Tesis:

1

Lasonen, Johanna L. "Finnish comprehensive vocational institute teachers' sex-role attitudes". Diss., This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-08252008-162611/.

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2

Mellow, Muriel 1960. "Defining work : gender, professional work, and the case of rural clergy". Thesis, McGill University, 1999. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=36655.

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The goal of this thesis is to question conventional definitions of work through the detailed study of a professional group---specifically rural clergy---whose work falls outside the parameters of accepted definitions of work. According to the feminist literature, work and non-work are differentiated typically by dichotomies which privilege a masculine model of work and devalue women's experience; thus, "real work" is defined as an activity which is paid rather than unpaid, public rather than private, instrumental and intellectual rather than emotional. Professional work definitions also obscure the way in which "work" relies on activities which are linked with the feminine in these dichotomies. Through in-depth qualitative interviews with rural clergy, I explore the extent to which women and men draw on these gendered dichotomies to define work. In some ways, the approach of clergy counters conventional work norms: for them, emotional labour is a priority, work is not limited to a specific time or place, and public and private lives frequently overlap. I demonstrate how clergy define their work in terms of obligation, context, visibility, and time. Furthermore, I also argue that clergy delineate work in terms which still reflect a masculinized work norm specific to their profession. This "clergy masculinized mode" professionalises emotional labour by separating it from the facilitating work of female volunteers; it assumes a worker free from domestic demands in order to fulfil professional obligations within a flexible time frame; and it overlooks how the overlap of the public and private spheres is sustained by the work of wives. Thus, delineating work is particularly problematic for female clergy because professional demands are confounded with demands for adjunct work typically performed by women. My findings (1) highlight alternative markers of work which are suggestive for feminist theory; (2) point to a gap in theorizing about the gendering of work when con

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3

Bussart, Anna Lynn Levin Ben. "The making of the documentary Women at work". [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9791.

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4

Becker, Cheryl. "The influence of gender and context on interpersonal judgments in the work setting". Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998beckerc.pdf.

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5

Westmarland, Louise. "Gender and policing sex, power and police culture /". Cullompton : Willan, 2001. http://site.ebrary.com/id/10306157.

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6

Dellinger, Kirsten Anne. "Contextualizing workplace opportunities : a comparative case study of gender and sexuality at a feminist and a men's pornographic magazine /". Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.

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7

Anderson, Cynthia D. "Occupational resegregation and coaching philosophy in women's basketball : an exploratory study /". Thesis, This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-02132009-170921/.

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8

Binns, Jennifer. "The possibilities of relational leading : rethinking gender, power, reason and ethics in leadership discourse and practice". University of Western Australia. UWA Business School, 2006. http://theses.library.uwa.edu.au/adt-WU2006.0024.

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This dissertation is located within debates around post heroic leadership. It takes as axiomatic the argument that we need to rethink leadership in ways that are not irredeemably bound to ideals of instrumental rationality, hegemonic masculinity and competitive individualism but are, instead, informed by the ‘feminine’ principles of mutuality, care and what Deborah Kerfoot (1999) terms ‘emotional intimacy’. I call this alternative construct ‘relational leading’ in order to underline my position that leading is about connecting (in an authentic, empathic and ethical way) with others and across functions. This alternative understanding of leadership draws on Joyce Fletcher's (1999) model of a relational practice grounded in the ‘disappeared’ feminine. While positing relational leading as a feminist alternative to dominant masculinist conceptions of leadership, this dissertation attempts to avoid reinvoking dualistic representations. It does this by thinking leadership as a practice undertaken by complex, embodied subjects whose capacity to creatively transcend binaries of masculine/feminine, reason/emotion, and power/powerlessness opens up possibilities for, in the words of Amanda Sinclair (1998), ‘doing leadership differently’. There is, however, a cautionary note in the recognition that identities and practices are discursively regulated or culturally patterned, so that men and women who ‘do’ leadership face constant pressures to masculinise or feminise their identities. Such processes perpetuate both gender stereotypes and the privileging of a masculinised notion of leadership that Sinclair (1998) calls the heroic archetype. Nonetheless, the dissertation ends on an optimistic note, proposing reflexive practice as the agent of change and the condition for being/becoming a practitioner of relational leading, against the grain of masculine heroism and rational instrumentalism.

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9

Vega, Briones German. "Changes in gender and family roles in the Mexican border : the Ciudad Juarez case /". Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/fullcit?p9959602.

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10

Kruczek, Theresa A. "The effect of gender stereotyping on the career adjustment of women". Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/724569.

