Pub Date : 2021-08-31DOI: 10.4102/sajbm.v52i1.2448
Shirleen Titus, C. Hoole
Purpose: Social capital (SC) has been studied in economics, politics and organisations. Understanding SC can help the leadership of state-owned companies (SOC) foster quality relationships with multiple stakeholders. By 2019 the cost of corrupt relationships had reached R1 trillion in South Africa. The study develops and validates a model for SC underpinned by cooperative behaviours required by leadership from the perspective of multiple stakeholders. No literature exists when evaluating SC from a multiple stakeholder perspective in an SOC. The leadership of SOCs desperately needs to turn around current ineffective performance through mutually cooperative behaviours. SC found in quality relationships can contribute to SOC effectiveness. Design/methodology/approach: A sequential exploratory qualitative approach. Phase 1 collected data through focus groups and interviews for a deeper understanding and to develop a model. In phase 2 a Delphi survey determined the level of consensus by experts and reach validation. Responses were solicited by using purposive sampling from five stakeholder perspectives. Adapted grounded theory and qualitative content analysis provided the foundation for the strategy of enquiry. Findings/results: Multiple stakeholders want qualities such as trust to be present in their relationships with the SOC for SC to have value impact. Practical implications: The validated model of behaviours to adopt will significantly help the SOC leadership, who are the main catalyst for the success of the SOC. Originality/value: This study addresses a gap in literature and contributes to the scientific body of knowledge applicable to an SOC.
{"title":"Exploring leadership as catalyst for unlocking social capital in the survival of a state-owned company","authors":"Shirleen Titus, C. Hoole","doi":"10.4102/sajbm.v52i1.2448","DOIUrl":"https://doi.org/10.4102/sajbm.v52i1.2448","url":null,"abstract":"Purpose: Social capital (SC) has been studied in economics, politics and organisations. Understanding SC can help the leadership of state-owned companies (SOC) foster quality relationships with multiple stakeholders. By 2019 the cost of corrupt relationships had reached R1 trillion in South Africa. The study develops and validates a model for SC underpinned by cooperative behaviours required by leadership from the perspective of multiple stakeholders. No literature exists when evaluating SC from a multiple stakeholder perspective in an SOC. The leadership of SOCs desperately needs to turn around current ineffective performance through mutually cooperative behaviours. SC found in quality relationships can contribute to SOC effectiveness. Design/methodology/approach: A sequential exploratory qualitative approach. Phase 1 collected data through focus groups and interviews for a deeper understanding and to develop a model. In phase 2 a Delphi survey determined the level of consensus by experts and reach validation. Responses were solicited by using purposive sampling from five stakeholder perspectives. Adapted grounded theory and qualitative content analysis provided the foundation for the strategy of enquiry. Findings/results: Multiple stakeholders want qualities such as trust to be present in their relationships with the SOC for SC to have value impact. Practical implications: The validated model of behaviours to adopt will significantly help the SOC leadership, who are the main catalyst for the success of the SOC. Originality/value: This study addresses a gap in literature and contributes to the scientific body of knowledge applicable to an SOC.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41971318","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-30DOI: 10.4102/sajbm.v52i1.2171
S. Ali, Farman Ali, Adnan Khan, Zhen Yang, M. Ullah, M. M. Ayalew
Purpose: The literature lacks a specific mechanism that may help to explain the variation in corporate innovation. This research helps to explain a specific mechanism that affects corporate innovation. Design/methodology/approach: Ordinary Least Square (OLS) regression has been used to analyse the data collected from Chinese manufacturing firms listed on Shenzhen and Shanghai Stock Exchanges from 2007 to 2015. Innovation input has been measured through research and development (R&D) expense scaled by total assets, while the number of forward invention patent citations has been used to measure the quality of innovation performance. Findings/results: The results show that pressure-resistance institutional investors (PR institutions) encourage, while pressure-sensitive institutional investors (PS institutions) discourage R&D intensity. Additionally, exploring the efficiency logic, results show that PR institutions positively moderate both in SOEs (state-owned enterprises) and non-SOEs, while in contrast, PS institutions negatively moderate only in non-SOEs. Overall, the results support our argument that institutional investors’ business relations act as a mechanism that affects not only their fiduciary responsibilities, but also their proneness to pressure which in turn affects corporate innovation. Practical implications: There is a great need to protect institutional investors from forming business relations with firms in which they invest. This strategy will help institutional investors to perform their valuable role in enhancing corporate innovation. Originality/value: The article contributes to the existing literature by highlighting institutional investors’ heterogenic behaviour. Second, this research highlights institutional investors’ business relations, which affect R&D intensity and innovation performance.
