Browsing by Author "Mutinta, Given Chigaya."

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Assessing the influence of e-learning on the performance of healthcare professionals: a case study of UKZN-NORHED collaboration.
(2017) Oluwadele, Oluwaseun Deborah.; Mutinta, Given Chigaya.
HIV/AIDS, tuberculosis and some other antibiotic resistant infections are the top causes of morbidity in South Africa and sub-Saharan Africa generally. There is dire need to carefully examine cross-disciplinary approaches to combat the burden of diseases in South Africa and other sub-Saharan African countries. One of such approaches is e-learning. This study assesses the influence of e-learning on the individual and organizational performance of Healthcare Professionals by adopting a descriptive and exploratory approach. This study adopted a purely qualitative case study approach because it sought to understand the problem relative to existing contexts especially since there exist very few body of knowledge in this domain. The census non-probability sampling technique was used to select participants for the study with thoughtful consideration of the size limitation of the case-study to allow for exhaustive inclusion. In-depth semi-structured interview was conducted amongst seven (7) healthcare professionals who took a pure e-learning module; Antimicrobial Stewardship and conservancy in Africa. The study revealed that in sub-Saharan Africa, e-learning could be used to strengthen the capacity of HCPs to combat the high burden of diseases if attention is paid to the alignment between the learning task demands of the e-learning module and the technological infrastructures provided to enable the accomplishment of such learning tasks, while adapting the learning process to cater for the individual diversity and contextual limitations of HCPs. Participants felt that there existed a solid task-technology fit between the task requirements of the module and the learning management system technology (UKZN Moodle). The program accommodated HCPs’ individual and contextual diversities. Therefore, their individual and organizational performance were enhanced. HCP were satisfied with the program and acquired the set of knowledge and skills which helped them to pass the module. Both practicing clinical physicians and non-practicing clinical physicians could transfer the knowledge and skills acquired to their daily clinical/work practices. Knowledge transfer to practice was revealed to have benefitted HCPs work organizations in diverse ways. Furthermore, HCPs acquired technological skills which they stated to have been of benefit to them and their work organizations even much more than the module content knowledge and skills which they acquired. This study is an eye opener to the potentials and challenges of e-learning in medical education in South Africa, and other sub-Saharan African countries.
An assessment of service quality at a selected restaurant in Durban, KwaZulu-Natal.
(2018) Nonyani, Nkosinathi Surprise.; Mutinta, Given Chigaya.
Scholars’ interest in service quality in the fast food industry is growing. Fast food restaurants are aiming at meeting customers’ expectations of service quality. There is therefore need to assess customers’ expectations and experiences of service at the restaurant under study. The aim of the study was to ascertain the service quality gap between customers’ expectations and experiences of service quality. Quantitative research methodology was used to underpin the study. Convenience sampling was used to select respondents. Two hundred and sixty four questionnaires were collected. Data was analysed using descriptive and inferential statistical methods. Findings indicate that customers’ expectations surpassed their experiences of service quality on the five dimensions of the RATER Model. The largest service quality gap scores were reliability and responsiveness in this order. The smallest service quality gap score was tangibility. There is need for the restaurant to improve the reliability and responsiveness of the service quality because customers’ needs are not met. On the other hand, there is need to further reduce the small service quality gap score of tangibility at the restaurant.
An assessment of the performance management system at the organisation under study.
(2018) Govender, Danica.; Mutinta, Given Chigaya.
The organisation under study is a global liner shipping company. It has about 170 modern ships, close to 7.4 million twenty-foot Equivalent Unit shipped each year. The company has 9,300 employees working at 360 sites in 120 countries. Though the organisation under study has been in existence for many years, the company has been working without evaluating its informal formal performance management system to ascertain if the system was effective to ensure that employees’ performance contributed to the realisation of the goals and objectives of the company. Therefore, the assessment of the informal performance management system at the organisation under study is important in ensuring that the company achieves its organisational vision and set of objectives. The study, therefore, aims at assessing the performance management system at the organisation under study. A case study research design was used as a research blueprint and a qualitative research method was employed in the study to uncover and understand the employees’ perceptions of the performance management system at the organisation under study using in-depth interviews. The data collected was analysed using the thematic analyses method. The main findings revealed that the performance management system at the organisation under study was quite effective because of the tools used to measure employee performance including having different forms of performance feedback provided to employees, provision of rewards, implementation of amendments to objectives, as well as the considerable understanding of objectives. It is recommended that for the informal performance management system at the organisation under study to yield better results, it should be managed by an administrator and monitoring team. This will ensure that the performance is measured fairly and in line with performance management guidelines, performance feedback is conducted on an ongoing basis, both financial and non-financial rewards are provided to employees, objectives are assessed frequently to ensure that they are in line with the changing business environment and communication is promoted at all levels of employees. These recommendations may enable the organisation under study to have an effective performance management system that will allow employees to achieve their set objectives.
