Orientation: Process digitalisation has been increasingly adopted as a strategic means of enhancing organisational performance. However, the digitalisation of inefficient processes risks perpetuating existing shortcomings by consistently delivering suboptimal results. Repetitive tasks are often default candidates for digitalisation, and some procurement tasks fall into this category. Research purpose: Guided by four research questions, this study seeks to investigate the persistent bottlenecks arising from the entity’s reliance on manual practices in contract management, aiming to improve efficiency, transparency and overall process effectiveness. Motivation for the study: Too often, procurement value is measured through cost savings, which are commonly achieved through sourcing and contracting. However, contract management remains a complex administrative task that is often disproportionately dependent on account managers for execution and oversight. This study investigates the digitalisation of the contract management task in the procurement process within a Water Utility in South Africa. Research design, approach and method: A single-case qualitative research design was employed, using semi-structured interviews with key personnel involved in procurement activities within the selected entity. The data were thematically analysed to extract insights. Main findings: The findings reveal critical gaps in contract management, characterised by inefficiencies, inconsistencies and delays stemming from manual workflows. The study highlights that effective digitalisation requires not only technological adoption but also organisational readiness and supportive environmental factors. Practical/managerial implications: The digitalisation of the contract management task should be aligned with the organisation-wide digital strategy. Investing in digital infrastructure should be prioritised and supported by a skills audit and subsequent staff training. Contribution/value-add: This study contributes by revealing contract management gaps driven by inefficient, inconsistent manual workflows, and shows that successful digitalisation requires both technology adoption and organisational readiness with supportive environmental conditions.

Orientation: Despite a progressive constitutional and legislative framework promoting gender equality, South Africa continues to face structural, cultural, and organisational barriers that limit women’s advancement into leadership roles, particularly in the public sector. Research purpose: This study examines how emotional intelligence (EI) is perceived to influence women’s leadership practices, focusing on its role in shaping influence, decision-making and interpersonal engagement. Motivation for the study: Although EI is widely regarded as a key leadership capability, research on its role in women’s leadership within South African municipalities remains limited. Examining how women apply EI can guide development initiatives that address gender biases and improve organisational effectiveness, without assuming EI is deterministically empowering. Research design, approach and method: The study employed a qualitative, interpretivist approach, using semi-structured interviews with women leaders in the CoJMM. Data were analysed thematically to identify patterns in EI and leadership practices. Main findings: EI was linked to self-awareness, emotional regulation and relational sensitivity, which influenced decision-making, adaptability and interpersonal engagement. EI supports reflective decision-making and relationship management; however, its impact was shaped by organisational culture, power dynamics and resource constraints. Findings indicate that EI does not consistently produce positive outcomes or inherently empower leaders, with participants highlighting the emotional labour involved and the risk of EI being constrained or misinterpreted in bureaucratic contexts. Practical/managerial implications: Organisations should embed EI development in leadership training, ensuring context-sensitive support that addresses structural and cultural barriers to gender-equitable leadership. Contribution/value-add: This study offers context-specific insights into EI and gendered leadership in a South African municipal setting, presenting EI as a relational, situational capability with both benefits and limitations for supporting women leaders.

Orientation: South African higher education institutions, including technical and vocational education and training (TVET) colleges, face persistent challenges in retaining skilled employees, with turnover intentions undermining work engagement, well-being and institutional performance. Research purpose: This study examined the factors influencing administrative staff retention at a public TVET college in Mpumalanga, South Africa. Motivation for the study: Research on employee retention in TVET colleges has largely overlooked administrative staff. Addressing this gap provides insights into an often-neglected workforce critical to institutional stability. Research design, approach and method: A quantitative, descriptive design was employed, using a stratified sample of 119 administrative employees at Nkangala TVET College. Data were collected through a structured, closed-ended questionnaire. Reliability was confirmed with Cronbach’s alpha, and Pearson’s correlations tested variable relationships. Main findings: Rewards and recognition, job security and career development significantly predict employee retention, while job satisfaction and performance appraisal were statistically insignificant. Practical/managerial implications: To retain administrative staff, TVET colleges should prioritise rewards and recognition as the strongest driver, alongside career development and job security, rather than relying on job satisfaction or performance appraisal. Contribution/value added: The study advances the understanding of administrative employee retention in South African TVET colleges and informs the development of evidence-based strategies to strengthen workforce stability in the sector.

