5.3 Presentation of results
5.3.3 Information culture
This section presents the findings on the information culture types investigated by the study. These information culture types comprised of information sharing, information transparency, information integrity and information proactiveness. The section sought to answer the questionnaire on the kind of information cultures in Botswana parastatals.
5.3.3.1 Information sharing
The series of statements under this variable sought to determine the respondents’ information sharing
behaviours. Five statements were provided and the findings relating to each statement are presented in Table 5.5 and further described beneath the table.
Table 5.4: Information sharing N=101
Statements SD DA NA/D A SA NR Total
F % F % F % F % F % F % F %
1 I often exchange information with the people with whom I work regularly
4 4 26 26 21 21 31 31 10 10 0 0 101 101
2 I often exchange information with people outside of my regular work unit but within my organisation
7 7 8 8 15 15 56 55 15 15 0 0 101 101
3 In my work unit, I am a person that people come to often for information
3 3 18 18 29 29 27 27 24 24 0 0 101 101
4 I often exchange information with citizens, customers, or clients outside my organisation.
5 5 27 27 23 23 39 39 7 7 0 0 101 101
5 I share information
widely 1 1 6 6 26 26 43 43 25 25 0 0 101 101
Source: Field data (2021)
128
“I often exchange information with the people with whom I work regularly”
Thirty-one (31%) respondents agreed with the statement, 10 (10%) strongly agreed, 26 (26%) disagreed, four (4%) strongly disagreed and 21 (21%) neither agreed nor disagreed.
“I often exchange information with people outside of my regular work unit but within my organisation”
Fifty-six (56%) respondents agreed with the statement, 15 (15%) strongly agreed, eight (8%) disagreed, seven (7%) strongly disagreed and 15 (15%) neither agreed nor disagreed.
“In my work unit, I am a person that people come to often for information”
Twenty-seven (27%) respondents agreed with the statement, 24 (24%) strongly agreed, 18 (18%) disagreed, three (3%) strongly disagreed and the highest number of respondents, 29 (29%) neither agreed nor disagreed.
“I often exchange information with citizens, customers, or clients outside my organisation”
Thirty-nine (39%) respondents agreed with the statement, 27 (27%) disagreed, seven (7%) strongly disagreed and 23 (23%) neither agreed nor disagreed.
“I share information widely”
Forty-three (43%) respondents agreed with the statement, 25 (25%) strongly agreed, six (6%) disagreed, one (1%) strongly disagreed and 26 (26%) neither agreed nor disagreed.
5.3.3.2 Information transparency
Table 5.5 presents statements on whether employees showed “openness” in how information is handled and used in their organisations.
129 Table 5.5: Information transparency
N=101
Statements SD DA NA/D A SA NR Total
F % F % F % F % F % F % F %
1 Supervisors of my work unit encourage openness
2 2 9 9 17 17 42 42 21 21 10 10 101 101
2 The people I work with regularly share information on errors or failures openly
4 4 15 15 27 27 43 43 12 12 0 0 101 101
3 The people I work with regularly use the information on failures and errors to address problems constructively
5 5 19 19 30 30 33 33 13 13 0 0 101 101
Source: Field data (2021)
“Supervisors of my work unit encourage openness”
Forty-two (42%) respondents agreed with the statement, 21 (21%) strongly agreed, nine (9%) disagreed, two (2%) strongly disagreed and 17 (17%) neither agreed nor disagreed. Ten (10%) respondents did not answer.
“The people I work with regularly share information on errors or failures openly”
Forty-three (43%) respondents agreed with the statement, 12 (12%) strongly agreed, 15 (15%) disagreed, four (4%) strongly disagreed and a high number of respondents 27 (27%) neither agreed nor disagreed.
“The people I work with regularly use the information on failures and errors to address problems constructively”
Thirty-three (33%) respondents agreed with the statement, 13 (13%) strongly agreed, 19 (19%) disagreed, five (5%) strongly disagreed and again a high number of respondents, 30 (30%) neither agreed nor disagreed.
5.3.3.3 Information integrity
The three statements under information integrity sought to determine whether the information is trustful and principled at the individual and organisational levels. Table 5.6 presents responses on information integrity.
130
Table 5.6: Information integrity N=101
Statements SD DA NA/D A SA NR Total
F % F % F % F % F % F % F %
1 Knowingly pass inaccurate
information about the organisation’s operations
16 16 40 40 24 24 17 17 4 4 0 0 101 101
2 Among the people I work with regularly, it is normal for individuals to keep information to themselves
15 15 28 28 23 23 26 26 9 9 0 0 101 101
3 Among the people I work with regularly, it is common to distribute
information to justify a decision already made
6 6 16 16 16 16 40 40 6 6 0 0 101 101
Source: Field data (2021)
“Knowingly pass inaccurate information about the organisation's operations”
Fourteen (14%) respondents agreed with the statement, two (2%) strongly agreed, a high number, 40 (40%) disagreed, 16 (16%) strongly disagreed and 24 (24%) neither agreed nor disagreed.
“Among the people I work with regularly, it is normal for individuals to keep information to themselves”
Twenty-six (26%) respondents agreed with the statement, nine (9%) strongly agreed, 28 (28%) disagreed, 15 (15%) strongly disagreed and 23 (23%) neither agreed nor disagreed.
“Among the people I work with regularly, it is common to distribute information to justify a decision already made”
Forty (40%) respondents agreed with the statement, 6 (6%) strongly agreed, 16 (16%) disagreed, six (6%) strongly disagreed and 16 (16 %) neither agreed nor disagreed.
131 5.3.3.4 Information proactiveness
The three statements under this variable sought to solicit answers on whether employees can obtain new information to respond quickly to business changes and promote innovation in products and services. Table 5.7 presents results on information proactiveness.
Table 5.7: Information proactiveness N=101
Statements SD DA NA/D A SA NR Total
F % F % F % F % F % F % F %
1 I use the information to respond to changes and developments going on outside my organisation
2 2 15 15 34 34 41 41 9 9 0 0 101 101
2 I use the information to create or enhance organisation products services and processes
3 3 11 11 27 27 49 49 11 11 0 0 101 101
3 I seek relevant
information on changes and trends outside my organisation
4 4 20 20 24 24 41 41 11 11 1 1 101 101
Source: Field data (2021)
“I use the information to respond to changes and developments going on outside my organisation”
Forty-one respondents (41%) agreed with the statement, nine (9%) strongly agreed, 15 (15%) disagreed, two (2%) strongly disagreed, and a high number of respondents, 34 (34%) neither agreed nor disagreed.
“I use the information to create or enhance organisation products services and processes”
Forty-nine (49%) respondents agreed with the statement, 11 (11%) strongly agreed, 11 (11%) disagreed, three (3%) strongly disagreed and 27 (27%) neither agreed nor disagreed.
“I seek relevant information on changes and trends outside my organisation”
Forty-one (41%) respondents agreed with the statement, 11 (11%) strongly agreed, 20 (20%) disagreed, four (4%) strongly disagreed and 24 (24%) neither agreed nor disagreed.
132 After identifying the information behaviours and values, it was necessary to establish whether information culture significantly affects records management. Multiple linear regression was performed to determine the significance of information culture on ERM.