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Investigation explored gender role stereotypes and the effect of stereotyping on the career adjustment of women. Occupational gender type ratings obtained from employed women were similar, although less extreme, than those observed in earlier studies (Shinar, 1975; White, Kruczek, Brown, White, 1989). Traditionally employed women provided more extremely stereotyped ratings than did their nontraditionally employed counterparts. All women were administered the Personality Attributes Questionnaire (PAQ) to assess the level of instrumental and expressive characteristics representative of their behavior. All women displayed a higher level of instrumental behaviors at work compared to home. Further, all women reported the level of instrumental behaviors they displayed at work surpassed the level that was characteristic of their overall personality orientation. Differences in gender role behaviors between traditionally and nontraditionally employed women were present across conditions: home, work, overall personality orientation. These two, groups differed with regard to the level of gender role behaviors they perceived as necessary for successful job performance. Job satisfaction (as measured by the Job Descriptive Index and Hoppock Satisfaction Questionnaire) was used as an index of career adjustment. Women employed nontraditionally expressed greater levels of dissastisfaction with their work, supervisors, and coworkers.
Department of Counseling Psychology and Guidance Services

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11

Kroeger, Trudy J. M. "Proposal to revise training program on harassment awareness at a mid-sized food processing organization". Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998kroegert.pdf.

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12

Bezuidenhout, Christiaan. "'n Ondersoek na die houdings van manlike en vroulike polisiebeamptes teenoor die rol van die vrouepolisiebeampte in die Suid-Afrikaanse polisiediens". Pretoria : [s.n.], 2001. http://upetd.up.ac.za/thesis/available/etd-03022006-145045.

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13

Yuon, Fuk-lung Eric. "An investigation of gender inequality in the social work field in Hong Kong". Click to view the E-thesis via HKUTO, 1993. http://sunzi.lib.hku.hk/hkuto/record/B42128407.

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14

Pelletier, Kathie Lynne. "The effects of leadership style and sex-role deviation of female leaders on perceptions of leader effectiveness, leader satisfaction, and task satisfaction". CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1514.

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15

Cahill, Francis Joseph. "The influence of self aspects, sources of workplace satisfaction and gender on organisational commitment an integrated model /". Australasian Digital Thesis Program, 2006. http://adt.lib.swin.edu.au/public/adt-VSWT20070424.155259/index.html.

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Thesis - DPsych(Counselling Psychology) -- Swinburne University of Technology, 2006.
A thesis submitted in fulfillment of the requirements of the [degree of the] Professional Doctorate in Counselling Psychology, Swinburne University of Technology, 2006. Includes bibliographical references (p. 152-162).

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16

Yoon, Soohyun. "Sex segregation and gender wage gap in Korea, 1971-1998 /". free to MU campus, to others for purchase, 2003. http://wwwlib.umi.com/cr/mo/fullcit?p3091985.

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17

Nemec, Therese. "Workplace sexual harassment training an online curriculum model /". Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005nemect.pdf.

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18

Tang, Ling. "Gendered and sexualized guanxi: the use of erotic capitcal in the workplace in urban China". HKBU Institutional Repository, 2016. https://repository.hkbu.edu.hk/etd_oa/334.

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This research discloses a gendered and sexualized dynamic in instrumental guanxi through an ethnographic study of white-collar workers in Shenzhen, an urban city just north of the border with Hong Kong. The notion of instrumental guanxi refers to a means of achieving tangible benefits in the workplace through purposively built enduring interpersonal relationships. This study is focused on female white-collar employees born after the onset of China's economic reform, and in particular women who work as marketing executives. The concept of erotic capital is incorporated into the theoretical framework of gendered and sexualized guanxi deployed in this thesis. The discussion of erotic capital in the following chapters is integrated into a resource theory of social exchange. The thesis answers the question concerning how women's guanxi strategy is different from men's. In doing so the thesis examines the male-centred standardized routine of guanxi in part through a detailed analysis of banquets and post-banquet activities that usually involve women as subordinate "erotic gifts". The discussion goes on to identify an additional four ideal-type characterizations of women as equal guanxi participants, navigating instrumental guanxi by deploying different strategies associated with each type. These types are "pseudo-brothers", "rational legal professionals", "the unreachable desired", and "unspoken rules followers". The thesis goes on to discuss the blurred boundaries that distinguish these five types of women's guanxi participation strategies by scrutinizing the power-interactive nature of erotic capital and how the endorsement of erotic capital in the workplace interacts with structural constraints that stem from gender norms and family expectations.

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19

Porter, Paige Paula. "Effect of discrepant information and sex of manager on attributions and ratings of manager's performance". Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06232009-063500/.

