Female Perceptions On Employment Equity: Is The Glass Ceiling Cracking?
The primary objective of this study was to assess if there were any perceptual differences between gender groups regarding employment equity practices. A sample of 4729 participants from different companies and industries completed the Employment Equity Questionnaire. Results from an ANOVA indicated...
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| Format: | Article |
| Language: | English |
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AOSIS
2003-11-01
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| Series: | SA Journal of Human Resource Management |
| Subjects: | |
| Online Access: | https://sajhrm.co.za/index.php/sajhrm/article/view/12 |
| _version_ | 1818247071262572544 |
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| author | Betsi Van Zyl Gert Roodt |
| author_facet | Betsi Van Zyl Gert Roodt |
| author_sort | Betsi Van Zyl |
| collection | DOAJ |
| description | The primary objective of this study was to assess if there were any perceptual differences between gender groups regarding employment equity practices. A sample of 4729 participants from different companies and industries completed the Employment Equity Questionnaire. Results from an ANOVA indicated that there were significant differences between gender groups, but only a small portion of the variance was explained by perceptual differences on employment equity practices. The instrument thus possesses some discriminant validity. Further analyses on an item level indicated that there were significant differences between gender groups, but these differences were not attributable to gender stereotypes. Specific employment equity practices were identified that need closer attention from management’s side to address gender discrimination.
Opsomming
Die primêre doelwit van hierdie studie was om vas te stel of daar enige perseptuele verskille tussen geslagsgroepe bestaan ten opsigte van werkgelykheidspraktyke. ’n Steekproef van 4729 deelnemers uit verskillende ondernemings en bedrywe het die Employment Equity Questionnaire voltooi. Die resultate van ’n ANOVA het aangedui dat daar beduidende verskille tussen geslagsgroepe bestaan, maar dat slegs ’n klein gedeelte van die variansie aan perseptuele verskille ten opsigte van werksgelykheidspraktyke toegeskryf kan word. Die instrument beskik dus ook ’n mate van diskriminante geldigheid. Verdere ontledings op itemvlak het aangedui dat daar betekenisvolle verskille tussen geslagsgroepe is, maar dat hierdie verskille nie aan geslagstereotipes toegeskryf kan word nie. Spesifieke werkgelykheidspraktyke is geïdentifiseer wat nadere aandag deur die bestuurskader verdien om geslagsdiskriminasie aan te spreek. |
| first_indexed | 2024-12-12T14:58:52Z |
| format | Article |
| id | doaj.art-9f3271179c9449c9a8517f2d91b55590 |
| institution | Directory Open Access Journal |
| issn | 1683-7584 2071-078X |
| language | English |
| last_indexed | 2024-12-12T14:58:52Z |
| publishDate | 2003-11-01 |
| publisher | AOSIS |
| record_format | Article |
| series | SA Journal of Human Resource Management |
| spelling | doaj.art-9f3271179c9449c9a8517f2d91b555902022-12-22T00:20:51ZengAOSISSA Journal of Human Resource Management1683-75842071-078X2003-11-011210.4102/sajhrm.v1i2.1212Female Perceptions On Employment Equity: Is The Glass Ceiling Cracking?Betsi Van Zyl0Gert Roodt1RAU UniversityRAU UniversityThe primary objective of this study was to assess if there were any perceptual differences between gender groups regarding employment equity practices. A sample of 4729 participants from different companies and industries completed the Employment Equity Questionnaire. Results from an ANOVA indicated that there were significant differences between gender groups, but only a small portion of the variance was explained by perceptual differences on employment equity practices. The instrument thus possesses some discriminant validity. Further analyses on an item level indicated that there were significant differences between gender groups, but these differences were not attributable to gender stereotypes. Specific employment equity practices were identified that need closer attention from management’s side to address gender discrimination. Opsomming Die primêre doelwit van hierdie studie was om vas te stel of daar enige perseptuele verskille tussen geslagsgroepe bestaan ten opsigte van werkgelykheidspraktyke. ’n Steekproef van 4729 deelnemers uit verskillende ondernemings en bedrywe het die Employment Equity Questionnaire voltooi. Die resultate van ’n ANOVA het aangedui dat daar beduidende verskille tussen geslagsgroepe bestaan, maar dat slegs ’n klein gedeelte van die variansie aan perseptuele verskille ten opsigte van werksgelykheidspraktyke toegeskryf kan word. Die instrument beskik dus ook ’n mate van diskriminante geldigheid. Verdere ontledings op itemvlak het aangedui dat daar betekenisvolle verskille tussen geslagsgroepe is, maar dat hierdie verskille nie aan geslagstereotipes toegeskryf kan word nie. Spesifieke werkgelykheidspraktyke is geïdentifiseer wat nadere aandag deur die bestuurskader verdien om geslagsdiskriminasie aan te spreek.https://sajhrm.co.za/index.php/sajhrm/article/view/12Female Perceptions On Employment Equity |
| spellingShingle | Betsi Van Zyl Gert Roodt Female Perceptions On Employment Equity: Is The Glass Ceiling Cracking? SA Journal of Human Resource Management Female Perceptions On Employment Equity |
| title | Female Perceptions On Employment Equity: Is The Glass Ceiling Cracking? |
| title_full | Female Perceptions On Employment Equity: Is The Glass Ceiling Cracking? |
| title_fullStr | Female Perceptions On Employment Equity: Is The Glass Ceiling Cracking? |
| title_full_unstemmed | Female Perceptions On Employment Equity: Is The Glass Ceiling Cracking? |
| title_short | Female Perceptions On Employment Equity: Is The Glass Ceiling Cracking? |
| title_sort | female perceptions on employment equity is the glass ceiling cracking |
| topic | Female Perceptions On Employment Equity |
| url | https://sajhrm.co.za/index.php/sajhrm/article/view/12 |
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