This thesis investigates the ways in which ‘gender issues' are incorporated into, and understood within, two Ghanaian NGOs. It contributes to an extensive body of literature which examines the take up and implementation of gender issues by development institutions. It argues that much of this literature tends to evaluate the gender work of development institutions against normative criteria; assessing whether ‘gender issues' and/or a ‘gendered approach' are ‘successfully' and ‘correctly' understood, incorporated into, and implemented by such institutions. This often concludes there is a disjuncture between what should and what does take place. I focus instead on providing an emic account of the gender work of these two organisations. Based on 10 months of ethnographic fieldwork, and focusing specifically on the theme of gender violence, I explore the particular ways in which staff understand, and therefore implement, their ‘gender work'. What emerges might be viewed by some, specifically from an outside (‘Western') perspective as at odds with a perceived ‘correct' meaning and intent of ‘transnational' and ‘feminist' gender goals. However, I argue that, when viewed from an emic perspective, what takes place in this particular instance, is not a ‘conscious' translation of transnational gender ideas into ‘something else', or a rejection of such ideas. Nor is it necessarily a ‘mediation' between two sets of conflicting ideas – the ‘local' and ‘transnational'. Rather, what occurs is a specific understanding of ‘gender' ideas and concepts in ways that make sense to those involved; in relation to the broader context in which they live and work, the ideas that they hold, and their ways of seeing the world. I suggest that this is fundamentally shaped by, and must be understood in relation to, the normative assumptions and hegemonic discourses which pertain within a particular context, and the everyday lived gendered experiences of the staff involved. In this case, particular ideas and practices regarding marriage and the everyday usage of certain words are of central importance.

This thesis is based upon ethnographic research conducted in Singapore between September 2008 and October 2009 and over a decade of observation and experience as an expatriate woman. It explores the relationship between two migrant women, an expatriate woman and a migrant domestic worker (MDW), focusing on interrelated processes shaping migrant subjectivities. The relationship between between 'upper circuit' transnational elites and 'lower circuit' migrants is an area of transnationalism that has received little attention. Yet, expatriates and MDWs routinely live together. I consider how overlapping transnational fields impact how both groups of women deal with class, racial and cultural differences and how they negotiate versions of femininity in their domestic interactions. I argue that the women‘s dual migrant status renders visible coexisting and competing forms of power that are often overlooked in studies of domestic work. A crucial aspect of my research design is that I include the perspectives of both expatriate women and MDWs as well as those of expatriate men. Most studies of domestic work focus on either the employer‘s (usually female) or the employee‘s (usually female) viewpoint and overlook male influence on household dynamics and the shaping of domestic femininities. My approach allows for a richer analysis of how class, racial/ethnic and sexual positionings (among others) both motivate and constrain how individuals identify themselves vis-à-vis 'others' across national, racial, class and cultural divides. My findings are organised along four dimensions. First, I examine how shared migrant status is utilised by expatriate women and MDWs in their respective distance-making processes. Second, I explain how through performing domestic labour both groups of women are 'doing' different versions of femininity that are simultaneously accomplishments of class and racial identities. Third, I focus on how sexualised and racialised discourses about migrant women‘s bodies permeate expatriate women‘s and MDWs‘ relationships. Finally, I link my study of the micro-politics of migrant women‘s relationships with the larger context of increasing transnational migration and globalisation.

This thesis explores factors in the low rates of maternal employment in South Korea through a quantitative analysis of a large-scale survey dataset, the Korea Labour and Income Panel Study (KLIPS). This thesis elaborates Western debates and theories of women's labour market participation within Korean contexts, develops hypotheses on a theoretical basis accommodating both individual factors such as human capital, children and spouse factors and structural factors like the workplace and class practices, and examines them through descriptive, cross-sectional linear and logistic regression analyses. The thesis finds that mothers' decisions toward paid work are responsive to children's ages, implying that lifestyle preferences adapt in accordance with the family's life cycle. Also, it is found that precarious employment and a long work-hour culture contribute to career interruptions while parental welfare such as child care leave and provision have a negative association. The thesis finds social class to be a critical factor linked to mothers' labour force participation. Middle class mothers tend to delay their career by trading off time for childrearing, including attending to children's educational needs, whereas lower class mothers tend to return more quickly to work. A key finding is that whilst married women's labour market behaviour appears to be explained in part by individual factors, such as work experience and the presence of children (as neo-classical theorists have argued), this thesis strongly suggests that structural factors are key to explaining the low level of maternal employment in Korea with a gendered labour market and welfare regime – such as the long work-hour culture and low parental welfare – sitting alongside social class as primary explanatory factors.

This study examined the prevalence rate of obstructive sleep apnea (OSA) as an independent variable in association with hypertension as an outcome. Studies conducted outside of the United States suggest that differences in craniofacial features among middle-aged Asians increase the prevalence of OSA in comparison to Caucasians with similar age and lower BMI. No similar study had been conducted in the United States. The sufficient component cause theory guided this study and was able to describe the association between OSA and hypertension among middle-aged Asians. The objective of this cross sectional retrospective study was to determine the prevalence rate of OSA and the association between OSA and hypertension among a sample of 462 middle-aged Asian patients. Also, the study evaluated the association of 8 clinical parameters: age, gender, smoking, body mass index, Mallampati score, Epworth Sleepiness Scale and Apnea-Hypopnea-Index, and hypertension. The logistic regression analysis showed that OSA is associated with hypertension. The model containing the 8 variables was statistically significant, x2 (8, N = 462) = 139.59, p < .000). Age was the strongest predictor among the 8 variables. This study showed that OSA is common among middle-age Asians. This research may necessitate the need to evaluate to change current medical awareness, diagnosis, and treatment of OSA and hypertension among Asians, which could reduce the cardiovascular disease (CVD) morbidity and mortality.

