Research Articles (University of Stellenbosch Business School)

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Browsing Research Articles (University of Stellenbosch Business School) by Author "Bosch, Anita"

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    Gender pay transparency mechanisms : future directions for South Africa
    (ASSAf, 2020-03-26) Bosch, Anita; Barit, Shimon
    The gender pay gap – that is, the difference in wages between men and women for the same or substantially the same work, or work of equal value – still features prominently as a stumbling block in achieving South African gender equality. If South Africa is to dislodge its stagnant gender pay gap, especially for women in the middle and upper levels of the wage distribution, pay transparency – making gender differences in wages known to employees, government and the public – can compel employers to remunerate fairly and equally. We undertook a comparison between the global and national mechanisms of gender pay transparency to propose a way forward to increase transparency in gender pay for South Africa. In addition to a discussion of existing mechanisms, a summary of the gender pay transparency mechanisms of 16 countries is provided as supplementary material to the article. We found that South Africa could strengthen legislated transparency mechanisms, especially with regard to pay reporting and pay audits, provided that sanctions are attached to non-delivery of these duties. Reigniting the debate on strengthening and improving South African legislation and interpretation of existing governance codes in relation to the implementation, monitoring and enforcement of gender pay transparency mechanisms could strengthen the existing collective bargaining framework and provide the impetus to demonstrate that South Africa sees gender equality as an achievable reality, not an improbable ideology.
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    Gender traits in relation to work versus career salience
    (AOSIS, 2019-02-25) Geldenhuys, Madelyn; Bosch, Anita; Jeewa, Shuaib; Koutris, Ioulia
    ORIENTATION: The concepts of work- and career-role salience are used interchangeably, yet work focuses on the short-term aspect and career on the long-term aspect. RESEARCH PURPOSE: We utilised gender traits, that is, masculinity, femininity and psychological androgyny, to find greater nuances in the salience of work versus career roles. We also set out to confirm the adapted factor structure of the revised Bem Sex Role Inventory (BSRI MOTIVATION FOR THE STUDY: Generally, self-reported sex is used to determine differences in role salience between men and women, as opposed to considering the gender roles people associate with. RESEARCH APPROACH/DESIGN AND METHOD: A sample of 395 South African employees was used. Structural equation modelling and t-tests were applied. MAIN FINDINGS: We confirmed work- and career-role salience as distinct constructs. The factor structure of the revised BSRI holds for this study. With regard to gender traits, femininity decreased work-role salience, while psychological androgyny increased work-role salience. Masculinity had a direct effect on work-role salience while indirectly influencing career-role salience through work-role salience. Women were found to be significantly more feminine and psychologically androgynous than men. PRACTICAL/MANAGERIAL IMPLICATIONS: Utilising gender traits may have greater career guidance relevance for individuals than traditional approaches utilising differences between the sexes. CONTRIBUTION/VALUE-ADD: This study confirmed that work and career roles are to be viewed as separate constructs and that people may view the importance placed on work- and career-role salience differently. The study further contributes by including gender traits as a significant contributor to role salience.