Career Development Management Research Articles

The Effect Of HR Management And Career Development On Employee Performance With Job Satisfaction As An Intervening Variable In The Education Office And The Culture Of Padang Panjang City

The Education and Culture Office of Padang Panjang City is a government agency responsible for all matters related to education in its area, tasked with carrying out government affairs in the field of education based on the principle of autonomy and assistance duties, and carrying out other tasks related to education. To improve service and employee satisfaction, agencies must have good management, which includes improved HR management and better career development programs. Effective HR management is needed in encouraging employee performance improvement but also needs to be supported by paying attention to employee job satisfaction. Therefore, the purpose of this study is to find out how the influence of HR management and career development on employee performance through job satisfaction as an intervening variable, the number of samples in this study was 41 respondents using the Smart PLS 3 analysis tool and data collection techniques in this study with the distribution of questionnaires using the Likert scale. The results of this study show that the most dominant variable, namely HR management, affects job satisfaction positively and significantly, if human resource management is done correctly, job satisfaction will also increase. In addition, job satisfaction has a positive and significant effect on employee performance, this shows that if employees feel happy and satisfied in carrying out their work, then employees can perform better. The most dominant indirect influence is that HR management has a positive and significant effect on employee performance through job satisfaction.

TALENT MANAGEMENT IN SUPPORTING THE RATIONALIZATION OF CIVIL SERVICE (ASN) CAREER DEVELOPMENT MANAGEMENT AT THE MINISTRY OF MARINE AFFAIRS AND FISHERIES REPUBLIC INDONESIA

This paper is conducted to analyze the rationalization of career development management through talent management policies. This paper uses qualitative methods and a descriptive approach. This research was conducted at the Ministry of Marine Affairs and Fisheries of the Republic of Indonesia (MMAF RI) which consistently applies talent management in supporting career development. The results showed that managing career development through talent management schemes is very important for personnel apparatus and HR management in achieving organizational and individual career goals. Civil services consider that talent management schemes can help them obtain better and structured career development. Meanwhile, the HR management apparatus views the talent management scheme as a tool to improve organizational performance and develop the competence of civil services. The study also shows that MMAF RI must implement several strategies to ensure the success of talent management schemes. These strategies include involving civil services in the career development process, providing relevant and consistent training and development, and providing constructive and ongoing feedback to civil servants. Career development through talent management schemes is very important for personnel apparatus and HR management in achieving organizational and individual career goals. This paper recommends MMAF RI adopt an integrated apparatus HR management strategy to ensure the success of the talent management scheme and improve overall organizational performance.

Implementation of Career Development Policy for Civil Servants Through Talent Mobility in Dki Jakarta Provincial Social Services

In accordance with PANRB Ministerial Regulation Number 3 of 2020, National ASN Talent Management is an integral component of National Career Development Management, executed through transfers and/or promotions. The DKI Jakarta Provincial Social Service, housing a staff of 200 employees, reveals that approximately 18.5 percent, or 47 employees, have not undergone rotations in over 5 years. This study seeks to assess the application of civil servant career development policies via Talent Mobility within the DKI Jakarta Provincial Social Service. Employing a qualitative descriptive research method with an inductive approach, the research delves into the implementation of these policies by scrutinizing the factors connecting policy to performance. The findings indicate a reasonably effective implementation of the civil servant career development policy through Talent Mobility in the DKI Jakarta Provincial Social Service. However, certain aspects, such as standard factors and policy objectives, policy resources, inter-organizational communication and law enforcement activities, characteristics of implementing agencies, economic, social, and political conditions, and the disposition of implementers, warrant improvement. Recommendations stemming from the research are as follows: (1) Emphasize the need for commitment from all stakeholders in executing the talent mobility policy, (2) Prioritize the analysis of employee needs before recruitment processes to ensure a more accurate alignment with organizational requirements, (3) Initiate formal outreach programs dedicated to discussing talent mobility to deepen employee understanding and engagement, (4) Establish a structured training program aligned with employees' respective fields of work, backed by a designated budget for training initiatives, (5) Institute programs aimed at enhancing employee welfare comprehensively, and (6) Recognize the pivotal role, particularly that of leaders, in reshaping employee thought patterns to align with the objectives of Talent Mobility.