The causes and management of school-based violence in high schools in Umgungundlovu District of KwaZulu-Natal.
(2016) Eke, Chidi Idi.; McArthur, Brian Walter.; Mutinta, Given Chigaya.
A great deal of research has been conducted globally on the phenomenon of school- based violence and the devastating effect it has on teaching and learning. School-based violence is a multifaceted phenomenon and no single perspective or factor can sufficiently explain why learners behave in the ways they do, at home and at school, that lead to violence. School-based violence is denying South African children their constitutional right to a basic education by creating a school climate that hinders teaching and learning. The obstruction of a learner’s academic learning process as a result of violence could threaten their future prospects and their achievement of a better life in post-apartheid South Africa. It is for these reasons that this study examined the causes and management of school-based violence from a school-based perspective. The study aimed to determine the causes of school-based violence in high schools in uMgungundlovu district of KwaZulu-Natal, and to proffer a management model that would assist high school managers to reduce and manage school-based violence to create a school climate that promotes teaching and learning. The study used Bronfenbrenner’s ecological systems theory to provide rich insights into the causes and solutions to school-based violence in high schools. A qualitative approach and purposive sampling technique were employed in the study. In-depth interviews and focus group interviews were used as data collection instruments for the study. Data was analyzed using thematic analysis and NVivo, a qualitative data analysis software. The study makes two contributions to the existing body of knowledge on school-based violence: the causes of school-based violence at each level of influence of the ecological systems model (microsystem, mesosystem, exosystem and macrosystem) were identified; and insights from these causes were used to develop a school-based violence management model that could assist school managers to reduce and manage school- based violence. The key themes that emerged from the findings include (1) lack of parental involvement in learners’ school issues; (2) learners’ misconduct in school influenced by the abuse of alcohol, drugs and other substances; (3) lack of adequate school security; (4) school managers lacking the required managerial skills to contain issues of school-based violence; e; and (5) female learners as the most significantly affected victims of cyber- violence.
Evaluation of employees’ perceptions on the adoption of a human resource information system at Alfred Nzo District Municipality.
(2015) Mazabelena, Lucky Emmanuel.; Mutinta, Given Chigaya.
Many organisations in South Africa have started to use human resource information systems to deliver human resource functions. As the world is driven by technology and continues to change, there is a need for human resource departments to response quickly to the needs of its customers and for organisations to be competitive. This can be done through the use of human resource information systems (HRIS) and processes at the intersection of human resource management (HRM) and information technology (IT). However, there are few studies that have been conducted to investigate the readiness of organisations to use HRIS. HRIS’ failures are documented and literature shows that many HRIS projects failed because of a number of reasons, which could have been dealt with before the implementation of the system to ensure that the organisation was ready for change. Organisations spend a lot of money implementing systems that are already set for failure. This study closes this gap by examining factors affecting HRIS adoption. Using ‘Diffusion of Innovation’ as a theoretical framework, data was obtained from the Co-operate Department at Alfred Nzo District Municipality. To get an understanding of employees’ perceptions of the acceptability of HRIS, the study examined all five variables of innovation: compatibility; complexity; trialability; relative advantage; and observability. Semi-structured in-depth interviews were conducted to generate knowledge about employees’ perceptions on the adoption of HRIS at Alfred Nzo district municipality and relevant documents were collected to support results. Results revealed that technology is under-utilised and employees are hesitant to use HRIS. This implies that the municipality needs to deal with resistance and bring everybody on board, even top management to support HRIS before adopting or adapting the current system. Moreover, the municipality needs a system that integrates all HR functions and the organisation as a whole.
