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This study sought to update the literature on gender and negotiations, generate new information on settlements in negotiations, and provide information on gender and competitive negotiations. The negotiation section of the CAMCO competition was used to determine the influence of gender on negotiated settlement. Settlements did not differ based on the gender of the negotiators, except in scenario two in which it was found that male/male dyads negotiate a less distributive outcome than female/female or mixedsex dyads. In all scenarios, male/male dyads did not settle with an impasse more often than women, and male negotiators in a mixedsex dyad did not negotiate a more winning settlement than women negotiators. The results of the study imply that businesses can feel free to hire men and women negotiators based on their individual qualifications instead of based on their gender. The results also raise some concerns about the perception of differences between men and women based on outdated stereotypes.

A central feature of sexual harassment in the workplace is that it essentially involves two sides of a coin an impairment of dignity, self-esteem, self-worth, respect, ubuntu, individual autonomy, and equality from a positive aspect and freedom from insult, degrading treatment, disrespect, abuse of trust and unfair discrimination from a negative aspect. The overlap between equality and dignity as founding values of the Constitution, constitutionally entrenched rights, and values underpinning the limitation clause in the Constitution is explored with a view to illustrating why sexual harassment is unacceptable in an open and democratic South Africa. The central theme of the thesis is that the future of the law on sexual harassment lies in the adoption of a multi-dimensional approach which focuses on dignity/ ubuntu because there can never be equality without respect for dignity/ ubuntu which is an essential pillar in the celebration of self-autonomy and humanity in a democratic society. A central focus of the research is that the harm of sexual harassment gives rise to various remedies, which are not mutually exclusive. The plaintiff can use one or more of the available remedies because sexual harassment is potentially a labour issue; a constitutional rights matter; a delict; unfair discrimination and can even manifest itself as a specific offence in criminal law. A wide range of data collection methods were used including reference to South African judicial precedent; legislation; selected foreign case law; the Constitution; textbooks; journal articles; feminist theories; and international conventions. The aim is to underscore the impairment suffered by women through sexual harassment, which includes economic harm, psychological harm, unfair discrimination, work sabotage, unequal access to employment opportunities and abuse of organizational power by supervisors. The multiple facets of the harm of sexual harassment such as treating women as sub-human, un-equal and as sub-citizens in total disregard of their constitutional rights, self-autonomy and ubuntu is highlighted in an effort to identify the essence of sexual harassment. The judicial tests, which determine whose perception of the nature of sexual harassment is decisive, are described. The focal point of the thesis advocates a judicial test for identifying sexual harassment, which is gender neutral, objective, and promotes the objects, purport, and spirit of the Bill of Rights by offering equal protection before the law. A critique of the current law on sexual harassment in South Africa is conducted in the light of the common-law principles of vicarious liability. An evaluation is made of how and to what extent the South African case law is compatible with Canadian and English authorities. This was done by broadening the scope of employment test to include approaches compatible with an abuse of power and trust; frolic of one's own; enterprise risk; mismanagement of duties; and abuse of supervisory authority and the sufficiently close nexus between the wrongful conduct and the employment. The United States supervisory harassment approach, which focuses on sexual harassment as an abuse of power or trust in employment relations, is critically regarded as having truly captured the essence of the risk of abuse inherent in the supervisor's delegated power. Statutory vicarious liability in terms of labour law is underscored because it is distinct from the common-law principles of vicarious liability in creating an element of deemed personal liability on the part of the employer for failure to take steps and ensure the eradication of gender discrimination. It is observed that women cannot be liberated as a class (gender equality) if they are not liberated as autonomous individuals (dignity). It is concluded that South African law is in harmony with the Canadian and English authorities on sexual harassment in the workplace and has the potential to deal adequately with sexual harassment cases in the workplace but only if attention is paid to the proposed emphasis and suggestions made in the thesis.

Indiana University-Purdue University Indianapolis (IUPUI) / While gender equality in the workplace is slowly improving, discrimination still exists. Past research has shown that women are underrepresented in both high status jobs, as well as stereotypically masculine careers. Two theories which explain gender discrimination –Lack of Fit Theory and Status Incongruence Hypothesis—have been widely supported but are rarely researched simultaneously. In this study participants rated hypothetical male and female job candidates applying to a hypothetical job that was either high status or low status, and in masculine domain or a feminine domain. Neither Lack of Fit nor Status Incongruence Hypothesis were fully supported. However, participants rated candidates applying for jobs in the feminine domain as less competent, hireable, and likeable. Participants also found high status candidates less hireable than low status candidates. These results suggest that within this study gender discrimination was more specific than robust, meaning research design should allow for detection of such nuanced discrimination.

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Research on reward allocations has consistently found differences in the manner in which men and women allocate rewards between themselves and others (Kahn, O'Leary, Krulewitz, & Lamm, 1980; Major & Adams, 1984; Major & Deaux, 1982). Overall, the research seems to suggest that when asked to divide a reward between themselves and a partner, men tend to use the equity norm to allocate rewards; whereas, women tend to use the equality norm to allocate rewards. However, a number of studies have been conducted which seem to demonstrate that a variety of situational g factors mediate the gender of allocator effects such as input level of the allocator and his/her co-workers, gender of the co-worker, expectancy of future interaction with the co-worker, and type of reward allocation. The purpose of the present research was two-fold: (1) to examine individual differences influencing an allocator's choice of an allocation strategy, such as how anticipation of future interaction with the recipients of an allocation decision would influence an allocator's reward allocation; and (2) whether a person‘s self-esteem level might impact on how an individual might allocate a reward. In general, the results of the current research suggest that previously observed differences between men's and women's allocations may not reflect true underlying differences between the gender; in terms of their preferences for allocation strategies. Allocation strategies appeared to vary as a function of the gender and input levels of the recipients of the reward and whether the type of allocation decision was a joint or independent situation. Both men and women tended to allocate rewards either equitably or using a compromise between equity and equality. Self-esteem was also found to influence the amount of the reward men and women allocated to the high performer and to themselves. Unfortunately, disclosure of allocation was not found to have a major effect upon how subjects allocated rewards. Several alternative explanations for these results are discussed. / Ph. D.

Sexual harassment has serious implications for both the individual and the organization. However, there appears to be confusion among different groups of people as to what behaviors constitute sexual harassment. The present study was designed as an aid in defining sexual harassment and an attempt to discover any differences which may exist between groups in what is considered to be sexual harassment. Perceiving certain behaviors as being sexual harassment appears to be related to several factors, among them gender, job status or power. This study consisted of a 2 (Gender) x 4 (Salary) design. The subjects for the study were 250 non-academic employees of a large state university. The investigator examined differences between groups using a four-part anonymous questionnaire. / Master of Science

This research attempts to identify factors that influence wage and gender-related wage differentials across organizations. Specifically, the purpose was to investigate the role of ability to pay, willingness to pay, and organizational characteristics in wage determination and the development of gender-related wage differentials at the organizational level. The sample chosen for the study included 160 doctoral-granting, public universities across the United States. Average wages at three levels of full, associate and assistant professor ranks were examined. Results of the study indicate that ability to pay and willingness have a significant positive impact on wages across organizations. The organizational characteristics of size, geographic location and unionization also have a significant impact on wage determination. Results also indicate that even after accounting for the influence of ability and willingness to pay and organizational characteristics on wages, the percentage of women in the organization still has a significant negative effect on wages at all ranks, and on the wages of both men and women. Findings further suggest that there is a significant differential between the average wages of men and women both within and across the universities that is not accounted for by the structural characteristics of the organization. / Ph. D.