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This study explored whether centralising human resource management (HRM) for SMS appointments can improve recruitment efficiency, enhance transparency, and curtail patronage, while examining the broader implications for public sector governance and service provision. A qualitative, secondary data-driven systematic review was conducted following an adapted PRISMA protocol, with 16 peer-reviewed and governmental documents (2014 – 2024) retained. Thematic analysis proceeded through open, axial and thematic coding, generating four overarching themes: (1) Control vs autonomy, (2) Equity vs effectiveness, (3) Political legitimacy vs technocratic efficiency, and (4) Hybrid governance potential. The findings revealed that three interrelated challenges dominate the current centralised model: (i) Bureaucratic delays and capacity constraints; (ii) Loss of departmental autonomy; (iii) Contextual insensitivity. Conversely, centralisation delivers standardisation, fairness, and merit-based safeguards, providing a transparent platform for oversight and reducing overt patronage. The study proposes a calibrated hybrid architecture. Implementing the hybrid model aligns with constitutional mandates for merit, equity and accountability, while preserving departmental flexibility essential for effective service delivery. It offers a pragmatic pathway to break the "politicised hiring" cycle, improve vacancy-to-fill rates, and restore public trust in senior appointments across the health, education, water, and fiscal management sectors. By synthesising institutional theoretical perspectives with empirical evidence from South Africa and comparative BRICS cases, this research advances understanding of how centralised HRM can be re-engineered to balance technocratic efficiency with contextual responsiveness. The proposed governance framework provides a replicable blueprint for public-sector reform in resource-constrained, highly politicised environments.

This study examines the impact of COVID-19 on a historically disadvantaged university in South Africa’s Eastern Cape, focusing on challenges faced by staff and students during the transition to online learning. Using a qualitative case study approach within an interpretivist paradigm, data were gathered through semi-structured interviews with 20 purposively selected participants. Thematic analysis was applied. The shift to online learning amplified existing inequalities, with limited infrastructure, low digital literacy, and poor connectivity hindering access, especially in rural areas. The study calls for inclusive quality assurance frameworks that address technological and socio-emotional needs. The study offers empirical insight into digital learning challenges at disadvantaged institutions and informs policy on building equitable, student-centred post-pandemic higher education systems rooted in social justice. The study recommends improved digital infrastructure, equitable access to devices and connectivity, and enhanced support for staff and students. It urges institutions to adopt flexible, inclusive teaching models to ensure resilience and equity in digital education.

Job satisfaction is essential in hospitals for professional nurses to provide quality healthcare services. Job satisfaction of professional nurses contributes to their retention in public hospitals. This study assessed the job satisfaction of professional nurses in public hospitals in the Eastern Cape Province, South Africa. A qualitative case study approach was utilised, collecting data through a combination of in-depth interviews with management and shop stewards, and focus group discussions with professional nurses across three public hospitals in the Eastern Cape Province, South Africa. The interviews and focus group discussions were audio-recorded and transcribed verbatim. The data was analysed thematically. The following three themes emerged from the focus group discussions and interviews: passion for their jobs or profession, professional development opportunities, and a sense of appreciation and satisfaction that influenced professional nurses to continue working in public hospitals. The study further revealed that professional nurses were dissatisfied due to inadequate resources and working conditions, which prevented them from providing high-quality, comprehensive patient care. Job satisfaction is detrimental to staff retention and the provision of quality healthcare services in the South African public healthcare system. It is therefore essential that appropriate mechanisms are put in place to improve professional nurses' job satisfaction in public hospitals, as failure to do so will have a detrimental effect. Authorities should listen to and address professional nurses’ concerns to improve the quality of care in public hospitals.

Financial pressures in South Africa’s public sector have increased efforts to control the wage bill, raising concerns about the long-term effects of stagnant remuneration on employee performance, retention, and service delivery. Although the link between pay and motivation is well known, less attention has been given to how prolonged salary stagnation, within a constrained fiscal environment, affects both employees and service delivery outcomes. This paper addresses this gap by examining the effects of stagnant remuneration in the South African public service. The paper used a qualitative narrative review of secondary data, including academic literature, government reports, and policy documents. Sources were selected based on their relevance to remuneration, employee performance, and service delivery, and were analysed thematically. The findings show that stagnant remuneration is not only a Human Resource issue but also a service delivery issue, as it directly affects employee motivation and institutional capacity. Guided by Equity Theory, Maslow’s Hierarchy of Needs, and the paper’s conceptual model, the results indicate that perceived unfairness and rising living costs reduce motivation, increase turnover, and weaken organisational capacity, especially in sectors such as health, education, and local government. This creates a tension between fiscal sustainability and workforce effectiveness, which ultimately affects service quality. The paper contributes by linking remuneration challenges to service delivery outcomes and indicates the need for a balanced approach to managing the public sector wage bill.

