Do FDI and public investment crowd in/out domestic private investment in the SADC region?
- Authors: Ngeendepi, Eslon J
- Date: 2019
- Subjects: Investments, Foreign -- Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/49997 , vital:41968
- Description: This paper attempts to contribute to empirical literature on investment theory by examining whether FDI inflows and government capital expenditure crowd-in/out domestic private investment in 15 SADC member states for the period 1991-2017. In order to realise the study objective, the panel Pool Mean Group (PMG)/ARDL technique was employed in estimating the shot-run and long-run relationship between FDI, government capital expenditure, domestic private investment and a further three more variables (interest rate, GDP growth rate and trade openness.) added to the model to form multivariate framework. Findings from the study show that FDI inflow crowd-in domestic private investment in both the short and long run, while government capital expenditure is found to crowd-out domestic private investment in the long-run and crowd-in domestic private investment in the short-run. The study concludes by providing policy recommendations and suggesting areas for further research.
- Full Text:
- Date Issued: 2019
- Authors: Ngeendepi, Eslon J
- Date: 2019
- Subjects: Investments, Foreign -- Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/49997 , vital:41968
- Description: This paper attempts to contribute to empirical literature on investment theory by examining whether FDI inflows and government capital expenditure crowd-in/out domestic private investment in 15 SADC member states for the period 1991-2017. In order to realise the study objective, the panel Pool Mean Group (PMG)/ARDL technique was employed in estimating the shot-run and long-run relationship between FDI, government capital expenditure, domestic private investment and a further three more variables (interest rate, GDP growth rate and trade openness.) added to the model to form multivariate framework. Findings from the study show that FDI inflow crowd-in domestic private investment in both the short and long run, while government capital expenditure is found to crowd-out domestic private investment in the long-run and crowd-in domestic private investment in the short-run. The study concludes by providing policy recommendations and suggesting areas for further research.
- Full Text:
- Date Issued: 2019
Factors influencing the advancement of women to senior management positions in the Provincial Treasury, Province of the Eastern Cape
- Authors: Madikiza, Nomvelwano Mavis
- Date: 2012
- Subjects: Women government executives -- South Africa , Women executives -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8289 , http://hdl.handle.net/10948/d1018656
- Description: In 1998 the Department of Labour promulgated the Employment Equity Act, which aimed at ensuring that the designated groups were represented in the workplace at all levels. The designated groups that were to be given preference for appointments were women, disabled and Black people. The Department of Public Service and Administration issued a directive to all government Departments to ensure the achievement of 50/50 gender representation at Senior Management levels by 31 March 2009. However, the Provincial Treasury in the Eastern Cape did not achieve this target and is still lagging behind. There are barriers in the workplace, which pose challenges to the progression of women to management levels. These barriers are commonly referred to as ‘glass ceiling’ by some scholars.This study used a qualitative approach in gathering data. The study employed non- probability, which adopted the purposive sampling approach. Questionnaires were administered to middle management and Senior Managers were interviewed to gather empirical data. Questionnaires were administered to sixty Middle Managers, both males and female, and interviews were conducted with seven senior managers. The reason for targeting Middle Managers was that they are at a level that is next in line in the hierarchy to advance to senior management positions.The purpose of this study was to investigate factors inhibiting the advancement of women to senior management positions in the Provincial Treasury in the Province of the Eastern Cape. The problem identified was that there were numbers of females at middle management who had the required qualifications and experience, but were not considered when appointments were made to fill in vacant senior management posts. The other problem that was identified was that often senior management positions were filled by candidates who were not from within the Department. The performance of female internal candidates is not recognised, which may be indicative of the flaws with the performance management system. It emerged from the empirical survey that preference is given to men compared to their female counterparts. The study revealed that there were factors that contributed to non-advancement of females to senior management such as the existence of stereotypes and perceptions. The stereotypical beliefs view men as hard workers than their female counterparts. It was also revealed that women suffered from low self-esteem that impacted negatively on their confidence levels. This subsequently discouraged women to apply for advertised vacancies as they doubted their own capabilities. It also emerged that the Department did not empower newly appointed persons through the mentoring and coaching programmes. This study also revealed that no training was offered to newly appointed persons.
- Full Text:
- Date Issued: 2012
- Authors: Madikiza, Nomvelwano Mavis
- Date: 2012
- Subjects: Women government executives -- South Africa , Women executives -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:8289 , http://hdl.handle.net/10948/d1018656
- Description: In 1998 the Department of Labour promulgated the Employment Equity Act, which aimed at ensuring that the designated groups were represented in the workplace at all levels. The designated groups that were to be given preference for appointments were women, disabled and Black people. The Department of Public Service and Administration issued a directive to all government Departments to ensure the achievement of 50/50 gender representation at Senior Management levels by 31 March 2009. However, the Provincial Treasury in the Eastern Cape did not achieve this target and is still lagging behind. There are barriers in the workplace, which pose challenges to the progression of women to management levels. These barriers are commonly referred to as ‘glass ceiling’ by some scholars.This study used a qualitative approach in gathering data. The study employed non- probability, which adopted the purposive sampling approach. Questionnaires were administered to middle management and Senior Managers were interviewed to gather empirical data. Questionnaires were administered to sixty Middle Managers, both males and female, and interviews were conducted with seven senior managers. The reason for targeting Middle Managers was that they are at a level that is next in line in the hierarchy to advance to senior management positions.The purpose of this study was to investigate factors inhibiting the advancement of women to senior management positions in the Provincial Treasury in the Province of the Eastern Cape. The problem identified was that there were numbers of females at middle management who had the required qualifications and experience, but were not considered when appointments were made to fill in vacant senior management posts. The other problem that was identified was that often senior management positions were filled by candidates who were not from within the Department. The performance of female internal candidates is not recognised, which may be indicative of the flaws with the performance management system. It emerged from the empirical survey that preference is given to men compared to their female counterparts. The study revealed that there were factors that contributed to non-advancement of females to senior management such as the existence of stereotypes and perceptions. The stereotypical beliefs view men as hard workers than their female counterparts. It was also revealed that women suffered from low self-esteem that impacted negatively on their confidence levels. This subsequently discouraged women to apply for advertised vacancies as they doubted their own capabilities. It also emerged that the Department did not empower newly appointed persons through the mentoring and coaching programmes. This study also revealed that no training was offered to newly appointed persons.
- Full Text:
- Date Issued: 2012
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