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Sorenson, Robert Randall. "Attitudes and actions of affirmative action." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/608.
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Brown, Syreeta. "The Relationship Between Social Attitudes and Race-Based Affirmative Action." Honors in the Major Thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/744.
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Arts and Sciences
Psychology
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Dunville, Donna. "Personnel Managers' Attitudes Towards Affirmative Action & Its Potential Correlates." TopSCHOLAR®, 1993. https://digitalcommons.wku.edu/theses/2281.
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Despite the controversy surrounding Affirmative Action (AA), relatively little research has appeared about attitudes towards these programs. In this research, an exploratory approach is implemented to assess the support of personnel managers for the theory of AA as well as the mechanisms designed to carry it out. Also, the relationship to Supreme Court decisions, relevant legislation, and numerous demographic, attitudinal, and organizational variables are examined for their impact on Affirmative Action attitudes. A questionnaire was utilized to assess support for AA and its correlates. The majority of personnel managers indicate support for both AA in theory and the mechanisms required to carry these programs out. This research indicates either very small or no differences exist between support for AA concepts versus AA mechanisms, support for gender -based versus race-based AA, or support reported by private sector versus public sector personnel managers for AA. How personnel managers perceive the impact of Court Decisions and the 1991 Civil Rights Act on AA implementation, although small, was found to be a significant correlate of AA attitudes. The race of the respondent was found to be the most significant determinant of AA attitudes. Although minorities were found to be more supportive than nonminorities, both were found to register support for these programs.
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Tomisek, Ashley Marie. "The Intersections of Race, Ethnicity, and Gender: Asian American Attitudes toward Affirmative Action." Thesis, Virginia Tech, 2010. http://hdl.handle.net/10919/32923.
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This study explores the potential differences in attitudes that Asian American ethnic groups, and men and women within those groups, have toward Affirmative Action policies in the United States. My research question was: How do ethnicity and gender effect Asian American attitudes toward Affirmative Action? Using the Pilot National Asian American Political Survey (PNAAPS), 2000-2001, as well as conducting semi-structured interviews, I found that there are differences in attitudes toward Affirmative Action between Asian ethnic groups. In comparison to Chinese respondents, Vietnamese respondents were consistently more favorable toward Affirmative Action policies than South Asian and Filipino respondents were. Gender was significant in a few regressions, particularly as a control variable â indicating the importance of considering gender when examining Asian American attitudes toward Affirmative Action. In conducting interviews, respondents suggested that Affirmative Action policies be amended to assist people of lower socioeconomic status as well as recent immigrants to the United States. An implication of this study is the importance of disaggregating Asian Americans by ethnic group. The consistent support for Affirmative Action policies by Vietnamese respondents, in comparison to Chinese respondents, supports this need.Master of Science
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Wright, Sarah-Ann L. "Attitudes to affirmative action and the perceived impact of affirmative action programmes in the South African business environment : a comparative study based on race and gender." Thesis, Rhodes University, 1994. http://hdl.handle.net/10962/d1015715.
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Affirmative action is a sensitive and controversial topic evoking a host of emotional reactions regarding tokenism, reverse discrimination, lowering of standards, quota systems and a disregard for meritocracy (Gatherer & Erikson, 1992). It is also a topic receiving considerable attention in the context of a changing South Africa and will be one of the first steps taken in the labour arena under a new government (Charoux, 1991 ). The goals of the research were firstly, to detail and compare the attitudes of men and women, black and white to affirmative action and secondly, to examine the perceived impact of an affirmative action programme on beneficiaries as well as non-beneficiaries. The research was of a quantitative and qualitative nature, so as to provide the scope and depth desired in such an investigation. A survey was conducted using the data collection techniques of a mail questionnaire (quantitative focus) and individual in-depth interviews (qualitative focus). A pilot study was conducted. The majority of the questions in the questionnaire conformed to the conventions of the Likert Scale (Oppenheim, 1992) and data was analysed using percentile frequencies. Data from the interviews was analysed using the qualitative methods of noting themes and patterns, and clustering as proposed by Miles and Hubem1an (1984). The research was conducted in one large organisation in the infomation services industry, situated in the PWV area. Four key sample groups of white men, white women, black men and black women were used. The results of the research indicate that respondents perceive affirmative action as a policy to primarily address the educational disadvantages of black people in South Africa. Initial attitudes to affirmative action reflected a negative orientation amongst whites but a positive orientation amongst blacks. However, probing into the issues indicated that whilst there is an acceptance of the philosophy of and the need for affirmative action for black people, disagreement existed over which implementation methods of affirmative action (preferential treatment and quota systems) were acceptable and at what interfaces (hiring, training and development, promotion), implementation was acceptable. Attitudes on these various issues were often not divided along racial or gender lines and considerable divergence of attitudes also existed within the sample groups. Gender in affirmative action received less consideration by all four sample groups. Results also indicate that beneficiaries of affirmative action do not perceive affirmative action policies and programmes as stigmatising or negatively affecting their self-esteem. Nonbeneficiaries communicated that affirmative action could result in white resentment if blacks benefit at the expense of whites. Low levels of resentment were evident in the research. The organisation's affirmative action programme was seen to be ineffective due to the lack of communication about the programme, no evidence of its progress in terms of significant representation of blacks at senior levels in company XXX and the inequities that were seen to be still pervading the organisation.
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Vilakazi, Sibongile Deborah. "The relationship between gender-based affirmative action attitudes, participation in decision-making and organisational commitment." Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-09302008-074617.
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Peters, James E. "Attitudes and General Knowledge of Affirmative Action in Higher Education Admissions At One Historically Black University in Tennessee." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etd/3362.
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The purpose of this study was to examine attitudes and general knowledge of Affirmative Action in higher education admissions at one HBCU in Tennessee. The researcher used a modified version of the Echols’s Affirmative Action Inventory (EAAI) to assess attitudes and general knowledge of all administrators, faculty, staff, and students at this institution. At the conclusion of the collection period, 269 surveys were deemed usable. Of these, 31 surveys were completed by administrators, faculty completed 62 surveys, 55 surveys were completed by staff, and 121 surveys were completed by students. The dependent variables for the study were individual survey questions (1-9) and three dimensions created by transforming the data from sets of survey questions. The independent variables were participant group (administrators, faculty, staff, and students), gender, race, and academic discipline. Two-way contingency tables and c2 were used to examine the associations between each independent variable and the dependent variable for each of the individual survey questions. Two-way analysis of variance (ANOVA) was used to compare the mean differences between the dimensions and pairs of independent variables.
The quantitative findings indicated that the independent variable, participant group, was found to differ in five of the 11 research questions significantly. Administrators hold positive attitudes and exhibit greater general knowledge on the topic of Affirmative Action compared to faculty, staff, or students. Of the other independent variables, only race and academic discipline resulted in significant differences. Respondents who identified as Non-White exhibited positive attitudes towards the dimension that assessed whether Affirmative Action was moral and ethical over respondents who identified as White. Respondents who were classified as belonging to the humanities (academic discipline) were more likely to exhibit positive attitudes toward support of Affirmative Action over respondents who were classified as belonging to business.
