Background: The rapid increase in the pace of globalisation has been met with increased calls for sustainability as a means to entrepreneurship development. As entrepreneurship and sustainability continue to gain recognition, entrepreneurial intensity has emerged as a critical component of the ecosystem. The entrepreneurial intensity notion conceptualised the extent and frequency of innovation, risk taking, and proactiveness within an organisation.Aim: This study investigated how social interaction and relationship quality, referred to as social capabilities, influences entrepreneurial intensity.Setting: The population comprised all small and medium enterprises (SMEs) in Zimbabwe. An online questionnaire constructed using Google Docs was posted on Masvingo centred Facebook and WhatsApp groups from 15 October 2018 to 19 December 2018.Methods: Based on an extensive review of the theoretical and empirical literature, hypotheses were formulated and then tested using the structural equation modelling framework. The study was based on a sample of 312 SMEs selected through convenience sampling, and data were collected through a self-administered questionnaire based on a five-point Likert scale.Results: The study results back the propositions that social interaction and relationship quality are strongly and positively related to entrepreneurial intensity.Conclusion: In light of the findings, several recommendations are made, but generally, to promote superior innovativeness, risk taking and proactiveness, firms must concentrate on steering up and refining their social capabilities.
The coronavirus disease 2019 (COVID-19) pandemic that began to spread at the beginning of 2020 revealed the vulnerability of many businesses to supply chain disruptions (Mavilia & Pisani 2021;Nasution et al. 2020; United Nations Industrial Development Organisation [UNIDO] 2020). The lockdown measures instituted in many countries disrupted production flows and regional and global supply chains, reduced demand for non-essential goods and services and forced enterprises to suspend or scale down operations (Ratten 2020; International Monetary Fund [IMF] 2020; The International Labour Organisation [ILO] 2020a). Small and medium enterprises, in particular, encountered intense business interruption risks, such as delayed or failed deliveries, acute shortage of inputs, and consequently, reduced production capacity and/or shutdowns (WTO 2020; Gurría 2020; Segal & Gerstel 2020; Thaha 2020) after WTO 2020. Hence, there is a need for SMEs to build their supply chain resilience (SCR) to cope with the volatility resulting from the COVID-19 pandemic.The health protocols put in place to contain the pandemic, which reduced the demand for non-essential goods and services, have led to declines in SMEs' sales and cash flows (Bouey 2020;Background: This study is motivated by the scarcity of empirical literature from developing countries on the small and medium enterprises' (SMEs) adoption of Fourth Industrial Revolution (4IR) technologies and supply chain resilience (SCR) nexus during the coronavirus disease 2019 (COVID-19) pandemic. Objectives:The study assessed the current level of 4IR adoption amongst Zimbabwean SMEs, investigated the drivers thereof and analysed the effect of 4IR technologies on SMEs' SCR amidst the COVID-19-induced disruptions. Method:The study employed a quantitative research approach where data were collected through an online cross-sectional survey of 318 SME owners or managers in Zimbabwe. The logit regression model using the IBM SPSS software was utilised for the main estimation. Results:The study revealed that the adoption of 4IR technology amongst Zimbabwean SMEs is still low owing to high costs and ignorance of some SME owners or managers. However, personal innovativeness, education, information and communication technology (ICT) literacy, security and ICT ease of use were the main drivers for the adoption of 4IR technology. A positive link was established between 4IR adoption and SCR. Conclusion:This study contributes to the nascent literature on fostering SME SCR through the adoption of 4IR technologies by SMEs from developing countries, in particular. The study recommends collective efforts by all relevant stakeholders to raise awareness about 4IR technology and enhance ICT literacy whilst addressing 4IR-enabling infrastructure and internet access costs.
Orientation: Despite the growing feminisation of the global labour market, discrimination against women in the workplace remains entrenched. Such discrimination of women is largely attributed to human resources management (HRM) policies and management practices which are inherently masculine, designed by men for men.Research purpose: The aim of this study was to explore the influence of human resources management practices on the organisational commitment among female professionals in Zimbabwe.Motivation for the study: Notwithstanding the growing scholarly interest in the factors which can help retain women in the workplaces, there remains a paucity of studies from developing countries on how HRM practices influence female professionals’ organisational commitment in the workplace. Dearth in empirical literature is pronounced in Africa, particularly in a society such as Zimbabwe punctuated by patriarchy and an economy that has been depressed for over two decades.Research design, approach and method: The study adopted a quantitative research approach and employed a cross-sectional survey of 210 female professionals employed in the private and public sectors in Zimbabwe. Structural equation modelling was employed for data analysis using AMOS 25.0.Main findings: The results of the study revealed positive and significant relationships between women-friendly HR management practices and organisational commitment of female employees.Practical/managerial implications: Premised on these findings, the study recommended that it is imperative for HR management to implement non-discriminatory rewards systems, increase family-friendly policies, prioritise continuous training and charter clear progressive career development programs for the female employees.Contribution/value-add: This study provides managers with a better perspective of the predictors of organisational commitment among female professionals in an African context.
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