examine whether the independent variables of distributive justice, procedural justice and interactional justice predict the dependent variable job satisfaction. The Cronbach alpha coefficient test provided an adequate indication of reliability of the instrument. Face/content, construct and convergent validity methods were applied to establish validity of the study. A positive relationship between organisational justice and job satisfaction was found in this study. The administrative staff will be able to improve the job satisfaction levels of other administrative staff by making positive improvements when applying organisational justice to influence the various elements of job satisfaction identified in this study. This will effectively enable administrative staff to meet the challenge of providing improved service. The proper implementation of organisational justice will, ultimately, lead to the organisations’ success, as well as the progression of its employees. Since a university of technology depends on human resources, the organisation is required to assess the current organisational justice practices and create a working environment that stimulates and motivates employees so that their job satisfaction levels increase. The recommendations proposed for this study offer vital information on organisational justice practices that could assist a university of technology to improve the perceptions of administrative staff. Accordingly, the application can improve employees’ low morale resulting from perceived unfairness and injustice, thereby increasing the job satisfaction levels among administrative staff. The findings of the research may generate guidelines for organisational justice practices. Recommendations include a systematic and transparent reward system that recognises employees’ excellent performance and rewards them accordingly. Another recommendation is the creation of a well-structured consultative forum to grant employees an opportunity to provide management with their perceptions of unfair practices. Future research should extend to other sectors within the public sector environment, as well as expanding the research to include several other job satisfactionelements. Further, research using both mediation and moderation to investigate the associations between organisational justice and job satisfaction is recommended.Item Business growth challenges and opportunities facing small and medium enterprises in the Sedibeng region(Vaal University of Technology, 2020-03) Ngobena, Nadege Ngonkem; Hove-Sibanda, Progress, Prof.; Mafini, Chengedzai, Prof.The role of small and medium enterprises (SMEs) is to stimulate economic growth and competitiveness in many countries. The same applies to South Africa, where the SME sector has grown tremendously to become the engine and the lifeblood of the economy by becoming a contributor to social and economic development through employment creation and constant input to the gross domestic product. However, despite these contributions, South African SMEs face numerous challenges and opportunities which might negatively or positively impact their prospects for growth, success and sustainability. This study aimed to investigate the business growth challenges and opportunities facing SMEs in the Sedibeng Region. Through a review of literature, some challenges were identified, namely, the limited access to financial, managerial competencies, economic variable, regulations and laws, crime and corruption and lack of appropriate technology and high cost of production. Despite these challenges, SMEs are faced with some opportunities which have been created by the government to facilitate their growth, with examples including the SEDA, Ntsika Apex Fund, Khula, the National Small Business Act, Black Economic Empowerment, National Development Plan (NDP) and the Local Economic Development (LED). A four-section questionnaire was then developed using adapted measurement scales and distributed to 230 SMEs in the Sedibeng region. Respondents were selected using the non-probability convenience sampling technique. The collected data were analysed using the Statistical Packages for the Social Sciences (SPSS (Version 25.0). After testing for validity and reliability, descriptive statistics were applied in testing the perceptions of respondents towards the challenges, opportunities and business growth. Exploratory factor analysis (EFA) was applied to assess the factor structure of the collected data. Pearson correlations were used to test for the strength and direction of associations between challenges, opportunities and business growth. Regression analysis was applied in testing whether challenges, opportunities and business growth (business sustainability and external business aspects). Two SME challenges, namely, crime and technology and economic aspects, were extracted in the EFA. Additionally, two SME opportunity factors, namely ‘information technology’ and ‘environment’ were extracted in the EFA. In the same procedure, two SME growth factors, namely, external business aspects and business sustainability, were extracted. Pearson correlation analysis revealed positive and significant associations between all challenges, opportunities and business growth factors. In the regression analysis, both challenges and opportunities positively and significantly predicted SME growth. The study concludes by suggesting recommendations for limiting the impact of the identified challenges on business performance.Item Developing a competency framework for broad-based black economic empowerment verification practitioners(Vaal University of Technology, 2014) Seate, Barbara Makhosazana; Chinomona, Richard, Prof.; Pooe, David, Prof.The influence of measuring Broad Based Black Economic Empowerment (B-BBEE) is becoming a vital issue in organisations simply because it affects the organisation in different ways. Organisations seek ways to improve their B-BBEE status level in order to be conducive when conducting business and they believe that B-BBEE is necessary. The B-BBEE verification agencies are responsible for carrying out a factual, thorough evaluation of a measured entity’s B-BBEE status and, based on the result, for determining a B-BBEE score. The overall aim of conducting verification is to give confidence to all parties that rely upon the score set out in the verification certificate that the information on which the certificate is based has been tested for validity and accuracy. The study provided more information on how verification agencies can improve their competencies and how this affects the Department of Trade and Industry and the verification agencies. The study focused on educating the verification agencies and the Department of Trade and Industry about the importance and processes of developing