Thesis (M. Phil.)--University of Hong Kong, 2009. / Includes bibliographical references (leaves 202-219) Also available in print.

published_or_final_version / English / Master / Master of Philosophy

Thesis (M.A.)--Ohio University, August, 2008. / Title from PDF t.p. Includes bibliographical references.

Thesis (Ph.D.)--University of Western Australia, 2006. / At head of title, vol. 2: SPIRT Project : Report to the Commissioner of Police. "This collaborative project has been made possible through a SPIRT grant: Strategic Partnerships with Industry, Research and Training Scheme."--p. 4.

Thesis (Ph. D.)--Ohio State University, 2007.

Thesis (Ph. D.)--University of Oregon, 2005. / Typescript. Includes vita and abstract. Includes bibliographical references (leaves 130-142). Also available for download via the World Wide Web; free to University of Oregon users.

[Truncated abstract] Conservative, incremental and modest approaches to redressing gendered workplace cultures have had limited success in challenging the demographic profile of densely masculinist workplaces. In this thesis I draw on a study of women in police work to argue that combating highly institutionalised, entrenched masculinist practices calls for more than modesty. Indeed the study shows that ambitious, even contentious, recommendations for new procedures can play an important role when the goal is tangible change in cultures where there is an excess of men. In conclusion I posit the need for some bold risk-taking, alongside incremental tactics, if the aim is to change the habits and practices of masculinist organisations . . . This dissertation maps that interventionist process across a four-year period. In assessing the role played by the feminist methodology I analyse what people can learn to see and say about organisational practices, how they participate in or seek to undermine various forms of teamwork, as well as how individual team members display their new understandings and behaviours. I conclude that the techniques for supporting women in authoritarian, densely masculinist workplaces should include some bold and highly visible ‘critical acts’, based on commitment from the top coupled to strongly motivated and highly informed teamwork.

Thesis (M.S.)--University of Wyoming, 2008. / Title from PDF title page (viewed on July 15, 2009). Includes bibliographical references (p. 29-31).

Thesis (M. A. (Sociology)) -- University of Limpopo, 2022 / Education is of paramount value to the empowerment of women and also brings about positive change in our societies. Higher Education has since been in existence for so many years. Traditionally, its management structure has always been dominated by males. The government has since put in effort to ensure we have female representation in management positions. However, progress in this endeavour has been somewhat slow, regardless of the efforts made. Accordingly, this study sought to explore why gender imbalances continue to exist in institutions of Higher Education, particularly at the University of Limpopo. The study was conducted with fifteen women in management positions. The study highlighted the causes of gender imbalances in management positions and further captures the voices of women in management positions. The study also documented the roles women play in this institution and also includes strategies that can be put in place to address the problems raised. This has been captured from the women’s perspective as the study used feminist qualitative research methods. This meant that the study was conducted in terms of the participants’ perspective as feminist research methods suggests. The analysis has been completed using the Thematic Analysis approach as the themes that emerged were coded and analysed from that point. The study revealed that there is still gender imbalance in management positions in the University of Limpopo. According to the study, this was due to a number of factors such as the multiple roles women play that delay them to progress academically. Also, this showed that only few women met the requirements for occupying management positions as the criterion for highest qualification was not met by many in order to enable them to apply for these positions. In the category of women that did not meet the requirements, there have been delays in them obtaining their doctoral studies and some showed no interest in applying for the jobs given the number of challenges faced by those women that are in management positions. These, amongst others, included the deep patriarchal culture entrenched by men at the University of Limpopo who feel uncomfortable to be led by women.

Thesis (MA(Psychology))-University of Pretoria, 2007. / Includes bibliographical references.