Decolonizing Human Resource Management in South Africa: Universalism versus Particularism
DOI:
https://doi.org/10.53819/81018102t4392Abstract
The compatibility of Western management theories and human resource management (HRM) methods with African cultural values and organizational realities has been a topic of continuous discussion in South Africa due to their growing influence. With a focus on opposition to Westernized management and HRM practices, this study examined the effects of universalism and particularism on South African public organizations. The study investigated how historical and cultural factors influenced organizational behavior and management practices in South Africa, drawing on the theoretical perspectives of Hofstede's cultural dimensions, Trompenaars and Hampden-Turner's universalism–particularism framework, Ubuntu philosophy, and intersectionality theory. The long-lasting effects of colonialism and apartheid, which persisted in influencing social interactions, organizational cultures, and opinions of Western management techniques, received special emphasis. Managers and staff members of a public organization in the Tshwane Municipality, Gauteng Province, participated in qualitative interviews and quantitative survey questionnaires as part of a mixed-methods research design. A purposive sample of 250 individuals provided the data, which were then analyzed using factor analysis, regression analysis, descriptive statistics, and analysis of variance (ANOVA). The study aimed to ascertain whether South African culture differed significantly from Western culture, whether apartheid and colonial legacies influenced organizational resistance to Westernized HRM practices, and whether African particularism contributed to resistance towards Universalist management principles. By emphasizing the significance of culturally grounded management practices, the study added to the conversation on decolonizing management and HRM in Africa. The results shed light on how South African public sector institutions developed indigenous management techniques that enhanced social cohesiveness, organizational efficacy, and cultural relevance.
Keywords: Particularism, Universalism, Western Management Practices, Ubuntu, Apartheid Legacy, Cultural Diversity
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