Wealth has been found to be associated with financial wellbeing in ways not captured by income as well as increased social connections, improved physical and mental health, and increased emotional, cognitive, and behavioral development among children. Preliminary research indicates that a gender disparity in net worth exists in the U.S. However, research in the U.S. thus far has been limited to unmarried households. Research conducted in Germany finds that the gender wealth gap is substantially larger among married households as compared to unmarried households. Using the 2008 panel of the Survey of Income and Program Participation, this dissertation is the first to examine whether the same is true in the U.S. This dissertation is comprised of three papers: Paper 1 descriptively examines the individual wealth holdings of men and women among married, widowed, divorced, and never married individuals. Results further consider the intersectionality of gender and race in relation to asset ownership and liabilities. Paper 2 provides the first examination of the determinants of the gender wealth gap in the U.S. among the married as well as the unmarried. Blinder-Oaxaca decompositions are conducted in order to examine how much of the gender wealth gap can be explained by labor market characteristics, education, demographic characteristics, and receipt of benefits. DiNardo, Fortin, and Lemieux decompositions are additionally conducted to determine if determinates differ across the wealth distribution. Paper 3 is the first attempt to merge the gender earnings and net worth disparities literature. Weisbrod & Hansen (1968)’s augmented earnings measure is utilized to combine net worth and earnings into one annual measure. Annual earnings, net worth, and augmented earnings are descriptively compared. Paper 1 multivariate results indicate that divorced and never married women own less than $0.30 of wealth for each dollar owned by comparable men while married women own $0.92 for each dollar owned by married men. Black women experience a substantially larger gender wealth gap. Paper 2 finds that the gender wealth gap among divorced and unmarried individuals is not explained by the characteristics listed above and is instead primarily attributable to differences in the rewards or penalties men and women receive for characteristics. Among married individuals, the gender gap can be explained largely by differences in characteristics, particularly labor market characteristics. Paper 3 finds that the gender gap in augmented earnings very slightly increases the disparity as compared to earnings alone. Results indicate that the gender wealth gap among married individuals in the United States is substantially smaller than among unmarried individuals. Paper 2 indicates that for the most part, married couples share assets and debts. The remaining differences in wealth may then be a direct result of the division of labor as determined by the labor market characteristics. Racial differences in the gender wealth gap are stark and particularly concerning. Lastly, Paper 3 indicates that although the augmented earnings measure increased gender disparities only slightly, it suggests that the gender wealth gap captures additional aspects of disparities not captured by earnings. Future research is needed to determine the impact this disparity has on wellbeing.

Indiana University-Purdue University Indianapolis (IUPUI) / While gender equality in the workplace is slowly improving, discrimination still exists. Past research has shown that women are underrepresented in both high status jobs, as well as stereotypically masculine careers. Two theories which explain gender discrimination –Lack of Fit Theory and Status Incongruence Hypothesis—have been widely supported but are rarely researched simultaneously. In this study participants rated hypothetical male and female job candidates applying to a hypothetical job that was either high status or low status, and in masculine domain or a feminine domain. Neither Lack of Fit nor Status Incongruence Hypothesis were fully supported. However, participants rated candidates applying for jobs in the feminine domain as less competent, hireable, and likeable. Participants also found high status candidates less hireable than low status candidates. These results suggest that within this study gender discrimination was more specific than robust, meaning research design should allow for detection of such nuanced discrimination.

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An in-basket exercise was used to investigate the effects of sex-role stereotypes on selection evaluations of applicants for a management position. The independent variables consisted of (a) sex of the applicant (e.g. Janet N. Davis, James N. Davis) (b) the raters attitude toward women in management positions as measured by a questionnaire, and finally (c) the quality of information (e.g. biographical or behavioral). On the basis of information provided, 28 male and female subjects evaluated the applicants performance potential and suitability for a particular management position. The results confirmed the hypothesis that attitude toward women in management creates a discriminatory impact toward women on certain management dimensions when the evaluator is forced to predict behavior based on biographical information. However, when actual behavioral data about job performance is made available, discriminatory effects appear to be eliminated. Implications of these results are discussed.

No description available.

