The purpose of this study is to analyze the sources of occupational segregation between men and women. Specifically, three hypotheses are tested. First, do stiff specific training requirements for an occupation increase the likelihood that it is male-dominated, as would be expected from human capital theory? Second, do differences in perceived natural ability between the sexes heavily influence the possibility of an occupation being male- or female-dominated? Finally, do differences in preferences for job attributes between men and women influence the chance of whether an occupation will be male- or female-dominated? The data used in this study cover 495 occupations from 1979 in which on-the-job worker requirements are provided describing workers' level and type of education, natural ability, on-the-job environmental conditions, and physical demands. Occupations are divided into three categories: female-dominated, male-dominated, or neutral. The empirical model uses a multinomial approach to estimate the log of the odds that an occupation is male-dominated relative to being neutral and the log of the odds that an occupation is female-dominated relative to being neutral. The results of this study imply that sizable specific training requirements for an occupation increase the likelihood that it is male-dominated and higher levels of general education requirements increase the possibility that an occupation is female-dominated. There is evidence to support the hypothesis that differences between the sexes' perceived abilities contribute to occupational segregation. Most on-the-job environmental conditions and physical demands do not affect the likelihood that an occupation is male- or female-dominated in contrast to the traditional claim that women prefer more desirable working conditions than men. / Graduation date: 1994

by Yuen Siu Man Amy. / Thesis submitted in: August 1997. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (leaves 143-150). / Abstract also in Chinese. / Acknowledgments --- p.ii / Abstract --- p.iv / Contents --- p.vii / List of Tables and Figures --- p.ix / Chapter Chapter One: --- Introduction --- p.1 / Chapter 1.1 --- "Women, Work and Gender Discrimination in Hong Kong" --- p.1 / Chapter 1.2 --- A Hidden Problem --- p.2 / Chapter 1.3 --- Argumentation Outline --- p.5 / Chapter 1.4 --- Methodology --- p.11 / Chapter 1.5 --- Structure of the Thesis --- p.13 / Chapter Chapter Two: --- "Women, Gender Segregation and Career" --- p.15 / Chapter 2.1 --- Theoretical Overview of Gender Segregation of Work --- p.15 / Chapter 2.2 --- "Women, Work Attitudes and Career Patterns" --- p.24 / Chapter 2.3 --- Framework and Conceptualization --- p.28 / Chapter Chapter Three: --- The Overview of Gender Segregation of Work in Hong Kong --- p.32 / Chapter 3.1 --- The Labor Force Participation of Women --- p.32 / Chapter 3.2 --- Gender Segregation of Occupation --- p.35 / Chapter 3.3 --- "Men's Income, Women's Income" --- p.44 / Chapter 3.4 --- A Concluding Remark --- p.48 / Chapter Chapter Four: --- Entering into the Clerical Work Force --- p.50 / Chapter 4.1 --- Educational Credentials --- p.50 / Chapter 4.2 --- Double Burden --- p.57 / Chapter 4.3 --- Convenient Choice --- p.61 / Chapter 4.4 --- A Concluding Remark --- p.64 / Chapter Chapter Five: --- Three Types of Working Strategies --- p.65 / Chapter 5.1 --- The Process of Reproduction of Gender Segregation of Work --- p.66 / Chapter 5.2 --- Stable Working Strategy --- p.70 / Chapter 5.3 --- Horizontal Mobility Working Strategy: a Privilege of the Young Women --- p.81 / Chapter 5.4 --- The Strategy of Leaving Clerical Work: a Common Practice of the Young Men --- p.92 / Chapter Chapter Six: --- Reconceptualization of Career --- p.104 / Chapter 6.1 --- Different Life Concerns --- p.104 / Chapter 6.2 --- Women's Attitudes Towards Paid Work --- p.108 / Chapter 6.3 --- "Different Meanings of ""Career""" --- p.112 / Chapter 6.4 --- Producing and Reproducing Gender Segregation of Work --- p.116 / Chapter 6.5 --- "Reconceptualizing ""Career""" --- p.119 / Chapter Chapter Seven: --- Conclusion --- p.122 / Chapter 7.1 --- Between Gender and Within Gender Difference in Working Strategy --- p.122 / Chapter 7.2 --- The Different Concepts of Career and the Reproduction of Gender Segregation --- p.126 / Chapter 7.3 --- Theoretical Implications: Revision on Gender Segregation of Work --- p.128 / Chapter 7.4 --- Practical Implications: Policy Implementation --- p.131 / Appendix A: Profile of the Informants --- p.134 / Appendix B: Questionnaire of the Interviews --- p.137 / Bibliography --- p.143

The paucity of women in senior leadership positions as indicated in the Business Women Association of South Africa 2011 census corroborates that gender equality is still a concerning issue even in the democratic era that we live in. This study explores career developmental experiences of women in senior leadership position in the civil engineering industry. The primary objective was to investigate how these professional women were managing their careers and what career experiences contributed to their ascent to the senior echelons of management. Meaning to the career experiences of these women had been given according to the self-determination theory. By means of purposive selection, seven women at senior management level were selected from both the private and public sectors in the civil engineering industry. Based on the semi-structured interviews conducted, personal documents reviewed and footnotes recorded; it was evident that there were different factors that had facilitated the ascent of these women to senior positions. Their career experiences were also characterised by challenges that subsequently instigated the development of coping strategies and methods. The study has implications for organisations in civil engineering that wish to attract and retain women from generations to come. / Psychology / M.A. (Psychology)

The paucity of women in senior leadership positions as indicated in the Business Women Association of South Africa 2011 census corroborates that gender equality is still a concerning issue even in the democratic era that we live in. This study explores career developmental experiences of women in senior leadership position in the civil engineering industry. The primary objective was to investigate how these professional women were managing their careers and what career experiences contributed to their ascent to the senior echelons of management. Meaning to the career experiences of these women had been given according to the self-determination theory. By means of purposive selection, seven women at senior management level were selected from both the private and public sectors in the civil engineering industry. Based on the semi-structured interviews conducted, personal documents reviewed and footnotes recorded; it was evident that there were different factors that had facilitated the ascent of these women to senior positions. Their career experiences were also characterised by challenges that subsequently instigated the development of coping strategies and methods. The study has implications for organisations in civil engineering that wish to attract and retain women from generations to come. / Psychology / M.A. (Psychology)