https://ir.unisa.ac.za/handle/10500/2589 Tue, 04 Aug 2026 07:23:29 GMT 2026-08-04T07:23:29Z https://ir.unisa.ac.za/handle/10500/32715 An ethical leadership competency framework for managing the efficiency of internal controls and accountability to facilitate effective governance Burger-Snyman, Dorothee This study aimed to develop an ethical leadership competency framework to strengthen internal controls and accountability, thereby enhancing effective governance. A cross-sectional quantitative research design was employed, using a purposive sample of 274 permanently employed officials at post levels 9 to 15 from two national government institutions. The sample represented diverse sociodemographic characteristics, including age, race, gender, years of public service, staff category, and educational level. The study examined the relationships between ethical leadership, internal control, accountability, and effective governance, while also analysing perceptual differences across sociodemographic groups to inform the development of an ethical leadership competency framework and a governance and ethical leadership scorecard. Data were analysed using descriptive statistics, correlation analysis, and inferential techniques, with structural equation modelling applied to test the relationships among the constructs. Ethical leadership was operationalised through three dimensions: character, influence, and morality. Effective governance was measured using six dimensions: inclusiveness, managerial structures, staff support, management controls, staff loyalty, and work–life balance. Internal control effectiveness was assessed through compliance frameworks and structures, compliance culture, risk management, and operational controls, while accountability management was measured at both strategic and operational levels. The results revealed significant and positive relationships among ethical leadership, internal control, accountability, and effective governance. Ethical leadership was found to enhance accountability and strengthen internal control systems. Internal control emerged as the central pathway to effective governance, exerting a particularly strong influence on governance Page | vi outcomes. While ethical leadership plays a critical enabling role, the quality of governance was primarily driven by the robustness of internal control systems rather than leadership practices alone. Governance was most effective when ethical leadership behaviours were embedded within organisational practices, creating an environment conducive to accountability. Sociodemographic variables, including age, race, gender, length of public service, staff category, and education level, significantly influenced perceptions of ethical leadership, governance, internal control, and accountability. This study contributes to the field of Business Administration by proposing an ethical leadership competency framework and scorecard to support the institutionalisation of ethical leadership, enhance internal controls and accountability, and promote effective governance in both public and private sector organisations. Thu, 01 Jan 2026 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32715 2026-01-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/32702 Investigating the effectiveness of learning and development (L&D) provided to e-tutors in an ODeL institution Makhuvele, Lazarus Nyiko This study investigated the effectiveness of the Learning & Development (L&D) offered to e-tutors at an Open Distance eLearning (ODeL) institution. The ODeL institution where the study was conducted has historically experienced low throughput, a low pass rate and a high dropout rate. To address these challenges, the ODeL institution relies on strategies that include, among others, the recruitment and appointment of e-tutors to support and mentor students throughout their academic journey. The primary objective of this study was to investigate the effectiveness of e-tutors’ L&D in enhancing students’ learning