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20

Zhu, Dan. "Managerial sex role stereotyping among Chinese students in New Zealand". Diss., Lincoln University, 2008. http://hdl.handle.net/10182/822.

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The management literature in gender issues argues that in spite of the progress made in the last few decades, women still face difficulties in being accepted and recognised as managers because the manager’s role has been perceived as masculine. Gender stereotypes, hence, continue to become a barrier to women’s access to top management position. This study examines the perceptions of the relationship between sex role stereotypes and the perceived characteristics necessary for managerial success among Chinese students in New Zealand. The study sample consisted of 94 male Chinese students and 119 female Chinese students studying in New Zealand. In order to allow for cross-cultural comparisons, this study used a direct replication the Schein Descriptive Index (SDI) from previous study (Schein & Mueller, 1992). The male and female perceptions on the relationship between sex role stereotypes and characteristics were analysed separately. The results revealed that both male and female Chinese students in New Zealand perceive that successful middle managers possess characteristics, attitudes and temperaments more commonly ascribed to men than to women in general. In addition, the results were compared with previous studies conducted in China and Japan, New Zealand, America, Britain, Canada, and Germany. Our findings conclude that Asian people are worse than Western people in respect to managerial sex role stereotyping, particularly, Chinese males who show a very strong degree of managerial gender stereotyping. Multiple discriminant analysis was used to discriminate the relationship between men, women and middle managers on 92 items from the survey questionnaire. The analysis resulted in two separate canonical functions which distinguished between three groups women, men and managers).

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21

Luthar, Harsh K. "The two-way gender bias in management evaluations and decision making : evaluations of managers vs. evaluations of grievants /". Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-02022007-133642/.

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22

Wieners, Carrie J. Williams Stephen L. "Museum leadership a possible shift in gender representation /". Waco, Tex. : Baylor University, 2007. http://hdl.handle.net/2104/5105.

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23

Neethling, Leonore. "The effect of sexual harassment in the workplace on employee well-being". Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-09052005-112648.

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24

Cahill, Francis Joseph y n/a. "The influence of self aspects, sources of workplace satisfaction and gender on organisational commitment an integrated model". Swinburne University of Technology, 2006. http://adt.lib.swin.edu.au./public/adt-VSWT20070424.155259.

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The purpose of this study was to explore the relationship between self-aspects, sources of workplace satisfaction and types of organisational commitment. This study tested three expectations. The first was that employees with strongly developed relational self-aspects who find satisfaction in workplace relationships with their direct managers and colleagues were likely to experience affective committed towards their organisation. The second was that employees with strongly developed individual selfaspects who find satisfaction in the job itself were likely to experience continuance commitment towards their organisation. The third was that employees with strongly developed collective self-aspects who find satisfaction in the organisation as well as its senior management were likely to experience normative committed towards their organisation. To test these hypotheses, three empirical studies were conducted. In Study 1 respondents (N = 140) were drawn from a large aged care nursing facility. Using separate regression analyses, support was found for the expectation that relational self-aspects would predict satisfaction with colleague relationships and that satisfaction with colleague and manager relationships would predict affective commitment. Support was also found for the expectation that collective self-aspects would predict satisfaction with the organisation and its senior management, however only satisfaction with the organisation was found to predict normative commitment. The expected relationship between individual self-aspects, job satisfaction and continuance commitment was not supported. It was argued that the strong relational nature of the sample and the high percentage (87%) of females within the sample may have influenced the results. Study 2 was designed to reconfirm the expected relationship between sources of workplace satisfaction and types of organisational commitment using a broader sample. Respondents (N = 146; females =86, males = 60) were drawn from four sources; a credit co-op, an adventure based training organisation, a commercial cleaning organisation, and a Graduate School of Business. As expected, satisfaction with colleague relationships was a significant predictor of affective commitment, while a non-significant trend was observed for satisfaction with manager relationships. Some support was found for the expectation that job satisfaction would be a significant predictor of continuance commitment through an observed non-significant trend. Satisfaction with the organisation was a significant predictor of normative commitment, while satisfaction with senior management was not. The influence of gender on these results were also examined and discussed. The purpose of Study 3 was to introduce a newly developed work specific selfaspects scale and test the integrated model that examined the relationship between three types of self-aspects, three sources of workplace satisfaction on three types of organisational commitment. The influence of gender was also examined and discussed. Respondents (N= 119) were drawn from an Australian financial institution. Using standard regression analysis to test the model, it was found that collective work selfaspects together with satisfaction with colleague and manager relationships were the only predictors of affective commitment, while collective work self-aspects together with satisfaction with the organisation were the only predictors of normative commitment. No support was found for the expectation that individual self-aspects together with job satisfaction would significantly predict continuous commitment. The results of this research provided some support for the view that the strength of an employee's self-aspects may determine the type of workplace experiences they are likely to find satisfying. Furthermore, these sources of workplace satisfaction are likely to lead to different forms of organisational commitment. It was argued that the results observed across the three studies may have been influenced by organisational context. It was suggested that further research should sample a broader range of organisations in order to test the validity of the integrated model.

