Wits Business School (ETDs)

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    Attitude and acceptance of Artificial Intelligence technologies in the South African financial services. industry
    (University of the Witwatersrand, Johannesburg, 2024) Wotela, Ruth Rumbidzai; Maier, Christoph
    Despite Artificial Intelligence (AI) being topical, the successful adoption of AI technologies within organisations has been slower than expected. Literature and past research highlights the mixed and contradictory views and findings regarding employees’ attitude and acceptance of AI technologies, which challenge the successful implementation and use of AI technologies. Further, research on employees’ attitude and acceptance of AI technologies in emerging market economies, such as South Africa, and specifically within mandatory settings is limited. The purpose of this research was to investigate and determine factors influencing employees’ attitude and acceptance of AI technologies amongst employees within the financial services industry, where the use of AI technologies is mandatory. The Technology Acceptance Model (TAM) and the Technology-Organisation-Environment (TOE) framework were integrated and extended. This quantitative research study used a cross-sectional design. An online survey was distributed to employees within financial services organisations. A total of 410 valid responses were analysed using descriptive statistics, correlation analysis and regression analysis. Textual responses from the open-ended questions were categorised and presented visually in the form of word clouds. The research results indicate that each of the technological, individual, organisational, and environmental factors have a significant positive effect on attitude towards use of AI technologies. Multiple regression and stepwise regression analysis were used to identify the most influential determinants of attitude towards use of AI technologies from all the technological, individual, organisational and environmental factors. The results indicate that employee wellbeing, competitive pressure, perceived usefulness, management support, perceived ease of use, organisational justice and customer pressure are key determinants of attitude towards the use of AI technologies. The attitude-acceptance relationship is confirmed, as attitude towards use of AI technologies positively influences the acceptance of AI technologies. Although employees’ job roles do not moderate the relationship between attitude and acceptance of AI technologies, their experience with using AI technologies does. Based on these findings the ITOE model for implementing AI technologies is developed, and can be used to facilitate the successful implementation and use of AI technologies. The implications of this research, as well as recommendations for organisations and future research are also discussed.
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    Leadership style and supervisory behaviour on employee wellbeing and performance at two Retail Banks in South Africa
    (University of the Witwatersrand, Johannesburg, 2022) Harris, Candy
    This study investigates leadership style and supervisory behaviour on employee wellbeing and performance at two retail banks in South Africa. The study aims to contribute to the existing body of knowledge on management and leadership and with this, provide additional insight into the importance of wellbeing within the two banks. The concepts of motivation and supervisory behaviours were explored in relation to different styles of leadership while the importance of employee wellbeing was further investigated in relation to performance. The study was conducted and analysed using quantitative data that was collected through an online questionnaire. The sample size included 144 employees from two Retail Banks. Most of the sample included back-office managers, professional bankers and analysts which included 50% from Retail Bank A, and the other 50% were from Retail Bank B, both in Sandton, Johannesburg. The study found that democratic and transformational leadership styles were most effective at increasing employee motivation and employee performance. These two forms of leadership styles have a positive influence on productivity, job satisfaction, and overall employee performance. It was also found that the autocratic leadership style had negatively affected supervisory behaviour. Autocratic leadership style demotivated employees causing higher levels of job dissatisfaction. Relationships between supervisory behaviour and employee wellbeing together with employee performance were also identified.