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Maphoso, Lesiba Samuel Thitshere. "Attitudes of employees towards affirmative action and job satisfaction in the South African Broadcasting Corporation ( SABC), Limpopo Province /." Thesis, University of Limpopo, 2014. http://hdl.handle.net/10386/1232.
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Thesis (M.A. (Media Studies)) --University of Limpopo, 2014The purpose of this study was to investigate if there was any statistical significant difference in attitude towards Affirmative Action and job satisfaction of employees in the South African Broadcasting Corporation in Limpopo Province (SABC Limpopo Combo). The Attitude towards Affirmative Action Questionnaire (AAAQ) and the Job Satisfaction Questionnaire (JSQ) were distributed among employees/journalists (N=86) who were randomly selected. The results were analysed using the Chi-Square test and the t-test. The results revealed no statistical significant difference in attitudes towards Affirmative Action among employees or journalists and no significant relationship between attitudes towards Affirmative Action and job satisfaction. However, results revealed that senior employees/journalists were more satisfied than junior employees/journalists in (1) pay and benefits, and (2) job activities/work itself. Recommendations were made, which may be considered during the interpretation of organisational turnaround strategies and employment equity in workplaces or in the media.
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Zaragoza, Joseph. "The Impact of Individual Perceptions of the Fairness of Public Affirmative Action Policy Statements on Attitudes toward the Organization." Master's thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5588.
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The purpose of this research project was to explore differences in perceptions of organizational justice and related attitudes. Through the use of a 3 x 2 experimental design, participants were randomly assigned to groups in which they were exposed to a fictitious organization's mock recruitment document publicizing different types of affirmative action programs and varying levels of information regarding the mechanics of such programs. Results did not demonstrate statistically significant differences across groups. Project implications, limitations, and suggestions for future research are discussed.M.S.
Masters
Psychology
Sciences
Industrial Organizational Psychology
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May, Melissa M. "Whites opposition to race targeted policies : the effects of racial attitudes and self-interest." Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1293375.
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This study examined the effects of white's opposition to race targeted policies. Using the 1998 General Social Survey this paper investigated self-interest and racial attitudes theories to help explain levels of opposition to giving government aid to blacks, preference in hiring blacks and the amount of assistance given to blacks. Ordinary Least Squares (OLS), Logit, and Ordered Logit regression models are used to test these two theories of white's opposition. The self-interest hypothesis states that whites who have higher levels of self-interest are less likely to support race targeted policies. Findings do not have strong support for the self-interest hypothesis. However, the racial attitudes hypothesis, which states whites who believe that African Americans' have lower levels of ability are less likely to support race targeted policies, was supported. Based on this study's findings; individuals who possess racist attitudes are more likely to oppose race based policies than self-interest attitudes.Department of Sociology
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Milner, Adrienne N. "Whites' Racial Attitudes and Support for Equality Before and After the 2008 Presidential Election." Scholarly Repository, 2011. http://scholarlyrepository.miami.edu/oa_dissertations/587.
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The 2008 election of Barack Obama to the United States’ presidency is an undeniable historical landmark demonstrating progress in race relations; however, it has yet to be determined how the election affects the way in which racial minorities are viewed and whether Obama’s presidency will advance their societal position. Despite some claims that the election signifies the existence of a post-racial nation, recent social (Harlow 2008; Hunt and Wilson 2009; Parker, Sawyer, Towler 2009; Tesler 2010), psychological (Effron, Cameron, and Monin 2009; Eibach, and Purdie-Vaughns 2009; Kaiser et al. 2009), political (Piston 2001; Huddy and Feldman 2009; Redlawsk, Tolbert, and Franco 2010), economic (Jacobson 2010; Lewis-Beck and Tien (2009) and legal (Nelson 2009; Troutt 2009) research predicts that the election will have little effect, or potentially a negative impact, on efforts to achieve racial parity in America. To assess what President Obama’s election means for American race relations, this study examines multiple measures of prejudice among Whites as predictors of their support for racial equality. Using data from the American National Election Studies (ANES), I examine different forms of racism, and the extent to which they influence Whites’ support of government policies that promote racial equality. The focal independent variable, racial ideology, is measured by old-fashioned racism, systemic racism, symbolic racism, laissez-faire racism, and color-blind racism. The focal dependent variable, race-based policy preferences, is measured through support for government policies which promote racial equity in education and employment contexts. Factor analysis is used to identify how Whites’ feelings towards Obama, reaction to Obama’s election victory, feelings towards Blacks, outlook on black presidents in general, and beliefs concerning political power differentials between Blacks and Whites relate to different theoretical racial ideologies. Racial orientations that are indicated by measured variables then serve as focal independent variables in multiple regression analysis to predict the focal outcome variables concerning support for policies that foster racial equality. Factor analysis and regression analysis are conducted with pre-election, post-election, and recent data in order to assess change in Whites’ racial attitudes and policy preferences at various points in time. Results from the analysis suggest differences before and after the election in terms of racist ideology and support for programs that benefit racial minorities. Whites are now less likely to agree with the implementation of affirmative action and government policy supporting racial equality. Systemic and color-blind racist ideologies are the strongest predictors of opposition to race-based policy. Furthermore, it seems antiracist ideology has diminished since President Obama was elected. These findings are consistent with sociological and political research that suggests Whites’ opposition to racial policies and black candidates is often more influenced by symbolic racism than by realistic self-interest (Sears and Henry 2003) and confirms predictions (Bonilla-Silva and Ray 2009; Metzler 2010) that Obama’s presidency coupled with new forms of racism, such as color-blind racism, may serve to negatively affect racial equality in the United States.
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Björnsund, Johanna, and Frida Grundström. "The Impact of Affirmative Action on Employees' attitudes towards equality : To BBBEE or not to BBBEE? A field study in South Africa." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30161.
