A proposed framework for mentoring in black-owned small businesses in South Africa

In view of the important role that small businesses play in the economic development of most economies in the world, including South Africa (Adeniran & Johnston, 2012:4088; Kongolo, 2010:2290), as well as the survival challenges that they face, the purpose of this study was to propose a framework for effective mentoring. This framework can be used to develop the business management skills of black small business owner–managers which will eventually increase the survival of small businesses in South Africa. As such, the primary objective of this study was to gain an understanding of the conditions required for effective mentoring of black-owned small businesses by empirically identifying the factors that influence effective mentoring of these businesses. If mentoring programmes for black-owned small businesses can be effective, the high failure rate of these businesses could be reduced, which may influence the South African economy positively. This study sought to review previous findings and theories on mentoring and small business development, and then contextualise these to black-owned small businesses. A comprehensive literature review revealed potential factors which could influence the effectiveness of mentoring of black-owned small businesses. Four categories of these factors were identified, namely relational-based, non-relational based, cultural and demographical factors. These factors guided the collection of primary data in this study

An investigation into the factors influencing the levels of job satisfaction and organisational commitment of non-family employees working in family businesses

Given the increasingly important role that non-family employees working in family businesses play in the success of these businesses, as well as the challenges they are faced with, it is surprising that little is known about their experiences in the family business. This study therefore was aimed at contributing to the more effective functioning of this important stakeholder group in South Africa by identifying the factors that impact on their levels of job satisfaction and organisational commitment in family businesses. As such the primary objective of this study was to identify the factors that impact on non-family employees’ levels of Job satisfaction and Organisational commitment to the family business in which they are employed. This study sought to incorporate prior findings and theories on job satisfaction and organisational commitment into a comprehensive theoretical model. In addition, support for these theories was sought in the literature. The literature review revealed three main categories of constructs, namely, relational-based, organisational-based and reward-based factors, as influencing the levels of Job satisfaction and Organisational commitment of non-family employees working in family businesses. Within these three categories, 15 independent variables were identified and hypothesised to influence the levels of the dependent variables Job satisfaction and Organisational commitment. Of the 15 independent variables, 6 were categorised as relational-based, another 6 as organisational-based and 3 as reward-based factors. All of the constructs in this study were clearly defined and operationalised. Operationalisation was done by using reliable and valid items sourced from measuring instruments used by prior studies. In addition, several items were selfgenerated items based on secondary sources. The convenience snowball sampling technique was used to identify respondents, and a structured questionnaire was made available to them. The data collected 280 usable questionnaires and was subjected to various statistical analyses. The validity and reliability of the measuring instrument was assessed by means of exploratory and confirmatory factor analyses, and Cronbach-alpha coefficients were confirmed for this purpose. v The 6 relational-based factors could not all be confirmed as initially intended. Of these factors, 5 were confirmed. Similarly, the organisational-based factors could not all be confirmed by the exploratory factor analysis. Four factors were confirmed in this regard. With regard to reward-based factors, these factors did not load as originally intended. Instead, a new factor (Job security and compensation) emerged. In this study, a number of statistical procedures were utilised to assess the relationships between the independent and dependent variables. These included descriptive statistics which was used to summarise the sample data. Pearson’s Product Moment Correlation was also undertaken to establish the relationship between the various factors under investigation. However, the main statistical procedure that was used to test the significance of the relationships hypothesised between the independent and dependent variables was the Multiple Regression Analysis (MRA). From the analysis, 7 submodels were identified and subjected to further testing. The following independent variables were identified as influencing the dependent variables in this study: Fairness; Personal needs alignment; Interpersonal relationships; Family harmony; Nature of the work; Working conditions; Job involvement; Governance; Job security and compensation. In addition, an Analysis of Variance (ANOVA) was performed to establish the influence that the various demographic variables could have on the dependent variables. The test included the use of Benferroni post-hoc test that was used to vi assess the statistical difference, while Cohen’s d-values were calculated to assess the practical significance between mean scores. Ownership of shares by non-family employees of the family business in which they are employed, the positions that these employees hold, as well as ethnicity of the respondents have been found to have an influence on the independent and dependent variables in this study. This study has empirically investigated the challenges non-family employees working in family businesses are faced with, and has thus added to the limited amount of family business literature on this valuable stakeholder group. The theoretical model developed in this study has made a significant contribution towards understanding the factors that influence the levels of job satisfaction and organisational commitment of these employees. This study therefore presents recommendations and suggestions to assist family business leaders/owners in attracting and retaining non-family businesses in such a way as to give them a sense of belonging and to enhance the performance of their businesses