The influence of Career Development and Management Support on Employee Performance PT Bank Rakyat Indonesia (Persero) Wonosari Branch Office mediated by Employee Engagement

This study aims to analyze the effect of career development and management support on employee performance of PT Bank Rakyat Indonesia (Persero) Wonosari Branch Office mediated by employee engagement. This study uses Partial Least Square to determine the relationship so that researchers use the Smart PLS application to determine the relationship between employee performance variables. The sample in this study were employees within the scope of PT Bank Rakyat Indonesia (Persero) Wonosari Branch Office totaling 90 employees. This study uses quantitative data by distributing questionnaires to all samples studied. Based on outer testing, this study passed the validity and reliability tests. While based on the Inner model, the results show that management support positively has a significant positive effect on employee engagement. However, career development on employee performance, management support on employee performance, career development on employee engagement, management support on employee engagement, has no significant effect. For PT Bank Rakyat Indonesia (Persero) Wonosari Branch Office, it is recommended to further improve company facilities in this case management support and career development in order to improve employee performance in the future. For further research, it is expected to increase the number of respondents, because the amount of research data greatly affects the results of the analysis.

Performance-oriented HR and career development of women managers: the mediation of self-leadership and the moderated mediation of supervisor’s gender equality

PurposeThe purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief executive officers (CEOs) for career development among women in management.Design/methodology/approachThis study used a quantitative methodology to examine relationships among variables. The authors conducted a survey to investigate factors influencing the career development of women managers in professional settings, with a sample of 1,502 female managers in South Korea.FindingsThe relationship between performance-oriented HR practices and career development for women managers was supported. In addition, self-leadership significantly mediated the relationship between performance-oriented HR practices and career development. Finally, double moderator effects of gender equality perceptions of CEOs and supervisors on the relationship between performance-oriented HR practices and self-leadership were significant.Originality/valueThis study emphasizes that career development for women in South Korea depends on gender equality awareness and institutional reorganization for best practices at top management levels. Specifically, this study identified the essential role of performance-based HR practices to support self-leadership and career development in women managers. Furthermore, this study recognized gender equality perceptions of CEOs and supervisors as a critical factor in the successful career development of women managers.

A study on the effectiveness of performance appraisal systems and its influence on employee productivity with specific reference to logistics industries in Chennai

Performance appraisals are part of guiding and managing career development. Performance appraisal is the systematic evaluation of the performance of employees to understand the abilities of a person for further growth and development. The primary objective is to study the effectiveness of performance appraisal systems and their influence on employee productivity in logistics industries in Chennai. The secondary objectives are to reduce the grievances of the employees, identify employee attitudes towards the appraisal system, observe the work environment in the organization, and provide information to assist in other personal decisions in the organization. The study has been carried out with a descriptive research design. Primary data collection was done by the researcher from 120 employees working in logistics companies in Chennai. The data for the work has been collected through a well-structured questionnaire prepared and circulated among a larger population, and the data collected has been analyzed through various statistical tools like rank correlation, chi-square test, and confidential interval. Numerous new findings have been derived from this research, which has helped to provide suggestions to companies on improving their appraisal systems.

Executive education (MBA) as a factor of career development of women managers

The purpose of the study is to answer the question whether postgraduate education (Master of Business Administration — MBA) is a factor of creating women’s career capital, which is “converted” into income and social status. The theoretical basis of the study is the theory of career capital. The empirical base includes the results of a survey of 241 MBA program graduates of one of the leading Russian business schools two years after their graduation. The analysis of the results showed that postgraduate education contributed to the formation of career capital of the managers, which is further used to achieve income and status. Gender differences were most prominent in the increase of income after school: the female managers did not reach the level of income received by the male MBA graduates. The career capital of female managers, who managed to increase their income to a greater extent, was distinguished by the ability to use the social bondings received during MBA training. It is necessary to pay attention to the development of women's business communication skills, to introduce them to modern technologies for creating social networks in order to level off the situation on the labor market which ensures professional growth and reduces social inequality in the highly competitive professional environment.

