Academic staff and employment equity profile in Business Management departments at universities in South Africa
- Authors: Nieuwenhuizen, Cecile
- Date: 2011
- Subjects: Academic staff , Employment equity , Business Management departments
- Type: Article
- Identifier: uj:5888 , ISSN 1993-8233 , http://hdl.handle.net/10210/8004
- Description: This article is a report on an attempt to determine the composition of academic staff of Business Management departments at South African universities. The objective was to determine the qualifications, level of employment and ranks filled by academics from the designated groups (black, coloured and Indian) and whites. Business Management and related departments from 13 universities representing 136 academics participated in the study. The findings indicate that academics from all the designated groups combined, constitute only 40%, as opposed to 60% whites, which indicates a shortage of academics from the former group. Thirty one per cent of all academic staff in Business Management have doctorates, and of these, 2% are from the combined designated groups and 29% from the white group. Ranked academics from the designated groups are in the minority: 31% are senior lecturers, 11% are associate professors and 7% are professors. The majority, which is 57%, of academics in business management are male and 43% are female. Representation of females from the designated groups is the lowest at 14%, with white males the highest at 31%. The results indicate that in the senior ranks, the number of academics from the designated groups, especially females, are far below employment equity expectations.
- Full Text:
- Authors: Nieuwenhuizen, Cecile
- Date: 2011
- Subjects: Academic staff , Employment equity , Business Management departments
- Type: Article
- Identifier: uj:5888 , ISSN 1993-8233 , http://hdl.handle.net/10210/8004
- Description: This article is a report on an attempt to determine the composition of academic staff of Business Management departments at South African universities. The objective was to determine the qualifications, level of employment and ranks filled by academics from the designated groups (black, coloured and Indian) and whites. Business Management and related departments from 13 universities representing 136 academics participated in the study. The findings indicate that academics from all the designated groups combined, constitute only 40%, as opposed to 60% whites, which indicates a shortage of academics from the former group. Thirty one per cent of all academic staff in Business Management have doctorates, and of these, 2% are from the combined designated groups and 29% from the white group. Ranked academics from the designated groups are in the minority: 31% are senior lecturers, 11% are associate professors and 7% are professors. The majority, which is 57%, of academics in business management are male and 43% are female. Representation of females from the designated groups is the lowest at 14%, with white males the highest at 31%. The results indicate that in the senior ranks, the number of academics from the designated groups, especially females, are far below employment equity expectations.
- Full Text:
Subjective experiences of employment equity in South African organisations
- Oosthuizen, Rudolf M., Tonelli, Louise, Mayer, Claude-Hélène
- Authors: Oosthuizen, Rudolf M. , Tonelli, Louise , Mayer, Claude-Hélène
- Date: 2019
- Subjects: Affirmative action , Employment equity , Diversity management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401268 , uj:33526 , Citation: Oosthuizen, R.M., Tonelli, L., & Mayer, C-H. (2019). Subjective experiences of employment equity in South African organisations. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1074. https://doi. org/10.4102/sajhrm. v17i0.1074
- Description: Abstract: This article explores employees’ subjective experiences of employment equity (EE) within South African organisational contexts, adding diverse and in-depth insights to the post-apartheid EE discourse. Research purpose: The purpose is to hear the voices of employees of different social-cultural, racial and gender backgrounds on the experiences of EE in contemporary South African organisations. Motivation for the study: Research suggests that South African organisations are pressurised to redress past racial inequality. Understanding employees’ subjective experiences of EE adds value to the debate and provides the reader with an in-depth contemporary image of EE in post-apartheid South African organisations.
- Full Text:
- Authors: Oosthuizen, Rudolf M. , Tonelli, Louise , Mayer, Claude-Hélène
- Date: 2019
- Subjects: Affirmative action , Employment equity , Diversity management
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401268 , uj:33526 , Citation: Oosthuizen, R.M., Tonelli, L., & Mayer, C-H. (2019). Subjective experiences of employment equity in South African organisations. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1074. https://doi. org/10.4102/sajhrm. v17i0.1074
- Description: Abstract: This article explores employees’ subjective experiences of employment equity (EE) within South African organisational contexts, adding diverse and in-depth insights to the post-apartheid EE discourse. Research purpose: The purpose is to hear the voices of employees of different social-cultural, racial and gender backgrounds on the experiences of EE in contemporary South African organisations. Motivation for the study: Research suggests that South African organisations are pressurised to redress past racial inequality. Understanding employees’ subjective experiences of EE adds value to the debate and provides the reader with an in-depth contemporary image of EE in post-apartheid South African organisations.
- Full Text:
The perceptions of employment equity and black economic empowerment as predictors of union commitment.
- Janse van Rensburg, K., Roodt, G.
- Authors: Janse van Rensburg, K. , Roodt, G.
- Date: 2005
- Subjects: Employment equity , Black economic empowerment , Union commitment , BEE , EE
- Type: Article
- Identifier: uj:6383 , http://hdl.handle.net/10210/1126
- Description: The purpose of the study was to test whether the perceptions of employment equity (EE) and black economic empowerment (BEE) are related to union commitment and whether the perceptions about the mentor’s role significantly mediate this said relationship. The sampling frame for the study constituted 1200 employees of a division of a large public transport organisation and a convenience sample including all 1200 employees yielded 637 fully completed records (a 53% response rate). The results of the study indicate that the perceptions of EE and BEE are significantly related to union commitment, but that perceptions of the mentor’s role do not mediate this relationship. More detailed findings on the study are reported.
- Full Text:
- Authors: Janse van Rensburg, K. , Roodt, G.
- Date: 2005
- Subjects: Employment equity , Black economic empowerment , Union commitment , BEE , EE
- Type: Article
- Identifier: uj:6383 , http://hdl.handle.net/10210/1126
- Description: The purpose of the study was to test whether the perceptions of employment equity (EE) and black economic empowerment (BEE) are related to union commitment and whether the perceptions about the mentor’s role significantly mediate this said relationship. The sampling frame for the study constituted 1200 employees of a division of a large public transport organisation and a convenience sample including all 1200 employees yielded 637 fully completed records (a 53% response rate). The results of the study indicate that the perceptions of EE and BEE are significantly related to union commitment, but that perceptions of the mentor’s role do not mediate this relationship. More detailed findings on the study are reported.
- Full Text:
- «
- ‹
- 1
- ›
- »