Implementation of affirmative action policies at doctorate-granting universities was examined using quantitative and qualitative research methods. The first phase included a quantitative assessment of the collective and individual progress made in hiring and promoting women faculty during the 1970s. Institutional data reported in the annual Higher Education General Information Survey were used to construct an index reflecting the degree of change experienced by the institution in five areas. After institutions were rank ordered on the basis of their composite change score, three of the most successful were selected for site visits. Major findings from the first phase of the research include: 1. The percentage of women on the faculties of doctorate-granting universities has increased from 14.7% in 1971 to 18.8% in 1980. However, the variation in current female representation is great, from 0% to 68%. Women are least well represented at universities characterized by a low percentage of women students, a technical curriculum, and a strong research orientation. 2. There is also wide variation in the amount of change that has occurred on “these campuses . At some institutions, the percentage of women has increased considerably more than the average (4%); at others, the percentage has decreased. Greater change occurred at universities which had a very low percentage of women in the base year, expanded their faculty, and were located in New England. The second phase of the study included on-site interviewing of faculty and administrators, and document review to discover what strategies, policies, programs and other factors were associated with positive change for women at the three successful institutions selected in phase one. Commitment of top administrators was a crucial factor in successful affirmative action implementation. A vital aspect of leader commitment was the creation and support of effective affirmative action staff roles. Women's groups also played an important role in pressuring for change. Federal intervention mobilized leaders at the point of policy adoption, but had little effect on implementation. All three campuses monitored faculty appointments closely and gave affirmative action issues high administrative priority. / Ph. D.

Men constitute 11 per cent of Scotland’s nursing workforce, yet they make up 27.6 per cent of senior management. Major research into gender and nursing career progression completed at Edinburgh Napier University last year explored the hypothesis that women’s career trajectories put them at a disadvantage. The research was conducted in two phases. The first involved a quantitative analysis of the work patterns of 65,781 nurses in Scotland between 2000 and 2008. Gender, employment grades, number and length of career breaks, length of service, age, working patterns, and number and age of dependent children were examined to identify the factors that influence women’s career outcomes.