Orientation: Corporate social responsibility (CSR) in the mining sector is often critiqued for its limited impact on economically vulnerable communities near extraction sites. A significant challenge lies in the diverse perceptions surrounding the design, implementation, monitoring and evaluation of CSR initiatives, resulting in initiatives that fail to address the unique needs of affected communities. Research purpose: This systematic review analyses CSR in mining literature from 2020 to 2025, introducing the ‘Earthquake Epicentre Model’ to refine CSR interventions for greater impact. Motivation for the study: The model proposes concentrating CSR investment at a mining ‘epicentre’ near operational sites, diminishing proportionally with distance to reflect the disproportionate impact on nearby communities. This model also integrates a flexible, zone-specific stakeholder participation approach. Research design, approach and method: This inquiry adopts a systematic review to delineate prevailing lacunae in the literature on CSR practices in the mining sector, with reference to community-level concerns. Main findings: The systematic review of literature pointed out a pattern of spatial inequity in CSR benefits. Communities closer to the mine received less investment than those further away. Practical/managerial implications: The Earthquake Epicentre Model is significant for mining companies, government policies and community development practitioners. Adoption of the model can directly improve the social performance of mining companies, their relationships with local communities and the companies’ contributions to sustainable development. Policymakers can also use the model to design equitable and effective CSR regulation and guidelines. Contribution/value-add: The Earthquake Epicentre Model addresses these gaps by spatially and proportionally allocating CSR resources relative to the impact level of each community, ensuring maximum benefit for those most impacted.

Orientation: In an increasingly competitive global landscape, innovation is critical for the sustainability of higher education institutions. This study investigated the human-centric factors that drive organisational innovation, moving from individual potential to institutional capability. Research purpose: This study aime to examine the mediating role of human resources (HR) competency in the relationship between individual-level factors (self-development and self-efficacy) and organisational innovation within a private Islamic university in Indonesia. Motivation for the study: The study is motivated by a measurable innovation deficit at the case study institution, which reflects a broader challenge for universities in developing nations to build sustainable innovation capabilities from within their HR. Research design, approach and method: This research employed a quantitative survey method, with data collected from 293 academic and administrative staff. Path analysis was used to test the hypothesised structural model and the significance of the mediation pathways. Main findings: All 11 hypotheses were supported. Self-development and self-efficacy have a significant direct influence on both HR competency and organisational innovation. Crucially, HR competency was confirmed as a significant partial mediator, translating the positive influence of individual factors into organisational outcomes. Practical/managerial implications: University leaders should implement integrated strategies that simultaneously foster individual growth (self-development and self-efficacy) and build systemic HR competencies. This provides a practical framework for converting individual potential into measurable organisational innovation. Contribution/value-add: This study addresses a significant literature gap by developing and validating an integrated, human-centric innovation model that uniquely emphasises individual psychological and behavioural factors in fostering organisational innovation. Applied in an Indonesian Islamic university context, the model demonstrates how HR competency mediates the relationship between self-development, self-efficacy, and organisational innovation, providing actionable insights for university leaders.

Orientation: Family businesses contribute significantly to economic growth; yet, they face succession-planning challenges stemming from the interplay between family and business dynamics. Research purpose: This study investigates the role of governance mechanisms in the succession planning of family businesses. Motivation for the study: Governance mechanisms are known, but their role in family succession planning is underexplored. In addition, such research is lacking in developing countries with unique institutional settings. Research design, approach and method: Using a qualitative methodology, 12 semi-structured interviews were conducted with founders of family enterprises. These interviews provided in-depth insights into how governance structures and succession planning processes are navigated in family businesses. Main findings: The study contributes to agency theory by demonstrating that humaneness is a central governance mechanism that reduces agency costs, particularly in succession planning, where formal contracts are unavailable. The findings also show that power dynamics are implicit assumptions in the agency theory, which affect family interactions; however, existing governance mechanisms can reduce their impact, thereby strengthening succession planning. Lastly, the constellation of governance mechanisms facilitates consensus, which is instrumental in succession planning. Practical/managerial implications: The findings demonstrate that, while formal agreements are essential, practitioners should also focus on informal governance mechanisms that guide succession planning. Contribution/value-add: The study addressed a gap in the literature by applying and extending the agency theory to examine the functionality governance mechanisms in family business succession planning.

Orientation: Because of the critical contribution of new technologies to innovation and their potential for global economic growth, artificial intelligence (AI), Internet of Things (IoT) and Big Data have surged in academic research. Research purpose: This review aimed to examine recent research on these technologies and explore how the African continent can leverage them to address its pressing developmental needs. Motivation for the study: Technology is no longer a supplementary tool but rather a major driver of advancement. Technologies such as AI, the IoT and Big Data are addressing global difficulties, boosting productivity and encouraging innovation. Research design, approach and method: The search approach involved locating pertinent databases, specifically on Scopus, JSTOR and Lens. A total of 187 articles were analysed using the Bibliometrix platform and AI for more complex graphs. Main findings: The review findings revealed that Big Data, IoT and AI have the potential to revolutionise society and drive development worldwide, including in Africa, while also facilitating the achievement of the United Nations Sustainable Development Goals 8, 9, 13, 15 16 and 17. Practical/managerial implications: Adopting AI, IoT and Big Data not only presents opportunities but also challenges for the African continent’s tech-driven development. If carefully utilised, they could assist low-income nations in Africa in overcoming historical obstacles. Contribution/value-add: The contribution of this study lies in the spotlight it has shed on the potential of these new technologies for African development, thereby encouraging further research, particularly empirical research, to track their impact on the ground.

