Repository logo

Doctoral Degrees (Human Resource Management)

Permanent URI for this collectionhttps://hdl.handle.net/10413/19593

Browse

Browsing Doctoral Degrees (Human Resource Management) by SDG "SDG3"

Filter results by typing the first few letters
Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    Challenges facing the Cuban-South African medical collaboration for medical capacity building in KwaZulu-Natal.
    (2023) Chinniah, Valerie.; Maharaj, Ashika.
    The South African public healthcare system faces significant disparity between the demand for healthcare services and the availability of skilled medical professionals. To address this, the government collaborated with Cuba to train South African students from disadvantaged backgrounds, with the intention that they would return to serve in underserved areas upon qualification. The aim of the study was to identify challenges at macro, meso, and micro levels of the Cuban-South African medical collaboration. The overarching question was whether the exploration and resolution of the challenges within this collaboration could contribute to optimising the effectiveness of the programme aligned with the WHO’s SDGs for UHC and health care reforms, emphasizing primary health care in South Africa. Drawing on theoretical perspectives including Migration Theory, Resource-Based Theory, and Human Capital Theory, a conceptual model was developed to highlight the importance of investing in human resources for competitive advantage. An exploratory, qualitative study was conducted by reviewing relevant human resources for health policy documents, and through interviews with University of KwaZulu-Natal programme administrators, programme managers and South African students in Cuban cohorts, providing a holistic investigation into the challenges facing the collaboration. Document analysis and purposive snowball sampling methods were utilised to choose pertinent policies, records, and participants for this study. This combined approach aimed to gather comprehensive insights by examining documented policies and capturing the first-hand experiences and perspectives of individuals actively engaged in the Cuban-South African medical collaboration. Thematic analysis of relevant policies revealed misalignment with South Africa's healthcare objectives. Interviews highlighted challenges such as adapting to the institutional and cultural differences, technical, social and psychological hurdles. Despite training in Cuba, students' primary healthcare skills are often under utilised upon their return, emphasizing the need to recognize and preserve these skills for use in underserved areas. Therefore, a model was developed from these findings to guide stakeholders in enhancing the programme experience. The study recommends acknowledging and utilising primary healthcare skills acquired in Cuba to improve healthcare delivery in rural and underserved areas. This could lead to sustained quality healthcare for marginalized communities and contribute to a transformation in healthcare culture.
  • Thumbnail Image
    Item
    Understanding the influence of organisational culture on service quality in private hospitals in Ghana=Ukuqonda umthelela wesiko lenhlangano kukhwalithi yesevisi ezibhedlela ezizimele eGhana.
    (2023) Ashley, Nicholas.; Parumasur, Sanjana Brijball.
    Abstract The idea that organisational culture influences service quality, which in turn has effect on both clients and employees, has gained extensive recognition in both academia and organisational practices. This study investigates the influence of organisational culture on service quality in private hospitals in Ghana. The present study also utilised employee engagement as mediating variable. Organisational culture, service quality and employee engagement all remain a major issue in Ghana, both in private and government institutions. Hence, creating a culture that is favourable to providing quality services and encouraging employee engagement is significant for ideal organisational results. The study adopted a mixed method approach using both qualitative and quantitative data. This study was carried out on a sample of 367 participants using a simple random sampling approach and 15 participants selected using a purposive sampling method from selected private hospitals located in Accra-Ghana. The researcher collected data electronically using both questionnaires and semi-structured interviews. The psychometric properties (validity and reliability) were statistically evaluated using Factor Analysis and Cronbach’s Coefficient Alpha respectively. The quantitative data was evaluated using both descriptive and inferential statistics and the qualitative data was examined using thematic analyses. There were high perceptions of organisational culture (involvement, consistency, adaptability, mission), service quality (reliability, assurance, tangibles, empathy, responsiveness) as well as employment engagement (vigour, absorption, dedication). This study specifies that there is no significant relationship between organisational culture and service quality. Additionally, this study indicates that there is no significant between relationship between employee engagement and service quality. This study examined the inter-connections of the variables and their effect on the biographic profiles. Additionally, the study states that there is a significant relationship between organisational culture and employee engagement. Furthermore, organisational culture and employee engagement significantly account for 26.1% of the variance service quality. Iqoqa Umbono wokuthi isiko lenhlangano lithonya izinga lesevisi, elibuye libe nomthelela kuwo womabili amaklayenti kanye nabasebenzi, usuthole ukuqashelwa okubanzi kuzo zombili izinqubo zezemfundo nenhlangano. Lolu cwaningo luphenya umthelela wesiko lenhlangano ekhwalithini yesevisi ezibhedlela ezizimele eGhana. Ucwaningo lwamanje luphinde lwasebenzisa ukuzibandakanya kwabasebenzi njengokuguquguquka kokulamula. Isiko lenhlangano, ikhwalithi yesevisi nokusebenzelana nabasebenzi konke kusalokhu kuyindaba enkulu eGhana, ezikhungweni ezizimele nezikahulumeni. Ngakho-ke, ukudala isiko elivumela ukuhlinzeka ngezinsizakalo ezisezingeni eliphezulu nokukhuthaza ukuzibandakanya kwabasebenzi kubalulekile emiphumelweni ekahle yenhlangano. Ucwaningo lwamukele indlela exubile esebenzisa idatha esezingeni eliphezulu kanye neyobuningi. Lolu cwaningo lwenziwe ngesampula yabahlanganyeli abangu-367 kusetshenziswa indlela elula yokusampula okungahleliwe futhi ababambiqhaza abangu-15 bakhetha ukusebenzisa indlela yesampula ehlosiwe ezibhedlela ezikhethiwe ezizimele ezise-Accra-Ghana. Umcwaningi uqoqe idatha nge-elekthronikhi esebenzisa kokubili uhlu lwemibuzo kanye nezingxoxo ezihlelekile. Izici ze-psychometric (ukufaneleka nokuthembeka) zihlolwe ngokwezibalo kusetshenziswa i-Factor Analysis kanye ne-Cronbach's Coefficient Alpha ngokulandelanayo. Idatha yobuningi yahlolwa kusetshenziswa kokubili izibalo ezichazayo nezingenangqondo futhi idatha yekhwalithi yahlolwa kusetshenziswa ukuhlaziya okuyindikimba. Kube nemibono ephezulu yesiko lenhlangano (ukuzibandakanya, ukungaguquguquki, ukuzivumelanisa nezimo, umgomo), ikhwalithi yesevisi (ukwethembeka, isiqiniseko, izinto ezibambekayo, uzwela, ukusabela) kanye nokuzibandakanya emsebenzini (ukuqina, ukumunca, ukuzinikela). Lolu cwaningo lucacisa ukuthi abukho ubudlelwano obubalulekile phakathi kwesiko lenhlangano nekhwalithi yesevisi. Ukwengeza, lolu cwaningo lubonisa ukuthi akukho okubalulekile phakathi kobudlelwane phakathi kokuzibandakanya kwabasebenzi kanye nekhwalithi yesevisi. Lolu cwaningo luhlole ukuxhumana phakathi kwezinto eziguquguqukayo kanye nomthelela wazo kumaphrofayili e-biography. Ukwengeza, ucwaningo luthi kunobudlelwano obubalulekile phakathi kwesiko lenhlangano nokuzibandakanya kwabasebenzi. Ngaphezu kwalokho, isiko lenhlangano nokusebenzelana nabasebenzi kubaluleke kakhulu ku-26.1% wekhwalithi yesevisi ehlukile.