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Background- South Africa, the most southern country at the African continent as the name depicts, is a country where Apartheid has prevailed the historical and contemporary landscape of the nation. The era of Apartheid, being a system of discrimination and segregation, produced racial imbalances within the South African society and polices of affirmative action was enforced as an attempt to redress the racial inequalities. Purpose- By studying a distinctive type of affirmative action in a historically ethnically distressed context (organizations in South Africa), the purpose of this thesis was to receive insight on what impact affirmative action has on employees’ attitudes towards equality. The purpose was divided into two research questions to get an understanding of the implications that shape employees’ attitudes. The first research area aimed to identify and investigate which key factors are influencing employees’ attitudes towards affirmative action. The second research area considered the underlying cause of affirmative action and thereby investigated what impact affirmative action has on individuals’ as well as groups’ attitudes towards equality. Method- In order to fulfill the purpose of this thesis we used a qualitative method approach. The approach adopted for the qualitative study was a constructivist grounded theory approach and the research has been performed with both an inductive and a deductive approach. The empirical material has been gathered through in-depth semi-structured interviews with eight employees at four different multinational companies operating in South Africa, by informal interviews with individuals in South Africa and through parallel observations. Results and Conclusion- We provide five key factors that influence employees’ attitudes towards affirmative action; organizational culture, top management support, incentive for teams versus individual performance, prior experience of diversity and cultural artifacts. Furthermore, we present a three-step model on how intergroup contact can impact employees’ attitudes towards equality. We found that increased exposure towards diversity, through group interactions, can decrease employees’ negative prejudices, evaluations of other groups and thus enable an understanding that can help create a more positive attitude towards equality. Practical Implications- The key influencing factors identified in this study will help increase the knowledge of how to manage affirmative action within organizations. The findings can help managers and business leaders dealing with the implementation and management of affirmative action, both for their own understanding as well as in terms of guiding their employees on their approach toward affirmative action programs.
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Edwards, Ashanti. "Social dominance orientation and reactions to affirmative action policies and beneficiaries a test of the mediating effects of perceptions of race-based inequities and attitudes toward diversity /." Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1211390855/.
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Yancy, Nina M. "Class along the color line." Thesis, University of Oxford, 2018. http://ora.ox.ac.uk/objects/uuid:abc1e87b-5984-4ec2-a0d7-cdd0fdb451dd.
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This thesis traces the contours of the Black-White color line in modern America by illuminating how Whites' racialized political behavior varies across local geographic contexts. In a critical reinterpretation of the racial threat hypothesis, I argue that local geography conditions the relationship between Whites' racial orientations and their preferences on policies related to race - but not because Whites are passively threatened in proximity to a Black population. Rather, Whites are active, subjective perceivers of their surroundings who have an interest in maintaining their racial privilege. This conceptual shift not only challenges the assumed neutrality of Whites' vision; it also enables me to identify the range of contextual indicators that Whites might construe as threatening, and the range of White attitudes that are activated as a result. My empirical evidence comes from three case studies. The first two use geocoded survey data to analyze White opinion on welfare spending in 2000, and on affirmative action between 2006 and 2010. The third study draws on in-depth interviews conducted in 2016, exploring an issue related to school desegregation in Louisiana. Each study affirms the core findings of the thesis: Whites' policy preferences are polarized according to racial orientations in settings where race is salient; and a shared White perspective is evident even across polarized attitudes. My findings offer hope, showing that a sign of threat to some Whites may activate racially tolerant behavior in others; as well as reason to restrain our optimism, challenging the assumption that affluent Blacks, unlike the 'undeserving' Black poor, will not be perceived as threatening by Whites. Ultimately, only by recognizing the color line's responsiveness to local geography - and its resilience even as White attitudes liberalize and Black class positions improve - can we understand the line's persistence or the possibility of one day dismantling it.
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Koenane, Nonhlanhla Alice. "An evaluation of the employment equity act at uThungulu District hospitals for people with disabilities." Thesis, University of Zululand, 2017. http://hdl.handle.net/10530/1681.
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A thesis submitted to the Faculty of Arts in partial fulfillment of the requirements for the Degree of Master Of Administration in the Department of Psychology at the University of Zululand, 2017Equality is a constitutional provision which grants some people with disabilities opportunities of employment. The law that effects the constitutional provision is the Employment Equity Act (1998) where affirmative action measures are prescribed and to be implemented by designated employers. Many years have passed since the promulgation of the equity legislation in South Africa it is therefore justifiable to evaluate its implementation practices. In line with the central argument, the aim of this study was to evaluate the implementation of Employment Equity Act at UThungulu District Hospitals for people with disabilities. Findings revealed that the implementation of Employment Equity Act in public hospitals is self-contradictory; that is, hospitals are thriving to obtain and retain health professionals with the skills that will assist in combatting diseases whereas people with disabilities are characterised by the low levels of literacy. The implementation of the Occupation Specific Dispensation (OSD) in the public health system is an indication of the nature of skills that are a priority in public hospitals. In line with the transformation agenda, positions that do not require high levels of literacy such as cleaning, security, catering and laundry were outsourced thus decreasing opportunities of people with disabilities to be employed. On the other side of the continuum, penalties imposed by the National Department of Labour for failing to submit Employment Equity Plan against the set quota in the public service confirms that the equity legislation was not contextualised in the South African setting during its formulation phase. Budgetary constraints were reported to be one of the contributing factors for the lack of implementing the equity legislation. However, presence of misappropriation of funds and corruption were reported to be some of the major causes of lack of policy implementation in the public service. The results revealed that district hospitals are not ready to socially and economically integrate people with disabilities based on lack of official accommodation, outsourcing of jobs where people with disabilities can be gainfully employed, lack funds to transform the physical environment and the conflicting priorities of the health sector that seeks to prioritise the employment of health professionals with scarce skills in order to combat diseases.
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Hutchins, Brandi N. "Perceptions of Racial Identity and Color-Blind Attitudes among African American College Students in a Race-Specific Scholarship Program." University of Cincinnati / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1243091149.
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Martin, Meisha-Ann. "The Bases Of Opposition To Affirmative Action: An Attitude Change Effort." [Tampa, Fla.] : University of South Florida, 2003. http://purl.fcla.edu/fcla/etd/SFE0000188.
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Coetzee, Mariette. "The fairness of affirmative action an organisational justice perspective /." Thesis, Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-04132005-130646.
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Moolman, Johannes F. "The role of threat on Afrikaner attitude towards affirmative action and its beneficiaries." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24879.
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The research aimed to identify the level of threat currently experienced by Afrikaners, and their attitudes towards policies of affirmative action and the beneficiaries of these policies. Integrated threat theory was used in conjunction with social identity theory to identify current attitudes, and to investigate whether different attitudes existed between groups within the Afrikaner group. Data was collected from a representative sample via questionnaires. Research findings show that Afrikaners feel extremely threatened. Afrikaner negativity is focused directly on the policies of affirmative action rather than the beneficiaries of these policies. It was evident that Afrikaner males feel more threatened than Afrikaner females. Young Afrikaners attitudes are consistently the most negative of all Afrikaner groups; this was unexpected as this group of individuals has spent the majority of their young lives in a democratic South Africa. It is evident that a lot of work is still required to insure that the injustices of the past be adequately addressed. It is of critical importance that affirmative action be implemented with consideration to all groups of people and to understand the effect it has on those groups being negatively affected by it. All South Africans need to be responsible and recognise that the manner in which policy is implemented, has far greater influence than just the expected outcome of such policies. CopyrightDissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted
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Ericson, Anna, and Sara Widmark. "Ethnic anti discrimination work in La Paz, Bolivia : A study of the perceptions and beliefs of the employees regarding the ethnic anti discrimination work at a public university." Thesis, Umeå universitet, Pedagogiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-116166.
