The impact of perception of pay fairness on leadership intention, self-efficacy and identity

The gender pay gap is a topical issue worldwide. It is imperative to understand the psychological constructs that contribute to this gap such as how perceptual pay fairness influences leadership behaviours. This paper explores the relationship between perceived pay fairness and leadership intention, self-efficacy and identity to determine if there are different outcomes for males and females. Participants were sourced through a university institution and social media and utilising an online survey, participants responded to a range of questions resulting in 132 measurable responses. Statistical analyses was employed to determine if females reported lower income and perceived pay fairness than males. In addition, regression and moderation analysis was undertaken to ascertain if there was an interaction effect of gender on the relationship between dependent and independent variables. The result of each analysis supported the null hypothesis, highlighting the need for further research and exploration of the psychological constructs that contribute to the gender pay gap. Organisations, governments, and individuals should continue to reduce gender stereotypes in the workplace to encourage and support females pursuing leadership opportunities.