Constraints to Strategy Implementation and their Influence on Business Performance: the Case of a Waste Management Logistics Company

Waste management companies in developing countries often have to contend with a plethora of factors that inhibit their business performance. The primary objective of this study was to investigate the influence of constraints to strategy implementation on the business performance of a waste management logistics company in South Africa. The study was triggered by the lack of previous research focusing on constraints to strategy implementation in the waste management sector. The study employed a quantitative approach using the cross sectional survey design in which data were collected from 309 employees of a waste management logistics company based in Gauteng Province. Seven constraints to strategy implementation; namely, management practices, human resource capabilities, customer service, external orientation, internal communication, innovation and employee motivation were identified through Exploratory Factor Analysis. Pearson correlations showed that business performance is negatively affected as and when each constraint becomes more prevalent. Regression analysis showed that all constraints were statistically significant. To academics, the study provides current insights on factors impacting on business performance in waste management organisations. Management practitioners may improve the levels of business performance through structural adjustments of the seven constraints identified in this study. The study may be used as a reference point in the diagnosis of business performance related challenges in companies operating within the waste management sector.&nbsp

The Relationship Between Job Satisfaction And Life Satisfaction: Empirical Evidence From Logistics Practitioners In A South African Steel-Making Company

There has been an explosion of research interests centered upon the job satisfaction-life satisfaction nexus within organizations. Be that as it may, there is a relative paucity of research on the job satisfaction of logistics practitioners in general and limited evidence of studies that specifically address the issue of job satisfaction in the steel-making industry in developing countries. The aim of this study was to investigate the structural relationships between job satisfaction and life satisfaction. The study followed a quantitative survey approach in which a three-section questionnaire was administered to 192 purposively selected logistics practitioners in a South African steel-making company. The Minnesota Job Satisfaction Scale and the Satisfaction with Life Scale were adapted for this study. Data were analysed through Principal Component Analysis using Varimax rotation, nonparametric correlation analysis, and descriptive statistics. Five job satisfaction factors, namely, skills utilisation, workplace flexibility, autonomy, teamwork, and remuneration were extracted. The five factors attained high Cronbach Alpha values above the recommended 0.70, which indicates high internal consistencies among the sub-scales. Positive, significant relationships were found between life satisfaction and two factors, namely, skills utilization and remuneration. Weak relationships were found between life satisfaction and three job satisfaction factors, namely, teamwork, workplace flexibility, and autonomy. Mean score rankings showed that among the job satisfaction factors, skills utilisation was more important to logistics practitioners. The study is important in that it provides further verification of the patterns in the relationship between job satisfaction and life satisfaction. By examining the structural interplay between job and life satisfaction variables among logistics practitioners, organizations may be better equipped to initiate strategies of meeting the needs of their logistics workforce, thereby facilitating improved organizational performance as measured through the ability to deliver the right product to the right place at the right time, which is the mission of logistics

Predicting Organisational Performance Through Innovation, Quality And Inter-Organisational Systems: A Public Sector Perspective

There remains a constant need for further empirical research on organisational performance in the public sector, in a bid to generate current and relevant solutions. Such an approach could be a panacea for performance-related problems that continue to affect public organisations in developing countries. The purpose of this study was to examine the relationship between organisational performance and three input factors; namely, innovation, inter-organisational systems and quality. A quantitative approach using the survey method was used in which a questionnaire was administered to 272 randomly selected managers and employees of a South African government department. Data were analysed using a combination of descriptive and non-parametric statistics. Spearman’s rho was used to measure the strength of the relationships and regression analysis was used to measure the extent to which the input factors predicted organisational performance. Spearman’s correlations showed strong positive relationships between organisational performance and all three factors while regression analysis also revealed that the three factors predicted organisational performance. The study is significant in that managers in public organisations can use the findings as a diagnostic tool in performance problems, with a view to enhance organisational performance among public sector organisations

The Contribution Of Organisational Climate To Employee Well-Being

There is ample space for further human resource based research in the service industry sector in South Africa. For that reason, this study developed and tested a conceptual framework that linked employee well-being to four organisational climate factors; namely, manager-employee relationships, working conditions, remuneration and work allocation. An adapted six section structured questionnaire was administered to a conveniently recruited sample composed of 164 employees drawn from seven service industry enterprises located in Southern Gauteng, South Africa. Hypotheses were tested using regression analysis. All four organisational climate dimensions were statistically significant, implying that they predict employee well-being in the service industry. The results of this study may be used by managers in similar environments as either diagnostic tools or as a reference benchmark for strategic interventions in solving employee well-being related problems.