The global rise of Artificial Intelligence (AI) and Information and Communication Technology (ICT) has positioned digital transformation as a key strategy for improving efficiency, transparency, and responsiveness in public service delivery. In South Africa, however, persistent service delivery protests, limited institutional capacity, and resource constraints continue to undermine effective governance, raising critical questions about the readiness and effectiveness of AI and ICT adoption in the public sector. This paper, therefore, examines the impact of AI and ICT on public service transformation in South Africa, with a focus on their potential to improve service delivery and the barriers limiting their effective implementation. Methodologically, the paper adopts a qualitative research approach based on secondary data, drawing on peer-reviewed literature, government reports, and relevant case studies on digital transformation in public administration. Through thematic synthesis, the paper analyses patterns of adoption, impact, and implementation challenges across key public service domains. The findings reveal that AI and ICT have contributed to improved e-government services, enhanced administrative efficiency, and greater transparency in selected areas of public service delivery. However, these benefits remain uneven and fragmented due to persistent challenges, including inadequate infrastructure, limited financial and human resources, resistance to change, regulatory constraints, low levels of digital literacy, and outdated legacy systems. These barriers collectively slow down system-wide digital transformation and limit the scalability of technological innovations. The paper contributes by providing a consolidated and updated synthesis of fragmented evidence on AI and ICT adoption in South Africa’s public sector, offering a clearer understanding of both progress and persistent structural constraints. It further indicates that digital transformation is not solely a technological issue but also an institutional and governance challenge. The paper recommends prioritised investment in modern ICT infrastructure, strengthened digital skills development for public servants, and the establishment of a coherent national digital transformation strategy. It further recommends simplifying procurement processes, fostering an innovation-oriented public sector culture, and strengthening regulatory and ethical governance frameworks to ensure accountability, inclusivity, and sustainable digital transformation in public service delivery.

Job satisfaction is essential in hospitals for professional nurses to provide quality healthcare services. Job satisfaction of professional nurses contributes to their retention in public hospitals. This study assessed the job satisfaction of professional nurses in public hospitals in the Eastern Cape Province, South Africa. A qualitative case study approach was utilised, collecting data through a combination of in-depth interviews with management and shop stewards, and focus group discussions with professional nurses across three public hospitals in the Eastern Cape Province, South Africa. The interviews and focus group discussions were audio-recorded and transcribed verbatim. The data was analysed thematically. The following three themes emerged from the focus group discussions and interviews: passion for their jobs or profession, professional development opportunities, and a sense of appreciation and satisfaction that influenced professional nurses to continue working in public hospitals. The study further revealed that professional nurses were dissatisfied due to inadequate resources and working conditions, which prevented them from providing high-quality, comprehensive patient care. Job satisfaction is detrimental to staff retention and the provision of quality healthcare services in the South African public healthcare system. It is therefore essential that appropriate mechanisms are put in place to improve professional nurses' job satisfaction in public hospitals, as failure to do so will have a detrimental effect. Authorities should listen to and address professional nurses’ concerns to improve the quality of care in public hospitals.

Financial pressures in South Africa’s public sector have increased efforts to control the wage bill, raising concerns about the long-term effects of stagnant remuneration on employee performance, retention, and service delivery. Although the link between pay and motivation is well known, less attention has been given to how prolonged salary stagnation, within a constrained fiscal environment, affects both employees and service delivery outcomes. This paper addresses this gap by examining the effects of stagnant remuneration in the South African public service. The paper used a qualitative narrative review of secondary data, including academic literature, government reports, and policy documents. Sources were selected based on their relevance to remuneration, employee performance, and service delivery, and were analysed thematically. The findings show that stagnant remuneration is not only a Human Resource issue but also a service delivery issue, as it directly affects employee motivation and institutional capacity. Guided by Equity Theory, Maslow’s Hierarchy of Needs, and the paper’s conceptual model, the results indicate that perceived unfairness and rising living costs reduce motivation, increase turnover, and weaken organisational capacity, especially in sectors such as health, education, and local government. This creates a tension between fiscal sustainability and workforce effectiveness, which ultimately affects service quality. The paper contributes by linking remuneration challenges to service delivery outcomes and indicates the need for a balanced approach to managing the public sector wage bill.