{"title":"Heterogenic institutional investors and their influence on corporate innovation: Evidence from a transition economy","authors":"S. Ali, Farman Ali, Adnan Khan, Zhen Yang, M. Ullah, M. M. Ayalew","doi":"10.4102/sajbm.v52i1.2171","DOIUrl":"https://doi.org/10.4102/sajbm.v52i1.2171","url":null,"abstract":"Purpose: The literature lacks a specific mechanism that may help to explain the variation in corporate innovation. This research helps to explain a specific mechanism that affects corporate innovation. Design/methodology/approach: Ordinary Least Square (OLS) regression has been used to analyse the data collected from Chinese manufacturing firms listed on Shenzhen and Shanghai Stock Exchanges from 2007 to 2015. Innovation input has been measured through research and development (R&D) expense scaled by total assets, while the number of forward invention patent citations has been used to measure the quality of innovation performance. Findings/results: The results show that pressure-resistance institutional investors (PR institutions) encourage, while pressure-sensitive institutional investors (PS institutions) discourage R&D intensity. Additionally, exploring the efficiency logic, results show that PR institutions positively moderate both in SOEs (state-owned enterprises) and non-SOEs, while in contrast, PS institutions negatively moderate only in non-SOEs. Overall, the results support our argument that institutional investors’ business relations act as a mechanism that affects not only their fiduciary responsibilities, but also their proneness to pressure which in turn affects corporate innovation. Practical implications: There is a great need to protect institutional investors from forming business relations with firms in which they invest. This strategy will help institutional investors to perform their valuable role in enhancing corporate innovation. Originality/value: The article contributes to the existing literature by highlighting institutional investors’ heterogenic behaviour. Second, this research highlights institutional investors’ business relations, which affect R&D intensity and innovation performance.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44242708","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-25DOI: 10.4102/sajbm.v52i1.2551
T. Abalala, Mazharul Islam, Md. Mahmudul Alam
Purpose: The real challenge of establishing and maintaining business ethics in small and medium enterprises (SMEs) has become a global issue. We investigated the driving forces of ethical practices (EP) and its contribution to the overall performance in businesses.Design/methodology/approach: This study collected primary data from 117 small and medium enterprises (SMEs) in Saudi Arabia by using a well-designed questionnaire survey amongst SMEs and draw inferences using the structural equation modelling (SEM) analysis.Findings/results: Findings suggested that top management’s characters and ethical commitment, ethical policy and culture of the organisation and external pressure positively influence the ethical practice in the organisation, which leads to a significant positive impact on both financial and non-financial performances of SMEs. But the level of fraud and corruption and the level of monitoring show a mixed moderating effect on the relationships between ethical practice in the organisation and business performance.Practical implications: The findings of this research will help SMEs’ administrators and managers, as well as the companies to instil workplace ethics, which manages the level of business performance. The policymakers and other relevant authorities can also utilise the outcomes of this study to develop ethical policy guidelines and frameworks to improve SMEs’ competitiveness and sustain their companies in the long run.Originality/value: The unique feature of this research is that both the causes and effects of EP are considered in one integrated model. This gives a more vivid picture of the ethical issue in a business organisation.
