Part One
Data collection We collected data using: (a) a semi-structured questionnaire, conducting face-toface interviews with 118 SME owners and managers, [ 21] (b) semi-structured questionnaires, conducting face-to-face interviews with SME workers, [ 22] and (c) a structured questionnaire, conducting face-to-face interviews with 110 SME owners and managers. [ 23] While we intended to do 120 interviews with SME owners and managers (60 in South Africa and 60 in Vietnam), last minute cancellations and a lack of willingness among SMEs in the agro-processing sector in South Africa led to two interviews not being conducted, for a total of 58 in South Africa. For worker interviews, we conducted 347 qualitative individual interviews with workers: 47 individual worker interviews in 47 South African companies, and 300 individual worker interviews in 44 Vietnamese companies. [ 24] We also conducted 110 quantitative and structured interviews with management (50 in South Africa and 60 in Vietnam). Further details on the obstacles are found below. Due to prior knowledge from interviewing workers in South Africa, and anticipation of difficulties in obtaining acceptance from SME management, the interviews with the workers included one worker per SME. As knowledge of workers’ perception of formal CSER definition and concepts was limited in Vietnam, and together with positive connections and networking with the local and workplace labor union representatives, we were able to interview 300 individual workers from 44 Vietnamese companies. Direct individual worker interviews, albeit more time consuming , are better than focus group interviews because the Vietnamese research team could ask the workers follow-up questions individually, and clarify for workers some technical concepts such as CSER. Finally, while we also intended to interview the 118 SME owners and managers a second time, based on the quantitative questionnaire, eight of the South African
[21] The qualitative owner/manager interview framework is in Appendix B. [22] The qualitative worker interview frameworks are in Appendix B. [23] The quantitative interview framework is in Appendix B. [24] The reasons for the difference in worker interviews were better contacts with workers and unions in Vietnam and a less conflictual relationship between management and workers in Vietnam than in South Africa. Further explanation can be found in Appendix A.
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Š AFD / November 2012 / Corporate Social Responsibility and Competitiveness for SMEs in Developing Countries