Perceived remuneration fairness, career growth and turnover intentions among female engineers in a South African organisation.
- 1Department of Industrial and Organisational Psychology, School of Management Sciences, University of South Africa, Pretoria, South Africa.
Abstract
Introduction
Gender inequalities in engineering remain an important organisational concern, particularly in relation to remuneration fairness, career growth and employees' intentions to remain with or leave an organisation. Female engineers may evaluate their workplace experiences not only in terms of remuneration, but also in relation to opportunities for professional development, advancement, meaningful work and organisational support. This study explored how female engineers perceive remuneration fairness and career growth and how these experiences relate to their turnover intentions within a South African engineering organisation.Methods
The study adopted an interpretivist epistemological orientation and a qualitative phenomenological research design to explore participants' lived experiences and interpretations of remuneration, career growth and intentions to remain with or leave the organisation. Data were collected through semi-structured individual interviews with nine female engineers and analysed using inductive thematic analysis.Results
Participants' perceptions of remuneration fairness varied according to individual expectations, comparison points, workload, career aspirations and interactions with management. While some participants regarded their remuneration as fair or acceptable, others expressed concerns regarding remuneration and organisational processes influencing pay outcomes. These perceptions should not, however, be interpreted as evidence of the absence of objective gender-based remuneration disparities. Career growth emerged as an important consideration, with participants highlighting opportunities for advancement, access to meaningful and technically challenging work, professional development, recognition and workplace flexibility. Experiences relating to remuneration and career growth were also associated with participants' reflections on their intentions to remain in or consider leaving the organisation. Organisationally mediated negotiation was perceived by some participants as influencing remuneration outcomes, although the findings do not support generalisations about women's negotiation abilities or willingness to accept inequitable remuneration.Discussion and conclusion
The findings suggest that perceived remuneration fairness and career growth are important dimensions of female engineers' workplace experiences and may shape how they evaluate their future within an organisation. Turnover intentions should therefore be understood within the broader organisational context of remuneration practices, career-development opportunities, recognition, meaningful work and workplace support. The study emphasises the need to distinguish subjective perceptions of remuneration fairness from objective pay equity, which requires comparative remuneration data and consideration of factors such as job level, responsibilities, experience, performance and benefits. Organisations seeking to retain female engineering talent should strengthen transparent remuneration practices, equitable career-development pathways and supportive organisational conditions that facilitate advancement and long-term career commitment.
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BibTeX
@article{williams2026perceived,
title = {{Perceived remuneration fairness, career growth and turnover intentions among female engineers in a South African organisation.}},
author = {MaryAnne Williams and Mokgata Alleen Matjie and Sonja Grobler},
journal = {Frontiers in sociology},
year = {2026},
month = oct,
doi = {10.3389/fsoc.2026.1917717},
url = {https://europepmc.org/article/MED/42952545},
note = {CC BY},
}
RIS
TY - JOUR
TI - Perceived remuneration fairness, career growth and turnover intentions among female engineers in a South African organisation.
AU - MaryAnne Williams
AU - Mokgata Alleen Matjie
AU - Sonja Grobler
PY - 2026
DA - 2026/10/14
JO - Frontiers in sociology
DO - 10.3389/fsoc.2026.1917717
UR - https://europepmc.org/article/MED/42952545
AB - Introduction Gender inequalities in engineering remain an important organisational concern, particularly in relation to remuneration fairness, career growth and employees' intentions to remain with or leave an organisation. Female engineers may evaluate their workplace experiences not only in terms of remuneration, but also in relation to opportunities for professional development, advancement, meaningful work and organisational support. This study explored how female engineers perceive remuneration fairness and career growth and how these experiences relate to their turnover intentions within a South African engineering organisation.Methods The study adopted an interpretivist epistemological orientation and a qualitative phenomenological research design to explore participants' lived experiences and interpretations of remuneration, career growth and intentions to remain with or leave the organisation. Data were collected through semi-structured individual interviews with nine female engineers and analysed using inductive thematic analysis.Results Participants' perceptions of remuneration fairness varied according to individual expectations, comparison points, workload, career aspirations and interactions with management. While some participants regarded their remuneration as fair or acceptable, others expressed concerns regarding remuneration and organisational processes influencing pay outcomes. These perceptions should not, however, be interpreted as evidence of the absence of objective gender-based remuneration disparities. Career growth emerged as an important consideration, with participants highlighting opportunities for advancement, access to meaningful and technically challenging work, professional development, recognition and workplace flexibility. Experiences relating to remuneration and career growth were also associated with participants' reflections on their intentions to remain in or consider leaving the organisation. Organisationally mediated negotiation was perceived by some participants as influencing remuneration outcomes, although the findings do not support generalisations about women's negotiation abilities or willingness to accept inequitable remuneration.Discussion and conclusion The findings suggest that perceived remuneration fairness and career growth are important dimensions of female engineers' workplace experiences and may shape how they evaluate their future within an organisation. Turnover intentions should therefore be understood within the broader organisational context of remuneration practices, career-development opportunities, recognition, meaningful work and workplace support. The study emphasises the need to distinguish subjective perceptions of remuneration fairness from objective pay equity, which requires comparative remuneration data and consideration of factors such as job level, responsibilities, experience, performance and benefits. Organisations seeking to retain female engineering talent should strengthen transparent remuneration practices, equitable career-development pathways and supportive organisational conditions that facilitate advancement and long-term career commitment.
SN - 2297-7775
ER -