Electronic Theses and Dissertations (Masters/MBA)

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    The moderating effect of gender on the relationship between microfinance and the business growth of SMMEs in Gauteng
    (University of the Witwatersrand, Johannesburg, 2023) Msomi, Ncebakazi; Msimango-Galawe, Jabulile
    In a country rife with inequalities and joblessness, Small Medium and Micro Enterprises (SMMEs) have become an alternative means of survival and viable business opportunity for a vast number of South Africans. In order for these SMMEs to operate well, they require capital, which will typically come in the form of microfinance, if at all. The objective of this study was to investigate the impact of the use and cost of microfinance loans on the growth of SMMEs. Furthermore, it was to assess how differently microfinance impacts SMME growth for women compared to when utilised by men. A quantitative research approach was followed to collect the data using an online survey questionnaire. A total of 197 questionnaires were completed butthe analysis was ultimately done on 138 of these, with the exclusion of those with missing values. Data was analysed through the use of Partial Least Squares - Structural Equation Modelling (PLS-SEM). The study found that the costs of microfinance have a significant and negative impact on the growth potential of SMMEs. More specifically, it found that microfinance costs have a more deterring effect on the SMME growth of male owned SMMEs than female owned ones. This study avails a tool and basis for the cost versus benefit analysis that SMMEs must conduct before taking microfinance loans. With women owned SMMEs exhibiting better growth than their male counterparts when using microfinance, an exchange of valuable learnings can occur to improve the country’s SMME success rate. The study proposes innovative systems calibrations and finance product provisions that may benefit both the microfinance institutions and the SMMEs.
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    Challenges faced by women in obtaining leadership roles in South African Higher Learning Institutions
    (University of the Witwatersrand, Johannesburg, 2021) Qwelane, Nomsa; Koech, Roselyn
    The role of women in leadership positions in the South African Higher Learning Institutions (HLI) is crucial. It is inclusive to women from different ethnic groups, ages, abilities, socioeconomic status, and various other women who face marginalization due to their different walks of life. South Africa is formed of diverse societies; hence, HLI should enrol women from diverse backgrounds; however, the policy is not inclusive of women’s leadership roles. This has a negative impact on their work performance. Therefore, this study is inquisitive to understand whether the barriers are identifiable in policies of HLI. This study aimed to identify and characterise opportunities for growth for women in higher education institutions. Eleven adult females in senior administrative positions between the ages of 25 and 65 participated in the study. A phenomenological approach, including The Glass Cliff Theory, was used to ground the study. Semi-structured interviews were used to collect data and further analysed thematically. Results showed that the executive management had played a pivotal role in implementing diversity policy, such as removing these barriers. However, the participants have noted the fundamental challenge of the policies was not its framework but rather the speed at which it was implemented.
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    Women’s Career Advancement in the South African Mining Sector
    (University of the Witwatersrand, Johannesburg, 2023) Letsoalo, Jelane; Ahwireng-Obeng, Asabea
    The number of women working in South Africa’s mining industry has increased dramatically over the last 15 years or so, with women now accounting for 12% of the industry's workforce. Although mining companies have improved in general, they continue to struggle to attract, advance, and retain women at all levels of employment, more especially in core positions. Mining companies, government and several organizations in South Africa made some efforts to increase the number of women working in the mining industry with the goal of attracting more women to the mining industry and keeping those who are already there to achieve a gender inclusive industry. The efforts made yielded minimal results mainly due to insufficient data on challenges that prevent women from advancing their careers in the industry. Such efforts are guided by data, therefore a survey was conducted to understand what interventions are required from the mining companies and government to assist in advancing women careers in this sector. The survey sought to uncover the strategies that are effective and sustainable in advancing women careers in the South African mining sector within the context of support systems opportunities at individual, companies and government perspectives. The study adopted qualitative research design with open ended questionnaires administered through online platforms. The responses were analysed qualitatively using thematic analysis. A total of 23 respondents were obtained with 13 females and 10 males. Results showed that effective and sustainable strategies to advance women’s careers in the South African mining sector are categorized into personal, corporate and governmental. Themes developed are: individual initiatives, education, support systems, experience, attitude, cultural management, acceptance in workplace, policies, regulations and rewards. Furthermore, effective support systems opportunities are training, mentorship, succession planning, women representation, audits and equity strategy. To ensure that effective support systems opportunities are implemented and sustained, sub-themes that emerged are education and training. 2 The study revealed that it is a collaborative effort, amongst individual, companies and government to advance women’s careers in the South African mining sector. However, personal initiatives (self-development, qualifications and awareness) were the main strategy that worked for many women to advance their careers in the South African mining sector.