by Kong Suet-Ming, Yu Wang-Pui, Kevin. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1996. / Includes bibliographical references (leaves 65-66). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vii / ACKNOWLEDGMENTS --- p.viii / Chapter / Chapter I --- WOMEN IN MANAGEMENT --- p.1 / Increasing Significance of Women in the Workplace --- p.1 / Increasing Importance of Women in Management --- p.2 / "The ""Glass Ceiling"" for Managerial Women" --- p.3 / International Scenario of Women in Management --- p.4 / The Case of Hong Kong --- p.6 / Objective of the Study --- p.7 / Chapter II --- ADVANTAGES OF HAVING MANAGERIAL AND PROFESSIONAL WOMEN --- p.8 / Locating the Best People at the Top --- p.8 / Minimizing the Costs of Not Recognizing the Importance of Women --- p.9 / Promoting Harmony in the Workplace --- p.9 / Enhancing the Morale of the Workforce --- p.10 / Providing a Diversity of Leadership Styles --- p.10 / Chapter III --- PROBLEMS FACING WOMEN IN MANAGEMENT --- p.11 / Perspective 1: Individual-level Differences between Women and Men --- p.11 / Men as the Norm --- p.11 / The Unplanned Nature of Many Women's Careers --- p.12 / Perspective 2: Organizational Context --- p.12 / Discrimination Against Women --- p.13 / Paying Lip Service --- p.13 / Constant Performance in Proving Themselves --- p.14 / Perspective 3: Institutionalized Discrimination --- p.15 / Women's Work --- p.15 / Stereotypes About Women --- p.15 / Over-Protection --- p.16 / Gender Blindness --- p.17 / Sexual Harassment and the Fear of it Happening --- p.18 / Perspective 4: Power's Influence in the Organization --- p.18 / The Sponsorship System --- p.18 / The Lack of Role Models and Peers --- p.19 / Exclusion from Informal Relationship Networks --- p.19 / Chapter IV --- STEREOTYPING --- p.20 / Sex-Role Stereotyping of Managerial Women --- p.22 / Three Types of Stereotyping --- p.23 / Autostereotyping --- p.24 / Heterostereotyping --- p.24 / Metastereotyping --- p.25 / Chapter V --- METHODOLOGY OF THE RESEARCH --- p.26 / Research Objectives --- p.26 / The Questionnaire --- p.27 / The Sample --- p.28 / The Analysis --- p.30 / Chapter VI --- RESULTS AND FINDINGS --- p.31 / "Factor Compositions of Auto stereotype of women, Heterostereotype of Men by Women, and Metastereotype of Women" --- p.32 / Autostereotype of Women Vs Heterostereotype of Men Among Women College Student --- p.33 / Autostereotype Vs Metastereotype of Women Among Women College Student --- p.33 / Autostereotype of Women Vs Heterostereotype of Men Among Working Women --- p.34 / Autostereotype Vs Metastereotype of Women Among Working Women --- p.35 / Discussion and Elaboration --- p.35 / Comparing the Results from Working Women and Women College Students --- p.38 / Chapter VII --- LIMITATIONS OF THE RESEARCH --- p.39 / Research Biases --- p.39 / Suggestions for Future Research --- p.40 / Chapter VIII --- DISCUSSIONS AND RECOMMENDATIONS --- p.41 / Masculinity as the Norm in Business World --- p.41 / Being Assertive --- p.42 / Communicating Your Goals --- p.43 / Being Visible and Letting your Accomplishments Known --- p.43 / Dressing Appropriately to Project a Professional Image --- p.44 / Blending of Masculinity and Femininity --- p.44 / Androgynous Approach to Management --- p.45 / Taking Advantage of the Feminine Characteristics --- p.46 / Complementing the Professional Image with Appropriate Accessories --- p.46 / Overcoming the Perspective of Power's Influence in the Organization --- p.47 / Penetrating Old Boys' Network --- p.47 / Finding a Mentor --- p.48 / Equity versus Complementary Contribution Approach to Women in Management --- p.49 / "The ""Melting Pot""" --- p.49 / "The “Salad Bowl""" --- p.49 / Managing Diversity in the Workplace --- p.50 / Chapter IX --- CONCLUSION --- p.51 / APPENDICES / Chapter 1 --- SAMPLE OF SURVEY QUESTIONNAIRE --- p.53 / Chapter 2 --- FACTOR COMPOSITION FOR AUTO STEREOTYPE OF WOMEN --- p.57 / Chapter 3 --- FACTOR COMPOSITION OF HETEROSTEREOTYPE OF MEN MANAGERS AMONG WOMEN --- p.58 / Chapter 4 --- FACTOR COMPOSITION FOR METASTEREOTYPE OF WOMEN --- p.59 / Chapter 5 --- T-TEST STATISTICS COMPARING MEAN SCORES FOR AUTOSTEREOTYPE OF WOMEN STUDENTS & HETERO STEREOTYPE OF MEN MANAGERS BY WOMEN STUDENTS --- p.60 / Chapter 6 --- T-TEST STATISTICS COMPARING MEAN SCORES FOR AUTOSTEREOTYPE OF WOMEN STUDENTS & METASTEREOTYPE OF WOMEN STUDENTS --- p.61 / Chapter 7 --- T-TEST STATISTICS COMPARING MEAN SCORES FOR AUTOSTEREOTYPE OF WOMEN WORKERS & HETERO STEREOTYPE OF MEN MANAGERS BY WOMEN WORKERS --- p.62 / Chapter 8 --- T-TEST STATISTICS COMPARING MEAN SCORES FOR AUTOSTEREOTYPE OF WOMEN WORKERS & METASTEREOTYPE OF WOMEN WORKERS --- p.63 / Chapter 9 --- NANCY ADLER'S TWO APPROACHES TO WOMEN IN MANAGEMENT --- p.64 / BIBLIOGRAPHY --- p.65