a competency framework. Its purpose was to develop a competency framework for verification agencies. A survey consisted of about 300 verification practitioners employed by 80 verification agencies. Data was collected using the consensus sampling technique. All of these practitioners constituted a ‘universe’ or ‘population’ and 87 respondents were utilised. The Social Package for the Social Sciences (SPSS) and AMOS software packages were used for descriptive and factor analysis. Finally, the findings for the study are highlighted and the conclusions, implications and recommendations drawn.Item Leadership power bases' influences on quality of work life and intention to stay among employees at a selected retail outlet(Vaal University of Technology, 2020-03) Maphanga, Mbali Eveltha; Isabirye, A. K., Dr.; Mokoena, B. A., Prof.Retailing refers to the activities involved in selling goods or services to the final consumer for personal use as opposed to business purposes. It is a socio-economic system that gets people together to interchange goods and services for a small payment, which matches the final consumers’ needs. In South Africa, the industry has grown by a yearly average of 3 percent in the past eight years and Gauteng, as a province, contributed 26.5 percent to this growth. Therefore, the retail industry has been growing at a very slow rate. Letooane (2013:2) asserts that that there is a need for research in leadership power bases, QWL and how best the needs of employees can be satisfied to improve their intention to stay. In this regard, the primary objective of the study was to examine the relationship between leadership power bases, quality of work life (QWL) and intention to stay among employees at a selected retail outlet in Gauteng province. The research methodology applied to conduct the study was a consolidation of a literature review and an empirical study.The study focused on the work of French and Raven (1959) power sources, namely coercive, legitimate, reward, referent and expert power. It also looked at QWL as the nature of the workforce in retail today is generally very different from the workforce of the past decades. In addition, the study explored how QWL will assist retailers in enhancing their employees’ intention to stay. A quantitative research approach was followed in this study and a simple random probability sampling method was adopted. A structured questionnaire, divided into four sections, was utilised to survey 300 (both male and female) employees from three branches of the selected retail company in the Daveyton township. The pilot study preceded the main survey and the internal consistency reliability was ascertained. Of the 300 questionnaires distributed to the participants, a total of 285 responses were usable for data analysis (response rate of 95 percent). The Statistical Package for Social Sciences (SPSS), version 25.0, was used to analyse data into descriptive statistics, reliability and validity analysis, correlations and finally, regression analysis, which was used to test the relationship among the constructs under investigation. The results indicated that coercive power base (β=0.456) and legitimate power base (β=0.210) contribute positively to the prediction of QWL, while reward power indicated a negative prediction of QWL (β= -0.044). Furthermore, the influence of QWL towards employees’ intention to stay was represented by a positive beta weight of (β=0.754). Additionally, all Cronbach’s alpha values ranged from 0.764 to 0.913, (exceeding the threshold of 0.7) thus suggesting that all the items in the scale tap into the same underlying constructs. Results from this research study will assist retailers to increase the QWL levels in their companies by advancing the factors that were identified in this research study. Additionally, these results may enable retail store managers to comprehensively understand how employees perceive power bases and how these employees’ perceptions influence QWL and, subsequently, their intention to stay. The implications of the results are addressed as well as the limitations of the study and future research opportunities are further identified.Item Strategic planning and its alignment with the budgeting process in selected national government departments(Vaal University of Technology, 2020-11) Matshidza, Namadzavho Violet; Radebe, P. Q., Prof.South African government departments, through the relevant executing authority, are required to develop strategic plans in terms of the Public Service Amendment Act (Act No. 30 of 2007) and Public Finance Management Amendment Act (Act No. 29 of 1999). In terms of Treasury Regulation, 2005 section 6, the government departments are further required to comply with budgetary requirements. The key question in this research was to what extent is the strategic planning process aligned to the budgeting process. In light of the research question, the research objective was to investigate the alignment of the strategic planning and budgeting processes in the selected national government departments. In order to achieve the aforementioned research objective, structured questionnaires were distributed to 300 senior managers in the selected government departments of which 203 were completed and retrieved. The government departments that participated in the study were selected using the non-probability convenient sampling technique. A quantitative approach was followed, in which case a survey was used to garner data, which were analysed using statistical analytical methods, such as the means, standard deviations, exploratory factor analysis, correlation analysis and regression analysis. The five factors of strategic planning were extracted from the strategic planning questionnaire data and were coined strategic analysis and assessment (SAA), environmental impact assessment (EIA), goal setting (GS), responsibilities and resource allocation (RRA), and information system (IS). Correlation analysis indicated that there was a positive relationship between the five factors of the strategic planning process and the budgeting process. The regression analysis results confirmed the existence of a predictive relationship between the five factors of strategic planning and the budgeting process. The conclusion from this finding confirmed the alignment of strategic planning with the budgeting process in the selected national government departments. The internal consistency of the measuring instrument was tested by means of Cronbach’s alpha coefficient, while its validity was measured using face validity, content validity, construct validity, convergent validity and predictive validity. In spite of the positive correlation and regression analyses, recommendations were made to improve the strategic planning and budgeting processes.