{"title":"Impact of ethical practices on small and medium enterprises’ performance in Saudi Arabia: An Partial Least Squares-Structural Equation Modeling analysis","authors":"T. Abalala, Mazharul Islam, Md. Mahmudul Alam","doi":"10.4102/sajbm.v52i1.2551","DOIUrl":"https://doi.org/10.4102/sajbm.v52i1.2551","url":null,"abstract":"Purpose: The real challenge of establishing and maintaining business ethics in small and medium enterprises (SMEs) has become a global issue. We investigated the driving forces of ethical practices (EP) and its contribution to the overall performance in businesses.Design/methodology/approach: This study collected primary data from 117 small and medium enterprises (SMEs) in Saudi Arabia by using a well-designed questionnaire survey amongst SMEs and draw inferences using the structural equation modelling (SEM) analysis.Findings/results: Findings suggested that top management’s characters and ethical commitment, ethical policy and culture of the organisation and external pressure positively influence the ethical practice in the organisation, which leads to a significant positive impact on both financial and non-financial performances of SMEs. But the level of fraud and corruption and the level of monitoring show a mixed moderating effect on the relationships between ethical practice in the organisation and business performance.Practical implications: The findings of this research will help SMEs’ administrators and managers, as well as the companies to instil workplace ethics, which manages the level of business performance. The policymakers and other relevant authorities can also utilise the outcomes of this study to develop ethical policy guidelines and frameworks to improve SMEs’ competitiveness and sustain their companies in the long run.Originality/value: The unique feature of this research is that both the causes and effects of EP are considered in one integrated model. This gives a more vivid picture of the ethical issue in a business organisation.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-08-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49396622","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-24DOI: 10.4102/sajbm.v52i1.2228
Anastacia Mamabolo, Reitumetse Lekoko
Purpose: The aim of this study was to explore how woman entrepreneurs in a developing country context such as Botswana create their own entrepreneurial ecosystems that support their business-venturing activities. Design/methodology/approach: This qualitative research collected data via in-depth interviews from a purposive sample of 11 women who owned established enterprises in Gaborone, Botswana. Findings/results: Firstly, woman entrepreneurs in Botswana displayed entrepreneurial behaviours, skills and characteristics, an ability to overcome marginalisation and a positive attitude towards failure. Secondly, the entrepreneurial ecosystems created by women included social capital ties, human capital development, alternative funding mechanisms, access to local and international markets and inclusion of digital technology as part of the ecosystem. The woman entrepreneurs were influenced by the entrepreneurial institutional conditions in Botswana. Lastly, the findings showed the significance of changes to each component of the entrepreneurial ecosystem across the stages of the entrepreneurial journey. Practical implications: In a context of limited entrepreneurial resources, woman entrepreneurs should build their own ecosystem by leveraging the existing social networks and collaborating with local and international stakeholders. Government should design tailor-made entrepreneurial programmes and foster public and private partnerships to support the advancement of woman entrepreneurs. Lastly, ecosystem players including private institutions should collaborate to support women-owned entrepreneurial ventures. Originality/value: This study adopted an alternative view that woman entrepreneurs can be the key drivers of the entrepreneurial ecosystem. This system must be built up from the level of the women entrepreneurs to better understand their specific stance and also the context in which they operate.
