Understanding reception of visual puns in sustainable organisation logos: A semiotic approach

Big Data enables organisations to use the large volumes of data generated through different devices and people to increase efficiency and generate more profits. South African retail organisations are already using data to their advantage using loyalty cards, but their capabilities and readiness in using Big Data is not very clear. This paper presents a qualitative approach to understand the current capabilities and readiness of Big Data in South African retail organisations. Two theoretical models; Technology Organisation Environment (TOE) together with Task Technology Fit (TTF) were used to understand the factors that enable adoption and implementation of Big Data in retail organisations. Semi structured interviews were conducted with individuals from retail organisations, Big Data vendors and IT professional service providers to get an understanding of the current status of Big Data in the South African context. The study reveals that South African retail organisations are capable and ready to adopt and implement Big Data, however, more efforts need to be placed from the organisational perspective and Big Data technology vendors need to provide more support to enable realisation of more benefits of Big Data in South African retail organisations.

Gender mainstreaming experienced a boom of popularity in development organisations around the world following the Fourth World Conference on Women in Beijing in 1995. This article contributes to understanding the current state of gender mainstreaming, with a focus on South Africa. Discussions with gender practitioners in South African non-government organisations point to the widespread rejection of gender mainstreaming across the country. While gender mainstreaming cannot be said to have failed in South Africa, these findings suggest that it may need to be drastically revised, and provide some insights on how to move forward.

Orientation: The impact of toxic leadership on employees and organisations has only recently become the focus of certain research studies.Research purpose: The general objective of this research was to investigate the relationship between toxic leadership, job satisfaction, turnover intention and commitment. The aim further was to test whether organisation culture mediates the relationship between toxic leadership and certain job outcomes such as job satisfaction, turnover intention and commitment.Motivation for the study: Currently, no knowledge is available on the relationships between toxic leadership and job outcomes within the context of South African manufacturing organisations. Therefore, this study provides South African organisations and researchers with an insight into such a relationship and the mentioned mediation of organisational culture in the process.Research approach/design and method: A cross-sectional research design with a sample size of N = 600 manufacturing employees was used. Product–moment correlations, multiple regression and structural equation modelling were used.Main findings: The test results returned both direct and indirect effects for all the relationships, which indicated only partial mediation in all the tested relationships.Practical/managerial implications: The results provided organisations’ insight into the possible consequences of toxic leadership on employees and the organisations’ culture.Contribution/value-add: The improved understanding of toxic leadership and the relationship with certain job outcomes contributes to the body of knowledge on both the theory of toxic leadership and on employees’ experience of such leadership styles in the work environment.

This article explores how universities construe organizational identities and engage digital audiences through images on web homepages. Combining visual content analysis and a discourse-analytic approach informed by social semiotics, I interpret the discourses of identity in 400 images from organizational homepages of four top-tier public universities in Sydney, Australia – University of Sydney, University of New South Wales, University of Technology Sydney, and Macquarie University. Based on the social semiotic interpretation of images, I identify eight identity icons, each deploying a combination of semiotic resources to represent a specific organizational identity. The analysis suggests that universities prioritize featuring people, which results in an augmented sense of social presence on the homepage. Lastly, four identified strategies for digital audience engagement in images – proximation, alignment, equalization, and subjectivation – point to how these are instrumental in representing university life as both individual and shared experiences.

This study focused on establishing the identity of the South African Department of Correctional Services as an organisation during the implementation of the transformational change, which entailed a paradigm-altering culture change from the punitive to the rehabilitative philosophy in terms of the treatment of sentenced incarcerated offenders. The treatise presents empirical evidence gathered from the correctional officials based at the regional office, management area offices, and correctional centres of the Department of Correctional Services in the KwaZulu-Natal Province. According to Labich (1994), organisational identity stands at the centre of corporate failure and yet, very little empirical research has been conducted on organisational identity. De Geus (1997) concurs with Labich (1994) on the importance of organisational identity in organisational life when emphasising that organisational identity plays a significant role in promoting long-living organisations, but no extensive empirical studies have been undertaken on organisational identity. Therefore, the lack of empirical evidence on the importance of the notion of organisational identity within an organisational environment has motivated the authors to undertake an empirical study which sought to establish and explore the identity of the Department of Correctional Services of South Africa during the process of transformational change (herein refered to as the DCS change). This was an important study given the fact that arguments have been advanced to the effect that organisational identity is related to other organisational variables such as organisational culture, organisational cohesion, organisational stability, organisational loyalty, organisational commitment, organisational health, organisational functioning, organisational effectiveness, organisational efficiency, organisational sustainability, and organisational change. This study was intended to benefit managers in both the public and private sector organisations globally and particularly in South Africa, where organisations are currently engaged in massive transformational change efforts as a result the government's programme of reconstruction and development of the South African society. For purposes of contextualising the notion of organizational identity within the Department of Correctional Services and South Africa in general, an extensive literature study was undertaken. The literature study was followed by the empirical study whereby data was collected by means of a survey questionnaire from correctional officials. The empirical findings pointed to the fact that the Department of Correctional Services portrayed a negative organisational identity during the process of transformational change. DOI: 10.5901/mjss.2014.v5n3p190

