https://ir.unisa.ac.za/handle/10500/2735 2026-10-22T22:47:05Z 2026-10-22T22:47:05Z Tshabalala-Mzobe, Minah Mevasani https://ir.unisa.ac.za/handle/10500/33078 2026-09-22T12:17:08Z 2026-07-24T00:00:00Z

A talent management framework for the advancement of women to executive management: a case study in the South African manufacturing industry Tshabalala-Mzobe, Minah Mevasani Institutional structures in male-dominated industries perpetuate gender hierarchies, creating barriers to women’s leadership advancement. In manufacturing, these challenges are intensified by historical, cultural, and socio-economic factors that restrict the career growth of women. While progress toward gender equity has emerged in sectors like finance, ICT and academia, the manufacturing industry remains critically underexplored and resistant to transformation. Women remain significantly underrepresented in leadership positions within the manufacturing sector despite ongoing gender transformation initiatives. This study explored the organisational, social, and individual barriers affecting women’s advancement into leadership positions within a manufacturing organisation in South Africa. A qualitative single-case study design was adopted, and data were collected through semi-structured interviews with 20 employees serving in managerial and executive position. Thematic analysis was used to identify recurring patterns and experiences related to gender inequality, organisational culture, career progression, stereotypes, and leadership opportunities. The findings revealed that structural barriers, masculinised workplace culture, limited inclusivity and representation, unequal access to career development, and Merit-based biased, Accent bias continue to hinder women’s leadership advancement. While previous studies have primarily focused on identifying barriers, this study’s principal contribution lies in the development of a context-specific Talent Management framework aimed at enhancing women’s leadership representation within the manufacturing sector. The proposed framework integrates inclusive recruitment and promotion practices, leadership development initiatives, mentorship and sponsorship programmes, organisational culture transformation, performance support systems, vi and retention strategies to address systemic gender disparities. Theoretical contributions of the study provide a multi-level explanation of women's managerial and executive advancement that captures the interaction between individual, organisational, and societal factors. It offers practical recommendations on the implementation of gender-responsive personnel management strategies to support women’s career development and leadership development. The study contributes to the fields of talent management, gender studies, and organisational leadership by offering a practical and theoretically grounded framework that organisations can utilise to promote sustainable gender inclusion and leadership equity in male-dominated industries

2026-07-24T00:00:00Z Moyo, Givemore https://ir.unisa.ac.za/handle/10500/33065 2026-09-22T09:44:10Z 2025-11-01T00:00:00Z

Savings groups and formal banking: evidence from Sub-Saharan Africa (SSA) economies Moyo, Givemore The study aimed to evaluate savings groups and formal banking in Sub Saharan African (SSA) countries with respect to the impact of savings groups’ composition and status, performance and bank-specific factors on access to formal banking by the savings groups. The study used secondary cross-sectional data (latest by 31 July 2024) for a sample of 36 SSA countries from the Savings Group Information Exchange (SAVIX) dashboard, International Monetary Fund (IMF), World Development Indicators dataset, World Bank’s Global Findex and Trading Economies website. Ordinary Least Squares (OLS) regression analysis was used as an estimation method. The study revealed that, on the impact of savings groups’ compositions and status on access to formal savings by savings groups, average savings per member had a negative and significant impact on access to formal savings and average loan outstanding per group had a positive and significant impact on access to formal savings by the savings groups. Bank concentration had a negative and significant impact on access to formal credit and ownership of mobile money account had a positive and significant impact on access to formal credit. Group composition and status indicators such as percentage female members per group (gender dynamics) and average number of members per group had insignificant impact on access to formal credit and savings by savings groups respectively. The study revealed that, on the impact of groups’ financial performance on access to formal savings by savings groups, average savings per member, mobile phone used to send money (% 15 years and above) and average loan outstanding per group had a positive and significant impact on access to formal savings. Bank concentration, number of borrowers from commercial banks and average number of members per group had negative and significant impact on access to formal savings. On the impact of group performance on access to formal credit, bank concentration, average savings per member, bank account ownership and average number of members per group had a negative and significant impact on access to formal credit by savings groups. The group performance indicator namely return on savings had statistically insignificant impact on access to formally savings. The study revealed that, on the impact of bank- specific factor on savings, average loans outstanding per group had a positive and significant impact on average savings per member. Percentage of members with outstanding loans had a negative and significant impact on average savings per member. The study revealed that, on the impact of bank- specific factors on average loan size per member, average savings per member had a positive and statistically significant impact on average loan size per member. All the bank- specific factors namely bank concentration, deposit interest rates, mobile money account ownership, mobile phones used to send money (% 15 years and above), bank branch network number of borrowers from the commercial banks per 1000 adults and number of ATMs per 100, 000 adults had insignificant impact on average savings per member and average loan size per member. Based on the findings of the study, it is recommended that there should be strong partnerships between banking institutions and mobile money service providers to provide savings groups with affordable formal banking products. Development actors should avail financial and digital literacy programs for savings groups to promote good financial behaviours and digital skills among savings group members.