Самоменеджмент в контексті розвитку професійної кар’єри державних службовців

In the article, the author reveals important aspects of the modern paradigm of the development of public administration, which requires new approaches to solving the problems of professionalization of the public service. The author attaches great importance to the issue of effective career development management of civil servants. After all, for modern Ukraine, which is under martial law as a result of Russia's large-scale war on the territory of Ukraine, this problem takes on special importance in the perspective of obtaining the status of a candidate country for EU membership.
 In recent years, ideas about career have changed fundamentally, in particular, it is perceived as an opportunity to realize one's own professional development, to use personal reserves (potentials) for real awareness of one's abilities. According to the author, it is in the process of professional development of civil servants that the issue of career planning skills formation is actualized, which is implemented in determining career development goals and ways to achieve them.
 The author actualizes the attention of scientists on professional career development, they refer the actions of employees to implement their plan as a planning and management of career development, which brings a number of advantages to both the official himself and the organization in which he works.
 The author emphasizes that the problem of ensuring the interaction of professional and intra-organizational careers is of particular importance in the professional activity of civil servants. This interaction requires the fulfillment of a number of tasks: achieving the interdependence of the goals of a state institution/organization and an individual civil servant; ensuring orientation of career planning to a specific civil servant in order to take into account his personal needs; ensuring the transparency of the career management process; creation of clear criteria for professional development; examination of the professional potential of civil servants, etc.

FINANCE MINISTERS OF THE MARI, MORDOVIAN AND CHUVASH ASSR DURING THE REFORMS OF 1953–1964

This article examines the biographies of finance ministers of three similar in their historical and socio-economic development of the autonomous republics of the Volga region – the Mari, the Mordovian and the Chuvash ASSR in 1953–1964. This chronological period is characterized by implementation of large-scale reforms of economic management, which affected, among other things, the regions of the country. In many ways, this determined instability in the composition of the Councils of Ministers of the ASSR, as well as the regional system of executive and administrative authorities in general. At the same time, the Ministries of Finance occupied a special position in the regional economic management system, and their role and importance remained virtually unchanged. The heads of these ministries were among the key members of the Councils of Ministers in the autonomous republics; a successful development of almost all areas of the national economy and the socio-cultural sphere of the regions depended on organization of the work in the departments subordinate to them.
 
 The purpose of the scientific work is to conduct a comparative analysis of the biographies of high-ranking regional leaders and identify a number of their inherent features. Based on the materials of the three regions, the article marks out some characteristic features related to the educational level, origin, and career development of Soviet-party managers who received the position of head of the financial department. The peculiarities of selecting candidates associated with the need to appoint highly qualified professionals to the post of Minister of Finance of the ASSR are noted.
 
 The results obtained will enable us to supplement the materials on the trends in transforming the composition of the Councils of Ministers of the RSFSR autonomous republics, as well as on the development of administrative, economic and political regional elites of the mid XX century.

Competency Development through the Implementation of Professional Learning Community among Accounting Teachers

The selection of Professional Learning Community (PLC) as one of the mediums to improve practice is based on the trend and development of practice in developing countries. In PLC, teachers work with a sense of openness, share their experiences, ideas and expertise, and engage in a continuous assessment process that can foster deep team learning and critical reflection. The aim of this study is to investigate the implementation of PLC in improving the competencies of Accounting teachers. A total of seven Accounting teachers teaching Grades 4 and 5 in seven schools in southern Malaysia were selected as participants using purposive sampling. The aim of this study is to investigate the competencies building through the implementation of PLC among Accounting teachers. To achieve this purpose, a qualitative design was used as the guiding framework. Therefore, three data collection techniques were used to obtain rich data, namely semi-structured interview techniques, document analysis and also audio and visual materials analysis. The validity and reliability of the findings of this study were ensured through triangulation, member checks, peer review, audit trail and prolonged engagement. The findings of the study are categorised into 9 themes, namely mastering subject matter, instructional planning, instructional delivery, instructional evaluation, technology application, classroom management, facilitate student, motivate student, and student career development.