{"title":"Entrepreneurial ecosystems created by woman entrepreneurs in Botswana","authors":"Anastacia Mamabolo, Reitumetse Lekoko","doi":"10.4102/sajbm.v52i1.2228","DOIUrl":"https://doi.org/10.4102/sajbm.v52i1.2228","url":null,"abstract":"Purpose: The aim of this study was to explore how woman entrepreneurs in a developing country context such as Botswana create their own entrepreneurial ecosystems that support their business-venturing activities. Design/methodology/approach: This qualitative research collected data via in-depth interviews from a purposive sample of 11 women who owned established enterprises in Gaborone, Botswana. Findings/results: Firstly, woman entrepreneurs in Botswana displayed entrepreneurial behaviours, skills and characteristics, an ability to overcome marginalisation and a positive attitude towards failure. Secondly, the entrepreneurial ecosystems created by women included social capital ties, human capital development, alternative funding mechanisms, access to local and international markets and inclusion of digital technology as part of the ecosystem. The woman entrepreneurs were influenced by the entrepreneurial institutional conditions in Botswana. Lastly, the findings showed the significance of changes to each component of the entrepreneurial ecosystem across the stages of the entrepreneurial journey. Practical implications: In a context of limited entrepreneurial resources, woman entrepreneurs should build their own ecosystem by leveraging the existing social networks and collaborating with local and international stakeholders. Government should design tailor-made entrepreneurial programmes and foster public and private partnerships to support the advancement of woman entrepreneurs. Lastly, ecosystem players including private institutions should collaborate to support women-owned entrepreneurial ventures. Originality/value: This study adopted an alternative view that woman entrepreneurs can be the key drivers of the entrepreneurial ecosystem. This system must be built up from the level of the women entrepreneurs to better understand their specific stance and also the context in which they operate.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47194264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-27DOI: 10.4102/sajbm.v52i1.2150
N. Carrim
Purpose: The purpose of this study was to gain an understanding of the challenges Indian women managers face in their career ascendancy. Design/methodology/approach: Using a qualitative approach, to gain an in-depth understanding of the intersectional issues and challenges younger and older Indian women managers face in their career progress towards senior- and top-managerial positions. Findings/results: The results indicate that the intersection of the socio-historical-political contexts, together with racial, gender, cultural and workplace impediments, produces both different and converging outcomes for older and younger Indian women managers in their upward career mobility. Compared with their older counterparts, the career ascendancy of younger participants is more challenging, as they have to compete against a bigger pool of qualified black candidates. A research limitation is that the study did not compare the experiences of Indian women with Indian men regarding their career ascendency. Practical implications: Practical implications include managers needing to implement targeted succession planning, eradicate sexism and patriarchy and introduce formal mentorship, coaching and networking programmes. Originality/value: The article compares the experiences of younger and older Indian women managers in a changing political landscape. The findings of the study indicate that the experiences of women across generations differ, as their career ascendancy is dissimilar.
{"title":"Sandwiched between groups: Upward career experiences of South African Indian women","authors":"N. Carrim","doi":"10.4102/sajbm.v52i1.2150","DOIUrl":"https://doi.org/10.4102/sajbm.v52i1.2150","url":null,"abstract":"Purpose: The purpose of this study was to gain an understanding of the challenges Indian women managers face in their career ascendancy. Design/methodology/approach: Using a qualitative approach, to gain an in-depth understanding of the intersectional issues and challenges younger and older Indian women managers face in their career progress towards senior- and top-managerial positions. Findings/results: The results indicate that the intersection of the socio-historical-political contexts, together with racial, gender, cultural and workplace impediments, produces both different and converging outcomes for older and younger Indian women managers in their upward career mobility. Compared with their older counterparts, the career ascendancy of younger participants is more challenging, as they have to compete against a bigger pool of qualified black candidates. A research limitation is that the study did not compare the experiences of Indian women with Indian men regarding their career ascendency. Practical implications: Practical implications include managers needing to implement targeted succession planning, eradicate sexism and patriarchy and introduce formal mentorship, coaching and networking programmes. Originality/value: The article compares the experiences of younger and older Indian women managers in a changing political landscape. The findings of the study indicate that the experiences of women across generations differ, as their career ascendancy is dissimilar.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48643159","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-27DOI: 10.4102/sajbm.v52i1.2227
Emmanuel Orkoh, W. Viviers
Purpose: This study analysed the determinants of firms’ adoption and utilisation of digital technologies in Africa, with specific attention to the gender structure of firms’ ownership and management, in the interest of closing the gender digital divide. Design/methodology/approach: Logistic and Poisson regression techniques were used to analyse firm-level data from the World Bank’s Enterprise Survey in 48 African countries for the period 2006–2019. Findings/results: (1) Representation: The descriptive analysis shows very low representation of women in the ownership and management of firms in Africa. Whilst just over a quarter of the firms were partly women-owned, less than 10% are majority- or all-women-owned and only 12% have women as a top manager. The results are a comparison of firms according to gender composition. (2) Adoption: The regression estimates suggest that firms that are partly women-owned are more likely to adopt digital technologies, but all-women-owned and firms with women as top managers are less likely to adopt digital technologies for their business activities. These results on the adoption of digital technologies remained consistent with the results on utilisation of digital technologies for business activities. (3) Utilisation: Partly women-owned or women-led firms are less likely to use digital technologies for business activities such as using the Internet for research and placing orders. However, these firms are more likely to use e-mail for business communication. Partly women-owned firms are more likely to use digital technologies more intensively, whilst the opposite was observed for majority- or fully women-owned and women-led firms. Practical implications: This study highlights the need for initiatives focussed on developing women in Africa’s knowledge and use of digital technologies in business. Based on the results, women are urged to enhance their skills in this domain. This may present greater opportunities in terms of employment of women to increase women’s representation. Originality/value: The article contributes to knowledge on the nexus between gender digital divide and gender inequality in ownership and management of firms. The results may also inform initiatives to narrow the digital divide in Africa.