Understanding relational conditions necessary for effective mentoring of black-owned small businesses: A South African perspective

Orientation: To gain an understanding of the relational conditions required for effective mentoring of black-owned small businesses. Research purpose: To identify relational-based conditions for effective mentoring, which can be used to enhance business management skills of owner-managers of black-owned small businesses and eventually improve the survival of these businesses in South Africa. Motivation for the study: By identifying relational-based conditions needed for effective mentoring of black-owned small businesses, recommendations can be put forward that could help achieve harmonious mentoring relationships and ultimately ensure effective mentoring of these businesses. Research design, approach and method: An interpretivism paradigm was adopted and aqualitative research methodology was selected. Semistructured interviews were used to gauge the perceptions of participants about relational issues necessary for effective mentoring. Content and constant comparative analyses were used to analyse data. Main findings: The findings revealed that conditions surrounding the knowledge and expertise of the mentor, experience and age of the mentor, approachability of the mentor, mutual respect, open communication, mutual trust and honesty, passion and patience of the mentor, mentee’s willingness to learn, alignment of expectations, as well as culture sensitivity of the mentor are to be considered for effective mentor–mentee relationship. Practical/managerial implications: Although mentoring is important to develop management skills of owner–managers, it is equally important that the mentor–mentee relationship is nurtured to achieve the desired outcomes of the relationship. Contribution/value-add: The alarming failure rates of small businesses in general and blackowned small businesses in particular could be improved by providing effective mentoring programmes to owner–managers by ensuring harmonious mentor–mentee relationships

Non-relational conditions necessary for mentoring of black small business owner–managers in South Africa

Orientation: This study focuses on effective mentoring of black small business owner–managers. It aims to gain an understanding of non-relational conditions necessary for the mentoring of their businesses. Research purpose: To identify non-relational-based conditions for effective mentoring of black small business owner–managers. Effective mentoring can help enhance business management skills and improve the survival of small businesses in South Africa. Motivation for the study: Previous research on mentoring mainly focused on relational conditions required for mentoring. It is equally important to investigate non-relational conditions required for mentoring and provide recommendations to help achieve effective mentoring of small business owner–managers. Research design, approach and method: An interpretivism paradigm and qualitative research methodology were followed. The experiences of participants were obtained through semi-structured interviews. Main findings: Conditions surrounding the accessibility of the mentoring location, accessibility of mentoring resources, capacity of mentors, financial support, marketing strategies and practical arrangements for the mentoring process are essential during mentoring of black small business owner–managers. Practical and managerial implications: Investigating the experiences of mentors, mentees and board members or managers provides insight into non-relational conditions required for effective mentoring of black small business owner–managers. Recommendations are provided to help enhance mentoring facilities and ultimately the success and longevity of small businesses. Contribution and value-add: Knowledge of non-relational conditions required for effective mentoring could result in successful skills development of owner–managers. Ultimately, the decision-making of owner–managers could be improved, and the success and longevity of their businesses could be enhanced

Role of mentoring in career adaptability and ambiguity tolerance of potential Nigerian entrepreneurs: the moderating effect of age

Abstract This study examines age differentials in the predictive role of entrepreneurial mentoring on career adaptability and ambiguity tolerance among potential Nigerian entrepreneurs. A cross-sectional survey was adopted in obtaining relevant data for the study. The study participants were graduates who were participating in the National Youth Service Corp (NYSC) in Nigeria. This population forms a catchment group for entrepreneurship programmes in Nigeria. Their ages ranged from 19 to 30 years old; with 780 being male and 846 being female. Results showed that the interaction term of age and mentoring produced significant effect (B = .174; p < .05) and accounted for a significant increase in career adaptability (∆R2 = 0.4%; p < .05). The results imply that the effects of entrepreneurial mentoring on career adaptability were significant among both younger and older graduates; with a stronger effect being observed among the former (B = .23, CI = .09 to .17) than the latter (B = .01, CI = .17 to .24). However, age did not moderate the effect of mentoring on ambiguity tolerance (B = .033; p > .05). These results buttress appeals for incorporating adaptive mentorship models that cater for contextual factors (such as age differences) in entrepreneurship education aimed at enhancing specific modules of career adaptability and other important entrepreneurial traits