M.A. (Psychology) / Please refer to full text to view abstract

Sexism tends to be a culturally accepted form of prejudice. I propose the relatively strong trivialization of societal sexism stems from the unique benefits that men receive from the gender status hierarchy, compared to other types of group-based hierarchies. Three studies examined why people, men in particular, trivialize or justify gender bias in relation to other types of group-based biases. Study 1 was a correlational study that examined whether participants downplay the existence and social harm of gender bias in relation to racial, religious, and sexual orientation bias, moderated by participant gender. Participants reported stronger trivialization and denial of gender bias, compared to other three types of bias. Study 2 experimentally tested whether White men’s justifications for gender bias, in relation to racial bias, stems from the dyadic benefits men receive in interpersonal relationships with women. White men high in proximal benefits reported stronger essentialist justifications in the gender bias, compared to the racial bias condition. Study 3 examined whether heterosexual men, compared to heterosexual women and gay men, endorse stronger justifications for gender bias, compared to sexual orientation bias. Heterosexual men endorsed stronger essentialist justifications in the gender bias, compared to the sexual orientation bias condition. Implications of these findings are discussed.

A growing body of research conducted globally has shown that parents may have a positive influence on sexual decision making and safe-sex practices of their children. The gendered nature of these conversations may be especially important, but attention to this dimension of parent-child communication remains limited. Using the qualitative data from the Linking Lives India study, this dissertation attempts to fill the gap in the current literature on role of gender in communication about sexual health between parents and their same sex adolescents in a rural tribal area in Maharashtra. It also attempts to look at the gender differences in experiences of intimacy among adolescents in the study site. Using the Theory of gender and power the study shows that gender disparities that arise from the three structures- sexual division of power (psycho-social factors), sexual division of labor (economic factors) and cathexis (social norms) generate different risks factors that affect women and girls negatively more than men and boys; specifically, in the context of sexual communication. The data elucidates that these exposures and risk factors affect mothers’ access to knowledge / information and ability to communicate with their daughters about sexual health. It also negatively affects girls’ ability to access information and communicate about sexual health with their mothers in comparison to their male counterpart.

Bibliography: pages 201-215. / This study provides a feminist perspective on aspects of change in white women's lives in South Africa between 1960 and 1990. Changing patterns of women's work, where work encompasses unpaid domestic labour as well as paid employment outside the home, are traced. The different ways in which women have combined their socially defined obligations as wives and mothers, as employees or employers, are considered. The primary sources used include open-ended interviews with women, magazines and the publications of women's organisations. The period 1960-1973 was one in which most white women left the paid labour force after marrying. Towards the end of the period, in the context of a booming economy and a perceived shortage of skilled white labour, more white wives were remaining in employment after marriage. The media, women's organisations, the state, big business and white male workers were addressing, in different ways, the conflict between white wives entering paid employment and the necessity to protect traditional values whereby 'good' wives stayed at home. 1974-1984 saw large and increasing numbers of white wives taking up paid work, both part-time and full-time. The period saw employed wives becoming increasingly commonplace, while the range of occupations open to them expanded. Observing that most remained in the lower levels of corporate hierarchies, women's organisations focused on eliminating the 'glass ceilings' said to block women's entry to higher paid positions. By 1985-1990, women were encouraged to be ambitious, assertive and to strive for self-fulfilment through their careers. The conflict of trying to achieve in the male dominated business world, combined with a sexual division of labour that persisted in defining the home and the family as women's work, saw many women leave the work place to start up home-based businesses.

The purpose of this thesis is to explore how stay-at-home fathers view their role as the primary caregiver, and how they encounter opposing masculinity issues. This is explored through discussion about daily life, the decision to stay home, and household labor, a particularly interesting reflection of gender roles and equality. The two research questions used to explore this included: How do stay-at-home fathers understand their masculinity and social role? How does talk about the negotiation of household labor in stay-at-home father/career mother families illustrate masculinity issues? Through an analysis of interviews of eight present or past stay-at-home fathers, I capture the ways that these fathers describe and discuss the stay-at-home parent role. By looking at how these men define and interpret the specific challenges they face while in this role, I help tell the stories of stay-at-home father/career mother families, and understand whether these families, too, experience Hochschild's "stalled revolution."

The first purpose of this study was to determine from the positive and negative factors identified by Jones and Montenegro (1982), which factors Oregon female administrators perceived had influenced upward mobility in their careers. Study of this topic reveals added information and direction to administrators of university administrative programs, school board members and school personnel administrators involved in hiring and providing training or staff development. As a result, the commonalities and differences among female school administrators in Oregon are identified. Identifying the factors that relate to upward mobility of tenured and nontenured female administrators provides insight and hopefully will promote further investigation. A second purpose of the study was to provide, from the demographic data concerning upward career mobility of nontenured and tenured female administrators, a profile that identifies those practices which have proven to be effective when considering career decisions in school administration. Descriptive statistics were used to quantify the data recovered from a research instrument given to 218 female administrators and of the tests resulted in a written description of the similarities and/or differences between the tenured administrators' and the nontenured administrators' perception of the factors that influenced their upward career mobility. Additionally, the demographic data were analyzed, and profiles of the two groups were developed, again to show similarities and/or differences. The conclusions of the study supported the research hypotheses that: (1) there is no difference between the perception of identified positive and negative factors to upward career mobility between nontenured and tenured female school administrators, and; (2) there is no difference in the profile of the nontenured and the tenured female school administrator in Oregon. A synthesis of the conclusions was made from the analysis of positive and negative career factors as well as the profiles of Oregon women school administrators which basically stated that the group of nontenured administrators is much like the group of practicing tenured administrators. Recommendations were made to women aspiring to be administrators for the application of the conclusions and study of identified characteristics or elements of positive and negative factors which lead to upward mobility. Profiles of the administrators were also made for use in self assessment for both groups of female administrators. Suggestions for additional study were made based upon the findings and experience in conducting the study. Similar study or replication of the study is encouraged in order to provide further insight into the reasons for more women not achieving administrative positions, especially that of principal.

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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

Zugl.: Bamberg, Univ., Diss., 2006