Texte remanié de: Proefschrift--Utrecht--Universiteit, 2001. / Bibliogr. p. 461-485. Index.

Research problem: The research revolved around the problem: What extrinsic barriers play a role in the promotion of the female educator and to what extent are these barriers experienced? Research objectives: Arising from the problem, the aim of the research firstly was to determine from the literature what the nature of extrinsic promotion barriers were within and outside the school. Secondly, to establish empirically the extent to which extrinsic barriers influenced the career promotion of female educators in secondary schools. Thirdly, to determine what the relation was between biographic variables and different extrinsic promotion barriers. Research Design: * Literature study - In the literature overview in Chapters 2 and 3 the different extrinsic promotion barriers to female educators were investigated. It transpired that the following aspects/factors in the literature occur as extrinsic promotion barriers, namely networks, mentorships, appointment procedures, organisation climate and the female educator’s career profile. These identified aspects/factors formed the basis for the compilation of a structured questionnaire. * Empirical investigation - A quantitative research approach in the post-positivistic paradigm was followed in this research. The data collection instrument was a structured questionnaire consisting of five constructs divided into 50 questions/items. The questionnaire was distributed to female educators on post level 2 and higher (n=365) of which a feedback response of (n=305; 83.6%) was obtained. This questionnaire was used to determine to what extent extrinsic barriers influence the career promotion of the female educator and to establish the relation between certain biographical variables and the different extrinsic promotion barriers. Cronbach Alpha coefficients, means, standard deviations (SD), rankings and frequencies, percentages of the responses to the questionnaire, hierarchic linear models and practical significance (d-values) were calculated. During the discussion of the results, descriptive statistics were used. Main findings: It was evident from the research that the respondents did not experience to a medium and to a large extent any aspect regarding networks, mentorship, appointment procedures, organizational culture and the educators’ career profile as extrinsic promotion barriers. Recommendations: Finally, recommendations were firstly made to the Department of Basic Education, secondly to the female educator and thirdly for further studies focussing on extrinsic promotion barriers to the female educator. Recommendations to the Department of Basic Education: * The DoBE has to provide and distribute policy documents about gender equility to members of the SGB and especialy female teachers. * The DoBE need to train the persons involved in the appointment process (SGB members and educating staff) to understand the policy documents and juridical framework of the appointment process and to apply it correctly. Such training could be considered as a prerequisite to be elected to the SGB. Recommendation to the female educator: * Female educators who hold promotion posts, and those that aspire for promotion posts, must be afforded the opportunity to indicate what they wish to be trained in. Recommendations for further research: * That research of a qualitative nature by means of interviews and focus group discussions should be undertaken on extrinsic promotion barriers found in this study and possible other extrinsic promotion barriers. Such research could be expanded by doing a mixed-methods investigation in two or three provinces. * It became evident from this research that the majority of female educators are heads of department (post level 2) and the minority of female educators fill posts on higher post levels (3 and 4). Research needs to be done on what extrinsic promotion barriers are obstructing female educators from being promoted to principal posts and vice-principal posts. / MEd (Education Management), North-West University, Potchefstroom Campus, 2014

Research problem: The research revolved around the problem: What extrinsic barriers play a role in the promotion of the female educator and to what extent are these barriers experienced? Research objectives: Arising from the problem, the aim of the research firstly was to determine from the literature what the nature of extrinsic promotion barriers were within and outside the school. Secondly, to establish empirically the extent to which extrinsic barriers influenced the career promotion of female educators in secondary schools. Thirdly, to determine what the relation was between biographic variables and different extrinsic promotion barriers. Research Design: * Literature study - In the literature overview in Chapters 2 and 3 the different extrinsic promotion barriers to female educators were investigated. It transpired that the following aspects/factors in the literature occur as extrinsic promotion barriers, namely networks, mentorships, appointment procedures, organisation climate and the female educator’s career profile. These identified aspects/factors formed the basis for the compilation of a structured questionnaire. * Empirical investigation - A quantitative research approach in the post-positivistic paradigm was followed in this research. The data collection instrument was a structured questionnaire consisting of five constructs divided into 50 questions/items. The questionnaire was distributed to female educators on post level 2 and higher (n=365) of which a feedback response of (n=305; 83.6%) was obtained. This questionnaire was used to determine to what extent extrinsic barriers influence the career promotion of the female educator and to establish the relation between certain biographical variables and the different extrinsic promotion barriers. Cronbach Alpha coefficients, means, standard deviations (SD), rankings and frequencies, percentages of the responses to the questionnaire, hierarchic linear models and practical significance (d-values) were calculated. During the discussion of the results, descriptive statistics were used. Main findings: It was evident from the research that the respondents did not experience to a medium and to a large extent any aspect regarding networks, mentorship, appointment procedures, organizational culture and the educators’ career profile as extrinsic promotion barriers. Recommendations: Finally, recommendations were firstly made to the Department of Basic Education, secondly to the female educator and thirdly for further studies focussing on extrinsic promotion barriers to the female educator. Recommendations to the Department of Basic Education: * The DoBE has to provide and distribute policy documents about gender equility to members of the SGB and especialy female teachers. * The DoBE need to train the persons involved in the appointment process (SGB members and educating staff) to understand the policy documents and juridical framework of the appointment process and to apply it correctly. Such training could be considered as a prerequisite to be elected to the SGB. Recommendation to the female educator: * Female educators who hold promotion posts, and those that aspire for promotion posts, must be afforded the opportunity to indicate what they wish to be trained in. Recommendations for further research: * That research of a qualitative nature by means of interviews and focus group discussions should be undertaken on extrinsic promotion barriers found in this study and possible other extrinsic promotion barriers. Such research could be expanded by doing a mixed-methods investigation in two or three provinces. * It became evident from this research that the majority of female educators are heads of department (post level 2) and the minority of female educators fill posts on higher post levels (3 and 4). Research needs to be done on what extrinsic promotion barriers are obstructing female educators from being promoted to principal posts and vice-principal posts. / MEd (Education Management), North-West University, Potchefstroom Campus, 2014