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This thesis is based on a qualitative research made on a public university in La Paz, Bolivia. The aim was to examine the beliefs and perceptions of the employees regarding the ethnic anti discrimination work at the university. As the Bolivian anti discrimination law and the constitution of 2009 has been made to improve the rights for the indigenous groups in Bolivia,we also wanted to hear if the laws have been implemented in their daily work.Seven interviews were done with the help of an interpreter, and a mix of goal oriented and snowball selection was used. Through the interviews, we found out that the ethnic anti discrimination work at the university is almost non-existing. It also showed that not much has been done to follow the law and the reforms of the constitution. This can be seen as nonperformative.Even though there are regulations about discrimination, the university is not actively working on the implementation of them. The opinion if an anti discrimination work was needed varied among the employees, as some respondents said that discrimination did not even exist at their faculty. To improve the ethnic anti discrimination work many of the respondents pointed on the need of a change in the culture. One important discussion has been about the lack of communication, information and education. These facts together with the change of culture can be seen as the most important factors to make progressions within the ethnic anti discrimination work at the university.
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Isaaks, Ruberto Carlo. "A descriptive analysis of the perception and attitude of staff on employment equity in the City of Cape Town Health Directorate." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/2106.
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Thesis (MPA (School of Public Management and Planning))--Stellenbosch University, 2008.South Africa comes from an apartheid local government system that was structured to divide citizens socially, economically, spatially, and racially to ensure that only a small minority of South Africans benefited from development. However since 1994 with the democratisation of our country, local government departments have undergone a number of transformation processes, which saw the country steadily moving away from the apartheid local government system. Representation is one of the main foundations of a non-racist, non-sexist and democratic society and achieving it is regarded as a necessary precondition to legitimise the public service to drive it towards equitable service delivery. The most prominent response to achieve a representative public service was the Employment Equity Act (No 55 of 1998), which became operational on 9 August 1999. Essentially the Act calls for a complete prohibition of unfair discrimination against all employees and requires that all designated employers undertake affirmative action measures to ensure that suitably qualified people from designated groups have equal employment opportunities. There are therefore many arguments in favour of AA and many against it, making it a formidable and complex task, especially in the South African context. However it is important to understand the reason for enactment of employment equity legislation in the workplace in terms of South Africa‟s history of discrimination and the resultant inequalities. The manner in which employment equity and affirmative action is introduced and handled in the organization can have a great influence on the perception and attitude of staff towards the topic. It therefore becomes imperative to grasp the understanding of staff on employment equity and related issues to measure if any progress was made and how to possibly improve on present practices in the organisation. Against this background this study investigated the perception and attitude of the City of Cape Town Health staff towards employment equity. The requirements of the EEA were discussed and used as the benchmark for success of implementation. The study included the review of relevant secondary sources of information but primary data was also obtained through the use of questionnaires comprising of semi structured questions to achieve this objective. The main findings from the secondary data revealed that AA is still necessary as a corrective tool, because our playing fields are far from leveled, however the reality is we have a great shortage of skills that is impacting on our global competitiveness which calls for a shift in thinking regarding the government‟s present approach. 4 In addition the research also identified as a designated employer, the City of Cape Town has fulfilled the legislative requirements, in that all its policies are consistent with the requirements of the EEA. The main findings of the primary data obtained from the questionnaires recognized that senior management of the City Health directorate is committed to EE, but falls short of an effective communication plan regarding the relevant issues of EE, there is little focus on disabled appointments and many employees indicated other criteria outside 'suitably qualified' (as defined in the EEA) plays a large role in the promotion of employees.
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Knight, Jennifer Lynn. "Affirmative reaction: The influence of type of justification on nonbeneficiary attitudes toward affirmative action plans in higher education." Thesis, 2002. http://hdl.handle.net/1911/17517.
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It is popularly believed that justifying an affirmative action plan (AAP) through emphasizing the advantages that diverse students can bring to a college campus will increase nonbeneficiary support for the program. However, there has been little empirical support for this proposition, perhaps because previous research has not directly articulated to participants the value of a diverse student body. As such, a 4 (Type of justification: Compensation, Instrumental, Combination, or No Justification) x 3 (Type of AAP: Increased recruitment, Proportional Selection Quotas, or Weak Preferential Treatment) between-subjects design was used to determine how the explicit framing of an AAP influences subsequent reactions. Both quantitative and qualitative data from 216 White undergraduate participants revealed that the combination justification, which highlighted the benefits of the AAP to minority and majority students, was the most effective means of increasing support for the plan, regardless both of the type of AAP and numerous participant characteristics.
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Hughes, Julie Milligan 1980. "African American and European American adolescents' attitudes toward affirmative action and school desegregation." 2008. http://hdl.handle.net/2152/17965.
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The purpose of these studies was to examine the predictors of African American and European American adolescents’ attitudes toward affirmative action (Study 1) and school desegregation (Study 2) policies. It was hypothesized that support for both policies would be higher among adolescents who (1) attended more racially diverse classes, (2) held less prejudiced racial attitudes, (3) were more aware of historical and continuing racial inequality and discrimination, (4) described themselves as politically liberal, and (5) had engaged in more racial identity exploration. Participants in both studies included African American and European American adolescents ages 14 to 17 attending a high school in the Midwestern U.S. On the first day of data collection in both studies, adolescents completed assessments of the hypothesized predictor variables in the context of their high school social studies classrooms. On the second day of data collection, adolescents learned about either an affirmative action (Study 1) or a school desegregation (Study 2) policy that had been proposed for their school. Immediately following the policy presentations, adolescents reported their opinions of the policy in open-ended and forced-choice formats. Across studies, results indicated that African American and European American adolescents often held significantly different views of race, racism, and race-related policies. In general, African American adolescents were more aware of racial discrimination, endorsed more positive views about African Americans, and were more supportive of affirmative action and school desegregation policies than European American adolescents. Predictors of individuals’ views of race-related policies also varied by participant race. Among African American adolescents, higher awareness of interracial disparities and discrimination predicted stronger support of affirmative action and school desegregation. Among European American adolescents, in contrast, higher awareness of interracial disparities and discrimination predicted weaker support of affirmative action and school desegregation. More work is needed to examine the origins of differences between African American and European American adolescents’ understanding of, and beliefs about, race in society.text
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Edwards, William A. "Student attitudes toward affirmative action in college admissions and racial diversity before and after proposition 209." Diss., 2008. http://proquest.umi.com/pqdweb?did=1683721601&sid=1&Fmt=2&clientId=3552&RQT=309&VName=PQD.
