I propose and test a dynamic model of corporate fraud pyramid using tax fraud, accounting and management compensation controversies (MCC). The pyramid facets represent the explanatory dimensions of corporate governance mechanisms, quality of audit and regulatory regimes, and executive compensation. I find that large-sized firms with bigger boards invariably indulge in tax fraud. Conversely, older firms, firms paying higher executive compensation, exhibiting greater audit committee expertise and greater board meeting frequency curtail tax fraud incidence. Increased board meeting frequency, firm age, senior executive compensation and firm size is associated with increase in accounting controversies. Conversely, increased gender diversity curtails accounting fraud. Increase in firm size, senior executive compensation and outsider director’s compensation is associated with increased MCC incidence. CEO duality, single biggest owner, regulatory quality, rising EPS and operating profit margin, linking CEO compensation with total shareholder return and audit committee management independence significantly curtail MCC incidence. Increased stock-based compensation is accompanied by an increase in MCC. Audit and nomination committees and board members may not be truly independent. Firms audited by Big4 auditors have the least chance of getting entangled in accounting controversies. However, firms paying higher audit fee have a greater tendency of indulging in accounting fraud. Firms exposed to better regulatory quality environment have a much greater chance of getting involved in tax fraud controversies. Various explanatory variables behaved differently before, during and after the financial crisis. Univariate analyses support the majority of results of multivariate analyses.

MPH / Department of Public Health / This study was aimed at gaining an in-depth understanding into the managerial factors that are associated with hospital performance. Out of all the contributing factors, managerial factors have the greatest impact on hospital performance. In South Africa, despite the availability of policies and guidelines and adequate funding, hospital performance is still poor. This study investigates the different aspects of managerial performance, looking specifically at organisational factors such as organisational culture, available resources, and performance monitoring methods; as well as personal factors of the managers; namely, their focus on quality, and personal leadership styles and skills. The study is a quantitative cross-sectional descriptive survey, utilising questionnaires distributed at the two largest district hospitals in Vhembe District. The study was aimed at a total population sample of managers, doctors and professional nurses in the two hospitals. The study highlighted areas of management in the two hospitals studied that were commendable, as well as those needing urgent attention. There was a statistically significant association between managerial factors associated with hospital performance, and better perceptions of hospital performance. In particular, leadership skills such as motivation and dedication, methodical and logical management styles, and a hands-on approach had a significant contribution to perceptions of hospital performance. The study also highlighted the importance of good communication between senior management and subordinates. / NRF