There have been numerous studies on the economic, social, and emotional lives of the Southeast Asian refugees (Adelman, 1982; Beiser, Johnson, & Roshi, 1994; Haines, 1989; Neuwirth, 1984; Nutter, 1984; Whitmore, Trautmann, & Caplan, 1989), yet the lack o f focus on Southeast Asian women refugees is prevalent. Human capital theory explored Southeast Asian women refugees' unique settlement experience as workers in Canada. Data from the Refugee Resettlement Study, " A Ten Year Study of Southeast Asian Refugees in Canada" (Beiser et al., 1994) was used to examine the employment experiences of women from Vietnam and Laos who came to Canada as refugees. The majority of the women were employed and were in jobs with low occupational status. Logistic regression was used to analyse variables associated with employment and occupational status. High English language proficiency was associated with being employed and having high occupational status. In addition, being younger increased employability. When the individual items within the English language proficiency scale were assessed, ability to read English and low ethnic concentration promoted employability. Ability to write English and low ethnic concentration increased the likelihood of having higher occupational status. This study contributes to the limited literature on refugee women's human capital accumulation and employment experiences during settlement in the host country. / Arts, Faculty of / Social Work, School of / Graduate

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The purpose of this study was to identify individual characteristics and school experiences of youth with serious emotional disturbance (SED) that may influence their postsecondary employment status.

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Recent reviews of research on employee selection have shown that both sex-role stereotypes and physical attractiveness stereotypes have pronounced effects on the personnel evaluations received by attractive or unattractive male or female applicants when applying for particular jobs. With the exception of one recent study by Beehr and Gilmore (1982), however, previous research has neglected to identify jobs for which physical attractiveness (PA) was relevant and jobs for which PA was irrelevant when investigating the effects of physical attractiveness stereotypes on employment decisions. The present research examined sex-role stereotypes and PA-stereotypes using appropriately sex-typed and PA relevancy-typed jobs. The second purpose of the research was to extend the findings that the causal attributions made concerning a person’s success and/or failure at a particular task are a function of the sex-congruency of the task. If physical attractiveness stereotypes are as prevalent as sex-role stereotypes, then the attributions made by raters concerning successful or unsuccessful performance in PA-congruent tasks should be as pervasive as the attributions made for sex-congruent tasks. The final purpose of the research addressed a deficiency in the employee selection literature. While the biasing effects that physical attractiveness has on selection decisions are well documented, only one study could be found that attempted to control or eliminate this bias. Hence, this study employed a halo reduction technique, namely, the explicit rating of the irrelevant halo producing factor, in an attempt to purge from a rater's system the bias produced in job-related ratings by a job applicant's physical attractiveness. In Experiment 1, each of 68 subjects rated the suitability of one applicant for masculine, feminine, and neuter sex-typed jobs. Each resume was identical with the exception of the systematic manipulation of the applicant's sex. As expected, sex-role stereotypes had a strong influence on personnel decisions, as well as recommendations of alternatives to employment and subjects' causal attributions of applicants' assumed successful and unsuccessful job performance. In Experiment 2, a 2 x 2 x 2 x 2 x 3 x 2 (Purge x Photo Attractiveness x Applicant Sex x Subject Sex x Job Sex-Type x PA-Relevancy) design was employed. Subjects were 304 undergraduate students. Each resume was identical with the exception of the systematic manipulation of the applicant's sex and attractiveness. As predicted, personnel decisions once again reflected the operation of sex-role stereotypes. Additionally, subjects' evaluations reflected the influence of a physical attractiveness stereotype that affected employment decisions, overall employment potential, and causal attributions of applicants' job successes and failures. Limited but promising results were found for the purging technique which was designed to reduce the bias in personnel decisions that results from an applicant's attractiveness. / Ph. D.

People who are disabled encounter income inequity and employment discrimination. The intersection of disability-based inequity and employment discrimination has increasingly been called the Disability and Employment Conundrum (DEC). Within the last 20 years, the Individual Placement and Support (IPS) model attempts to resolve the DEC. Through a policy-based method called Supported Employment (SE), the IPS model aims to gain employment for people who are disabled and seeking employment. Much of the research that supports the IPS model neglects to look at external factors that impact the DEC. The IPS model's scope focuses on internal factors, or the individuals who are seeking employment, and is thereby narrowed. The IPS model's narrowed scope disproportionately impacts people with cognitive disabilities who are seeking employment. From a social constructionist perspective, this thesis examines how the IPS model became focused on internal factors at the expense of people who are disabled and seeking employment. / Master of Arts / People who are disabled encounter income inequity and employment discrimination. Disability-based employment problems are increasingly fall under what is called the Disability and Employment Conundrum (DEC). Within the last 20 years, several models to reintegrate disabled people back into the workforce have been used to attempt to resolve the DEC. Through a policy-based method called Supported Employment (SE), the Individual Placement Support model aims to gain employment for people who are disabled and seeking employment. Much of the research that supports the IPS model does not look at external factors that impact the DEC. Instead, the IPS model primarily focuses on the individuals who are seeking employment. This narrowed scope disproportionately impacts people with cognitive disabilities who are seeking employment. From a social constructionist perspective, this thesis examines how the IPS model became focused on internal factors at the expense of people who are disabled and seeking employment.

Typescript (photocopy). / Digitized by Kansas Correctional Industries