Thesis (Ph.D.)--Ohio University, June, 2007. / Title from PDF t.p. Includes bibliographical references.

No description available.

Thesis (M.S.)--University of Wisconsin--Madison, 1969. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

This study investigated differences among racial groups and between sex groups on psychometric test performances, demographic data, and vocational potential ratings of an adult rehabilitation client sample. Also, the psychometric and demographic variables were included in discriminant function equations to predict the vocational potential ratings of the white, Hispanic, and black groups and of the total sample. The sample in this study was composed of 99 adult rehabilitation clients who completed comprehensive vocational evaluations between January, 1980, and July, 1983. Each case included complete psychometric and demographic data. Also, a vocational potential rating based on this data, other aptitude and ability testing, work sample performances, behavior observations, and other information obtained by the vocational evaluator was reported for each case. Analysis of variance procedures found no significant differences between the male group and the female group of the total sample on the psychometric and demographic variables, or on the cumulative vocational potential rating. Significant differences were found among the racial groups on mean performance of reading comprehension and arithmetic computation, and on years of education attained. Tukey HSD procedures specified that these differences exist between the white group and the Hispanic group on reading comprehension, between the white group and the black group on arithmetic computation, and between the white and black groups and the hispanic group on years of educaton attained. Also, no significant differences were demonstrated among the racial groups on general mental ability, age, or cumulative vocational potential ratings. Discriminant function analysis procedures applied the psychometric and demographic variables to the prediction of vocational potential ratings of the racial groups and of the total sample. Observation of the resulting prediction equations indicated that some external bias may exist in the use of these equations for predicting vocational potential in white, Hispanic, and black groups. Also, no single predictor variable was the primarily selected variable in all of the discriminant function equations of vocational potential ratings in the total sample. Overall, the predictive power of the discriminant function equations was not sufficient to recommend their use in clinical practice.

Thesis (Ph. D.)--Lehigh University, 2004. / Includes vita. Includes bibliographical references (leaves 89-96).

Thesis (Ed. D.)--Teachers College, Columbia University. / Typescript; issued also on microfilm. Sponsor: Samuel D. Johnson. Dissertation Committee: Winthrop Adkins. Bibliography: leaves 95-102.

Thesis (Ph.D)--Public Policy, Georgia Institute of Technology, 2008. / Committee Chair: Cozzens, Susan; Committee Member: Boston, Thomas; Committee Member: Gaughan, Monica; Committee Member: Leggon, Cheryl; Committee Member: Shapira, Philip.

Thesis (Ph.D.)--University of Delaware, 2009. / Principal faculty advisor: Elizabeth Higginbotham, Sociology. Includes bibliographical references.

The present study investigates how television advertising represents work in South Africa. It uses the 1998 Employment Equity Act as an index of analysis. Using the contructionist approach to media representations and a re-examination of George Gerbner's cultivation hypothesis as its point of departure the study examines fifty-four television advertisements that were randomly selected over a four week period SABC 1, 2 and 3, and e.tv. Overall the study points out that images of work that are portrayed by television adverting in South Africa tend to marginalise certain demographic groups in certain types of occupational categories and work roles. However, it hesitates to apply ideals of the 1998 Employment Equity Act on this observation to conclude that advertising representations discriminate against the respective demographic groups in the occupational categories and work roles. The study justifies this hesitation in two ways. Firstly, it raises theoretical problems that would arise if one applied ideals of the 1996 Employment Equity Act wholesale on advertising representations of work. Secondly, it points out important weaknesses of quantitative content analysis which incapacitates it from grasping subtle tendencies which may help give a more comprehensive picture of advertising representations. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2004.

Orientation: The available literature has revealed a polarised picture regarding the effects of race on CEO remuneration. This division centres on whether race is a beneficial factor or not with regard to the level and sensitivity of remuneration received. Introducing South Africa’s affirmative labour policies and the growing societal calls to better explain executive remuneration creates the unique opportunity to examine the effects of race on CEO pay. Research purpose: The purpose of the research centred on two important themes. Firstly the research sought to investigate the effects of race on the sensitivity of executive pay to corporate performance. Secondly the effects of race on the level and structure of executive pay was probed. Motivation for the study: The primary motivation of the study centred on determining whether race is has an affect, if any, on the remuneration paid to CEOs in South Africa. This will assist in understanding whether the affirmative polices implemented in South Africa have made any impact in the top level of executive remuneration. Research design: The study was designed to be quantitative, descriptive and longitudinal in nature utilising valid secondary data sources. The BFA Macgregor online financial database was selected as the most appropriate source of both corporate performance information and directors’ remuneration. Nineteen black CEOs were identified along with a random sample of 45 white CEOs. Following the data been analysed for reliability and validity it was then subject to primary and secondary statistical tests to determine significance and correlation strength. Main findings/results: All components of South African CEO remuneration studied were found to strongly correlate to PAT and EBITDA and to a lesser degree ROE and HEPS. ROE and HEPS have shown correlation strength growth in recent years. This collection of measures reflects a balanced basket of accounting-­‐based and non-­‐ accounting based measures. Black and white CEO mean remuneration when compared was found to have no significant difference due to race. A notable difference found was the higher degree of pay-­‐performance sensitivity and variability seen within the black CEO sample. Practical/Managerial implications: King III compels boards and remuneration committees to ensure remuneration of directors is fair and reasonable, sensitive to performance and aligned with the strategy of the organisation. Ensuring realistic pay-­‐ performance sensitivities are not just a corporate governance requirement but also help alleviate principle-­‐agent issues while correctly incentivising the CEO. Boards looking to appoint black or minority CEOs should continue to remunerate in a equitable and fair manner and be aware of such mental biases such as the “inverse Matthew effect” and other social out-­‐group biases especially when evaluating performance. Contribution: The study showed that race doesn’t affect the level of CEO remuneration but does impact on the pay-­‐performance sensitivity and the variability. The difference in sensitivity and variability could indicate the presence of mental biases such as the “inverse Matthew effect” and other social out-­‐group biases when evaluating performance. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted