https://ir.unisa.ac.za/handle/10500/37 2026-11-07T20:14:55Z 2026-11-07T20:14:55Z Modjela, Mapula Faith https://ir.unisa.ac.za/handle/10500/33104 2026-09-30T09:44:18Z 2026-06-09T00:00:00Z

Exploring nurses’ perceptions of the influence of compensation on work performance at a South African state hospital Modjela, Mapula Faith This qualitative study explored nurses’ perceptions of compensation at a state hospital in South Africa and its influence on work performance. The research pursued three empirical objectives:  to explore nurses’ perceptions regarding the effect of compensation on their performance;  to examine how compensation packages might be structured to enhance performance; and  to identify interventions beyond compensation that could improve nurses’ performance. A purposive sample of 11 nurses was interviewed, achieving data saturation. The thematic analysis revealed five main themes: inadequate compensation, incentives and financial strain; workload and resource challenges; motivation to perform work; leadership and communication; and training and development. The findings indicated that while nurses expressed dissatisfaction with compensation and inequitable incentives, their performance is sustained through intrinsic motivation, professional pride, and commitment to patient care. However, systemic challenges such as staff shortages,resource constraints, ineffective leadership, and limited training opportunities were identified as significant barriers to morale and optimal performance. The study was limited by its single-site focus, small sample size, reliance on self-reported data, and the researcher’s insider status. Despite these limitations, the research provided valuable insight into the lived realities of nurses in the public health sector. Recommendations have been provided for future research, the participating hospital, and the field of Industrial and Organisational Psychology (IOP). These include expanding the research study across multiple sites; addressing compensation inequities; strengthening leadership and communication; investing in training and development; and advancing theory-practice integration within IOP. Overall, the study contributed to understanding how compensation and organisational practices intersect with intrinsic motivation to shape nurses’ performance in South Africa’s public health system. By situating nurses’ experiences within broader socio-political and organisational contexts, the research offers practical and theoretical insights for hospital management, policymakers, and the IOP discipline.; Hierdie kwalitatiewe studie het verpleegkundiges se persepsies van vergoeding by ’n staatshospitaal in Suid-Afrika en die invloed daarvan op werksprestasie ondersoek. Die navorsing het drie empiriese doelwitte nagestreef:  om verpleegkundiges se persepsies rakende die effek van vergoeding op hulle prestasie te ondersoek;  om te ondersoek hoe vergoedingspakkette gestruktureer kan word om prestasie te verbeter; en  om intervensies benewens vergoeding te identifiseer wat verpleegkundiges se prestasie kan verbeter. ’n Doelbewuste steekproef van 11 verpleegkundiges is ondervra en dataversadiging is bereik. Die tematiese analise het vyf hooftemas aan die lig gebring: onvoldoende vergoeding, aansporings en finansiële druk; werklas- en hulpbronuitdagings; motivering om werk te verrig; leierskap en kommunikasie; en opleiding en ontwikkeling. Die bevindinge het aangedui, dat hoewel verpleegkundiges ontevredenheid uitgespreek het met vergoeding en onbillike aansporings, hulle prestasie volgehou word deur intrinsieke motivering, professionele trots en toewyding aan pasiëntsorg. Sistemiese uitdagings soos personeeltekorte, hulpbronbeperkings, oneffektiewe leierskap en beperkte opleidingsgeleenthede is egter as beduidende hindernisse vir moraal en optimale prestasie geïdentifiseer. Die studie was beperk deurdat