experiences in an ODeL institution. A cross-sectional quantitative research approach was adopted for this study. Data were collected using a questionnaire. The instrument was captured on MS Forms and the link was shared via email to a census sample of 869 e-tutors appointed at the ODeL institution. One hundred and ninety-nine (199) e-tutors participated in the study and the quantitative data were analysed using descriptive and inferential statistics. The findings of the study revealed that the e-tutors’ L&D was effective in improving e-tutor’s skills and competences. However, the study revealed that a majority of e-tutors require further training on subject-related content, online communication and technological skills. The study concluded that the ODeL institution must make subject-specific assessment compulsory across all colleges, prioritise online communication and technological skills training interventions and advanced training for experienced e-tutors. Recommendations include: standardised subject-specific assessment; improved technological and communication training; increased the frequency of training; and the development of a tiered training model.; Dyondzo leyi yi lavisisile matirhelo ya Dyondzo na nhluvukiso (L&D) leyi nyikiwaka vadyondzisi va xielekitironiki eka nhlangano wa Dyondzo ya le Kule leyi Pfulekeke (ODeL) eka dyondzo yale henhla. Ahlangano wa ODeL laha ndzavisiso wu endliweke kona hi matimu wu vile na vuhumelerisi bya le hansi, mpimo wa le hansi wa ku pasa na mpimo wa le henhla wo tshika xikolo. Ku lulamisa mintlhontlho leyi, nhlangano wa ODeL wu titshege hi tindlela leti katseke,na tin’wana ta tona , ku thola na ku thoriwa ximfumo ka vadyondzisi va xielekitironiki ku seketela na ku letela swichudeni eka riendzo ra swona hinkwaro ra dyondzo.Xikongomelonkulu xa ndzavisiso lowu a ku ri ku lavisisa ku humelela ka L&D ya vadyondzisi va xielekitironiki eku nhluvukiseni ka ntokoto wa dyondzo ya swichudeni eka nhlangano wa ODeL. Endlelo ra ndzavisiso ra tinhlayo leri hlengeletaka vutivi hi nkarhi wun’we ri amukeriwile eka ndzavisiso lowu. Datha yi hlengeletiwile hi ku vutisa swivutiso. Xitirhisiwa lexi xi tekiwile eka Tifomo ta MS naswona linki yi rhumeriwe hi imeyili eka xikombiso xa nhlayo ya vanhu va Madzana ya nhungu –makume tsevu na nkaye (869) wa vadyondzisi va xielekitironiki lava thoriweke eka nhlangano wa ODeL. Dzana na makume nkaye nkaye (199) wa vadyondzisi va xielekitironiki va nghenelerile eka ndzavisiso naswona datha ya nhlayo yi xopaxopiwile hi ku tirhisa tinhlayo leti hlamuselaka na ta xiringanyeto. Leswi kumiweke eka ndzavisiso lowu swi paluxe leswaku vadyondzisi va xielekitironiki L&D a yi tirha kahle eku antswiseni ka vutshila ni vuswikoti bya vona. Hambi swi ri tano, ndzavisiso wu kombise leswaku vunyingi bya valeteri va le ka vadyondzisi va xielekitironiki va lava ku leteriwa ku yisa emahlweni eka timhaka leti yelanaka ni dyondzo, vundzeni, ”online” mbulavurisano, vutivi na vutshila bya thekinoloji. Ndzavisiso wu gimete hi leswaku nhlangano wa ODeL ri fanele ri endla leswaku tikholichi hinkwato ti boheka ku endla xikambelo xa dyondzo yo karhi hi nhloko-mhaka yo karhi, wu rhangisa mbulavurisano hi ku tirhisa Inthanete ni ku letela vanhu hi thekinoloji, ni ku nghenelela eku leteleni ka vadyondzisi lava nga ni ntokoto hi ku tirhisa Inthanete. Switsundzuxo swi katsa nkambisiso lowu ringaniseriweke wa dyondzo yo karhi, ndzetelo wa thekinoloji lowu antswisiweke na vuleteri bya vuhlanganisi na nhluvukiso wa modele wa ndzetelo wa switepe.; Ngudo iyi yo ṱoḓisisa mvelelo dza u Guda na Mveledziso (L&D) dzo ṋetshedzwaho vhagudisi nga inthanethe kha tshiimiswa tsha u Guda nga inthanethe kha Ngudo nga Inthanethe kha Vhukule Hovuleaho (ODeL). Tshiimiswa tsha ODeL he ngudo ya itwa hone tsho tshenzhela ḓivhazwakale ya u bvelela ha fhasi, tshivhalo tsha fhasi tsha u phasa na tshivhalo tsha nṱha tsha u litsha tshikolo. U tandulula khaedu idzi, tshiimiswa tsha ODeL tsho ḓitika nga zwiṱirathedzhi zwine zwa katela, vhukati ha zwiṅwe, u topola