Hlanganipai Ngirande

One of the most pressing problems facing the South African economy is unemployment, which has been erratic over the past few years. This paper analyzed the impact of economic growth on unemployment, using quarterly South African time series data from 1994-2012. The results of Johansen cointegration reflected that a long run equilibrium or relationship exists among the variables. In ascertaining the effects of macroeconomic variables thus REER, LP, GDP and BUG on unemployment in South Africa, the study utilized vector error correction model (VECM). The results of VECM indicated that GDP, BUG and REER have positive long run impact on unemployment whilst LP negatively impact unemployment. The study resulted in the following policy recommendation: South African government should redirect its spending towards activities that directly and indirectly promote creation of employment and decent jobs, a conducive environment and flexible labor market policies or legislations without impediments to employment creation should be created, and lastly government should prioritize industries that promote labor intensive. All this will help in absorbing large pools of the unemployed population thereby reducing unemployment in South Africa

The success of higher education institutions worldwide lies in the quality of their employees. The study investigated the influence of human resource practices on academic staff members’ intention to leave. The study which was conducted at a selected university in South Africa, consisted of (n = 35 males = 85.7% and female = 14.3%) who completed a questionnaire on their perceptions of human resource practices on employees’ intention to leave. Data was analyzed to determine the human resource practices which have significant influence on employees’ intention to leave. Findings from the correlation analysis indicated a significant relationship between organizational culture, working conditions, remuneration, as well as remuneration administration, and employees’ intention to leave.

Keywords: intention to leave, recruitment, organizational culture, remuneration, working conditions, organizational policy.
JEL Classification: J63, M12, J31, J81

The study investigated the perceived barriers to the development of small, medium and microenterprises (SMMEs) operating in the South African small business sector. A quantitative orientation was used in carrying out the study through self-administered questionnaires and a descriptive quantitative method of analysis was applied. The research population consisted of entrepreneurs within the Thulamela Municipality in the Limpopo Province of South Africa. A purposive sample of seventy-five SMME owners and managers participated in this study (males = 73%, n = 55; females = 27%, n = 20 and, age range 18-55 years). The study seeks to add on the narrow body of literature concerning barriers faced by small, medium and microenterprises within the small business sector by revealing how SMMEs in South Africa are stalled from developing into successful enterprises as a result of some major barriers affecting the small business sector. The study revealed that, indeed, SMMEs in Thulamela Municipality in the Limpopo Province of South Africa are faced with various barriers affecting their development. Five significant barriers were identified, namely, lack of finance, access to market, out-dated equipment and technology, poor infrastructure and lack of training. The study recommends on the action plan that is required for SMMEs to increase their efficiency and sustaining themselves against possible barriers thereby helping entrepreneurs to exploit the full potential of the SMME sector.

Keywords: barriers, development, SMMEs, entrepreneurs, Thulamela municipality, South Africa.
JEL Classification: L26, P2

The study investigates the relationship between organizational culture and organization commitment at a higher education institution in South Africa. Quantitative research approach was used and 30 participants were chosen at random from academic and non-academic employees of the university. Furthermore, in order to gather data, the study used a structured questionnaire regarding the effects of existing organizational culture on organizational commitment. Pearson correlation analysis was used to determine the relationship between existing organizational culture typologies and facets of organizational commitment. The study revealed that different culture typologies bring about different levels of organizational commitment. Moreover, support of culture had a strong significant relationship with normative and continuance commitment. This means that if the organization shows the sense care and support to its employees, they will develop an obligatory sense of belonging and help the organization in attaining its objectives.