Orientation: This systematic review investigates global strategies to enhance graduate employability and entrepreneurship, with a focus on developing a holistic support framework for South African universities of technology. Research purpose: The review addresses four research questions: the nature of support mechanisms, analytical methods employed, university strategies and contextual settings for employability and entrepreneurship initiatives. Motivation for the study: The study addresses high unemployment rates and limited entrepreneurial participation among graduates in African contexts, highlighting the need for a comprehensive approach to enhance employability and entrepreneurship in technology universities. Research design: The study adopts a systematic review design guided by the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) methodology, analysing 53 empirical studies from 2019 to 2025, sourced from Scopus, EBSCOhost and ScienceDirect databases through thematic analysis using NVivo software. Approach and method: A qualitative approach is employed, using PRISMA-guided systematic review and thematic analysis in NVivo to synthesise data from 53 peer-reviewed studies. Main findings: The findings reveal disparities in institutional capacity and resource availability, particularly in African contexts, in which graduates face high unemployment and limited entrepreneurial participation. Practical/managerial implications: A proposed holistic support framework integrates curricular and extracurricular initiatives, interdepartmental collaboration and stakeholder engagement to address these gaps. Contribution/value-add: The study presents a framework that offers practical implementation strategies and addresses resource constraints and stakeholder resistance, providing a scalable and contextually responsive blueprint for enhancing graduate outcomes.

Orientation: Graduate unemployment remains a significant socio-economic issue in South Africa, despite the growth of higher education. University-led business incubators (ULBIs) have emerged as tools to foster entrepreneurship and reduce unemployment among graduates. Research purpose: This study examines the effectiveness of ULBIs in tackling graduate unemployment by pinpointing structural, strategic and institutional obstacles that affect their functionality within South Africa’s higher education fraternity. Motivation for the study: With youth unemployment remaining high at 46.1% in early 2025, it is crucial to assess the effectiveness of university incubation frameworks in converting academic knowledge into feasible entrepreneurial results that support national development objectives. Research design, approach and method: A qualitative secondary data methodology was utilised through a systematic thematic analysis of academic literature, institutional reports, and incubator documentation for the period 2019 to 2025. Four example cases, University of Cape Town (UCT) Solution Space, Stellenbosch LaunchLab, University of Pretoria (UP) TuksNovation, and UMP CFERI were employed for triangulation within an institutional theory framework. Main findings: The examination highlights five persistent limitations: inconsistent institutional missions, financial constraints, weak connections with industries, undeveloped entrepreneurial attitudes and inadequate scalability after incubation. These difficulties primarily arise from inflexible structures and cultural norms within universities. Practical/managerial implications: Universities must incorporate incubation into their plans, establish in-house seed funds, strengthen ties with industry, and implement effective monitoring and evaluation. Contribution/value-add: The study highlights the impact of institutional factors on incubator performance and provides evidence-based suggestions to enhance graduate entrepreneurship.

Orientation: Manufacturing supply chains in South Africa face various challenges, including the lack of traceability, transparency and interoperability between supplier platforms. The use of innovations such as blockchain technology (BT) can help address these challenges due to its features, including decentralisation, transparency and immutability. Research purpose: The study proposes a framework for manufacturing based on BT, which could offer an information platform for all stakeholders with transparency and information sharing. Motivation for the study: Poor traceability, opaque supply chains, and counterfeiting continue to plague South Africa’s manufacturing sector, undermining productivity and competitiveness in the global market. By increasing transparency and visibility throughout supply networks, blockchain’s decentralised, tamper-resistant architecture presents a potential remedy. Therefore, the need to investigate how blockchain can help with these issues and promote more dependable and effective supply chain procedures is what spurred this study. Research design, approach and method: The study employed a quantitative approach, distributing questionnaires to 287 purposively sampled respondents drawn from manufacturing firms in selected provinces of South Africa. Structural equation modelling, based on the smart partial least squares technique, was employed to test the hypotheses. Main findings: The results reveal that BT practices (immutability and provenance) have a significant influence on supply chain transparency (SCT). However, security as a BT practice has an insignificant influence on SCT. Furthermore, SCT has a significant impact on both SC traceability and visibility. The study suggests that the implementation of BT practices is vital in influencing SCT. Practical/managerial implications: Managers must dynamically foster cross-functional and cross-organisational collaboration. Because BT operates most effectively in a consortium-based environment, leadership should engage suppliers, customers, regulators and technology providers early in the implementation process to create a shared governance framework. Contribution/value add: This study contributes to the digital transformation and supply chain management literature, as it is one of the groundbreaking studies focusing on BT practices, SCT, traceability, and visibility in South African manufacturing firms.