The superfluous and systemic problem of fraud and corruption in South African universities has intentionally paralysed internal control measures that detect and combat corruption. This reality has been aggravated by the deployment of unskilled workers in strategic positions in universities, driving the corruption agenda and frustrating those skilled quality employees capable of operating the systems that detect and combat corruption. This article explores employees’ experience and knowledge in previously disadvantaged universities relating to operating systems that enable the detection and prevention of fraud and corruption. This paper further attempts to assess whether these universities employ and retain knowledgeable and quality employees who can operate these systems. The qualitative multi-case study was conducted using a sample of 20 middle and senior managers, with data collected through interviews. The study generated five themes from the research findings, which appear to have allowed the corrupt practices to occur. These include, first, intentionally paralysed internal control systems and processes; second, the deliberate employment and retention of incompetent employees; third, the inconsistent application of policies and practices which favour those driving the corruption agenda; fourth, the lack of the requisite knowledge and skills; and lastly, the absence of retention and succession plans, with those who are ethical being isolated and purged from the corrupt system. This study has not been explored previously and therefore adds value to theories and realities of corruption in universities. The research also contributes by shedding light on the extent of organised and systemic corruption in South African universities, assisting decision-makers in implementing the appropriate interventions to combat corruption.

南非大学中多余的系统性欺诈和腐败问题故意使发现和打击腐败的内部控制措施瘫痪。由于在大学的战略职位上部署了非熟练工人，推动了腐败议程，并挫败了那些能够运行检测和打击腐败系统的熟练高素质员工，这一现实更加恶化。本文探讨了员工在以前处于不利地位的大学中与能够检测和预防欺诈和腐败的操作系统相关的经验和知识。本文进一步尝试评估这些大学是否雇用和留住能够操作这些系统的知识渊博且高素质的员工。定性多案例研究是使用 20 名中高级管理人员作为样本进行的，数据是通过访谈收集的。该研究从研究结果中得出五个主题，这些主题似乎允许腐败行为发生。其中包括，首先，故意使内部控制系统和流程瘫痪；二是故意聘用和留用不称职的员工；第三，不一致地应用有利于那些驱动腐败议程的人的政策和做法；第四，缺乏必要的知识和技能；最后，缺乏保留和继任计划，那些有道德的人被孤立并从腐败的系统中清除。这项研究以前没有被探索过，因此为大学腐败的理论和现实增加了价值。