Expatriate academics and expatriate management in a South African higher education institution.
(2014) Maharaj, Ashika.; Ortlepp, Karen.; Mutinta, Given Chigaya.
The main aim of the study is to examine the staffing trends of academics in SA higher education in order to compare South African academics to expatriate academics. A secondary aim of the study is to examine the international career experience of expatriate academics at University of KwaZulu-Natal (UKZN) from the perspective of expatriate academics concerning their reasons for relocating to South Africa as well as their experience of organisational and social support as well as from the perspective of organisational stakeholders, namely their academic line managers and human resource (HR) specialists at UKZN. Currently, SA is facing major skills and staffing shortages in terms of Science, Engineering and Agriculture. The Department of Higher Education and Training (DOHET) has provided funding to source international talent to allow SA universities to run programmes in scarce skills disciplines to create ‘home grown’ talent to overcome the staff and skills shortages. This type of international talent remains a largely under-researched group, as they have been labelled ‘self-initiated expatriates (SIEs)’. Many academics embark on international mobility in order to develop their careers and to improve their marketability and employability, therefore are part of this group and are called expatriate academics. The problem comes in when universities do not have formal policies in place to manage their international talent so as to retain this valuable human resource, they are managed no differently than their local colleagues despite facing a myriad of challenges in the form of general, work and interaction adjustment (Black and Gregersen, 1999). By examining expatriate academics experiences at UKZN, the aim of the study is to create a programme especially designed to assist expatriate academics to successfully adjust to life at UKZN and their communities in KwaZulu-Natal. This study has adopted a mixed methodology, using secondary data, quantitative and qualitative methods to extract the data required to examine expatriate academics in South African higher education and at UKZN. Firstly, an analysis of staffing trends in publically funded SA higher education institutions over the three years 2005/2010/2012 was conducted during the secondary data collection phase of the current study. Secondly, a self-reporting questionnaire consisting of questions covering the reasons for relocation and actual experience of expatriation was administered to expatriate academics at UKZN. Furthermore, the questionnaire incorporated the “Protean and Boundaryless Career Attitude Scales” (PBCA) which was developed by Briscoe, Hall and Demuth (2006:16).Thirdly, semi-structured interviews with academic line managers (heads of school, deans, discipline co-ordinators, supervisors) and HR specialists were conducted. This helped to provide the employer’s perspective, which is useful as a way of situating the faculty, school, discipline and administration’s viewpoint within the larger institution. The results of the secondary data collection phase results revealed that there were no significant differences in age between SA and expatriate academics nationally over the three years. However, when examining the age of academics (SA and expatriate), it is clear to see that it is a truly heterogeneous group of individuals. However, at UKZN over the three years there have been more female SA academics employed. A comparison of the academic qualifications of SA and expatriate academics over the three years indicates that expatriate academics are more highly qualified than their SA colleagues, as the majority of the former hold a doctoral degree. The majority of expatriate academics are recruited from SADC countries as well as other African countries. Interestingly enough, the next most frequent major supply region of expatriate academics to South Africa is Europe. WITS and UCT were consistently ranked first and second in terms of the number of expatriate academics employed over the three years. Both are among the leading five higher education institutions in South Africa in terms of their research outputs as well as the number of PhDs per member of staff. Secondly, an investigation into the motivation behind the expatriate academics’ decision to relocate was carried out. These findings suggest that there is no one primary motivation but rather a variety of motives at any given life stage or career stage that may together motivate expatriate academics in general. The motive Career appeared to be dominant among the respondents in this study, closely followed by Adventure/Travel and then Financial. Thirdly, the individual career experiences of expatriate academics in this study indicate that the majority are well adjusted in terms of their relationships with their host country colleagues and their relationships with family and friends back home as well as in terms of the fulfillment of their expectations