by Wong Chi Kan. / Thesis submitted in 1999. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2000. / Includes bibliographical references (leaves 307-314). / Abstracts in English and Chinese. / Chapter Chapter I --- Introduction --- p.1-7 / Chapter 1.1 --- Reasons for the research / Chapter 1.2 --- Research design / Chapter 1.3 --- Definitions / Chapter 1.4 --- Setting up for the research / Chapter 1.5 --- The objectives and scope of the study / Chapter 1.6 --- Chapter summary / Chapter Chapter 2 --- Literature Review --- p.8-29 / Chapter 2.1 --- The feminist thoughts / Chapter 2.2 --- Self perceptions of women in general / Chapter 2.3 --- Discriminations against women in Hong Kong context / Chapter 2.4 --- From depression to empowerment / Chapter 2.5 --- Studies on self-help group for the unmotivated powerless people / Chapter 2.6 --- Chapter Summary / Chapter Chapter 3 --- Conceptual framework of self-help group for unmotivated powerless women --- p.30-45 / Chapter 3.1 --- Why community worker should concern those unmotivated powerless groups in the community / Chapter 3.2 --- Concepts of empowerment / Chapter 3.3 --- Why self help group for powerless people / Chapter 3.4 --- The concepts of self-help and self-help groups empowerment / Chapter 3.5 --- The concept of self-help group and empowerment / Chapter 3.6 --- The latent problems of women in Hong Kong / Chapter 3.7 --- Starting a self-help group / Chapter 3.8 --- The roles of social workers / Chapter 3.9 --- Chapter summary / Chapter Chapter 4 --- Methodology --- p.46-68 / Chapter 4.1 --- Research concept / Chapter 4.2 --- Rationale for application of qualitative research method / Chapter 4.3 --- Concept of qualitative research / Chapter 4.4 --- The built-in limitations of this research / Chapter 4.5 --- Research design of this study / Chapter 4.6 --- Chapter summary / Chapter Chapter 5 --- Preparations and Implementations --- p.69-100 / Chapter 5.1 --- Preparations / Chapter 5.2 --- Implementations / Chapter 5.3 --- The method of data collection / Chapter 5.4 --- The coding method / Chapter 5.5 --- The analysis framework / Chapter 5.6 --- Chapter summary / Chapter Chapter 6 --- The results of the study: The perceived empowerment effects of the self-help group on the unmotivated powerless women --- p.101-143 / Chapter 6.1 --- The first phase / Chapter 6.2 --- The second phase / Chapter 6.3 --- The third phase / Chapter 6.4 --- Testing the reliability: the common empowerment outcomes of the self-empowerment effects occurred in individual interviews and group meetings / Chapter 6.5 --- Chapter summary / Chapter Chapter 7 --- The perceived empowerment effects of individual members in the self-help process --- p.144-256 / Chapter 7.1 --- Member A / Chapter 7.2 --- Member B / Chapter 7.3 --- Member C / Chapter 7.4 --- Member D / Chapter 7.5 --- Member E / Chapter 7.6 --- Member F / Chapter 7.7 --- Member G / Chapter 7.8 --- Member H / Chapter 7.9 --- Member I / Chapter 7.10 --- Member J / Chapter 7.11 --- Member K / Chapter 7.12 --- Member L / Chapter 7.13 --- The explanations that generated from the results on the occurrence of difference in the development of different individuals in the same process / Chapter Chapter 8 --- The results of the study: under what conditions and how the process of the self-help group empowered the unmotivated powerless women --- p.257-276 / Chapter 8.1 --- The possible relationship between the self-help activities and the empowerment outcomes of the self- help group / Chapter 8.2 --- The possible relationship between the role of social work interventions and the empowerment outcome of the self-help group / Chapter 8.3 --- Chapter summary / Chapter Chapter 9 --- Discussions and Implications --- p.277-301 / Chapter 9.1 --- Discussions on the research findings / Chapter 9.2 --- Implications to community work / Chapter 9.3 --- Implications to social work / Chapter 9.4 --- Implications in working with women / Chapter 9.5 --- Implications in working with self-help group / Chapter 9.6 --- A proposed self-help group model for the unmotivated groups in the community / Chapter 9.7 --- Limitations of this study / Chapter 9.8 --- Chapter summary / Chapter Chapter 10 --- Conclusions --- p.302-306 / Reference List --- p.307-314