Economic Factors and Life Satisfaction: Trends from South African Communities

This paper investigated the influence of four economic factors, namely education, health, income level and household size on the life satisfaction of township residents in South Africa. The sample consisted of 285 individuals recruited from Sebokeng, 298 from Sharpville and 402 from Sicelo townships located in the southern part of Gauteng Province. The association between each economic factor and life satisfaction was analysed using regression analysis. Education, health, and household size were statistically significant, which validates traditionally acknowledged patterns. However, income did not predict life satisfaction, which contradicts conventional perspectives. Education was the strongest predictor of life satisfaction when compared to other economic factors. Overall, the study endorses the complexity of the association between economic factors and life satisfaction. The paper closes by drawing conclusions based on the results and suggesting several policy implications for the improvement of life satisfaction in South African townships

Barriers to public supply chain management strategy implementation: an exploratory diagnosis

This paper investigated barriers to the implementation of public supply chain management strategy in the South African public sector. The public sector in South Africa faces serious supply chain management challenges that are detrimental to the effectiveness and efficiency of public sector operations. A structured questionnaire was administered to a sample of 309 public supply management professionals based in Gauteng Province, South Africa. Data were analyzed using the Statistical Packages for the Social Sciences (SPSS version 23.0). The Exploratory Factor Analysis (EFA) using the Principal Components Analysis (CPA) technique was applied to identify the intended barriers. Seven factors which are the barriers to supply chain management strategy implementation; namely, management practices, human resource capabilities, customer service, external orientation, internal communication, innovation and employee motivation were extracted. Management practices emerged as the most influential barrier after the application of the mean score ranking technique. Keywords: public supply chain management, management practices, human resource capabilities, customer service, external orientation, internal communication, innovation and employee motivation. JEL Classification: H5

Drivers Of Customer Loyalty In South African Retail Stores

There remains a need to provide empirically derived and updated information on the influence of store image factors on both the satisfaction as well as the loyalty of customers that is specifically customised to the South African context. This study examined the relationship between store image factors, store satisfaction and customer loyalty in the South African retail environment. The study tests a conceptual framework which links five store image factors; namely, sales assistance, store atmospherics, store appeal, promotion and store accessibility to store satisfaction and customer loyalty. A four section structured questionnaire was administered to a conveniently drawn sample of 489 apparel shoppers. Participants were recruited at three shopping malls located in Gauteng Province, South Africa. Data analysis was conducted using the Statistical Packages for the social Sciences (Version 21.0). Spearman correlations showed negative to weak correlations between the factors and store satisfaction. Regression analysis revealed that promotion and store appeal were statistically significant in predicting store satisfaction. Store satisfaction was positively associated and significantly predicted customer loyalty. The findings of the study can be used by managers in retail stores to develop a current view of the shopping behaviour of today’s consumers. This enables them to initiate and implement appropriate marketing strategies in their retail stores

The linkage between work-related factors, employee satisfaction and organisational commitment: Insights from public health professionals

Orientation: The public health sector in South Africa faces a number of human resource– related inundations. Solving these challenges requires the provision of empirically derived information on these matters. Research purpose: This study investigated the relationship between three work-related factors, person-environment fit, work-family balance and perceived job security, and employee satisfaction and organisational commitment. A conceptual framework that links these factors is proposed and tested. Motivation for the study: The prevalence of employee-related challenges involving public health professionals, as evidenced through industrial action and high labour turnover, amongst others, demands further research in order to generate appropriate solutions. Research approach, design and method: A quantitative design using the survey approach was adopted. A six-section questionnaire was administered to a stratified sample of 287 professionals in three public health institutions in Gauteng, South Africa. Data was analysed using descriptive statistics, exploratory factor analysis, Pearson’s correlation analysis and regression analysis. Main findings: Job security and person-environment fit both positively correlated with and predicted employee satisfaction. The association between work-family balance and employee satisfaction was weak and showed no significant predictive validity. Employee satisfaction was strongly correlated to and predicted organisational commitment. Practical/managerial implications: The findings of the current study may be used by managers in public health institutions to improve the level of organisational commitment amongst professionals in the sector, thus preventing further employee-related challenges that negatively affect the provision of outstanding public health services. Contribution: The study provides current evidence on how both work-related and humanrelated factors could contribute to the prosperity of the public health sector, both at micro and macro levels. The study also provides updated insights into the interplay between these factors in the context of South Africa, thereby addressing a research gap in this subject