na u sedzulusa vhagudisi vha u gudisa nga inthanethe u itela u tikedza na u eletshedza matshudeni kha lwendo lwavho lwoṱhe lwa zwa pfunzo. Tshipikwa tshihulwane tsha ngudo iyi tsho vha tshi tsha u ṱoḓisisa mvelelo dza L&D ya vhagudisi vha vha u gudisa nga inthanethe kha u khwinisa tshenzhemo dza u guda dza matshudeni kha tshiimiswa tsha ODeL. Nḓila ya ṱhoḓisiso ya khwathithethivi ya zwipiḓa zwo fhambanaho yo ṱanganedzwa kha ngudo iyi. Data yo kuvhanganywa hu tshi shumiswa mbudzisombekanywa. Tshishumiswa tsho dzhiiwa kha Fomo dza MS nahone vhuṱumani ha kovhelwa nga imeiḽi kha sampuli ya mbalo ya vhathu ya vhagudisi vha u gudisa nga inthanethe vha 869 vho tholwaho kha tshiimiswa tsha ODeL. Vhagudisi vha u gudisa nga inthanethe vha ḓana na fuṱahe-ṱahe (199) vho shela mulenzhe kha ngudo nahone data ya tshivhalo yo senguluswa hu tshi shumiswa zwitatisitiki zwi ṱalusaho na zwi bveledzaho. Mawanwa a ngudo o dzumbulula uri L&D ya vhagudisi vha u gudisa nga inthanethe yo vha i tshi khou shuma kha u khwinisa vhukoni na vhukoni havho. Fhedziha, ngudo yo bvisela khagala uri vhunzhi ha vhagudisi vha u gudisa nga inthanethe vha ṱoḓa vhugudisi ho engedzeaho nga ha zwi re ngomu zwi tshimbilelanaho na thero, vhudavhidzani ha inthanethe na vhukoni ha thekinoḽodzhi. Ngudo yo pendela nga ḽa uri tshiimiswa tsha ODeL tshi tea u ita uri tsedzuluso yo khetheaho ya thero i kombetshedzee kha khoḽedzhi dzoṱhe, u vhea phanḓa vhudavhidzani ha inthanethe na vhudzheneleli ha vhugudisi ha zwikili zwa thekhinoḽodzhi na u wana vhugudisi ha nṱhesa ha vhagudisi vha u gudisa nga inthanethe vha re na tshenzhemo. Themendelo dzi katela u ṱola ho linganelaho ho livhaho kha thero, vhugudisi ho khwiniswaho ha thekhinoḽodzhi na vhudavhidzani, u engedzwa ha tshifhinga tsha vhugudisi na mveledziso ya modele wa vhugudisi wo ṱanganelanaho. Text in English with abstract and keyword in Tsonga and Venda Wed, 25 Feb 2026 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32702 2026-02-25T00:00:00Z https://ir.unisa.ac.za/handle/10500/32653 Multi-Generational Differences: Females’ Perspectives on Factors Influencing Employee Retention Gopal, Denelle Devanisha The aim of this study was to explore the multi-generational differences in the driving and inhibiting factors that influence employee retention from a female perspective. A qualitative research design was used, and 20 semi-structured interviews were conducted. The data were analysed through thematic coding using ATLAS.ti. The findings revealed that emotional and psychological well-being, inclusive leadership and value alignment are central factors that influence retention, particularly for women navigating personal and professional responsibilities. Multi-generational differences emerged in participants’ perceptions of organisational support, leadership styles and career development opportunities. The study highlights the importance of fostering inclusive and empathetic workplace cultures that support life transitions, promote diversity and build trust through transparent communication. Recommendations are provided to guide human resource practitioners and organisational leaders in developing retention strategies that are responsive to generational needs and gender-specific challenges.; Die doel van hierdie studie was om die multigenerasieverskille in die motivering- en stremmingsfaktore wat werknemerbehoud beïnvloed vanuit ʼn vroulike perspektief te ondersoek. ʼn Kwalitatiewe navorsingsontwerp is gebruik, en 20 semi-gestruktureerde onderhoude is gevoer. Die data is ontleed deur tematiese kodering met behulp van ATLAS.ti. Die bevindinge het getoon dat emosionele en sielkundige welstand, inklusiewe leierskap en waardebelyning sentrale faktore is wat behoud beïnvloed, veral vir vroue wat persoonlike en professionele verantwoordelikhede navigeer. Multigenerasieverskille het na vore gekom in deelnemers se persepsies van organisasie-ondersteuning, leierskapstyle en loopbaanontwikkelingsgeleenthede. Die studie beklemtoon die belangrikheid van die bevordering