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Thesis (Ph. D.)--Michigan State University. Higher, Adult, and Lifelong Education, 2008.Title from PDF t.p. (Proquest, viewed on Aug. 18, 2009) Includes bibliographical references (p. 133-144). Also issued in print.
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Grasslin, Janine. "Justice perceptions of affirmative action and attitudes towards affirmative action: The role of locus of control and perceptions of job opportunities among final year university students." Thesis, 2006. http://hdl.handle.net/10539/1603.
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Student Number: 0316733E
Master of Arts (Industrial Psychology)
Faculty of HumanitiesThe aim of this research project was to investigate final year university students’ attitudes towards affirmative action. In particular the current research investigated the final year students’ justice perceptions and attitudes towards affirmative action as well as their perceptions of job opportunities. The study also incorporated the role of locus of control in relation to the above mentioned variables. Prior research indicated that affirmative action is perceived as controversial in nature and has been accused of promoting inherent unfairness of practices and procedures that give preferential treatment to certain groups of people based on gender, race and ethnicity (Parker, Baltes and Christiansen, 1997). In addition affirmative action has been accused of reducing job opportunities for non-beneficiaries, as well as stigmatising those it aims to assist (Kravits and Plantainia, 1992). Therefore there arises a need to examine and explore affirmative action within South Africa, as much research has been conducted in the United States and is not applicable to South Africa. The present research was conducted using a quantitative, non-experimental cross sectional research design. The sample consisted of fourth year bachelor of accounting students. Five hypotheses were tested. The results indicted that support was found for three of the hypotheses, indicating that attitudes towards affirmative action differ between beneficiaries and non – beneficiaries. There is a relationship between perceptions of job opportunities and attitudes towards affirmative action as well as a relationship between justice perceptions of affirmative action and attitudes towards affirmative action in both beneficiaries and non-beneficiaries. The findings are discussed in relation to previous research. The implications of the research and the limitations of the study are outlined in the research report.
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Ramusi, Kgalamadi Benford. "The effect of age, gender, job level and race on attitudes towards affirmative action." Thesis, 2011. http://hdl.handle.net/10500/6040.
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The study sought to establish the effect of age, gender, job level and race on attitudes
towards affirmative action. A research was conducted in a government organisation in
the security cluster in one of the provinces in South Africa. Findings indicated that men
and women’s disposition towards affirmative action was positive. Employees at
different job levels and varying age groups were also positive towards affirmative
action in general. There were significantly lower numbers of white participants and
those on senior management levels such that this cannot be objectively reported. The
generally positive regard employees have towards affirmative action is good for the
organisation if it wants to build a cohesive culture that is non sexist and does not
discriminate on the basis of job level and age.Industrial and Organisational Psychology
(M. Com. (Industrial and Organisational Psychology))
27
Chong, Sonnie. "Majority attitudes toward affirmative action in the workplace a survey based on the Kuklinski List Experiment : a project based upon an independent investigation /." 2009. http://hdl.handle.net/10090/9823.
Full text
28
Vilakazi, Sibongile Deborah. "The relationship between gender-based affirmative action attitudes, participation in decision-making and organisational commitment." Diss., 2008. http://hdl.handle.net/2263/28307.
Full textAbstract:
The concept of affirmative action was introduced eight years ago in South Africa and remains to this day a highly topical issue. It appears that issues of effective implementation of affirmative action measures are at the heart of these debates. The gender-based affirmative action measures are the most intriguing in the South African context, as all women are considered beneficiaries of affirmative action. The reason for the aforesaid is that all women were subject to male domination during the Apartheid system. Women’s experiences of subordination are, however, intertwined with race. It therefore becomes difficult to decide which should receive the highest priority: race or gender, in other words, who should give way to whom, black men or white women. The above scenario presents the question: what attitudes do men and women have towards gender-based affirmative action measures? This question is asked in the context of whether men and women perceive themselves to be participating in organisational decision-making and whether those perceptions together with their gender-based affirmative action attitudes are related to their commitment to the organisation. For data collection purposes, a questionnaire was distributed via e-mail to 350 lecturers in the Faculties of Engineering and Humanities at an academic institution. Convenience and accessibility sampling methods were used. Only 27 individuals responded to the questionnaire. Fieldworkers were subsequently employed to distribute the questionnaires personally. This method yielded 48 responses. The findings indicate that both men and women have positive attitudes towards gender based affirmative action and that both genders perceive themselves to be participating in organisational decision-making. In addition, both genders express a high level of commitment to the organisation. These findings are similar across the Engineering and Humanities faculty. A multiple regression analysis indicates that gender-based affirmative action attitudes together with perceptions of participation in decision-making predict organisational commitment only weakly. A strong correlation does, however, exist between perceptions of participation in decision-making and organisational commitment. It was concluded that gender-based affirmative action attitudes and participation in organisational decision-making independently predict organisational commitment. This indicates that affirmative action is merely a tool to obtain access for previously marginalised groups into otherwise less accessible organisations. It does, however, not predict whether the individuals in question will remain committed to these organisations. Organisational commitment is, in fact, predicted by whether the individual feels that his/her contributions are appreciated in the organisation. This applies regardless of gender and faculty.Dissertation (MA)--University of Pretoria, 2008.
Psychology
unrestricted
29
"Employee perceptions of affirmative action in the Faculty of Health Science (University of Witwatersrand)." Thesis, 2008. http://hdl.handle.net/10210/563.
Full textAbstract:
The South African government introduced Affirmative Action in 1998 to redress historical workplace discrimination. The South African moral imperative considers Affirmative Action to be a necessary instrument of change influencing social and economic equality, which impacts on the development of Blacks. Affirmative Action is being researched in academic circles for reasons other than moral concern, which calls for a new breed of scientist to take equitable academic demographics into consideration. The exploratory study in question aimed to identify employees’ perceptions on Affirmative Action within the Faculty of Health Sciences at the University of Witwatersrand. The survey method was utilized in the study and opinions were elicited from 108 respondents in the Faculty. The results were analysed both qualitatively and quantitatively in order to gain a comprehensive insight into the perceptions. The focus of the study included: profile of the respondents, staffing and standards, employee development and mentorship, attitudes, training and culture. The findings of the investigation indicated that progress achieved by Affirmative Action within the Faculty was generally perceived to be slow. However, there appeared to be no problems related to holistic practices established in support of Affirmative Action.Prof. W. Backer
30
Magopeni, Phathiswa. "Stakeholder ‘conflict’ over affirmative action: considering non-beneficiaries’ perspectives and implications for interpersonal justice." Diss., 2014. http://hdl.handle.net/2263/43992.
Full textAbstract:
Across the globe, Affirmative Action broadly understood as a preferential redistributive policy intended to redress socio-economic inequalities created by past discriminatory labour policies, has been fraught with controversy and immense opposition from those who do not benefit from it. South Africa’s version has faced similar challenges to the extent that it is generally believed that non-beneficiaries’ reluctance to support it is based on their need to protect their long-standing economic advantage.