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    Women’s Career Advancement in the South African Mining Sector
    (University of the Witwatersrand, Johannesburg, 2020) Lestoalo, Jelane; Ahwireng-Obeng , Asabea
    The number of women working in South Africa’s mining industry has increased dramatically over the last 15 years or so, with women now accounting for 12% of the industry's workforce. Although mining companies have improved in general, they continue to struggle to attract, advance, and retain women at all levels of employment, more especially in core positions. Mining companies, government and several organizations in South Africa made some efforts to increase the number of women working in the mining industry with the goal of attracting more women to the mining industry and keeping those who are already there to achieve a gender inclusive industry. The efforts made yielded minimal results mainly due to insufficient data on challenges that prevent women from advancing their careers in the industry. Such efforts are guided by data, therefore a survey was conducted to understand what interventions are required from the mining companies and government to assist in advancing women careers in this sector. The survey sought to uncover the strategies that are effective and sustainable in advancing women careers in the South African mining sector within the context of support systems opportunities at individual, companies and government perspectives. The study adopted qualitative research design with open ended questionnaires administered through online platforms. The responses were analysed qualitatively using thematic analysis. A total of 23 respondents were obtained with 13 females and 10 males. Results showed that effective and sustainable strategies to advance women’s careers in the South African mining sector are categorized into personal, corporate and governmental. Themes developed are: individual initiatives, education, support systems, experience, attitude, cultural management, acceptance in workplace, policies, regulations and rewards. Furthermore, effective support systems opportunities are training, mentorship, succession planning, women representation, audits and equity strategy. To ensure that effective support systems opportunities are implemented and sustained, sub-themes that emerged are education and training The study revealed that it is a collaborative effort, amongst individual, companies and government to advance women’s careers in the South African mining sector.However, personal initiatives (self-development, qualifications and awareness) were the main strategy that worked for many women to advance their careers in the South African mining sector.
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    Antecedents of online shopping behaviour: the moderating role of gender in Gauteng
    (2022) Sikhalela, Khanyisa
    Online shopping is a growing phenomenon, and, with the COVID19 pandemic, it has been exacerbated. This study sought to assess the antecedents of online shopping behaviour and the moderating role of gender. Driven by the need to expand the knowledge of digital marketing and consumer behaviour, research on consumer behaviour and gender was imperative. This study was motivated by the lack of studies in the South African context that have investigated the online shopping antecedents and how the relationship between these antecedents and online shopping is influenced by gender. To achieve the aim of the study, this study utilised a selfadministered questionnaire to collect data from 200 online shoppers from Gauteng province, South Africa. Correlation and regression analyses were used to evaluate the objectives of the study. Thus, a causal-comparative research design was employed to investigate the effect of perceived benefit, online consumer attitude, perceived risk and trust on online shopping, and how gender influences these relationships. The study revealed that perceived benefit, trust, and online consumer attitude positively affect online shopping. Perceived risk was found to have a negative effect on online shopping. Further results revealed that gender influences the relationships between online shopping behaviour and its antecedents. The study concluded that gender matters regarding online shopping behaviours in Gauteng province. It was recommended that online businesses implement gender-sensitive marketing strategies to attract more online buyers. The results imply that online businesses should pay attention to the four antecedents of online shopping to increase their online sales. Building trust and reducing the perceived risks would enhance online business growth. This suggests that gender-specific or gender-sensitive marketing strategies should be implemented to increase online shopping.
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    Afrocentric leadership coaching among Shona men in Zimbabwe
    (2020) Mhlanga, Brian Ndabaningi
    This study looks at the need for an African approach to leadership coaching. It aims to contribute towards a leadership coaching model that is Afrocentric or is framed around the African concept of “Ubuntu”. Leadership coaching is a profession that is widely practiced and yet has limited scientific theory. Practitioners on the African continent rely heavily on the Eurocentric philosophical approaches to leadership coaching without taking cognizance of cultural considerations among other things. Using the social identity theory, and a case study of Zimbabwe Shona male executives will be conducted on selected Shona cultural aspects on leadership and how gender, spirituality, socioeconomic and political factors have impacted on leadership coaching. The tools used for data collection included observations and interviews (semi-structured face-to-face). The target population comprised eight Shona male executives and four leadership coaches working in the provinces of Mashonaland East and West, Harare and Midlands, Zimbabwe. Data collected for this study is qualitative and was interpreted using QSRNVIVO in uncovering emerging themes, patterns and insights. The findings of the study reveal that the Shona traditional ways of healing are appropriate and can be integrated into western and modern leadership coaching. The study also established coaching in Zimbabwe among Shona men is perceived to be a western leadership development tool and fails to embrace African spiritual consciousness sufficiently. The study gives an understanding of how Shona men understand and experience leadership mastery revealing the need to accommodate some of the Shona aspects of culture to leadership coaching. Insights from this exploration will contribute towards the formulation of an Ubuntu Leadership Coaching model that could add value to leadership coaching not only in Zimbabwe but potentially across the continent.