Most of management literature in general and organisational behaviour in particular agree on the importance of organisational trust and organisational identification in the success and sustainability of organisations, these variables significantly affect important indicators of success in the organisation such as organisational citizenship, organisational loyalty, employee satisfaction, etc. The purpose of this study is to examine the relationship between organisational trust, organisational identification and organisational loyalty in the private Jordanian hospitals, providing a framework of four scenarios for the relationship between these variables and working on determining the optimal relationship between the three variables. The study framework included the direct relationships of organisational trust and organisational identification and its impact on organisational loyalty, the indirect effect of organisational trust on organisational loyalty with the existence of organisational identification as a mediator variable, and organisational identification on organisational loyalty with the existence of organisational trust in organisational loyalty as a mediator variable. The study showed that all relationships in the study framework had a significant effect on organisational loyalty. However, the optimal relationship was the effect of organisational identification in organisational loyalty with the existence of organisational trust as a mediator variable.

Most of management literature in general and organisational behaviour in particular agree on the importance of organisational trust and organisational identification in the success and sustainability of organisations, these variables significantly affect important indicators of success in the organisation such as organisational citizenship, organisational loyalty, employee satisfaction, etc. The purpose of this study is to examine the relationship between organisational trust, organisational identification and organisational loyalty in the private Jordanian hospitals, providing a framework of four scenarios for the relationship between these variables and working on determining the optimal relationship between the three variables. The study framework included the direct relationships of organisational trust and organisational identification and its impact on organisational loyalty, the indirect effect of organisational trust on organisational loyalty with the existence of organisational identification as a mediator variable, and organisational identification on organisational loyalty with the existence of organisational trust in organisational loyalty as a mediator variable. The study showed that all relationships in the study framework had a significant effect on organisational loyalty. However, the optimal relationship was the effect of organisational identification in organisational loyalty with the existence of organisational trust as a mediator variable.

Multimedia learning scenarios in which a picture is the main focus often use combinations of verbal and visual cueing. Based on models of picture processing and multimedia learning, the present study examined the effect of verbal and visual cueing on two basic aspects of pictorial learning: retention and localization of pictorial elements. Videos of three paintings were presented with verbal cueing (naming of pictorial elements), either alone or in combination with visual frames (explicit cues) or zoom-ins (implicit cues), in a 2 × 3 × 3 mixed design (n = 86) with the factors verbal cueing (uncued vs. cued elements, within-subjects) × visual cueing (no vs. explicit vs. implicit, between-subjects) × film (Mantegna vs. Rubens vs. Marsh, within-subjects). The three films were used to check whether our results are generalizable across different pictorial contents. The retention of pictorial elements was measured by open questions, and the localization of the pictorial elements was measured by asking the participants to place picture snippets at the correct location on an area representing the dimensions of the respective painting. The combination of verbal and visual cueing increased the difference between the cued and the less well retained uncued elements and compensated a disadvantage of verbal cueing for localization performance. This was compensated by both types of visual cueing. Regarding retention and localization, explicit and implicit cueing were equally effective. The study provides a differentiated insight into the interplay of verbal and visual cueing regarding cognitive processing in multimedia learning scenarios in which pictures are the main learning focus.

Orientation: South African automotive organisations require talented employees to compete both nationally and on a global scale, within the setting of Industry 4.0.Research purpose: This article was aimed at identifying talent management approaches for South African automotive organisations to ensure the availability of talent for Industry 4.0 talent demands.Motivation for this study: In general, South African organisations struggle with securing, developing and retaining talent, a challenge aggravated by accelerated technological breakthroughs accompanying Industry 4.0.Research approach/design and method: This article reports on the quantitative component of a combined method study conducted in South Africa’s automotive industry. Data were collected from operational and human resource management professionals in automotive organisations through convenience sampling.Main findings: A greater collaborative effort is required of key stakeholders associated with the automotive industry and within automotive organisations to address the issue of talent in a holistic and focused manner.Practical/managerial implications: The adoption of advanced technologies in the automotive industry necessitates the upskilling and reskilling of current employees, and a renewed focus on attracting talent specifically targeted for Industry 4.0 developments which require collaboration between government, automotive industry, and educational institutions.Contribution/value-add: The article emphasised a holistic approach to talent supply and management for South African automotive organisations in consideration of Industry 4.0, with implications for the government, educational institutions and the automotive industry.