regarding work. They did, however, indicate that their experience of organisational support could have been improved during their experience as well as during the pre-departure phase. Unlike previous studies, the results of this study indicate that expatriate academics do not share close ties with other expatriates or local South Africans in the university community or within the communities in which they lived. Fourthly, expatriate academics had to deal with many challenges during their career experience here in South Africa. These have been discussed across three levels, macro- (administrative), meso- (work adjustment) and micro-level (family and lifestyle adjustment). This proves that SIEs face many challenges that hinder their ability to expatriate and have positive career experiences. The PBCA scale was developed by Brisoe, Hall and Demuth (2006) and adapted for use in an academic setting. The results from the use of the scale in the current study indicate that respondents exhibit a protean career attitude which suggests that they are “able to develop a greater adaptability and self-awareness thereby ensuring a proactive smart employee” (Briscoe and Hall, 2006:16). These results confirm the results of the Expatriation Experience sub-scale in which it was found that the respondents were well adjusted to their work environment. The respondents in this study are best described ‘solid citizens’ in terms of the Career Profiles of Contemporary Career Agents (see Table 3.4) developed by Briscoe and Hall (2006). Fifthly, the major opportunities, according to management, presented by having expatriate academics at UKZN include access to subject matter expertise, diversity and a wealth of knowledge and experience. These academics also bring with them valuable social capital in the form of resources like networks of contacts, collaborative research opportunities and innovative curriculum development. Above all else, they serve as the solution to the critical skills shortages South Africa is facing particularly in the fields of science, engineering and mathematics. This study is a multi-disciplinary study, that is situated in a number of disciplines such as expatriate management, career management, migration as well as higher education studies. Therefore it adds to the existing body of knowledge by providing a multi-disciplinary approach to a concept that was previously exclusively dealt with in management studies in a business environment. This study is therefore unique as it highlights the perceptions of organisational support by expatriate academics to assess whether or not the organisation, in this case UKZN is doing enough to ensure the success of the international experience of expatriate academics.
An exploratory study of Congolese refugees’ experiences in developing small, medium and micro entreprises in Durban city centre.
(2016) Mujinga, Prosperine Tshijika.; Mutinta, Given Chigaya.
Internationally, South Africa receives the highest annual number of asylum applications with about 106,904 of applications received in 2011 (United Nations High Commissioner for Refugees [UNHCR], 2013) of which 16,970 were from the Democratic Republic Congo (DRC) (UNHCR, 2012). Durban is a city in the province of KwaZulu-Natal with a considerable number of Congolese refugees, which makes it a good site for research about Congolese refugees, their place in the business arena and in small medium and micro enterprises (SMMES) in Durban. After taking the decision to open small businesses, DRC refugees in Durban encounter many difficulties (UNHCR, 2012). An exploratory qualitative research design was used to understand the experiences faced by Congolese refugees in developing SMMES using the structural opportunity theory on immigrant entrepreneurship. A qualitative research methodology allowed for exploration of the difficulties refugee entrepreneurs are facing in Durban city Centre. Non-probability sampling was used in particular purposive sampling technique. Data was analyzed using thematic analysis. The study found that opening of any kind of business requires a lot of effort and resource mobilization is a crucial step for all who wanted to start business. The majority of participants in this study said that their business was not created to have a brilliant future but for family survival. Most refugees lack sufficient and true information about the process to get any legal documents for their businesses. Refugees who have no information about the process of obtaining business documents are afraid to invest more in their businesses and apply any element of novelty or creativity. However, they are aware that knowledge is an important element in their business activities in order to be successful in addition to being positive minded, having capital or belonging to a group of immigrants who are predisposed to be engaged in entrepreneurship.
Exploring factors affecting knowledge sharing at national institute for crime prevention and reintegration of offenders in Pietermaritzburg.
(2016) Mkhwanazi, Nosipho Phumzile.; Mutinta, Given Chigaya.
