Thesis (Ph. D.)--University of Oklahoma, 1989. / Bibliography: leaves 127-152.

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Using interviewers' ratings of respondents' physical appearance this study examined the relationship between physical attractiveness and wages treating the former as marginal to a baseline, human-capital derived equation. To test the hypotheses about the consequences of physical attractiveness alone or conditioned by other factors on earnings and wage growth we estimated wage and wage growth equations using 3 cross-sectional and 3 panel data sets derived from the Canadian Quality of Life survey. The cross-sectional estimates indicated that the effect of physical attractiveness on earnings was a plausible one and likely to be conditioned by other characteristics such as firm size, occupation, union membership, frequency of on-the-job supervision, and level of formal schooling. The 'above average' rated workers received pay premia ranging from +2.2% to 6.1% while those 'below average' received pay penalties ranging from-2.7% to -13.0% relative to the grand mean. The 'average' rated workers received pay penalties ranging from -0.7% to -3.4%. The main source of these wage differentials appears to be discrimination based on looks. The results of panel specifications also provided some support for the notion that physical attractiveness ratings were associated with differential wage growth and that the relationship between physical attractiveness and wage growth might be moderated by other individual or institutional characteristics of the workers, especially before adjustments for the lagged effects of wages were made. Overall, these results provide a moderate level of support for the thesis that physical attractiveness plays a role in the wage determination process in modern labour markets.

To test the generalizability of the theory of aversive prejudice in predicting discrimination against gay men, a partial replication of Dovidio and Gaertner's (2000) experiment was conducted. Two hundred and five White undergraduate students from a Midwestern university evaluated an ostensible applicant for a counseling position. The current study was a 2 (Applicant Sexual Orientation: gay, straight) x 2 (Applicant Race: Black, White) x 2 (Applicant Qualification: high, moderate) x 2 (Participant Gender) between-groups experiment. Men provided straight applicants with significantly higher qualification ratings than gay applicants. Gay applicants were perceived as less competent on leadership than straight applicants. A gay Black applicant was least likely to be recommended for the position only when he was ambiguously (moderately) qualified, compared to straight White, straight Black, and gay White applicants. Limitations, implications, and directions for future research are discussed. / Department of Psychological Science

This research examined the effects of supervisor and subordinate biological sex and race on supervisory referrals to an EAP. The study tested Bayer and Gerstein's (1988a) similarity hypothesis from their Bystander-Equity Model of EAP Helping Behaviors. Four specific hypotheses were generated: 1) Female supervisors will more likely refer female subordinates than male subordinates to EAPs; 2) Male supervisors will refer equal numbers of female and male subordinates to EAPs; 3) Supervisors will refer more troubled workers of their own race than troubled workers of another race; and 4) Caucasian male supervisors will be the most likely to refer persons who are different from themselves (in terms of sex and race) to EAPs.Supervisors employed by a large southwestern County government who made referrals to their "inhouse" EAP were participants in this study. The sample included 146 supervisors who made 188 EAP referrals.A log-linear analysis that controlled for the sex and racial composition of the supervisors' subordinates was used to test the hypotheses. The independent variables were race (Caucasian, African American, & Hispanic) and sex (male & female) of the supervisors and their subordinates. The dependent variable was whether the subordinate was referred to the EAP or not. None of the hypotheses received support. Too few ethnic supervisors referred to the EAP to adequately test the race hypotheses (Hypotheses 3 & 4). Male and female supervisors were equally likely to refer male and female subordinates to the EAP.While none of the hypotheses received support, there were some interesting significant trends involving the employees' race and supervisors' sex. Hispanic subordinates were most likely to be referred to their EAP, and African-American subordinates were least likely to be referred. While Caucasian male supervisors followed this pattern, Caucasian female supervisors demonstrated an even stronger bias in this regard. Implications of these findings were discussed. / Department of Counseling Psychology and Guidance Services

There is no abstract available for this dissertation.