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25

Kashner, Patricia Anne. "A profile of female leadership". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1991. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1991.
Source: Masters Abstracts International, Volume: 45-06, page: 2993. Abstract precedes thesis as [3] preliminary leaves. Typescript. Includes bibliographical references (leaves 107-114).

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26

Ollilainen, Anne Marjukka. "The organizational process of integrating gender into development planning : a case study /". Thesis, This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-08142009-040512/.

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27

Yuon, Fuk-lung Eric y 惲福龍. "An investigation of gender inequality in the social work field in HongKong". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B42128407.

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28

Mabovula, Nonceba. "A phenomenological investigation of a female leader's perceptions and experience of discrimination in the work place". Thesis, Rhodes University, 2003. http://hdl.handle.net/10962/d1003582.

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Women are now making their mark in virtually every economic sector including traditionally male strongholds of engineering, heavy transport, construction and manufacturing. Probably the most spectacular progress by women has been in the public sector. Many women now have voting rights, follow careers which demand that they work outside of the home, enjoy professional status equal to their male compatriots, occupy top leadership positions in their societies and, furthermore, fulfil their traditional roles of wife and mother. The present study is an attempt to explore a female eader’s perceptions and experience of discrimination in her place of work. The problem has been that although there have been significant changes in women’s increased representation in recent years, it is believed that women who succeed in obtaining top management posts still have to deal with unfair barriers. These need to be more carefully explored and understood. In this study I focus on one female leader’s perceptions and experiences of leadership in an institution of higher learning. The advantages and disadvantages of such a small case study are discussed later. A phenomenological approach was used for obtaining information pertaining to the phenomenon “female leadership”, because phenomenology does offer ways of understanding not offered by other research methodologies. It enables the researcher to enter the lived world of the researched, and understand events and perceptions from a fresh point of view. A semi-structured interview was used to allow the respondent freedom to elaborate on responses in whatever manner she wished. The results obtained indicate that women are in a life-world in which, apart from the general experiences shared with their male counterparts, they are also exposed to many other forms of discrimination. Some of these are subtle, and result from years of socialisation into perceived gender role expectations. I hope that what I have discovered may help to contribute to the small but growing body of literature that seeks to understand women leaders’ experiences, and perhaps in time play a role in enhancing their relative position in education and society at large.

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29

Ross-Smith, Anne. "Women who manage women's experience as managers in contemporary Australian organisations : implications for the discourse of management and organisation(s) /". Phd thesis, Australia : Macquarie University, 1999. http://hdl.handle.net/1959.14/26116.