2025-11-01T00:00:00Z Sibanda, Thokozile https://ir.unisa.ac.za/handle/10500/33064 2026-09-21T14:25:28Z 2026-06-01T00:00:00Z

The relationship between CEO renumeration and company performance in publicly listed organisations on the Johannesburg Stock Exchange (JSE) for the period 2008-2020 Sibanda, Thokozile Orientation: Chief executive officer (CEO) remuneration in South Africa and globally has attracted increased scrutiny and debate about the magnitude of pay and the rationale underpinning its determination. Despite extensive literature, the linkage between CEO remuneration and company performance remains inconclusive and appears to vary depending on context, remuneration and company performance variables. Research purpose: This study aims to determine whether there is a relationship between CEO remuneration and the company performance of Johannesburg Stock Exchange (JSE)-listed companies from 2008 to 2020. Motivation for the study: This study seeks to provide a deeper understanding of CEO pay–performance linkages, contributing to existing knowledge and offering practical insights for designing an optimal CEO remuneration philosophy. Research design, approach and method: This quantitative, longitudinal study relied on secondary data collected from company websites, published financial statements, and publicly listed organisations over a 13-year period. The sample comprised companies selected based on data availability and completeness for the study variables. Panel data analysis was used to examine the relationships between CEO remuneration and company performance. Based on the Hausman test results, a random-effects model was estimated using Panel Estimated Generalised Least Squares (EGLS) with Period Seemingly Unrelated Regression (SUR) weighting. To enhance robustness, the data were subjected to supervised cleaning, reliability checks, winsorisation at the 5th and 95th percentiles, and White diagonal standard errors were applied to address cross-sectional correlation. Main findings/Results: The results reveal that CEO remuneration and performance alignment were selective rather than uniform across the remuneration components and company performance measures examined. Net profit was not a statistically significant predictor of CEO remuneration. RSF emerged as the most consistent predictor, exhibiting a negative relationship with fixed pay and positive relationships with STI and total remuneration. EPS positively influenced fixed pay. The interaction effects between EPS and RSF, and between RSF and net profit, were consistently negative and statistically significant across all CEO remuneration components, whereas the interaction between EPS and ROA was not statistically significant. Company size, as proxied by market capitalisation, moderated the relationship between net profit and STI and strengthened the effects of ROA and RSF on fixed pay and total remuneration, but not on STI. Overall, the findings suggest that CEO remuneration is influenced by selected performance measures and contextual factors, rather than being uniformly aligned with all indicators of company performance. Practical managerial implications: The study supports the development of comprehensive remuneration and reporting frameworks that promote transparency and consistency in remuneration disclosure. Boards and remuneration committees may structure remuneration structures by including performance measures that support long-term value creation while ensuring that incentive structures do not reward overlapping performance variables. Contribution: The study contributes to executive remuneration literature by extending evidence on pay-performance relationship in South African context. By examining direct, interaction and moderation effects, it demonstrates that the pay-performance relationship is selective and more complex than direct pay-performance models alone.

2026-06-01T00:00:00Z Phiri, Theresa https://ir.unisa.ac.za/handle/10500/33036 2026-08-31T11:09:20Z 2024-12-19T00:00:00Z

Assessing financial management skills among spaza shop owners in Mamelodi Township, South Africa Phiri, Theresa The study assessed informal spaza shop business owners' finance management skills. The assessment may lead to more fluid practical interventions that may help informal businesses to improve their operations, grow and ultimately formalise their businesses. The composite measures for the study were expense tracking skills, cash flow management skills, calculating profit skills and finance skills needs. A new questionnaire was developed because no available instrument perfectly addressed the problem. The choice of methodology in the informal sector is limited, characterised by a lack of resources and databases from which to choose. Therefore, non-probability convenience sampling was employed for the study. The study outcome revealed that spaza shop business owners know the importance of finance management skills. However, there was low confidence and knowledge in accurately executing these tasks, indicating a gap between recognising the value of the skills and applying them in practice.

2024-12-19T00:00:00Z