Abstract not available

A number of chronic disease and behavioural factors are recognised to increase the risk of cardiovascular and cerebrovascular diseases. These putative ???vascular??? risk factors have increasingly been recognised to increase the risk of cognitive impairment in the absence of clinically manifest ischemic events. Their relationship to structural brain changes has received limited attention. In this dissertation, I used high resolution magnetic resonance image (MRI) to examine two structural features of the brain, regional gray matter (GM) volumes and silent lacunar infarcts, and determined their association with vascular risk factors. I related these to cognitive function in both cross-sectional and longitudinal studies. The work was based on the data of three waves in two healthy cohorts drawn from the PATH Through Life Study, which is a population-based longitudinal study of ageing comprising 3 cohorts aged 20-24, 40-44, and 60-64 years, with about 2500 participants in each cohort. Random subsamples of Wave 1 of the cohort aged 60-64 years (N = 478) and Wave 2 of the 40+ cohort (aged 44-48 years) (N = 411) were examined cross-sectionally for the MRI sub-study. The MRI cohort aged 60-64 years was re-examined 4 years later in Wave 2. These studies showed that vascular risk factors are associated with lower regional GM volumes and this association varies at different ages. In adults aged 44-48 years, individual risk factors did not show a significant relationship with GM volumes, but the Framingham risk score was associated with less GM volumes in a number of brain regions, suggesting an additive effect of the risk factors. In the 60+ cohort, hypertension was independently associated with less regional GM volumes in bilateral medial frontal, right superior frontal, left superior temporal and precentral gyri. The same cohort, when examined in Wave 2, showed the negative association of hypertension with gray matter volumes to be more widespread. These associations were observed in men but not in women in either wave. Sex dimorphism was observed in the younger cohort as well, with greater GM volumes in temporal and occipital cortices, midbrain and cerebellum in men, while less GM volumes in cingulate and parietal cortices in comparison with women. Lacunar infarcts were present in 7.8 % of the 60+ cohort, and asymptomatic new lacunar lesions developed in 0.4 % per year in this group. The prevalence of lacunar infarcts was correlated with hypertension and a steeper decline in mental speed. These series of studies indicate the relationship of vascular risk factors with changes in brain structure and cognitive function in healthy middle-aged adults. It is suggested that modifying these vascular risk factors may protect the brain from silent lesions and cognitive impairment, and that intervention should begin early in life to have a major impact.

Research into transitions which explore the personal changes of those undergoing them, especially men, are still rare, particularly in regards to a changing sense of self and life world. Research into the movement of men out of hierarchy, the dominant structures of work institutions in the western world, is rarer still. Using hermeneutic and phenomenological frameworks, this study tracks the journeys of six men by in-depth interviews and discussions as they move out of hierarchical structures to recreate their work and, in varying degrees, themselves. As a means of looking beyond events, and for their metaphoric and philosophic perspectives, the Hero and Phoenix myths are used to further explore levels of meaning identified within the transition processes. Drawing on the work of Jung, Bridges, Neville, Campbell, O’Connor and Gareth Hill, the six stages into which I have organised the transitions are compared to the six key phases of the Phoenix myth. A Jungian framework informs the interpretation of the underlying significances demonstrated in the men’s processes of regeneration. The men’s individual responses to their transitions are also identified and described, from subjective and proactive perspectives. Changes in the men’s self perceptions and their changing relationships to authority, brought about by their shifting loci of control, are documented. Analysis of the stages most likely to be suitable for proactive intervention (as conscious or organised responses to the process), are indicated. Primary and secondary preconditions for successful transitions out of hierarchies are postulated. The men’s self-reflections illuminate experiences of uncertainty and clarity, confidence and exploration, compartmentalisation and synthesis. The role of an ‘inner voice’ (an unchanging core identity) and their changing relationship with these aspects of Self, is articulated as critical factors in the men’s ‘successful’ transitions. Integral to this research is the concept that the power of an individual’s experience can inform those who share a similar experience. Therefore applications of the research, and strategies to manage and facilitate transitions out of hierarchical environments, are suggested. This thesis is written in support of my hypothesis that transitions can be mapped; that they are journeys on several levels of personal and practical transformation; and that to proactively engage with transition processes requires not only an understanding of the stages of the process itself, but also an understanding that changes in self-perception and self-relationship will also occur for those undergoing them. / Doctor of Philosophy (PhD)

Thesis (Ph.D.)--University of Nevada, Reno, 2006. / "May, 2006." Includes bibliographical references (leaves 207-217). Online version available on the World Wide Web.

Manger usually thinks about the cost saving of manpower during the organizational reengineering and downsizing. The first step of the downsizing is to encourage the older employee joining the early retirement program. From the prospect of those employees, they usually think about their own benefit and eager to guarantee themselves. Early retirement program seems to be the bridge to connect with both sides. Manager with the economical concern, the reaction and organizational behavior of continued work is more important to affect the performance of organization. The research is focus on the early retirement of Chungwa Telecom Co., Ltd. And discuss about how the program affect the organizational behavior of continued worker. We try to provide a reference resource to the company especially when they are during organization reengineering. This research was using questionnaire and quantities method to do it. The main found: 1. Because they are public servant, date shows that intension to quit of the employees is quite low. In 43-54 year-old employees the longer tenure employees have higher intension to quit than shorter tenure employees. 2. In the continued worker, female¡¦s Job satisfaction and work pressure are higher then male. 3. When we discuss about intension to quit, the effect of organizational commitment is more important then job satisfaction.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 101-109). Also available on the Internet.