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Thesis (PhD)--Macquarie University, Graduate School of Management, 1999.
Bibliography: leaves 353-372.
Introduction and thesis overview -- A clarification of how common terms and key concepts within managerial and organisational discourse are interpreted within the thesis -- Theoretical and philosophical concerns: gender and the discourse of management and organisation(s) -- Contextualising the research: an overview of social, political, economic/business organisational conditions in contemporary Australia and review of literature germane to the empirical research studies -- Research methodology, judgement criteria and framework for analysis and representation -- Women managers: day to day managerial work and behaviour: ethnographic/participant observation studies -- Women's perceptions of their experience as managers: the interview studies -- Conclusions and thesis summary.
This thesis investigates the managerial experience of senior women in contemporary Australian public and private sector organisations and explores the implications this investigation has in relation to the discourse of management and organisation(s). -- The thesis proposes that although women have gained a presence in the ranks of senior management in the last twenty years, they continue to remain marginal to the discourse of management and organisation(s). The reason for this, it is argued, is because of the preoccupation this discourse has with conceptions of rationality and masculinity. This proposition is elaborated in the thesis by tracing the philosophical and sociological interpretations of reason and rationality from ancient Greek philosophy to its embodiment in the contemporary discourse of management and organisation(s). -- Whether for biological, social or psychological reasons, it can be argued that men and women are 'different'. A further proposition, therefore, is that they will have a 'different' experience as managers. On the basis of this proposal, the thesis evaluates contemporary theories of gender and sexual difference, but stops short of defining 'difference' specifically with regard to women's experience as managers. Instead, it allows the empirical research to determine what it is that constitutes 'difference' in such a context. -- The empirical component of the thesis seeks to develop an understanding of how senior women managers in contemporary Australian organisations both experience and interpret their experience in management. This is achieved by the use of two different, but complementary studies. Using an ethnographic/participant observation case study approach, the first of these investigates the day to day managerial activities, over time, of two senior women managers, one from the private and one from the public sector. The second component of the empirical research involves as series of in depth interviews with forty senior women managers in Australian public and private sector organisations, together with a small number of interviews with their immediate superiors and subordinates, and observation, by the researcher, of their workplaces. The location of the empirical research in the late 20th century, some twenty years or so after women started to enter the ranks of management in Australia, allows for a reflection on women's progress in management in this country during this period. It also allows for contemporary social and organisational conditions in Australia to be a consideration in evaluating the research participant's managerial experience. The thesis, therefore, links the empirical research findings to Australian literature and research on women and management, current social trends in this country, characteristics of the Australian business culture, Australian managementand the Australian manager.
The research framework utilised in the thesis is informed by critical, feminist and postmodern approaches to organisational analysis. For this reason the Deetz (1994) schema, which defines organisational reserch from the perspective of four differing discursive spaces - dialog, critical, interpretive and normative is utilised to locate the research orientation of the empirical studies. This schema recognises that overlap between the four discursive spaces is possible and thus can accommodate insights from each of the above mentioned approaches, as well as areas of overlap between them. -- The principal research findings suggest, in summary, that women in senior management in Australia largely conform to the traditional (masculine) norms that are deeply embedded in the discourse of management and organisation(s) and in managerial practice, yet at the same time, they consider themselves to be 'different'. A feminist interpretation of Social Contract theory, together with a feminist analysis of Foucault's (1988) notion of an 'ethics' of the self and the link between this notion and non essentialist feminist theory are used in the discussion of the empirical research findings to construct an interpretation of 'difference' as it applies to women's managerial experience. -- The contribution to knowledge in the field of organisational analysis that the thesis seeks to make includes: adding new grounded empirical research whcih uses alternative approaches to organisational understanding; providing a comprehensive analysis of the philosophical and sociological underpinnings of the relationship between management, rationality and masculinity; providing a platform for future policy development and organisational practice, and adding a perspective on contemporary managerial practice and organisation conditions against which to gauge classical studies of managerial work and behaviour. -- Finally, the thesis can also be seen to provide additional insights into recent critiques of essentialist feminsit theory and the 'feminisation of management'/female advantage literature.
Mode of access: World Wide Web.
x, 376, [9] leaves

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30

Rouh, Peggy A. "The Effects of Diversity Training on Recognizing Gender Differences in a Corporate Environment". Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2782/.

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The face of the American workforce is changing. As more women and minorities enter the workplace and globalization continues, workers must work with. interact with, and sell to people who are different from themselves. Workers bring their cultures, attitudes, and modes of operation with them. To address the issue of being productive in a diversified environment, corporations have implemented diversity training programs. For the purpose of this study, diversity was defined as gender differences. This research examined the effects of diversity training on increasing the awareness and understanding of gender differences in the workplace. The experimental design of the study was a pretest posttest involving two groups in a large corporation who received different forms of training to address gender differences. One group received its training in the traditional manner currently used in the corporation. The second group participated in enhanced training targeted to include multiple learning styles and focused on why this effort was important to the individuals as well as the corporation. A true-false test based on gender differences was given prior to the training to account for individual differences and to establish the means for the groups. The same test was given following the training to determine the effectiveness of the training. The statistical procedure used in this study was an analysis of covariance (ANCOVA) in order to determine whether there was a significant difference between the mean scores of the two groups. A level of significance of .05 was specified. Calculations were done using the computer program SPSS version 9.0. The data yielded a statistically significant difference between the employees who received the enhanced training and the employees who received the standard training on knowledge of gender differences in the workplace.

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31

Bussart, Anna Lynn. "The Making of the Documentary Women at Work". Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9791/.

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Women have fought for their rights to equal opportunity employment for more than a millennium. Even now, in the 21st century the fight continues. Women at Work explores the experiences of three women who work in male-dominated blue-collar jobs and discuses their struggles and successes within their employment. Their career choices have required each to address their individual views on feminism and femininity, as well as views on education and family.

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32

Sofka, Jeri Lynn. "Communication and Gender : Interviews with Blue-collar Women". PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4643.

