Comparable worth, an idea that is playing an increasingly important role in the wage and compensation issues of the 1980s, is examined in a controlled classroom setting. Salary as a function of rater gender and job stereotyping (as measured on a ranked order) was examined using undergraduate student subjects. Seven position descriptions from a savings and loan association were subjectively evaluated. The subjects assigned salaries, rank ordered the positions on a male to female (male=l, female=?) continuum and completed an Attitude toward Women Scale (AWS). Modest support was found for the hypothesis that salary would be a function of rater gender and job stereotyping in two of the seven positions; the AWS score was found not to be predictive; a strong negative correlation was found between salary and rank order.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1980. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 146-152).

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Abstract Equal channel angular extrusion (ECAE) has been used to investigate the formation of submicron grain structures in copper deformed to ultra-high plastic strains by different die angles, deformation routes, and deformation temperatures. The result was characterized by the use of transmission election microscopy (TEM), and the evolution of the deformed Cu depended on several parameters such as die angle, deformation route, and deformation temperature. It has been demonstrated that the most effective method of forming high angle boundaries and recrystallized grains by severe plastic deformation is to rotate billets with a constant clockwise 90o between each pass (route BC) via a 90o die angle. Besides, the temperature effect on the microstructural evolution is studied. With increasing deformation temperature, the microstructure becomes more homogeneous because the climb and the cross-slip of dislocations are easier at higher temperatures, and the fraction of high angle boundaries, recrystallized grains and size of them are increased significantly with the deformation temperature. In addition, the thermomechanical process was also investigated in the present work. It is suggested that a uniform submicron grained structure could be obtained by increasing the deformation temperature and decreasing the intermediate annealing temperature to promote dynamic recovery and to inhibit discontinuous recrystallization.

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This thesis presents a gender analysis of the IT managerial career progression process. The research includes case studies conducted within the IT division of four companies and survey results of IT managers carried out in the U K. The case studies include the collection of documentary evidence, observation and a total of fifty interviews conducted with IT managers and Personnel representatives. The case companies comprise the financial services, utility, retail and IT manufacturing sectors. This study builds on and extends existing knowledge within three areas of literature - women in management, gender and IT and career progression. Despite arguments within and between these fields of literature this study demonstrates how, due to gaps and weaknesses within each of the areas, it is necessary for them to be brought together under a single theoretical framework. Additionally, on an organisational level, by seeking out and analysing both formal and informal factors that influence the career progression of IT managers, aspects of this process that may inhibit women's IT managerial career progression are identified. This study concludes that there are aspects of both the IT management role and the associated career progression process that may be identified as gendered. Such aspects influence the career choices made by IT managers, leading to some identifiable differences in the approaches men and women adopt in progressing their careers. In addition, it is suggested that the gendered aspects have greater negative influence on the career progression opportunities and potential of women than men IT managers.

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