The experiences of human resource professionals in managing career development of an ageing workforce: a narrative thematic analysis

PurposeThe purpose of this paper is to understand the experience of human resource (HR) professionals in managing career development for older workers. It focuses on the influence of personal, social and organisational experiences of HR professionals on (1) their approach to career development of older workers and (2) their organisation's career development practices for older workers.Design/methodology/approachData were collected through individual semi-structured interviews with 14 HR professionals from large organisations with at least half of their workforce aged 45 and above. The transcripts were analysed thematically, with the coding process informed by Ricoeur's theory of interpretation.FindingsThree main themes emerged within the HR professionals' narratives. They identified with (1) the protagonist mindset in career development stories, (2) the enabling enforcer of individualised career development practices and (3) the agent for change in career development practices.Practical implicationsThis study shows that a narrative thematic analysis can be used to explore how the experiences of HR professionals can affect the design and implementation of career development strategies for this cohort of workers. Further, recruiting HR professionals with a protagonist mindset can generate organisational practices inclusive of older workers.Originality/valueThis study is one of the first to focus on the role of HR professionals in managing career development practices for older workers and the influence of supportive managers on their attitudes and actions with older workers.

The effects of gender diversity in boards of directors on the number of female managers promoted

PurposeThis study elaborates on the process through which gender-diverse boards of directors increase representation of females in management positions. This study draws on the gender spillover effect to examine whether gender diversity on boards of directors significantly influences the number of women promoted to managerial positions. The authors also employ implicit quota theory to examine the interaction effects of female board directors and their related strategies to target female customers as a source of female talent on the promotion numbers of female managers.Design/methodology/approachThe authors draw from female manager panel data surveyed and gathered by the Korean Women Development Institute (KWDI), a Korean government-sponsored research institution, for the period 2008–2014. The total sample, comprising 5 biannual waves, includes 906 Korean companies across four wage rates. The authors apply zero-inflated negative binomial regression analyses to examine the effects of gender diversity on board director positions and its interactions with strategies targeting female markets on the number of female managerial promotions.FindingsThe authors find that gender diversity on boards of directors is positively related to the number of female managers promoted. Furthermore, in corporations where gender is not relevant to firms' strategy and decision-making, broader gender diversity increases the number of female managers promoted at lower- but not higher-level positions.Originality/valueThe current study demonstrates the complex role of gender diversity in board director positions in initiating and promoting the career development of female managers. On the one hand, gender diversity in board director positions has spillover effects on women's representation in management positions. On the other hand, female board directors impede the career progress of senior female managers to maintain their status in quotas when the female market is not critical to firms' competitiveness. Therefore, it is crucial to integrate two different concepts about gender diversity—the gender spillover effect and implicit quota theory—that elaborate on the effects of gender diversity in board director positions on female manager promotion numbers.

The Role of Career Development Management on Health Sector Service Delivery in Devolved Units in the Western Kenya Region

The reformation of the healthcare system in Kenya is anchored on the objectives of Articles 10, and 232 of the Constitution of Kenya promulgated on 27th August, 2010. However, these reforms have not achieved the envisioned results due to the transfer of functions to counties before building capacity at the county level to enable them to undertake the devolved functions effectively and efficiently, especially in the health sector despite the major policy, system, and infrastructural changes to 'fix' the health system to increase access, improve service delivery, reduce costs and increase accountability and improve responsiveness. The health sector in the county governments is still facing a myriad of challenges like delayed or lack of promotion, a severe shortage of staff in essential cadres, workers' strikes, and diminishing productivity among health workers. There is evidence of failure to provide sustainable access to quality and affordable healthcare occasioned by frequent strikes by HRH. Their major grievances have been lack of promotion and poor remuneration among cadres disrupting the only health system accessible to the poor majority. This informs the study's objective of assessing the influence of career development management on the health sector service delivery in devolved healthcare units in western Kenya. The study was anchored on Hertzberg's two-factor theory and agency theory. The study targeted a population of 3,547, and a sample size of 367 (201 HRH and 166 inpatients) was obtained based on the sample size determination table proposed by Krejcie and Morgan (1970) and Proportional allocation. Simple random sampling was used to obtain sample sizes for each stratum. Multi-stage, purposive and simple random sampling procedures were used to get the health facilities to participate in the study. Stratified cluster sampling, purposive and simple random sampling were used to include pre-described sample targets. Structured questionnaires were used to obtain data from the human resources for health and inpatients, whereas interview schedules were used to collect data from the in-charge of cadres. An explanatory research design was used. Data were analysed using descriptive and inferential statistics, which included correlational and Simple Linear Regression Analysis on SPSS (version 23). The results of the regression coefficient indicated that b= 0.108, t =0.966, p=0.000<0.05. It showed that career development management significantly influenced service delivery in the health sector in the devolved units. The study recommends that promotion decisions should be based on employee performance to encourage fairness. Adequate training opportunities be provided to all employees to prepare them to do their job efficiently. It proposes policies and frameworks for the welfare of health care workers and improves service delivery to the citizens of these counties. County governments should have a clear succession plan so that healthcare providers can align their productivity to their career goals and aspirations.