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This thesis explores the interactions between women and men who work in highly-skilled blue-collar trades. The aim of this research is to describe women's perceptions and responses to their on-the-job communicative interactions with male co-workers, supervisors and union officials. small focus groups were conducted to produce rich narrative data that was audio recorded for later use by the researcher. The researcher met with the four subjects for three sessions. The interviews lasted three hours each. The researcher also conducted follow-up interviews by phone to clarify subjects' responses. The subjects were provided with an interview schedule of questions prior to the interview. This thesis seeks to identify women's perceptions of male and female differences in communication, perceived problematic communicative interactions and women's responses to perceived differences. This thesis also explores the possible correlation between women's sense of self-esteem and interactions with males on the job. Finally, subjects were interviewed to determine what strategies, if any, are used by women to work more effectively in a predominately male work environment. It was found that this sample of women reported several perceived differences between male and female communication styles and that some differences are problematic. The subjects reported that difficult interactions may result in feelings of anger, frustration, anxiety, hostility or sadness. Finally, the subjects offered several strategies for coping in nontraditional jobs.

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33

Hunter, Darlene R. "Understanding gender verbal communication a narrative approach /". Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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34

Hoffman, Confidence Lydia. "Exploring of a succession planning framework for women in the South African aviation industry". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8272.

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Women globally are seen as key contributors to the economic development and ‘bottom-line’ of businesses, but their presence and representation is still lacking in senior positions and the boardroom. Although after 20 years of democracy, the South African government has made significant progress towards empowering women in all spheres of business, inequalities and imbalances remain huge stumbling blocks. Embracing diversity and advocating gender equality makes business sense; this includes developing women as leaders through effectively implementing succession planning. Research shows that most companies have a succession plan document in place, but whether it is correctly implemented and effective remains to be investigated. A company’s leadership and human resources management together need to create a robust succession planning framework which aligns the vision of the company and talent management. The purpose of this research study was to determine the perceived success of succession planning for women in businesses in South Africa. The study’s primary objective was to develop and explore a succession planning framework for women in the South African Aviation Industry. A detailed literature review was conducted on women in business, leadership and succession planning. A qualitative case study approach was used as the most appropriate research methodology for this study to test whether the six propositions developed by the researcher applied to this single case or not. A questionnaire was developed to be used as a guide when interviewing the female respondents. The results were analysed and based on the findings, recommendations were made for further research. The main finding of this research was that the selected company lacks the correct implementation of the succession planning process. A possible solution to this issue would be the recruitment of a succession planning coordinator who has strong knowledge of the company’s policies, procedures and culture to establish strategies to roll out the succession planning programme.

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35

Lee, Ching May Mimi. "Career maturity, career decision-making self-efficacy, interdependent self-construal, locus of control and gender role ideology of Chinese adolescents in Hong Kong". HKBU Institutional Repository, 2007. http://repository.hkbu.edu.hk/etd_ra/811.

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36

Davis, Karen D. (Karen Dianne). "Organizational environment and turnover : understanding women's exit from the Canadian Forces". Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=26258.

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Women's exit from employment has been explained in relation to their individual characteristics and family status, but little attention has been given to the relationship between women's experience in employment and their decision to leave. Attrition data indicates that women become even more likely to leave the Canadian Forces, relative to their male counterparts, after 10 years of service. A qualitative approach was used to explore the relationship between organizational environment and exit among women who left the Canadian Forces after serving more than 10, but less than 20 years. The analysis, which is based on interviews with 23 women, suggests that although organizational policies and regulations are evolving in attempts to integrate women, the experiences of women as women within a male-dominated organization contribute significantly to the attrition of women from that environment.

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37

Van, der Schyff Sedick. "Men's attitudes and responses to the Gender Equity Strategy at South African Nylon Spinner Polymer Plant (2002-2004): Implications for an education and training intervention". University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&amp.

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This study investigated the attitudes and responses of male employees to the implemention of the Gender Equity Strategy and considered the implementation for the development of a gender education and training intervention. The study investigated the initial resistance to the introduction and implementation of the Gender Equity Strategy at the Polymer Plant by male employees.

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38

Ahmed, Shamima. "In search of the "different voice" in the organization: men's and women's construction of their work-roles". Diss., Virginia Tech, 1991. http://hdl.handle.net/10919/39972.

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The purpose of this study is to examine the influence of women's "different voice" on their organizational behaviors. The phrase "different voice" is used here to indicate that women perceive realities and think about them in a manner distinct from men. The study examines this issue by focusing on how men and women, working in similar positions within similar organizations, construct their work-roles. The specific research questions that this study pursues are the following: 1. Does the "different voice" find its expression in women's construction of their work-roles? and 2. If so, in what ways? The study uses the ethnomethodological perspective on understanding roles. For the purpose of data collection, the study uses several methods. Among them, the in depth interview is the major one. In depth interviews are conducted wi th twelve informants, six men and six women, who are working as heads of various academic departments in a university. All the interviews were tape-recorded and later transcribed.
Ph. D.