The purpose of this study was to explore issues underlying the enduring stakeholder conflict over Affirmative Action in the South African context. In doing this, it focused exclusively on non-beneficiaries, investigating their perceptions of the policy. Additionally, the study sought to establish whether non-beneficiaries think Affirmative Action had any implications for the creation of a workplace environment in which all employees feel valued.
The study was conducted following an exploratory approach and a qualitative design. In-depth interviews were conducted with 20 non-beneficiaries ranging from business practitioners to public representatives in parliament. Purposive sampling techniques were used to sample participants from organisations that had publically declared their views in opposing Affirmative Action.
Findings showed that non-beneficiaries viewed Affirmative Action as a racist policy with a strict focus on numerically-representative outcomes. The study found that non-beneficiaries view Affirmative Action as a policy whose impact extends beyond workplace recruitment processes. It also showed that the policy is considered to have created negative externalities for the society and hampered business efficiency. The study revealed a belief that the policy has failed to correct socio-economic disparities. It also established that non-beneficiaries were unlikely to support Affirmative Action as they considered it an extractive economic policy. Furthermore, the study revealed that lack of good-quality economy-relevant education and skills were critical binding constraints to effective implementation of any measures to eradicate persistent socio-economic inequalities. An alternative input-based, socio-economic focused framework is proposed to address the fissures identified in the existing policy.Dissertation (MBA)--University of Pretoria, 2014.
lmgibs2015
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
31
"Examining Undergraduate Engineering Students' Knowledge, Beliefs, and Attitudes Regarding Affirmative Action Admissions Policies: A Hierarchical Regression Analysis." Doctoral diss., 2019. http://hdl.handle.net/2286/R.I.53459.
Full textAbstract:
abstract: Affirmative action is an education policy adopted by higher education institutions in the 1960s, where an applicant’s race is taken into account to some degree when being evaluated for admission to a college or university. The practice of affirmative action, or race conscious-admissions, has been repeatedly challenged in the legal system and remains a controversial and polarizing topic amongst the general public, campus leaders, and policy makers. Despite a vast amount of research on the effects of affirmative action policies on student and institutional behaviors and outcomes, such as college applications and enrollments, considerably less research has examined students’ attitudes towards race-conscious admissions policies. Even less research has focused on students in academic disciplines, especially STEM or engineering. Likewise, there is a paucity of research that explores students’ perceptions and knowledge of how affirmative action is implemented in practice. To address these gaps, this study investigates undergraduate engineering students’ knowledge of and attitudes towards affirmative action admissions policies in higher education. The Student Attitudes Towards Admissions Policies Survey (SATAPS) was designed to assess students’ knowledge of and attitudes regarding affirmative action practices in higher education admissions. This survey was administered to undergraduate engineering students and a comparison group of education students at 42 colleges/universities in the United States. Data were analyzed utilizing confirmatory factor analysis and hierarchical regression. Results demonstrated that students have low levels of knowledge about affirmative action, and have misconceptions about how the policy functions in practice. There was no difference in engineering and education students’ level of support for affirmative action; however, underrepresented minority students in engineering were more supportive of affirmative action. Results also indicated that students’ beliefs and values were the strongest predictors of attitude towards affirmative action, so much so that this negated the significance of demographic and personal characteristics, which was observed in the majority of previous studies. Results highlight a complicated relationship between demographic characteristics, personal variables, knowledge, institutional context, beliefs/values, and attitude towards affirmative action admissions policies in higher education.Dissertation/Thesis
Doctoral Dissertation Educational Policy and Evaluation 2019
32
Furtado, Julia Vasconcelos. "Influence factors in attitudes towards affirmative actions in higher education organizations: a Portuguese case study." Master's thesis, 2021. http://hdl.handle.net/10773/30840.
Full textAbstract:
Beyond a UN’s sustainable development goal, gender parity remains a controversial challenge for leaders and organizations. Hitherto, studies connecting corporate social responsibility (CSR), employee’s attitudes, organizational citizenship behavior (OCB), and job satisfaction (JS) are scant and overfocused on the environmental helm. The novelty of this study lays in the scrutiny of such a relationship, investigating what influences employee’s attitudes and OCBs in Portuguese Higher Education Institutions (HEIs). A sample of 709 observations was analyzed to investigate the antecedents of attitudes towards gender equity initiatives (AGPI) and its effect on JS, also testing the influence of job satisfaction, organizational commitment, and CSR perceptions on OCBs. Findings indicated that despite in opposed directions, both social dominance orientation (SDO) and status threat (ST) influenced employees’ AGPI, which although did not affect JS. Additionally, employees’ perceptions of CSR initiatives exerted a positive and statistically significant influenced on JS, while positively affecting organizational commitment (OC). Finally, CSR perceptions and OC were found to exert a positive influence on OCB.Além de meta de desenvolvimento sustentável da ONU, a paridade de gênero continua a ser um desafio controverso para líderes e organizações. Até o momento, são escassos estudos que relacionam a responsabilidade social corporativa (CSR), as atitudes dos funcionários, o comportamento de cidadania organizacional (OCB) e a satisfação no trabalho (JS), estando estes excessivamente focados na questão ambiental. A originalidade deste estudo está no escrutínio dessas relações, investigando os fatores influenciadores das atitudes dos funcionários e também o OCB nas Instituições de Ensino Superior (IES) portuguesas. Uma amostra de 709 respondentes foi analisada para investigar os antecedentes das atitudes em relação às iniciativas de igualdade de gênero (AGPI) e seu efeito sobre JS, testando também a influência da satisfação no trabalho, comprometimento organizacional e perceções de CSR nos OCBs. Os resultados indicaram que, apesar de em direções opostas, as orientações de dominância social (SDO) e a ameaça de status (ST) influenciaram o AGPI dos funcionários, o que não afetou, entretanto, a JS. Além disso, as perceções dos funcionários sobre as iniciativas de CSR exerceram uma influência positiva e estatisticamente significativa sobre JS, ao mesmo tempo que afetaram positivamente o compromisso organizacional (OC) Por fim, constatou-se que as perceções de CSR e OC exercem uma influência positiva sobre o OCB.
Mestrado em Gestão
33
De, Witt Delano Errol. "The views of management on affirmative action in Telkom SA Ltd." 1996. http://hdl.handle.net/10500/17990.
Full textAbstract:
The success or failure of implementing affirmative action lies with the
management of enterprises. This research - based on a literature study,
questionnaires completed by 200 respondents and the researcher's model for the
implementation of affirmative action - focuses on management's views on
aspects of importance for affirmative action to succeed in the enterprise.