UNDERSTANDING EMPLOYEE VOICE USING MACHINE LEARNING METHOD: EXAMPLE OF HOTEL BUSINESSES

Online reviews are used in tourism research to understand tourist behaviour. However, online comments made by hotel employee have not yet been adequately researched. The study aims to determine on which topics the employees express their ideas, thoughts, and opinions, that is, on which topics they are voice 11,115 comments written by the employees of a chain hotel were analysed. In this study, the latent Dirichlet allocation (LDA) topic modelling method was preferred for the analysis of online comments made by employees. Because of the study, the themes of salary and benefits, management behaviour, service quality, work-life balance, career development, work time, work environment, social rights, career opportunities, food and beverage facilities, ability development were determined. Among the negative comments, the themes of hotel management behaviour, work time, salary and benefits, work-life balance, and career opportunities were determined.

Competency model for international engineering project manager through MADM method: The Chinese context

Due to the Belt and Road Initiative, Chinese engineering contracting companies have ushered in excellent opportunities in the international engineering market. However, for the lack of comprehensive talents, Chinese international engineering projects are currently facing various difficulties. How to select, evaluate, and train highly competitive engineering project managers is of great significance to them. In this paper, an improved Multi-Attribute Decision Making Method (MADM) is used to construct the competency model of international engineering project managers, so as to provide a reliable reference and suggestions for the evaluation process and future development.The current study of project managers’ competency is mainly focused on the local level rather than the international level, and discussed about the competency of general project managers instead of a specific industry of engineering. Also, we noticed the lack of a systematic method of competency evaluation for Chinese international engineering project managers.Aiming at the manager competency of international engineering projects, this paper firstly combines Repertory Grid technique (RepGrid) with the help of Chinese experts abroad and factor analysis to construct a competency evaluation index system, and then combines Decision-making Trial and Evaluation Laboratory (DEMATEL) and Analytic Network Process (ANP) to explore the interaction between various indicators and determine the weight of each indicator. Finally, through improved Vlse kriterijumska Optimizacija I Kompromisno Resenje (VIKOR) method the five candidates from a Chinese company in the case are evaluated. The final parts of this article provide a methodological reference and improvement suggestions for the recruitment, performance evaluation, training and career development of international engineering project managers based on the constructed model.

Emotional intelligence and high-performance leadership of women leaders: the mediating role of organization culture

PurposeThis study aims to explore the mediating effect of organization culture (OC) in the influence of emotional intelligence on the high-performance leadership of Chinese woman leaders.Design/methodology/approachA quantitative study to analyze survey data from 290 women leaders in the Ning Xia Hui Autonomies Region private and public sectors based in Northwest China.FindingsThe results indicate that emotional intelligence has a positive influence on woman leadership performance in China. woman leaders with higher emotional intelligence may have higher leadership performance. Further, emotional intelligence positively influences organization culture; OC also positively influences high-performance leadership. And the study also indicates OC mediates the relationship between emotional intelligence and woman leaders’ high-performance leadership in China, which means that OC promote and reinforce the relationships between emotional intelligence and high-performance leadership in China. Therefore, organizations should pay more attention to the construction of OC to help Chinese woman leaders and organizations succeed.Practical implicationsThis study may catalyze positive social change in leadership development and management by helping women leaders implement effective leadership performance in a complex and global workforce. And to help women leaders increase their understanding of emotional intelligence, OC and its influence has on their performance. The proposed model of this study may help Chinese leaders put emotional intelligence, OC and high-performance leadership of woman leaders into a careful and integrated consideration. Professionals could use these results as a catalyst to develop a set of management plans and career development plans to improve woman’s understanding of the relationship between leadership performance and emotional intelligence. OC is critical to help women leaders present an effective leadership performance. Hence, this study may help women leaders successfully get more opportunities for growth and promotion in the organization.Originality/valueThrough the first-hand verification of organization culture, this study provides an essential theoretical and background contribution to the impact of emotional intelligence of woman leaders on high-performance leadership. In addition, the study also has forward-looking thinking, that is, the second-order reflection-reflection model of OC and high-performance leadership of woman leaders, which will provide a new vision for variance-based partial least squares-structural equation modeling.