The global rise of Artificial Intelligence (AI) and Information and Communication Technology (ICT) has positioned digital transformation as a key strategy for improving efficiency, transparency, and responsiveness in public service delivery. In South Africa, however, persistent service delivery protests, limited institutional capacity, and resource constraints continue to undermine effective governance, raising critical questions about the readiness and effectiveness of AI and ICT adoption in the public sector. This paper, therefore, examines the impact of AI and ICT on public service transformation in South Africa, with a focus on their potential to improve service delivery and the barriers limiting their effective implementation. Methodologically, the paper adopts a qualitative research approach based on secondary data, drawing on peer-reviewed literature, government reports, and relevant case studies on digital transformation in public administration. Through thematic synthesis, the paper analyses patterns of adoption, impact, and implementation challenges across key public service domains. The findings reveal that AI and ICT have contributed to improved e-government services, enhanced administrative efficiency, and greater transparency in selected areas of public service delivery. However, these benefits remain uneven and fragmented due to persistent challenges, including inadequate infrastructure, limited financial and human resources, resistance to change, regulatory constraints, low levels of digital literacy, and outdated legacy systems. These barriers collectively slow down system-wide digital transformation and limit the scalability of technological innovations. The paper contributes by providing a consolidated and updated synthesis of fragmented evidence on AI and ICT adoption in South Africa’s public sector, offering a clearer understanding of both progress and persistent structural constraints. It further indicates that digital transformation is not solely a technological issue but also an institutional and governance challenge. The paper recommends prioritised investment in modern ICT infrastructure, strengthened digital skills development for public servants, and the establishment of a coherent national digital transformation strategy. It further recommends simplifying procurement processes, fostering an innovation-oriented public sector culture, and strengthening regulatory and ethical governance frameworks to ensure accountability, inclusivity, and sustainable digital transformation in public service delivery.

This study explored whether centralising human resource management (HRM) for SMS appointments can improve recruitment efficiency, enhance transparency, and curtail patronage, while examining the broader implications for public sector governance and service provision. A qualitative, secondary data-driven systematic review was conducted following an adapted PRISMA protocol, with 16 peer-reviewed and governmental documents (2014 – 2024) retained. Thematic analysis proceeded through open, axial and thematic coding, generating four overarching themes: (1) Control vs autonomy, (2) Equity vs effectiveness, (3) Political legitimacy vs technocratic efficiency, and (4) Hybrid governance potential. The findings revealed that three interrelated challenges dominate the current centralised model: (i) Bureaucratic delays and capacity constraints; (ii) Loss of departmental autonomy; (iii) Contextual insensitivity. Conversely, centralisation delivers standardisation, fairness, and merit-based safeguards, providing a transparent platform for oversight and reducing overt patronage. The study proposes a calibrated hybrid architecture. Implementing the hybrid model aligns with constitutional mandates for merit, equity and accountability, while preserving departmental flexibility essential for effective service delivery. It offers a pragmatic pathway to break the "politicised hiring" cycle, improve vacancy-to-fill rates, and restore public trust in senior appointments across the health, education, water, and fiscal management sectors. By synthesising institutional theoretical perspectives with empirical evidence from South Africa and comparative BRICS cases, this research advances understanding of how centralised HRM can be re-engineered to balance technocratic efficiency with contextual responsiveness. The proposed governance framework provides a replicable blueprint for public-sector reform in resource-constrained, highly politicised environments.

This study examines the impact of COVID-19 on a historically disadvantaged university in South Africa’s Eastern Cape, focusing on challenges faced by staff and students during the transition to online learning. Using a qualitative case study approach within an interpretivist paradigm, data were gathered through semi-structured interviews with 20 purposively selected participants. Thematic analysis was applied. The shift to online learning amplified existing inequalities, with limited infrastructure, low digital literacy, and poor connectivity hindering access, especially in rural areas. The study calls for inclusive quality assurance frameworks that address technological and socio-emotional needs. The study offers empirical insight into digital learning challenges at disadvantaged institutions and informs policy on building equitable, student-centred post-pandemic higher education systems rooted in social justice. The study recommends improved digital infrastructure, equitable access to devices and connectivity, and enhanced support for staff and students. It urges institutions to adopt flexible, inclusive teaching models to ensure resilience and equity in digital education.