A common assumption of psychological theories of humor is that experienced funniness results from an incongruity between stimuli provided by a verbal joke or visual pun, followed by a sudden, surprising resolution of incongruity. In the perspective of complexity science, this characteristic incongruity-resolution sequence is modeled by a phase transition, where an initial attractor-like script, suggested by the initial joke information, is suddenly destructed, and in the course of resolution replaced by a less probable novel script. The transition from the initial to the enforced final script was modeled as a succession of two attractors with different minimum potentials, during which free energy becomes available to the joke recipient. Hypotheses derived from the model were tested in an empirical study where participants rated the funniness of visual puns. It was found, consistent with the model, that the extent of incongruity and the abruptness of resolution were associated with reported funniness, and with social factors, such as disparagement (Schadenfreude) added to humor responses. The model suggests explanations as to why bistable puns and phase transitions in conventional problem solving, albeit also based on phase transitions, are generally less funny. We proposed that findings from the model can be transferred to decision processes and mental change dynamics in psychotherapy.

Perception of other people’s mental states affects humor in social anxiety

Orientation: Sound strategic management is vital for the longevity and sustainability of organisations. Yet, strategy execution remains problematic, in part due to prolific changes in the business environment. Research purpose: To explore the views of South African managers toward Open Strategy, to gauge whether managers will consider Open Strategy as viable strategic management approach. Motivation for the study: As organisations grapple with the challenges of Fourth Industrial Revolution (4IR), it is apparent that conventional thinking on strategy is losing relevance. Alternative approaches to strategy are being explored that are better suited to the changing business environment. Research design, approach and method: The study was conducted from an Interpretive perspective, employing a qualitative survey design. Semi-structured interviews were conducted with 12 middle and senior managers of South African companies. Data were analysed through thematic content analysis, employing Creswell’s four-stage process of qualitative data analysis. Main findings: Five themes emerged, highlighting that conventional thinking on strategic management pervades. Research participants acknowledged that they were unaware of Open Strategy, although evidence suggested that elements of Open Strategy were present in their approaches to strategy formulation and execution. These were categorized into evidence relating to transparency, inclusivity and IT-enabledness. Practical/managerial implications: From the findings of the study suggestions were provided on how South African organisations could pursue a greater degree of openness in their management of strategy. Contribution/value-add: The study provides valuable insights in terms of opening up strategic practices to be more prepared for the challenges laid down by 4IR.

Although recent fMRI studies on humor have begun to elucidate cognitive and affective neural correlates, they weren't able to distinguish between different logical mechanisms or steps of humor processing, i.e., the detection of an incongruity and its resolution. This fMRI study aimed to focus in more detail on cognitive humor processing. In order to investigate pure incongruity resolution without preprocessing steps, nonverbal cartoons differing in their logical mechanisms were contrasted with nonhumorous pictures containing an irresolvable incongruity. The logical mechanisms were: (1) visual puns (visual resemblance, PUNs); (2) semantic cartoons (pure semantic relationships, SEMs); and (3) Theory of Mind cartoons (which require additionally mentalizing abilities, TOMs). Thirty cartoons from each condition were presented to 17 healthy subjects while acquiring fMR images. The results reveal a left-sided network involved in pure incongruity resolution: e.g., temporo-parietal junction, inferior frontal gyrus and ventromedian prefrontal cortex. These areas are also involved in processing of SEMs, whereas PUNs show more activation in the extrastriate cortex and TOMs show more activation in so-called mentalizing areas. Processing of pictures containing an irresolvable incongruity evokes activation in the rostral cingulate zone, which might reflect error processing. We conclude that cognitive processing of different logical mechanisms depends on separate neural networks.

Organisational identity and circular economy: Are inter and intra organisational learning, lean management and zero waste practices worth pursuing?

The effects of organizational culture, psychological safety, and perceived leadership integrity on employee voice in organizations are evaluated in this paper. Ten (10) companies in South Africa and Nigeria's financial, service, and manufacturing sectors served as the sample for this research. Intentionally, surveys were disseminated to 200 employees from five workplaces in Nigeria and 200 employees from five workplaces in South Africa. To test the investigation's hypotheses and collect data on participants' opinions on corporate culture, psychological safety, leadership integrity, and employee voice, 400 people were recruited. One hundred eighty-one (180) surveys were discovered in Nigeria, while one hundred eighty-three (183) surveys were found in South Africa. The data was collected and analyzed using SPSS version 29 (Statistical Packages for Social Sciences). According to this study, perceived leadership integrity positively and significantly impacts employee voice in South African and Nigerian organizations. It also showed how employee voice in South African and Nigerian organizations is favorably influenced considerably by perceived leadership integrity. Further, it demonstrated how perceived corporate culture favorably influences employee voice in South African and Nigerian organizations. Additionally, this study showed how employee voice in South Africa and Nigeria is positively impacted by perceived leadership integrity, psychological safety, and organizational culture.