What is the Organizational Perspective on Career Development of State Civil Apparatus at the Regional Secretariat of Pangkajene Islands Regency?

Career development for the State Civil Apparatus in the Pangkajene Islands Regency is still very limited due to the limited budget of the local government. Finally, not all employees have the opportunity to develop their competencies. The final impact is that the career development strategy for the State Civil Apparatus is hampered by the organization's access to the available government budget. This research uses a qualitative method with a case study type. This is intended to be able to provide a systematic, factual and actual description of the object under study, namely the development of competency-based career development management for State Civil Apparatus in Pangkajene Islands Regency. The data analysis technique used is sequential data analysis technique. The analysis is carried out after data has been collected through a survey, interviews and direct observations in the field will be carried out. The results of the study found that the regional secretariat had a vision and derivative strategy in career development but did not have a comprehensive competency mapping as the basis for actualizing these strategies in order to achieve the need for competitive advantage. The absence of competency mapping will trigger weak management and supervision of career development and become a factor in organizational failure in providing opportunities for adequate employee competencies to adapt to changing situations in the future. biased information about appropriate competencies for the organization.

Карьерное и профессиональное развитие руководителя организации

The present research featured the career and professional development of the head of a modern organization. The status and career development of specialists and managers often come into dissonance. Managerialism, corruption, and other deformations create contradictions that require targeted and large-scale efforts, e.g. innovative career management technologies. The research objective was to analyze modern problems of managing the career and professional development of CEO personnel. The career and professional path of a CEO is a cultural phenomenon. They are closely related to one's development as a personality, a partner, and a specialist, which forms a system of competencies. These competencies also reflect and generate changes in the area of intrapersonal and interpersonal improvement. Personal development depends on the accumulation and processing of life and career experience. As a rule, this experience is neither purposeful nor reflexive. As a result, it gives little large-scale effect. The study and reflection should prevent and correct violations of professional-labor and social-career development, including careerograms, customized work trajectories, psychotechnologies of career management, etc. Performance of a manager is a multilevel system of interconnected individual components. Managerial performance can be improved as a systemic correlation of the existing and emerging qualities of a manager with the peculiarities of the organization, i.e. corporate culture, socio-psychological climate, internal education and mutual assistance, a system of selection and support, a system of professionally important qualities of an effective leader, ergo design of staff, psychophysiological harmony, etc.

Effect of Work Stress Control and Career Development on Employee Performance at PT Woori Bio Corpora, South Jakarta

Management of work stress and employee career development are two factors that are suspected to be relatively large in affecting the performance of employees of PT Woori Bio Corpora, South Jakarta. To find out the influence of both conducted this research with the aim of knowing the influence of work stress management and employee career development on the performance of employees of PT Woori Bio Corpora. This study involved 75 respondents who were selected as a sample from a population of 150 employees at the office of PT Woori Bio Copora, and then used sample withdrawal techniques using the Slovin formula model so that 75 research respondents were obtained. Data collection techniques use observations, interviews and questionnaires. The respondent answer category of research on questionnaires consists of four scales based on the Likert scale. In data management assisted by using the SPSS program, statistical testing used is by calculation of validity test, reliability test, coefficient of correlation, coefficient of determination, hypothesis test, and regression analysis. Work Stress Management and career development on Employee Performance of PT Woori Bio Corpora positively affect employee performance with multiple regression equations as follows: Y = 23,921 + 1,459 X₁ + 0.323 X₂.

South African Career Development Institution Management in Graduates Alumni Assisten

This article discusses career development management that can help career empowerers combine skills such as applying theoretical constructs realistically and creatively to focus on innovative ways of doing things that make careers possible as factors that provide support to employees in the workplace and contribute on their professional development. In contrast to other approaches to career development, the conventional approach to career development is mainly focused with techniques that are meant to utilize skill development and supply to drive economic growth rather than anything else. However, although the promotion of economic growth is an important goal for career development in South Africa, it is not the only goal for the country's development agenda, which includes a number of other goals. Globally, a vision of career development based on clearly defined economic goals would be at conflict with South Africa's development rhetoric, according to the World Bank's Africa Development Report