Fast changes in business and innovation are driving organisations to learn and adapt to changes at an extraordinary rate. Most of them understand that unless information gathering and exchange happens quicker they will not have a competitive advantage, as they will be at risk of losing the significant resource of knowledge through knowledge erosion. This study is about exploring factors influencing knowledge sharing in a non-governmental organisation called the National Institute for Crime Prevention and Reintegration of Offenders (NICRO). This is a qualitative study where interviews were used as a data collection technique and thematic analysis used as a data analysis method. Explorative research design was used in this study to explore a variety of factors impacting knowledge sharing. The targeted population was the employees of NICRO and the purposive sampling method was used to select a sample. The sample size consisted of five employees with different professions and roles in the organisation. The findings indicated that there were a variety of individual, organisational as well as technological factors which influenced knowledge sharing at NICRO. Individual factors such as awareness, personality, altruism and self-efficiency were key determinants of knowledge sharing in the organisation studied. The trust and rewards system was a predominant organisational factor that impacted employees’ behaviour with respect to sharing knowledge, followed by factors such as organisational culture, leadership and organisational structure. The study also ascertained that technological factors played a significant role in influencing knowledge sharing in the studied organisation. On the basis of the research findings, the study recommended that the management of NICRO review and improve their reward system in order to encourage employees to engage in knowledge sharing. The study also recommended that employer and employees reestablish a trustworthy relationship among themselves in order to create favourable conditions for sharing knowledge.
The influence of public and private supporting institutions on small, medium and micro enterprise development : a comparative study between Lesotho and South Africa.
(2015) Khoase, Refiloe Gladys.; McArthur, Brian Walter.; Mutinta, Given Chigaya.
Due to high rates of poverty and unemployment, economies are taking both immediate and longterm measures to tackle the issue. Amongst the measures economies have taken, are the development of SMMEs, especially in developing countries. It is perceived that SMMEs are high contributors of economic growth. To develop SMME sector, there are established public and private supporting institutions. The presence of these institutions perceived to create a favourable environment where SMMEs are able to grow sustainably and contribute to the country’s economy. If these institutions are not utilised, SMMEs could fail to develop and close down at the early stages. The aim of this research is to investigate the influence of the public and private supporting institutions with regard to businesses start-up and sustainable growth. Both Lesotho and South Africa have put in place a number of initiatives in the quest to support business development. However, there is not much said about the success or failure of such interventions from the public and private supporting institutions’ perspectives. Thus, there is a need to investigate the positive outcomes emanating from such institutions as well as the pitfalls resulting from their interventions that may hinder the start-up and growth of SMMEs. Qualitative and quantitative methods were used to collect data. Semi-structured interviews with six supporting institutions in Maseru Lesotho, and six from Pietermaritzburg in SA were conducted. The survey covered a sample size of 379 owner-managers of registered SMMEs across all sectors in Maseru, and 384 in Pietermaritzburg. These sample sizes were generated using an online sample size calculator. A non-probability sampling method known as snowball sampling was used for the interveners (implementing agencies). Probability sampling methods known as stratified random sampling and cluster sampling methods were used for the SMMEs. The coded responses obtained from the interviews and questionnaires were analysed using NVivo 10 for Windows and SPSS for Windows, Version 22 respectively. Most SMMEs’ owner-managers in both Maseru and Pietermaritzburg are aware of the available supporting institutions and the assistance they provide at start-up and growth phases. However, entrepreneurs do not make full use of these institutions. Some entrepreneurs perceive that services provided by the supporting institutions are satisfactory, while some are not satisfied with such services. The main support they use is registering with these institutions which then allows them to operate formally. However, not making full use of supporting institutions’ programmes hampers SMMEs’ establishment, and they also do not grow sustainably. It is anticipated that the vii research findings will inform policy makers about factors that may contribute to or hinder the effectiveness of supporting institutions’ interventions at SMMEs’ start-up and growth phases. This is perceived will help policy makers and supporting institutions in devising adequate strategies to improve policy implementation or their service provision to SMMEs.
The interpretation and application of triangulation in information systems research.
(2020) Mutinta, Given Chigaya.; Govender, Irene.; McArthur, Brian Walter.