{"title":"Gender composition of ownership and management of firms and the gender digital divide in Africa","authors":"Emmanuel Orkoh, W. Viviers","doi":"10.4102/sajbm.v52i1.2227","DOIUrl":"https://doi.org/10.4102/sajbm.v52i1.2227","url":null,"abstract":"Purpose: This study analysed the determinants of firms’ adoption and utilisation of digital technologies in Africa, with specific attention to the gender structure of firms’ ownership and management, in the interest of closing the gender digital divide. Design/methodology/approach: Logistic and Poisson regression techniques were used to analyse firm-level data from the World Bank’s Enterprise Survey in 48 African countries for the period 2006–2019. Findings/results: (1) Representation: The descriptive analysis shows very low representation of women in the ownership and management of firms in Africa. Whilst just over a quarter of the firms were partly women-owned, less than 10% are majority- or all-women-owned and only 12% have women as a top manager. The results are a comparison of firms according to gender composition. (2) Adoption: The regression estimates suggest that firms that are partly women-owned are more likely to adopt digital technologies, but all-women-owned and firms with women as top managers are less likely to adopt digital technologies for their business activities. These results on the adoption of digital technologies remained consistent with the results on utilisation of digital technologies for business activities. (3) Utilisation: Partly women-owned or women-led firms are less likely to use digital technologies for business activities such as using the Internet for research and placing orders. However, these firms are more likely to use e-mail for business communication. Partly women-owned firms are more likely to use digital technologies more intensively, whilst the opposite was observed for majority- or fully women-owned and women-led firms. Practical implications: This study highlights the need for initiatives focussed on developing women in Africa’s knowledge and use of digital technologies in business. Based on the results, women are urged to enhance their skills in this domain. This may present greater opportunities in terms of employment of women to increase women’s representation. Originality/value: The article contributes to knowledge on the nexus between gender digital divide and gender inequality in ownership and management of firms. The results may also inform initiatives to narrow the digital divide in Africa.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46258196","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-23DOI: 10.4102/SAJBM.V52I1.2426
N. Wesson
Purpose: Deconcentrating the audit market was one of the stated objectives of the proposed mandatory audit firm rotation (MAFR) ruling in South Africa. With MAFR being a contentious topic, this study aimed to explore the possible effect of MAFR on audit market concentration in South Africa in anticipation of the implementation thereof in 2023. Design/methodology/approach: A sample of 415 South African listed companies was studied for the period 2010–2018. Data were mainly captured from annual reports. Descriptive statistics and significance testing were performed on calculated concentration ratios and identified audit firm rotations. Findings/results: South African audit market concentration mirrored empirical evidence from most developed countries – with Big 4 audit firms dominating the audit market, whilst a monopoly within the Big 4 audit firm grouping was also evident. Based on observed audit firm concentration and audit firm rotation behaviour, it was anticipated that MAFR might further increase audit market concentration. A concerning result was the sheer scale of audit firm rotations to be carried out in anticipation of MAFR in 2023. Practical implications: This study identified the impairment of audit quality and increased costs as possible unintended consequences of MAFR in South Africa. Originality/value: This study contributed to the limited body of knowledge on the possible effect of MAFR in South Africa. This study proposed alternatives to MAFR and recommended areas for future research to support evidence-based decisions on remedies to address audit quality and audit market concentration in South Africa.