From the views of management it is clear that
• the more closely affirmative action impinges on the career expectations of
the current incumbents, the more resistance and non ownership can be
expected
• the affirmative action message must be communicated sincerely and
positively
• diversity management must change drastically to focus on educating
persons to understand not only themselves, but also others of different
backgrounds, race, gender, skills, persuasion and experience
• the enterprise needs to accelerate the process to identify potential, training
and development processes as well as performance coaching of
disadvantaged groups
Meeting the above challenges, will require mutual trust, respect and
communication.Summaries in English and Afrikaans
Die bestuur van ondernemings bepaal die sukses of mislukking by die implementering van regstellende optrede. Die navorsing - gebaseer op 'n literatuurstudie, vraelyste ingevul deur 200 respondente en die navorser se model vir die implementering van regstellende optrede - fokus op bestuur se menings aangaande aspekte van belang vir die sukses van regstellende optrede in die onderneming. Vanuit bestuur se menings is dit duidelik dat • hoe grooter inbreuk regstellende optrede maak op die beroepsverwagtinge van die huidige bekleers, hoe sterker weerstand en nie-eienaarskap kan van hulle verwag word • die regstellende optrede boodskap moet eerlik en positief gekommunikeer word • die bestuur van diversiteit se fokus drasties moet verander om individue te leer om nie net hulself nie, maar ook ander van verskillende agtergrond, bevolkingsgroep, geslag, vaardighede, oortuigings en ondervinding te verstaan • die onderneming die prosesse moet versnel wat betrekking het op die identifisering van potensiaal, opleiding en ontwikkeling asook prestasierigleiding van die benadeelde groepe Ten einde aan bogenoemde uitdagings te voldoen, sal wedersydse vertroue, respek en kommunikasie vereis
Economics and Management Sciences
M.Com. (Business Management)
34
Makgoba, Matsemela Johannes. "The application of affirmative action policies in the South African Correctional Services Department." Diss., 2001. http://hdl.handle.net/10500/17303.
Full textAbstract:
attitudes amongst the members of different races towards the implementation of
affirmative action in the Correctional Services Department of South Africa. A
literature study on affirmative action was completed and thereafter a questionnaire
was developed. An emperical study was done by questionnaire on the determination of
perceptions and attitudes of members of the South African Correctional Services
Department towards the application of Affirmative Action policies.
serious problems if not correctly managed. It was established that the success in any
affirmative action strategy rests on the understanding and acceptance of cultural
diversity as manifested in perceptions and attitudes. Management information
systems needs to be effective and efficient at all times. Changing perceptions and
attitudes increased passion and job satisfaction.
Recommendations are made for further research on aspects highlighted by the
findings.Penology
M.A. (Penology)
35
Buthelezi, Zithulele. "Employee attitudes towards employment equity." Thesis, 2011. http://hdl.handle.net/10413/9551.
Full textAbstract:
The implementation of Employment Equity involves the Government’s Labour
Department, employers, employees, trade unions, shareholders and customers. The
Labour Department insists that a designated employer must prepare and implement an
Employment Equity Plan which will achieve reasonable progress towards Employment
Equity in that employer’s workforce. The focus of this study was to establish the impact
of the implementation of Employment Equity and Affirmative Action in the workplace.
This study focused on employees’ perceptions and attitudes towards the
implementation of Employment Equity and Affirmative Action.
The main variables addressed by this study included staff turnover, training &
development, impact of Employment Equity Forums, staff morale and attitudes towards
the call to end Affirmative Action. The objectives of this study were to establish the
impact of Employment Equity on the following key business variables: promotions and
career paths, employee retention, employee turnover, employee morale and employee
working relationships. The study followed a quantitative approach with a web-based
questionnaire which was constructed using an online questionnaire which was
distributed to the respondents electronically. A non-probability sampling method was
utilized to achieve set objectives. According to the findings, most employees have not
benefited from the implementation of Employment Equity and Affirmative Action. This
results to different views between previously disadvantaged groups, especially Africans
and White males. The results showed that Whites are calling for an end to the
implementation of Affirmative Action policies while Africans feel that Affirmative Action
should carry on for a little longer. The implementation of Employment Equity and
Affirmative Action negatively affects Whites’ morale at work and results to poor working
relationships amongst different race groups. It is also observed from the findings that
Employment Equity and Affirmative Action is not directly linked to job hopping, contrary
to the general perception.
It is witnessed from the study that those who have benefitted from Employment Equity
and Affirmative Action were very supportive of it. In order to improve the effectiveness of
Employment Equity organisations need to: provide training and development for
appointees, develop career paths for individuals, and introduce Equity forums where
employees can discuss challenges faced by Affirmative Action appointees. However,
the principle of fairness has to be a part of all Equity practices.Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.
36
Kleynhans, Hermanus Johannes. "Toesighouerhoudings teenoor regstellende aksie en ondergeskiktes se werktevredenheid en werkbetrokkenheid : 'n studie by 'n goudmyn." Thesis, 2012. http://hdl.handle.net/10210/6709.
Full textAbstract:
M.Comm.South African society is currently experiencing a period of rapid transformation. These sociopolitical changes taking place in the external environment is posing unique challenges to South African business. Salient to these challenges is how the politically powerful, but poor majority will be integrated into an environment that previously excluded them. It is commonly accepted that this integration and the eradication of the economic backlog can not only be achieved through formal education and training, but that it should be supported by programmes aimed at the accelerated development of blacks. As such, the primary role that South African business has to play in the transformation of society as a whole, is the effective integration of marginalised groups into position from which they were previously excluded. In order to ensure that this integration is managed effectively several factors need to be taken into account. Of these, white resistance against affirmative action and the negative attitudes held by them towards blacks in general, pose the greatest threat. The negative impact of the aforementioned on the affirmative action process is heightened when these traits are exhibited by the supervisors of black employees taking part in affirmative action programmes. In order to determine the effect these attitudes have on the job involvement and job satisfaction of black employees, factors inhibiting the occupational mobility of blacks and the role of the immediate supervisor in this process were analysed from literature. It was found that the supervisor plays a distinct role in the upward mobility of his/her subordinates and that this is especially the case where he/she has black subordinates. In chapter 3 the theory underlying job involvement and job satisfaction is discussed. From this discussion it is clear that the job involvement and job satisfaction of the individual influence his/her behaviour within the organisation to a large extent. It was further found that the immediate supervisor influences these variables to a large extent. In the empirical part of this dissertation a sample black employees, currently occupying positions previously reserved exclusively for whites, completed job involvement and job satisfaction questionnaires. Their supervisors completed a questionnaire that measured their attitude towards affirmative action. From the empirical study it was found that subordinates with supervisors who exhibit negative attitudes towards affirmative action do not necessarily have lower levels of job involvement and job satisfaction than those subordinates with supervisors who exhibit positive attitudes. This finding is not consistent with the theorising that supervisor attitudes towards affirmative action should influence the job involvement and job satisfaction of their black subordinates, and could be attributed to a number of factors, amongst others the nature of their jobs. From the study it became clear that urgent attention needs to be given to the determining of those factors that influence the job satisfaction and job involvement in Afro-centric populations. Almost all available research on these concepts focuses exclusively on Eurocentric populations and very little empirical data regarding the study of these concepts among Afro-centric populations exit.