Scholars argue that a single research method is inadequate to investigate a complex phenomenon. As a result, there is growing interest in academic communities in the practicability of mixing research techniques in a process of triangulation. The purpose of this study was to investigate the interpretation and application of triangulation within the disciplines of information systems (IS) at four universities in South Africa; the University of KwaZulu-Natal, the University of Cape Town, the University of the Witwatersrand, and Stellenbosch University. This study employed the exploratory and descriptive research designs, and mixed methods. The target population were academic staff in the IS disciplines. Census and purposive sampling were used to select participants for the quantitative and qualitative study respectively. A sample size of fifty (50) and eight (8) academics was drawn for the quantitative study and qualitative study respectively. Data was collected using document collection, questionnaires, and in-depth interviews. In-depth interviews and documents were analysed using thematic analysis technique. Questionnaires were analysed using the Statistical Package for the Social Sciences (SPSS) version 22.1. The findings show that all (100 per cent) respondents were aware of triangulation. Data source triangulation (100.0 per cent) and methodological (82.4 per cent) are the most known types of triangulation. Methodological (90.2 per cent), investigator (67.0 per cent), data source (65.6 per cent), space (60.8 per cent), theory (52.9 per cent), time (41.1 per cent) and analyst (14.0 per cent) triangulation are the most used in this order. In spite of high respondents’ high levels of knowledge of triangulation, the seven types of triangulation are mainly used to validate research findings and explain research problems. There is thus a gap between the knowledge of triangulation and application of triangulation. IS academics find it easy to use data source (65.6 per cent), time (45.3 per cent), methodological (37.0 per cent), investigator (35.0 per cent), time (40.0 per cent), time (29.0 per cent), and space triangulation (23.5 per cent) in this order. Intradisciplinary triangulation is the most used than interdisciplinary triangulation. The findings indicate that academics with doctorates find it easier to use different types of triangulation than those with master’s degrees. The findings show that the frequently used type of triangulation is data source (19.0 per cent) and methodological (14.0 per cent). Largely, the study suggests that triangulation should be interpreted as Data source, Investigator, Theoretical, Methodological, Analyst, Space, and Time (DITMAST) triangulation, and to be used to Validate findings, Explain research problem, Enrich research instruments, and Refute findings (VEER). There is need to empower IS academics with knowledge on the interpretation of the different types of triangulation (DITMAST) and their application (VEER) in research.
Investigating students' sexual risk behaviour, risk and protective factors and their responses to the Scrutinise Campus Campaign at universities in KwaZulu-Natal.
(2012) Mutinta, Given Chigaya.; Tomaselli, Keyan Gray.
The high levels of HIV prevalence amongst young people in sub-Saharan African countries, have led to the clarion call for researchers to investigate the determinants to young people's sexual risk-taking behaviour while others are exploring the usage of entertainment education (EE) so that effective prevention and interventions may be developed. One critical aspect is that research efforts so far have been hampered by the adoption of models and perspectives that are narrow and do not adequately capture the complexity associated with young people's sexual experiences. The distinctiveness of this study is therefore grounded in the focus on the risky sexual practices students engage in and their underlying risk and protective multisystemic factors and their response to the EE interventions, in particular the Scrutinise Campus Campaign. Thus, using the Problem Behaviour Theory, Reception Theory and the Social Cognitive Learning Theory, this study investigates the phenomena of students' sexual risk behaviour and their response to the Scrutinise Campus campaign. The study is situated within the interpretative paradigm. It used a hermeneutic phenomenological methodology underpinned by in-depth interviews, focus group discussions, participant observation and field notes to draw data for this study. The study sample included students and the Scrutinise Campus Campaign officers. Findings of this study sustain the conclusion that students' sexual risk behaviour is influenced by interrelated, interactional and transactional factors from the multisysternic factors: biological, environmental/social, behavioural and personality domains that either instigate or buffer against students' sexual risk behaviour. However, Scrutinise Campus campaign's messages do not fully address students' sexual risk practices and their underlying factors as experienced by students. It is critical to employ a comprehensive and continuum of EE interventions that are broad in scope arid target factors from multiple systems of influence including the multisystemic factors. Most significantly, sources of protective influence should not be ignored when designing and implementing EE prevention programmes and, to the extent possible, both risk arid protective factors should be addressed in the interventions. This may help to effectively address students' sexual-risk taking behaviour in universities.
Public administration processes towards self-determination : a case of Ndwedwe rural women and the Zibambele project.
(2017) Thusi, Vusumuzi Eugene.; Ruffin, Fayth Anese.; Mutinta, Given Chigaya.
