ECONOMIC EVALUATION OF THE PROPOSED ROAD BETWEEN GOBABIS AND GROOTFONTEIN,NAMIBIA

First, a cost‐benefit analysis is presented of reconstructing the existing road section between Gobabis and Otjinene in Namibia. Second, a cost‐benefit analysis is presented of constructing a new direct road link between Otjinene and Grootfontein, coupled with the above‐mentioned road upgrading between Gobabis and Otjinene as one project. The proposed link will shorten the existing route from Gobabis via Windhoek to Grootfontein by approximately 300 km. The following economic indicators are shown in the two cost‐benefit analyses: (i) Net Present Value, (ii) Benefit/Cost Ratio, and (iii) Internal Rate of Return. Third, the general economic impact that construction and operation of the entire road will have on non‐road users within Namibia is evaluated. This analysis is divided into two parts: The first part deals with the once‐off income‐multiplier effect triggered by the initial investment in the road, while the second part addresses the recurring income accelerator effect that usage of the road is expected to have within Namibia.     

Job insecurity,career opportunities,discrimination and turnover intention in post-apartheid South Africa: examples of informative hypothesis testing

The objective of this paper was to investigate differences in male employee experiences in the light of employment equity law and a strong affirmative action drive within present-day South African organizations. This research is important as it can substantiate or invalidate perspectives and beliefs surrounding employment equity issues. A cross-sectional design was used which consisted of a stratified random sample from five corporate organizations (N = 1000). Latent variable modeling with Bayesian estimation was implemented. This paper also demonstrated the use of informative hypothesis testing and subsequent Bayes factors to directly compare the informative hypotheses, in order to show how much more likely one hypothesis is to be the correct hypothesis, compared to the other(s). The results revealed that non-designated (white male) employees experience more job insecurity than their designated (black male) counterparts, but this does not necessarily associate with more turnover intention. It was also found that when designated employees experience less career opportunities, they show more turnover intention. Furthermore, it was shown that designated employees perceive more discrimination, but that this does not associate with more turnover intention. The limitations and future research opportunities are discussed.