{"title":"Will mandatory audit firm rotation reduce audit market concentration in South Africa?","authors":"N. Wesson","doi":"10.4102/SAJBM.V52I1.2426","DOIUrl":"https://doi.org/10.4102/SAJBM.V52I1.2426","url":null,"abstract":"Purpose: Deconcentrating the audit market was one of the stated objectives of the proposed mandatory audit firm rotation (MAFR) ruling in South Africa. With MAFR being a contentious topic, this study aimed to explore the possible effect of MAFR on audit market concentration in South Africa in anticipation of the implementation thereof in 2023. Design/methodology/approach: A sample of 415 South African listed companies was studied for the period 2010–2018. Data were mainly captured from annual reports. Descriptive statistics and significance testing were performed on calculated concentration ratios and identified audit firm rotations. Findings/results: South African audit market concentration mirrored empirical evidence from most developed countries – with Big 4 audit firms dominating the audit market, whilst a monopoly within the Big 4 audit firm grouping was also evident. Based on observed audit firm concentration and audit firm rotation behaviour, it was anticipated that MAFR might further increase audit market concentration. A concerning result was the sheer scale of audit firm rotations to be carried out in anticipation of MAFR in 2023. Practical implications: This study identified the impairment of audit quality and increased costs as possible unintended consequences of MAFR in South Africa. Originality/value: This study contributed to the limited body of knowledge on the possible effect of MAFR in South Africa. This study proposed alternatives to MAFR and recommended areas for future research to support evidence-based decisions on remedies to address audit quality and audit market concentration in South Africa.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47916167","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-22DOI: 10.4102/SAJBM.V52I1.2421
R. Johnstone, Anthony Wilson-Prangley
Purpose: Individual adaptability has been proposed as a source of adaptive performance. This is an increasingly important performance dimension in dynamic contexts. Mindfulness has been demonstrated to improve dimensions of performance and well-being in the workplace, but the underlying mechanisms of this relationship are not well understood. Addressing this gap, the study hypothesised a link between mindfulness and individual adaptability in dynamic work contexts. Design/methodology/approach: One hundred and ninety-eight individuals in dynamic work contexts completed a self-rating survey that measured mindfulness and a multifactor measure of individual adaptability. These data were then analysed to test the hypotheses developed. Findings/results: A significant positive relationship was found between mindfulness and five dimensions of adaptability (work-stress adaptability, uncertainty adaptability, crisis adaptability, creative problem-solving adaptability and learning adaptability). Interpersonal and cultural adaptability were not found to correlate with mindfulness. Practical implications: This study demonstrates that mindfulness is not simply a stress management skill but is correlated with key aspects of adaptability such as learning and problem-solving. The findings suggest it may be possible to enhance individual adaptability through Mindfulness-Based Interventions and thus support adaptive performance. Originality/value: This study is original in examining the relationship between mindfulness and individual adaptability in the workplace. This study highlights how different methods of operationalising mindfulness can lead to different conclusions. It points to the value of broader measures of mindfulness that capture attitudinal dimensions. In addition, as few studies on mindfulness in African contexts have been performed, this study broadens the research contexts in which mindfulness is understood.
