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The objective of this thesis is to investigate the relationship between motherhood and women's labour force participation in South Africa. The key problem in estimating this relationship is the endogeneity of motherhood/childbearing with respect to women's labour force participation. Childbearing behaviour and decisions to participate in the labour force are jointly determined; and unobservable characteristics which influence childbearing behaviour are also correlated with women's labour force participation. This thesis shows that the definition of motherhood can exacerbate these sources of endogeneity bias. International studies typically identify mothers as women with biological children aged 18 years or younger who are co-resident with at least one of their children. In South Africa, however, a sizeable sample of women is not co-resident with their children. The remaining sample of co-resident mothers are a non-random sample of all mothers who are less likely to participate in the labour force than all mothers. Placing a co-residency restriction on motherhood therefore biases the relationship between motherhood/childbearing and labour force participation. In particular, it overestimates the negative relationship. In the international literature instrumental variable (IV) estimation has been used to disentangle these causal mechanisms. This thesis also considers an application of same sex sibling composition, first introduced by Angrist and Evans (1998), as a strategy to identify the exogenous effects of childbearing on women's labour force participation in South Africa. Little or no research has investigated this relationship in South Africa. One possible explanation for this is that studies on female labour force participation in South Africa have not been able to match women to their children with the datasets that have been analysed: most nationally representative household surveys in South Africa do not contain detailed birth history information. The first part of this thesis analyses what data are available to identify women with children and the quality of these data; it also outlines four different methods to match women to their children using these data. The second part of this thesis investigates the relationship between motherhood/childbearing and women's labour force participation in South Africa. / Thesis (M.Com.)-University of KwaZulu-Natal, 2008.

There are several diverse types of employment discrimination in China’s labour market. Two of the most significant are differentials in employment opportunity and differentials in earnings by gender and household registration system (hukou). Thus, female migrant workers are doubly disadvantaged as victims of discrimination against both rural people and women. This thesis uses mixed research methods (both quantitative and qualitative approaches) to explore four questions related to this dual disadvantage: First, in the public sphere, are those with higher socioeconomic status (i.e., urbanites in China) willing to allow equal opportunities and rights for female migrant workers? Second, in the labour market, is there any evidence to demonstrate that gender and household registration system interact to shape female migrant workers’ employment opportunities and earnings? Third, still in the labour market, if a significant interaction is found between hukou and gender, the female migrant worker group will be compared to the members of three other groups: male migrant workers, urban males, and urban females. The following question will then be investigated: Do female migrant workers experience double (additive assumptions), less than double or more than double (intersectional assumptions) jeopardy in employment discrimination (opportunities and earnings) in 2003 and in 2006? Last, what are the trends in employment discrimination against this group over time? In an exploration of these four questions, this thesis offers theoretical, methodological and practical contributions to an understanding of female migrant workers’ experiences in urban China. It is found that Chinese urbanites indeed do not want to share social goods, attributes and services with female migrant workers. This hostility and intolerance in the public sphere have affected female migrant workers’ access to employment opportunities and earnings. In most cases, they have suffered more than double jeopardy with respect to employment opportunities and earnings. The trends in these two types of employment discrimination are mixed. Employment discrimination against these female migrant workers both in public sphere and in the labour market not only points to the social exclusion based on ascribed features (i.e., hukou and gender), but also reveals the nature of China’s transitional economies that involve both institutional and socio-cultural barriers to social equality.

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The Conservative governments of 1979-1997 were determined to reduce what they saw as "excessive union power". A succession of Employment and Trade Union Acts designed to undermine collective organisation and therefore trade union power were passed. The common perception tends to be that trade union power has been severely curtailed; however, some researchers suggest that very little has changed on the shopfloor. The main aim of the research was to ascertain what trade union members thought about the power of their trade unions. The focus of the study was on the local and workplace union organisations of the ABEU and UNISON. The research involved a case study approach. Data was obtained through the use of observation, interviews, questionnaires and the analysis of documentary evidence. It is concluded that trade union power is still a reality in the 199Os, though that power may be looked upon differently depending whether the focus is on unions at a national level or within the workplace. National unions may have changed but workplace organisations appear to remain much the same as they always have; some workplace organisations are effective and others do not appear to be as successful at achieving their aims. The success of workplace trade unionism is dependent upon the personalities and styles of working of the lay representatives. The legislation appears to have had little effect on independent workplace union organisations, though claims that the legislation had reduced trade union power appear to have been taken at face value, even by union members. As long as effective lay representatives are forthcoming there is no reason why unions at workplace level should not continue protecting their members' interests well into the 21st century.

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This study addresses the absence of scientific knowledge of leadership behaviour among gays in the management echelon of the South African Department of Defence and provides some tangible knowledge in this regard. This valuable knowledge was obtained through an in-depth qualitative research design, namely a life story of one South African citizen, who is gay, male and white, and who held a senior management position in the Department of Defence (DOD) for a number of years. Themes and hypotheses from both the existing literature on homosexual behaviour and leadership generally, and on gay people employed as leaders by the military particularly, were compared with the rich, everyday experiences of this particular gay person on his leadership tasks in the local military world. This study provides insight into homophobia, and particularly into how it was managed by an authentic gay. The study also makes a modest contribution to the methodology of case studies and particularly the applicability of life stories in the organizational and leadership fields. Finally, I believe the study provides knowledge on homosexuality and leadership and the relation between these in the South African Department of Defence, and, in this way could offer valuable information in assisting with “examining” its Draft Policy on Non Discrimination on the Grounds of Sexual Orientation. I am of the opinion that the insight into an authentic gay officer’s life provided by the method, could inform policy impacting on leaders, and particularly on gay officers, of the DOD. / Prof. W. J. Schurink