37
Moodley, Niroshni. "An exploratory study of the attitudes of middle managers in the greater Durban area : a focus on cultural diversity and cultural diversity management." Thesis, 2000. http://hdl.handle.net/10413/5785.
Full textAbstract:
The purpose of this study is to explore the attitudes of middle managers towards
cultural diversity and cultural diversity management. A qualitative method of research
was chosen to carry out the study. Twenty middle managers from four different
companies in the Greater Durban Area were interviewed. One of the main findings of
the study was that managers displayed positive attitudes towards cultural diversity and
cultural diversity management. However, it was also found that whilst the attitudes
displayed towards people of different cultures and races remained positive, little was
done in terms of managing the differences that these people brought to the
organisation. It was also found that organisations were agreeable to complying with
legislative frameworks such as affirmative action and equal employment opportunities
to manage diversity. Furthermore, it was established that factors such as
understanding, tolerance and acceptance were perceived to be vital "ingredients" to
helping diverse people feel accepted and wanted in the company. This was due to
their role in increasing productivity levels and decreasing turnover. However, it was
uncovered in the literature review, that complying with legislation alone was not
enough to manage cultural diversity. If organisations want to unleash the true benefits
of diversity management, they wi ll need to recognise people with these differences and
simultaneously accept and manage these differences.Thesis (M.A.)-University of Natal, Durban, 2000.
38
Manwa, Lilian. "Determinants of academic performance of female students at a university in Masvingo Province, Zimbabwe." Thesis, 2014. http://hdl.handle.net/10500/18983.
Full textAbstract:
The study sought to find out the determinants of academic performance of female students at a state university in Masvingo Province, Zimbabwe. This study was prompted by the fact that it was established through research that female students are lagging behind in academic performance especially in science subjects.
The population comprised all part two to part four female university students at the state university and all the lecturers who teach the female students. A sample of 25 female students and 5 lecturers in four faculties was selected using the convenience sampling strategy. The study employed a case study research design which enabled the researcher to identify the problems, gather facts on factors that determine the academic performance of the female university student in a natural setting. Self-designed interview and focus group discussions were used by the researcher to collect data. Data were analysed in narrative form and thematically.
The study revealed that the determinants of academic performance of female university students were gendered cultural codes, the female student’s family background, resources and lecturer attitudes and competencies. The study recommends that policies that emancipate women be put in place. The study also recommends that resources and services such as guidance and counselling be readily available. In addition, institutions of education need to cultivate and nurture positive attitudes in parents, teachers and students towards females. Furthermore, the training of lecturers who are holders of non-teaching degrees is recommended. Finally, a model for the improvement of the academic performance of female university students is proposed.Psychology of Education
D. Ed. (Psychology of Education)
39
Peach, Jennifer M. "Recognizing discrimination explicitly while denying it implicitly: Implicit social identity protection." Thesis, 2010. http://hdl.handle.net/10012/5196.
Full textAbstract:
Past research suggests that members of devalued groups recognize their group is discriminated against. Do the implicit responses of members of these groups demonstrate the same pattern? I argue that they do not and that this is due to a motivated protection of members of devalued groups’ social identity. Study 1 demonstrates that, at an explicit level African-Canadians recognize that their group is discriminated against, but at an implicit level African-Canadians think that most people like their group to a greater extent than do European-Canadians. Study 2 replicates this implicit finding but demonstrates that devalued and majority groups do not have different implicit normative regard about a non-devalued group. Study 3 again replicates the implicit finding with Muslim participants while demonstrating that, when affirmed, this group difference disappears. Study 4 demonstrates that implicit normative regard can predict collective action over and above implicit attitudes and explicit normative regard. The implications for social identity theory and collective action are discussed.
40
Morrison, Cherita Jeanne. "A criminological study of women in the South African Police Service." Thesis, 2004. http://hdl.handle.net/10500/1863.
Full textAbstract:
In order to gain a better understanding of the position of women in the field of policing, it was necessary to study the attitudes of the policewomen, which presently exist with regard to the role of the woman in the South African Police Service. Although some studies have been done on policewomen world-wide, none have been done in the rural areas of the Vaalrand and this is where the research took place. Only women formed part of this survey. Detailed questions were asked concerning their role in policing.
This was an empirical qualitative study. The research procedures as stipulated for a descriptive study were followed, as the main objective of the research was to describe the circumstances of women in the predominantly male environment of policing. A survey interview was drawn up, containing semi-structured in-depth questions regarding their recruitment, motivation for joining and job-related satisfaction and other issues including discrimination and domination by men. Qualitative methods were applied not only for data collection but also for data analysis. The coding consisted of conceptualising the raw data. Open coding was used in this qualitative research. The researcher read through all the collected data and then assigned initial codes to condense the mass of data collected.
The following main issues were found: that discrimination still exists in the SAPS, as well as resentment, a lack of recognition, misunderstanding and unfulfilled challenges which relate to conflict being experienced. These respondents have aspirations in their work and aspire to better positions in the SAPS, as there have been major contributions by women in the police. They have also had an impact on policing, as they have become major role players in the field where victims are concerned.
The presence of policewomen in the SAPS is an important asset to modern law enforcement and their present day role in policing should be explored and expanded. Qualified women could also be utilised in important staff service units such as planning and research, training, intelligence, inspection, public information, community relations, and as legal advisors instead of being utilised only in administrative work.
Recommendations are made for further research on aspects highlighted by the findings.Criminology
D.Litt. et Phil.(Criminology)
41
Netangaheni, Thinavhuyo Robert. "The exploration of perceptions of people regarding HIV/AIDS in the workplace." Diss., 2001. http://hdl.handle.net/10500/1014.
Full textAbstract:
The study aim to investigate perceptions of military personnel with regard to
HIV/AIDS in the SANDF in some military Units of Bloemfontein.
The military personnel includes all males and females whose ages range between
19 - 47 years, were included in the sample.
The approach utilised were both qualitative and quantitative. The data collection
technique were:
Closed and open-ended questionnaires were distributed to 548
respondents.
~ Participant observation.
~ Review of documents.
• Unstructured observations.
.. Unstructured interviews.
This different data collection techniques to gather valid and reliable information
with regard to HN/AJDS in the SANDF were triangulated. The findings revealed
poor perception with regard to HIV/AIDS in the workplace, health education, lack
of privacy, and discrimination on the benefit of HIV/AIDS.
The recommendations of this project deals with aspects which include HIV/AIDS
education, inclusion of HIV/AIDS in all military courses, distribution of policy on
HIVIAIDS to all military personnel, and involvement in HIV/AIDS awareness.Health Studies
M. Cur. (Health Studies)