{"title":"The relationship between mindfulness and individual adaptability in dynamic work contexts","authors":"R. Johnstone, Anthony Wilson-Prangley","doi":"10.4102/SAJBM.V52I1.2421","DOIUrl":"https://doi.org/10.4102/SAJBM.V52I1.2421","url":null,"abstract":"Purpose: Individual adaptability has been proposed as a source of adaptive performance. This is an increasingly important performance dimension in dynamic contexts. Mindfulness has been demonstrated to improve dimensions of performance and well-being in the workplace, but the underlying mechanisms of this relationship are not well understood. Addressing this gap, the study hypothesised a link between mindfulness and individual adaptability in dynamic work contexts. Design/methodology/approach: One hundred and ninety-eight individuals in dynamic work contexts completed a self-rating survey that measured mindfulness and a multifactor measure of individual adaptability. These data were then analysed to test the hypotheses developed. Findings/results: A significant positive relationship was found between mindfulness and five dimensions of adaptability (work-stress adaptability, uncertainty adaptability, crisis adaptability, creative problem-solving adaptability and learning adaptability). Interpersonal and cultural adaptability were not found to correlate with mindfulness. Practical implications: This study demonstrates that mindfulness is not simply a stress management skill but is correlated with key aspects of adaptability such as learning and problem-solving. The findings suggest it may be possible to enhance individual adaptability through Mindfulness-Based Interventions and thus support adaptive performance. Originality/value: This study is original in examining the relationship between mindfulness and individual adaptability in the workplace. This study highlights how different methods of operationalising mindfulness can lead to different conclusions. It points to the value of broader measures of mindfulness that capture attitudinal dimensions. In addition, as few studies on mindfulness in African contexts have been performed, this study broadens the research contexts in which mindfulness is understood.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43021807","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-14DOI: 10.4102/SAJBM.V52I1.2404
Oluwafemi Dele-Ijagbulu, Menisha N. Moos, C. Eresia-Eke
Purpose: This study seeks to model the nexus between environmental dynamism, environmental hostility, five sub-dimensions of entrepreneurial orientation (EO) (innovativeness, pro-activeness, risk-taking, competitive aggressiveness and autonomy) and employment growth. Design/methodology/approach: Based on a positivist research philosophy, this study adopts a quantitative methodological approach, which entails an online survey. Data is obtained through probability sampling of 1031 small, medium and micro enterprise businesses (SMMEs) and analysed using structural equation modelling (SEM). Findings/results: The findings reveal only four dimensions namely proactive-innovation, risk-taking, competitive aggressiveness, and autonomy as statistically visible, which is contrary to five as postulated in theory. In addition, it was found that the relationships between environmental hostility, environmental dynamism and the dimensions of EO were statistically significant. Conversely, the relationships between the dimensions of EO and employment growth were statistically insignificant except within the category of medium-sized businesses (MSBs) in which proactive-innovation and competitive aggressiveness indicated a statistically significant negative association with employment growth. Practical implications: A dynamic and hostile environment is essential to increased entrepreneurial intensity among SMMEs, but the size of the firm can be a determinant in their capacity for employment generation. Originality/value: The association between EO and employment growth has attracted less attention in research despite its theoretical and practical significance. Furthermore, studies on the antecedents of EO such as its relationship with environmental dynamism and hostility are limited. Following a multidimensional approach to EO, this empirical study illustrates its relationship with employment growth incorporating the component of the business environment. Regarding the plausibility of these associations, it distinguishes MSBs from the other categories of businesses within the SMME cohort.
{"title":"Modelling the relationships between the business environment, entrepreneurial orientation and employment growth amongst small, medium and micro-enterprises in South Africa","authors":"Oluwafemi Dele-Ijagbulu, Menisha N. Moos, C. Eresia-Eke","doi":"10.4102/SAJBM.V52I1.2404","DOIUrl":"https://doi.org/10.4102/SAJBM.V52I1.2404","url":null,"abstract":"Purpose: This study seeks to model the nexus between environmental dynamism, environmental hostility, five sub-dimensions of entrepreneurial orientation (EO) (innovativeness, pro-activeness, risk-taking, competitive aggressiveness and autonomy) and employment growth. Design/methodology/approach: Based on a positivist research philosophy, this study adopts a quantitative methodological approach, which entails an online survey. Data is obtained through probability sampling of 1031 small, medium and micro enterprise businesses (SMMEs) and analysed using structural equation modelling (SEM). Findings/results: The findings reveal only four dimensions namely proactive-innovation, risk-taking, competitive aggressiveness, and autonomy as statistically visible, which is contrary to five as postulated in theory. In addition, it was found that the relationships between environmental hostility, environmental dynamism and the dimensions of EO were statistically significant. Conversely, the relationships between the dimensions of