van inklusiewe en empatiese werkplekkulture wat lewensoorgange ondersteun, diversiteit bevorder en vertroue deur deursigtige kommunikasie bou. Aanbevelings word verskaf om menslikehulpbronpraktisyns en organisasieleiers te lei in die ontwikkeling van behoudstrategieë responsief tot generasiebehoeftes en geslagspesifieke uitdagings.; Inhloso yalolu cwaningo ukuhlonza umehluko phakathi kwezizukulwane eziningi mayelana nezinto ezinomthelela ekuqhutshweni nasekuvinjelweni kokugcinwa kwabasebenzi emsebenzini, ngokubona kwabesifazane. Kwasetshenziswa ucwaningo oluhleliwe oluyikhwalithi kanti futhi nemibuzo engama-20 engahleliwe ngokuphelele nayo yasetshenziswa. Idatha yahlaziywa ngokusebenzisa ukuhlukanisa ngemixholo ye-ATLAS.ti. Imiphumela yadalula ukuthi inhlakahle ngokwengqondo nangokwemizwa, ubuholi obubandakanyayo kanye nokuhambisana ngokwamanani kungumgogodla wokugcinwa kwabasebenzi emsebenzini, ikakhulukazi abesifazane abanezibopho zabo siqu kanye nezasemsebenzini. Umehluko phakathi kwezizukulwane eziningi, waqala emva kwemicabango yababambiqhaza yokwesekwa kwenhlangano, izindlela zobuholi kanye namathuba okuthuthukisa umsebenzi. Ucwaningo lugqamisa ukubaluleka kokugqugquzela ukubandakanya kanye namasiko okusebenza anozwelo eseka ukuguqula impilo, agqugquzela ukwehluka kanti futhi akha ukwethembana ngokuxhumana okusobala. Kuhlinzekwe ngezincomo ezizokweluleka abasebenzi ababhekelela izindaba zabasebenzi kanye nabaholi benhlangano ekusunguleni amaqhinga azohlangabezana nezidingo zesizukulwana kanjalo nezingqinamba eziqondene nobulili obuthile. Abstract in English with Afrikaans and Zulu translation Fri, 27 Feb 2026 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32653 2026-02-27T00:00:00Z https://ir.unisa.ac.za/handle/10500/32645 Influence of labour relations on organisational performance of selected public sector institutions in Ghana Parku, Kenneth Eyram This study explores how labour relations, specifically collective bargaining, trade unionism, and dispute resolution, influence organisational performance in Ghana's public sector. Purposive sampling and a case study design were used in this qualitative study to collect data from 37 participants comprising of Ghanaian public sector employees (16), trade union representatives (10), and labour relations officials (11) across 15 public sector institutions. The researcher gathered data through interviews and conducted thematic and content analysis. The findings show differing opinions about how collective bargaining might improve performance in the public sector. While some participants stated that recent pay increases and agreements on health, safety, and employee rights demonstrate how collective bargaining has improved working conditions and employee morale, others pointed to leadership self-interest and limited motivational outcomes as obstacles to increased effectiveness. As a result, the influence of collective bargaining is regarded as moderate. The study also emphasises labour unionism's positive and negative aspects. Despite having secured benefits for their members, unions' impact on overall organisational performance is undermined by challenges including mandatory membership, restricted welfare support, and perceived self-serving activity. The study also reveals that although there are dispute resolution procedures in place, their efficacy is hampered by issues including lack of funding and restricted access to the National Labour Commission, which leads to a rise in strikes and a decline in morale. In conclusion, Ghana's labour relations framework has made some headway in enhancing the performance of the public sector, but there are still many obstacles to overcome. The study recommends addressing psycho-social needs in collective bargaining, improving logistical support, and using digital tools to improve labour relations. These actions could lead to a highly performing public sector in Ghana. Thu, 01 May 2025 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32645 2025-05-01T00:00:00Z