Thesis (M. S.)--Psychology, Georgia Institute of Technology, 2006. / Chirstopher Hertzog, Committee Member ; Ruth Kanfer, Committee Member ; Fredda Blanchard-Fields, Committee Chair.

Thesis (B.A.)--Haverford College, Dept. of Psychology, 2006. / Includes bibliographical references.

Thesis (M.A.)--Brock University, 2005. / Includes bibliographical references (leaves 78-94). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Thesis (M.A.)--Brock University, 2005. / Includes bibliographical references (leaves 78-94).

In a moment a woman can decide to remain on a set career path, however through Impressions management, a process by which individuals attempt to control the impressions others form of themselves, decisions are made to continue or opt out. The focus of this study was to explore unspoken or (in)visible norms that form part of these impressions. The study explored what the norms are that move a woman along her career journey and norms that move her away. The findings in this research report considered the existing body of literature on women, norms, impression management and career progression. This research project comprised of ten in-depth interviews with women in an organisation. The women were interviewed face-to-face, in an unstructured format. Secondary sources such as annual reports and company website were reviewed. The research found that when career building norms were visible to both the woman and others, the woman experienced positive career progression. When the woman was unaware of career building norms, but these were visible to others, the woman experienced positive career development. When the woman was aware of career limiting norms, while this remained oblivious to others and remained unspoken, career dis-alignment was experienced by the woman. Lastly when both the woman and others did not question or acknowledge existing career limiting norms, her career experienced status quo. There was lack of diversity in the sample and the company and country context influenced the results. This study focused on contributing to (in)visibility by assessing the impact of impressions management of women’s career progression. This would contribute to considerations when developing women’s career progression plans. A total of four suggestions were made for future research. / Dissertation (MBA)--University of Pretoria, 2013. / lmgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Conceptualization psychotherapy as an interpersonal influence process emphasizes how a therapist is perceived by a client. Factors affecting a client's early impressions of a therapist could influence therapeutic interactions since first impressions are relatively stable. The study investigated effects of nonverbal behavior and gender during a simulated initial meeting between a therapist and client. Undergraduates (N = 466) viewed a male or female therapist interviewing with a new female client. Therapist gaze .(100%, 80%, 40%) and smiling (high, low) were manipulated. After subjects viewed one of 12 videotapes, they completed questionnaires rating therapist expertness, trustworthiness, attractiveness, masculinity and femininity. A comparison of the therapist with subjects' expectations of a therapist in general was obtained by pre- and post-testing utilizing a measure of client expectations. MANOVAs were performed on all ratings except expectation scores, where an ANCOVA was utilized. Main effects for therapist gender indicated the female therapist was rated as significantly more expert, attractive, trustworthy and feminine than the male (ps < .81). For ratings of masculinity, subject gender interacted with therapist gender (p < .001). Wain effects showed that high smiling was rated as more attractive and more feminine (ps < .01). Smiling and level of gaze interacted on ratings of trustworthiness, expertness and masculinity (ps < .04). The 100 per cent and 80 per cent gaze levels increased expertness, trustworthiness and masculinity ratings. Smiling affected expertness at the 80 per cent level, and trustworthiness and masculinity at the 40 per cent level. Analysis of the expectation scores resulted in a three-way interaction between subject gender, smiling and gaze (p < .02). The results suggested that female subjects expected more responsive therapist behavior. The results suggested that the ratings of the male and female therapist reflected both the use of sex stereotypes and the influence of the therapist role. Based on the nonverbal behavior manipulation, several recommendations for therapist behavior were suggested.

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