die fokus op een enkele terrein was, die klein steekproefgrootte, die afhanklikheid van selfgerapporteerde data en die navorser se binnekringstatus. Ten spyte van hierdie beperkings het die navorsing waardevolle insig verskaf in die lewenswerklikhede van verpleegkundiges in die openbare gesondheidsektor. Aanbevelings is gemaak vir toekomstige xvi navorsing, die deelnemende hospitaal en die veld van Bedryf- en Organisasiesielkunde. Dit sluit in die uitbreiding van die navorsingstudie oor verskeie terreine; die versterking van leierskap en kommunikasie; die belegging in opleiding en ontwikkeling; en die bevordering van teorie-praktyk-integrasie binne Bedryf- en Organisasiesielkunde. Oor die algemeen het die studie bygedra tot die begrip van hoe vergoeding en organisatoriese praktyke kruis met intrinsieke motivering om verpleegkundiges se prestasie in Suid-Afrika se openbare gesondheidstelsel te vorm. Deur verpleegkundiges se ervarings binne breër sosio-politieke en organisatoriese kontekste te plaas, bied die navorsing praktiese en teoretiese insigte vir hopsitaalbestuur, beleidmakers en die Bedryf- en Organisasiesielkunde-dissipline.; Nyakišišo ye ya khwalitheithifi e ile ya hlohlomiša dikgopolo tša baoki mabapi le tefo sepetleleng sa mmušo sa Afrika Borwa le khuetšo ya yona go phethagatšo ya mošomo. Nyakišišo e ile ya tsepelela ditebo tše tharo tša tebeledišišo, e lego go  hlohlomiša dikgopolo tša baoki mabapi le seabe sa tefo mošomong wa bona.  nyakišiša gore meputso le dikholego tša tefo di ka beakanywa bjang go kaonafatša phethagatšo ya mošomo.  hlaola ditsenogare tšeo di fetago tefo tšeo di ka kaonafatšago phethagatšo ya mošomo wa baoki. Go ile gwa boledišanwa le kemedi ye e kgethilwego ya baoki ba 11, go fihlelela kgoboketšo ya datha. Tshekatsheko ye e ka amantšhwago le hlogo ya nyakišišo e utolotše dihlogo tše hlano tše dikgolo: tefo yeo e sa lekanago; meputso le kgatelelo ya tša ditšhelete; tekanyo ya mošomo le ditlhohlo tša methopo; tutuetšo ya phethagatšo ya mošomo; boetapele le poledišano; le tlhahlo le tlhabollo. Dikhwetšo di bontšhitše gore gaešita le ge baoki ba be ba bontšha go se kgotsofale ka tefo le meputso ye e sa lokago, phethagatšo ya bona ya mošomo e tšwetšwa pele ke tutuetšo ya ka gare, boikgantšho bja mošomo le go ikgafa go hlokomeleng balwetši. Le ge go le bjalo, ditlhohlo tša tshepedišo tše bjalo ka go hlaelela ga bašomedi, go hlaelela ga methopo, boetapele bjo bo sa holego le dibaka tše di lekanyeditšwego tša tlhahlo di ile tša hlaolwa e le mapheko a magolo a go fokotša go ba le tutuetšo le go phethagatša mošomo gabotse. Nyakišišo e be e lekanyeditšwe ke go lebiša tlhokomelo lefelong le tee, bogolo bjo bonnyane bja kemedi, go ithekga ka tshedimošo yeo e begilwego ke motho ka noši le boemo bja motho yo a lego ka gare wa monyakišiši. Go sa šetšwe mafokodi a, nyakišišo e ile ya nea temogo e bohlokwa ya maitemogelo a baoki ka lekaleng la tša maphelo a setšhaba. Ditšhišinyo di ile tša newa bakeng sa nyakišišo ya nakong e tlago, sepetlele seo se kgathago tema le lefapha la Saekholotši ya Mokgatlo le Intasteri (IOP). Tše di akaretša go katološa thuto ya nyakišišo mafelong a mantši; go rarolla go se lekalekane ga tefo; go matlafatša boetapele le poledišano; go beeletša ka go tlhahlo le tlhabollo; le go tšwetša pele kopanyo ya teori le tirišo ka gare ga IOP. Ka kakaretšo, nyakišišo e ile ya thuša go kwešiša ka moo tefo le mekgwa ya go rulaganya e kopanago ka gona le tutuetšo ya ka gare ya go bopa phethagatšo ya mošomo ya baoki setemong ya tša maphelo a setšhaba ya Afrika Borwa. Ka go bea maitemogelo a baoki ka gare ga maemo a magolo a tša leago le dipolitiki le a mokgatlo, nyakišišo e nea ditemogo tše bohlokwa le tša teori bakeng sa taolo ya sepetlele, bahlami ba melao le lefapha la IOP Abstract in English with Afrikaans and SePedi translations

2026-06-09T00:00:00Z 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