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39

Boyer, Laura Kate. "The feminization of clerical work in early twentieth-century Montreal /". Thesis, McGill University, 2001. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=37873.

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This research examines the changing relationships of gender, place and identity wrought by women's entrance into Montreal's financial service sector between 1900 and 1930. I seek to answer two related questions. First, what kinds of identities were enabled in the new spaces created by the feminization of clerical work? In particular, how was gender, sexual, and ethno-linguistic difference constructed within the mixed-sex clerical workspace? Second, what effect did women's entrance into corporate workspaces in the financial district have on prevailing notions about gender, class and urban space? How did this change in labour markets affect representations of women in public more generally?
I make three arguments about women's entrance into Montreal's white-collar workforce. First, I argue that this process created a new kind of "contact zone" within and beyond the white-collar workplace. In these spaces, people came together across cleaves of difference, and ideas about nationalism, class, religion, and language were negotiated in new ways. Secondly, I argue that women's entrance into this sector of the labour market was marked by contradiction. On the one hand, women were held responsible for bringing sexuality into the white-collar workplace, and were sexualized within corporate culture. On the other hand, ideas about "respectability" defined through sexual propriety and corporeal restraint were central to the corporate image as well as media representations of female clerical workers. Finally, I argue that the feminization of clerical work re-mapped relations of gender, class and space. In the highly modernized offices of the financial district, ideas about public womanhood competed. I argue that this change in labour helped legitimize representations of modern womanhood which were consummately urban in nature.

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40

Kirk, Delaney J. "Hostile Environment: A Discriminant Model of the Perceptions of Working Women". Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc331130/.

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This study examines the problem of operationally defining "hostile environment" sexual harassment, ruled a type of disparate treatment actionable under Title VII of the Civil Rights Act by the United States Supreme Court on June 19, 1986. Although the Equal Employment Opportunity Commission defines a hostile environment as an "intimidating, hostile, or offensive work environment," there is no consensus as to what is "offensive" behavior. An extensive review of the literature yielded various attempts to define and ascertain the magnitude of sexual harassment, but the fact that the actual percentages varied indicates that this is a difficult issue to measure. As perception by the victim is the key, this study surveyed 125 working women from all over the United States to determine their perceptions of behaviors that constitute sexual harassment. Discriminant analysis was then used to correctly classify 95% of the women according to their perceptions of having experienced sexual harassment. Using tests for proportions, three hypotheses were found significant. Women who have been sexually harassed are more likely to view sexual harassment as a major problem. Older men are more likely to have their behavior perceived as sexual harassment. In addition, women who have experienced acts such as staring, flirting, or touching in the workplace are more likely to perceive those acts as sexual harassment. The hypotheses deemed not statistically significant yielded interesting results. Younger women are not more likely to be harassed than older women. Neither are single or divorced women more likely to experience sexual harassment. All women, regardless of age, marital status, or geographic location, are vulnerable to sexual harassment. Of importance are which variables contributed the most to the women's perceptions of sexual harassment. None of the demographic variables was found significant, but the women perceived that they had been sexually harassed if sexual remarks, touching, sexual propositions, or staring were directed toward them in the workplace. Thus, these acts were perceived as constituting a hostile environment.

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41

Wilson, Janice. "Gender-based issues in aviation, attitudes towards female pilots a cross-cultural analysis /". Thesis, Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-03302005-094856.

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42

Tam, Tai-keung. "A study of the recruitment and selection of female firefighters in the Hong Kong Special Administrative Region a comparative perspective /". Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967346.

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43

Pfeil, Patricia. "Polizei und Geschlecht : Thematisierungen, De-Thematisierungen, Re-Thematisierungen /". Opladen : Ed. Recherche, 2006. http://deposit.ddb.de/cgi-bin/dokserv?id=2827545&prov=M&dok_var=1&dok_ext=htm.

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44

Copley, Rachel D. "Conflict management styles a predictor of likability and perceived effectiveness among subordinates /". Connect to resource online, 2008. http://hdl.handle.net/1805/1662.

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Thesis (M.A.)--Indiana University, 2008.
Title from screen (viewed on Aug. 13, 2008). Department of Communication Studies, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Kim White-Mills, Catherine A. Dobris, Ronald M. Sandwina. Includes vita. Includes bibliographical references (leaves 55-66).