The Zibambele programme is a KwaZulu-Natal poverty alleviation project initiated by the Department of Transport (DoT) with its recruitment pool dominated by rural women who are female-heads of households. The project creates job opportunities for people living in poverty, and encourages rural women who participate as contractors to strive to conquer their circumstances by empowering themselves. The purpose of the study is to ascertain the contribution of this project towards self-determination of rural women. The study assesses the public administration processes applied by the DoT for the successful implementation of the project to meet the needs of the society. Ndwedwe Local Municipality was identified as the place to conduct the research since it forms part of the deep rural areas in KwaZulu-Natal province affected by poverty where more than fifty per cent of households are female-headed. Most contractors are aged 51 years and above with no formal education. A case study research design was used in the study as it allows for multiple research methods for data collection. A mixed research method was conducive for the study as it is composed of both qualitative and quantitative research methods. A focus group discussion of nine contractors was conducted as part of the qualitative method at the DoT Depot. Through the quantitative research method seven hundred survey questionnaires were sent to 700 contractors and 473 surveys were returned to the researcher. Data collected through the qualitative method were analysed using thematic analysis, while data collected through quantitative research method were analysed using SPSS and descriptive analysis producing tables and graphs. Findings demonstrate the public administration processes used to implement the Zibambele project. Findings further show that contractors can now receive monthly salary although this is not enough to meet their basic needs. Therefore, they are encouraged to form savings clubs to save money for accumulating for their future needs. Recommendations from the study include, amongst others, a decentralization of the Zibambele officers from a district level to allow local municipalities to exercise full control and monitoring towards supervisors.
The relationship between organizational commitment and turnover intentions.
(2014) Ramakhula-Mabona, Rethabile.; Mutinta, Given Chigaya.
The study investigated the relationship between organisational commitment and turnover intentions among civil engineers in the Ministry of Public Works and Transport, Lesotho. The levels of commitment and turnover intentions and influence the biographic variables (gender, age, marital status, qualifications and experience) have on the study variables respectively were studied. It was of interest also to determine which aspect of orgaisational commitment mostly predicted turnover intentions. Both quantitative and qualitative methods were used to analyse the data from a sample of 86 subjects that was randomly selected from a population of 100 civil engineers. A questionnaire whose reliability test revealed a Cronbach’s Alfa of 0.712 was used to collect data. Organisational commitment (independent variable) included affective, normative and continuance and turnover intensions (dependent variable) included intention to stay and intention to leave. The results revealed variations in the levels of organisational commitment and turnover intentions. There were moderate levels of organisational commitment as well as low levels of intentions to stay and to leave. The results also showed no significant correlation among turnover dimensions. Both organisational commitment and turnover intention dimensions showed a significant difference with gender, whereas there were no significant differences between the latter and the respective biographic variables (age, status, qualification and experience). With multiple regression results, continuance commitment was the best predictor of intention to leave and normative commitment was the best predictor of intention to stay. The study was confined to one sector of civil engineering within the Ministry of Public Works and Transport, Lesotho. Further research is to establish precursors and implications of organisational commitment in other sectors for applicability and generalisability of the findings to other studies. The study contributes to the emerging team of research on how work commitment forms and influences work behavior. In order to enhance employee retention and to decrease the likelihood of turnover, allowing the prevalence of organisational support, the supervisory support and the person job-fit exchange behaviours is very vital.
The work-life balance experiences of selected women entrepreneurs in Manzini, Swaziland.
(2017) Otieno, Vincent Paul Opiyo.; Mutinta, Given Chigaya.
Swazi women are becoming increasingly empowered and this is evidenced by the increase in the number of women operating small businesses. On the other hand, gender socialization in Swaziland places full responsibility of household and childcare responsibilities on the women. This presents a challenge to the Swazi woman entrepreneur of balancing business activities with household responsibilities and personal life. The qualitative methodology was used to explore the nature and extent of work-life balance challenges facing women entrepreneurs in Manzini. Data was collected in the form of 12 in-depth interviews from female salon owners operating in Manzini. The findings reveal that the women entrepreneurs face significant work-life balance challenges in the three domains. The work domain is characterized by long and extended working hours with limited schedule flexibility. In the family domain, the women struggled to fulfil household responsibilities due to fatigue and limited time. They, however, enjoyed occasional spousal support with household duties. In the personal domain, the women had limited leisure time and opted to spend it communally with the family. The personal health of the women posed the greatest challenge with frequent fatigue as well as health risks from the workplace. Swazi women entrepreneurs face considerable challenges in an attempt to balance the different domains of life.