The purpose of the study was to examine the relationship between age, teaching experience, and major degree preparation area of the last degree earned of senior high school women teachers in Indiana and their motivation to pursue administrative careers. A second purpose was to report the opinions of women teachers relative to perceived opportunity to actively seek a position in administration at the senior high. school and/or central office level.An opinionnaire was designed to solicit responses from female senior high school teachers in Indiana concerning age, years of teaching experience, major degree preparation area of the last degree earned and their motivation to pursue administrative careers. Women teachers were asked to respond to questions requiring personal opinions on mentoring, relocating to assume an administrative position, interview opportunities for administrative positions, and the perceived reasons administrative positions were denied the respondent. In addition, the teachers were asked to state perceived opinions regarding the opportunity for women to actively seek an administrative career at the senior high school and/or central office level.One thousand names of women teachers in Indiana senior high schools, grade 9 through grade 12, were drawn by the Bureau of Educational Research from computer lists at the Department of Public Instruction. Six hundred twenty-two teachers responded to the opinionnaire.The responses to all questions soliciting demographic information were reported by number and percentage in three categories:1. Total number of respondents,2. Women who indicated an interest in pursuing administrative careers, and3. Women who stated they were disinterested in administrative careers in education.Responses to open-ended questions were separated into the following two categories and reported by percentage and/or number:1. Women who indicated an interest in pursuing administrative careers, and2. Women who stated they were disinterested in administrative careers in education.The following major findings were derived from the analysis of data:1. Of the 622 respondents, 142 respondents or 22.8 percent indicated an interest in pursuing administrative careers in senior high schools or central administration offices.2. Sixty-eight and four-tenths of the women interested in administration as a career were younger than 40 years of age.3. The largest number of respondents in each group, women who indicated an interest in administrative careers and women who indicated a disinterest in administrative careers, had taught from 5 to 15 years.4. The largest number of respondents in each group, women who indicated an interest in administrative careers and women who indicated a disinterest in administrative careers, reported the English degree as the major preparation of the last degree earned.5. Sixty-six and three-tenths of the 622 respondents indicated a lack of encouragement from administrators in their home district in regard to pursuing administrative careers.6. Twenty-one percent of the respondents perceived the major reason women have not pursued administration careers was due to family responsibilities.7. Eleven and seven-tenths percent of the respondents perceived the socialization process imposed on the American female as reason women have not pursued careers in school administration.8. Of the respondents who indicated an interest in pursuing careers in school administration, none cited family responsibilities as a limiting factor in the pursuit of an administrative career.

With the move to a more market-oriented economy in China, there is evidence of increased inequality in the incomes earned by men and women. To explore this outcome, we turn to an aspect of Chinese society that is pervasive in both economic and social contexts, namely, the Chinese variant of social capital, guanxi. It appears that in an imperfect labour market characterised by frictions, such as restricted mobility, costly job search, and limited employment alternatives, the cultivation of guanxi is important in reducing these transaction costs. The notion that investing in social capital can enhance an individual's opportunities leads to the development of a theory of discrimination that may explain the gender inequalities accompanying marketisation in China, and might be more generally relevant. The model of earnings discrimination is premised on imperfect product and labour markets. Under these conditions, we show that differential wages for similarly productive workers is a profit maximising outcome for firms. We apply this theory in an attempt to explain the trend of increasing gender inequality in earned income in urban China during the current reform period. First, pre-labour market gender inequality is investigated through developing a model of parental investment in children's human capital to discern whether there are productive differences between men and women prior to entering employment. In 1995, household expenditure on children's education is affected by perceived future earnings differentials and support of parents in retirement. Regarding labour markets, an original survey designed to test our model of social capital was administered in urban China in early 2000 and pertained to 1999. We find that there are differences between men and women in their investment in guanxi that correspond to gender inequalities in earned income and rates of re-employment. Both empirical chapters provide evidence in accordance with the predictions of the theory.

Occupational sex segregation is often regarded as the central component of gender inequality in the labour market in contemporary industrial societies. Through comparing the situation between Britain and Japan, which have contrasting features in their patterns of occupational sex segregation and in the position of women in the labour market, this thesis examines the mechanism of occupational sex segregation - how it is constructed and maintained - in the two societies with different social and economic backgrounds. Particular focus is on the impact of occupational sex segregation on individual workers' experiences, and systematic analysis is applied to investigate the impact by using a range of national-level large-scale data sets. The findings suggest that the implications of occupational sex segregation differ for Britain and Japan; for the former, occupational sex segregation contributes to gender inequality in the labour market, but this is not the case for the latter. It is suggested that occupational sex segregation could be one of the components of gender inequality in the labour market, but not necessarily the principal one. This thesis argues that the implications of occupational sex segregation in a society very much depend on the given social and economic institutions in the society that differ across countries, and thus occupational sex segregation should not be treated a priori as the central component of gender inequality.