EO and employment growth were statistically insignificant except within the category of medium-sized businesses (MSBs) in which proactive-innovation and competitive aggressiveness indicated a statistically significant negative association with employment growth. Practical implications: A dynamic and hostile environment is essential to increased entrepreneurial intensity among SMMEs, but the size of the firm can be a determinant in their capacity for employment generation. Originality/value: The association between EO and employment growth has attracted less attention in research despite its theoretical and practical significance. Furthermore, studies on the antecedents of EO such as its relationship with environmental dynamism and hostility are limited. Following a multidimensional approach to EO, this empirical study illustrates its relationship with employment growth incorporating the component of the business environment. Regarding the plausibility of these associations, it distinguishes MSBs from the other categories of businesses within the SMME cohort.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":" ","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47612725","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-23DOI: 10.4102/sajbm.v52i1.2166
C. V. Greunen, E. Venter, G. Sharp
Purpose: It is well known that knowledge sharing amongst employees contributes positively to an organisation’s competitive advantage, but that individuals are sometimes, for various reasons, reluctant to share knowledge. Although various types of conflict may influence employees’ knowledge-sharing intention, there is a dearth of empirical research in this regard. The purpose of this study was to investigate the influence of relationship and task conflict on the knowledge-sharing intention of individual employees and to establish whether extrinsic or intrinsic motivation moderates the negative effect that relationship conflict, if any, may have on knowledge-sharing intention. Design/methodology/approach: Data were collected from 597 respondents employed at knowledge-intensive organisations. The hypothesised relationships in this study were assessed by means of general linear modelling. Findings/results: The results of the study reveal that ‘relationship conflict’ is significantly and negatively related to the dependent variable ‘knowledge-sharing intention’ and that this negative relationship is moderated by employees’ ‘intrinsic motivation’. Practical implications: The results imply that by intrinsically motivating employees, the negative effect of relationship conflict on knowledge sharing can be alleviated. Originality/value: Given the importance of managing conflict in the workplace in general and its potential negative influence on knowledge sharing, as well as the dearth of recent empirical research on the relationship between conflict and employees’ knowledge-sharing intention, this study addresses this gap in knowledge-sharing research. In addition, this makes a practical contribution by providing recommendations on how to manage conflict in the workplace. Understanding and managing different types of conflict in the workplace could increase knowledge sharing amongst employees and subsequently enhance organisational and employee performance.
{"title":"The influence of relationship and task conflict on the knowledge-sharing intention in knowledge-intensive organisations","authors":"C. V. Greunen, E. Venter, G. Sharp","doi":"10.4102/sajbm.v52i1.2166","DOIUrl":"https://doi.org/10.4102/sajbm.v52i1.2166","url":null,"abstract":"Purpose: It is well known that knowledge sharing amongst employees contributes positively to an organisation’s competitive advantage, but that individuals are sometimes, for various reasons, reluctant to share knowledge. Although various types of conflict may influence employees’ knowledge-sharing intention, there is a dearth of empirical research in this regard. The purpose of this study was to investigate the influence of relationship and task conflict on the knowledge-sharing intention of individual employees and to establish whether extrinsic or intrinsic motivation moderates the negative effect that relationship conflict, if any, may have on knowledge-sharing intention. Design/methodology/approach: Data were collected from 597 respondents employed at knowledge-intensive organisations. The hypothesised relationships in this study were assessed by means of general linear modelling. Findings/results: The results of the study reveal that ‘relationship conflict’ is significantly and negatively related to the dependent variable ‘knowledge-sharing intention’ and that this negative relationship is moderated by employees’ ‘intrinsic motivation’. Practical implications: The results imply that by intrinsically motivating employees, the negative effect of relationship conflict on knowledge sharing can be alleviated. Originality/value: Given the importance of managing conflict in the workplace in general and its potential negative influence on knowledge sharing, as well as the dearth of recent empirical research on the relationship between conflict and employees’ knowledge-sharing intention, this study addresses this gap in knowledge-sharing research. In addition, this makes a practical contribution by providing recommendations on how to manage conflict in the workplace. Understanding and managing different types of conflict in the workplace could increase knowledge sharing amongst employees and subsequently enhance organisational and employee performance.","PeriodicalId":45649,"journal":{"name":"South African Journal of Business Management","volume":"1 1","pages":""},"PeriodicalIF":1.3,"publicationDate":"2021-06-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41658618","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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