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45

Chan, Christopher Peter y 陳偉程. "Managerial gender stereotypes: an examinationof the attitudes of library professionals in Hong Kong universities". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50177412.

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Women are underrepresented among the top echelons of management at Hong Kong academic libraries. This is in contrast with the situation in the United States and certain other countries, where the representation of women in senior management is broadly in line with the profession as a whole. The present study addresses the possible role that the gender stereotyping of leaders might have in accounting for this situation. To this end, the beliefs of academic library professionals were surveyed so as to determine whether they endorsed a masculine, feminine, or androgynous (gender-neutral) sex role for an ideal library manager. This was achieved through the development of a modified form of the Bem Sex Role Inventory (BSRI), with particular care taken to ensure the measure remained valid in a Chinese cultural context. The results showed that 50% of respondents believed that a masculine personality type makes for an ideal leader, compared to just 12% that endorsed a female personality type. A preference for male leadership was therefore widespread among respondents. Additionally, there was little difference between male and female respondents, and women were just as likely as men to endorse a masculine role for good leaders. The possible impact of cultural factors on gender stereotypes among Hong Kong librarians is suggested as a potentially fruitful area for further investigation. Based on the results, a key recommendation of the paper is for managers and administrators in academic libraries and the higher education sector more generally to be made aware of the potentially unconscious impact that gender stereotyping can have on hiring and promotion decisions.
published_or_final_version
Education
Master
Master of Education

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46

Ishibashi, Yoshimi. "Cross cultural comparison between the United States and Japan: Executive traits". CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3392.

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This study examined comparisons of gender stereotypes of executives in two cultures, American and Japanese. Undergraduate students in Japan and the U.S. estimated the extent to which executives in general, male and female exectuives possessed person-oriented and task-oriented leadership traits.

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47

Mbatha, Mbalenhle. "A qualitative investigation of gendered perspectives on, maternity leave/family responsibility duties/social roles and access to career development, in the Johannesburg branch of a Multination Corporation (MNC): the case of company A, S.A. Johannesburg branch". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/5657.

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In recent years, there has been increasing concern that gender bias has prevented women from advancing as rapidly and as frequently as men into management positions. Although the number of women managers has increased, they may experience difficulty moving into upper management positions. The purpose of our research was to study employee gender perception of key variables of women and the positions held in high technology companies. In this research, phenomenological research method was chosen, because the aim of it is to determine what the experience means for the people who have experienced it. Based on the collected data, answers and experiences, structural analysis was done in order to find out the major phenomena of gender perceptions. A number of variables uncover the perception of aspects of policy and gender and barriers that may affect female employees' opportunities for advancement. Using a sample of 30 full-time employees from Company A, the results indicated that position held was significantly different for male and female employees. The results also indicated that neither male nor female employees appeared to notice the apparent perceptions apparently as a glass ceiling within their company and the Implications discussed and recommendations provided. With reference to the Empirical research, this paper increases the knowledge about women’s career development and provides recommendations how to deal with it. It is also expected that this thesis will be helpful to all women who are in the labour market for their career development and advancement.

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48

Toepfer, Elizabeth Anne. "The career satisfaction and success of corporate executives : the relationship among attachment style, sex-type, and gender /". Access Digital Full Text version, 1996. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11902589.

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Thesis (Ed.D.)--Teachers College, Columbia University, 1996.
Includes tables. Typescript; issued also on microfilm. Sponsor: Debra A. Noumair. Dissertation Committee: Patricia M. Raskin. Includes bibliographical references (leaves 130-143).

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49

De, Henau Jérôme. "Gender role attitudes, work decisions and social policies in europe: a series of empirical essays". Doctoral thesis, Universite Libre de Bruxelles, 2006. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210771.

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The aim of the thesis is to understand why European countries show a very different picture of female employment (in their fertile ages) which is not the case for men of the same age. We shed light on the various positions of countries in this framework of earner-carer models, in analysing policy designs, policy outcomes and policy determinants. That is, respectively, family policy indicators, employment of mothers and childless women, gender role attitudes and their interacting effect with policies and employment outcomes. We have used a wide range of primary or secondary quantitative and qualitative data to carry out our comparative analysis, mixing approaches, techniques and methods, from micro-econometric models to macro-level harmonised indicators, supplemented with a case study.

The dissertation is divided in three parts, each focusing on one question:

(i)\
Doctorat en sciences de gestion
info:eu-repo/semantics/nonPublished

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50

Nutter, Kathryn L. "Bi Labor: Toward a Model of Bisexual Identity Management in Workplace Environments". Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1219541790.

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Tesis sobre el tema "Sex role in the work environment – Nigeria"

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