The British Columbia fishery is in crisis. Environmental conditions and problems with the management of the fishing resource have led to a significant reduction in stocks and created serious economic problems in the industry. Women's work is central to the fishery yet it is often unpaid, underpaid and undervalued. Policies guiding the restructuring of the industry do not take into account the unique circumstances of women in the industry. Therefore, the purpose of this study is to improve the understanding about the ways fishery policy impacts the lives of women in the fishing communities of BC. The question posed: What is the experience of women in the BC Fisheries during a climate of crisis and change? A feminist approach is applied to this qualitative study. Unstructured interviews were conducted with a sample of nine women who have worked in the industry and are impacted by closures and cutbacks. Findings reveal a devastating magnitude of loss for these women and their families; a great mistrust of the motives of the Federal government and its policies; and a multitude of strategies used in their struggle for survival. The critical inequities in the fishing industry make this study particularly relevant to social work. Further research is warranted to develop adjustment, programs that address these inequalities and meet the needs of women in the coastal communities of BC. Limitations of thisstudy and suggestions for future research are discussed in the light of these findings. / Arts, Faculty of / Social Work, School of / Graduate

This study contributes to the limited academic knowledge (particularly anthropological knowledge) available on the working behaviour of black women workers. The study focuses on how black women workers perceive and experience certain western work values within a western workplace. A problem that constantly arises in South African industry is the correlation between work values and working behaviour. Hence, the study focuses on the African-oriented value judgements and life- and world-views of black women workers manifested in a South African factory and the perceptions of these women regarding selected western work values. The working behaviour of the black women workers, as employed at Automotive Mouldings cc (AMM) and their culturally determined value judgements and life¬and world-views concerning certain requirements and elements within the western labour system in general, and specifically at AMM, are examined. The empirical study provides an ethnographic description of the perceptions of black women workers at AMM of western work values and their working behaviour in the workplace. The culturally determined attitudes of these black women towards "work" are discussed. These selected western work values include career awareness, individualism, thoroughness and alertness, time concepts, discipline, communication, motivation to achieve, diligence, responsibility and accountability as well as work status. These western-oriented characteristics (criteria), however, are not necessarily present in the work value systems of black women workers. This creates conflict and reduces productivity within the workplace, as the working behaviour of the black women workers, in many instances, contrasts with western-oriented organisational values in general. Thus, it is difficult to predict the working behaviour of black women workers or to judge it from within western employers' own cultural frameworks. In order to prevent or reduce conflict in the workplace, and to enhance productivity, it is essential that employers are aware of the perceptions of western work values and working behaviour of traditional Africans in general, but specifically the working behaviour of black women workers. / Dissertation (MA (Anthropology))--University of Pretoria, 2006. / Anthropology and Archaeology / unrestricted

Gender disparities are still prevalent universally, and are often expressly and tacitly condoned, even in highly developed societies. In South Africa, women make up 52% of the population yet, only 44% of working South Africans are women (BWASA, 2012). However, recent trends show that a significant enough number of women do make it to all levels of positions in organisations, and that women generally have a great desire to lead. Conversely, very few women think or believe that their organisations provide them with the necessary and adequate support, in order to be able do so. Thus, in spite of the active efforts and commitments made by many South African organisations to influence women’s career advancement, it is still unfortunately not clear if the initiatives and programmes that are implemented are a core strategic imperative, or whether they are merely part of a peripheral agenda. As a result, this study takes a contingency approach to examine whether the career advancement of women is indeed a core strategic initiative, or whether it is peripheral in South African organisations. The good news is that some organisations are excelling in their commitment to empowering female roles and role-models in the workplace, and this study aims to understand why these organisations are doing exceptionally well, and why others are lagging behind. A qualitative method, which is exploratory in nature, was adopted to collect and analyse the data for this study. Fifteen individuals, who constitute a sample, were interviewed; and the scope was limited to the Chief Executive Officers (CEOs), Human Resource executives or any other executives responsible for diversity in the respective organisation. The main findings in this research were as follows: Firstly, the agenda that is most likely to be framing women’s career advancement in the organisations is one that is underscored by moral or ethical imperatives, and this is done in order to attempt to ensure that all forms of inequalities that existed are eradicated, so as to respond to the social pressure for ethical and moral transparency. Secondly, the organisations do understand the critical issues of women’s career advancement, but they fail to recognize the significant rewards of real women empowerment. Thirdly, some organisations seem to be doing exceptionally well, while others are sadly lagging behind. Finally, most organisations do not have clear measurement and monitoring frameworks to track their progress and impact in women career advancement initiatives. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Women account for half of a country’s potential talent base and numerous studies have shown that women’s participation in the workplace provides the nation with considerable competitiveness. Yet, despite an increasing breadth of educational and work opportunities, research has shown that women are more unhappy than they were in the 1970s. Some women, however, have made the successful and determined effort to seek fulfillment by voluntarily leaving an organization, pursuing their personal vision, and transitioning to their desired reality. This qualitative case study explored how 24 college-educated women learned to recreate their careers and find personal fulfillment. The purpose of this study was to understand how some women voluntarily left secured positions and how they applied the concept of a personal vision to transition to what was for them, a new desired reality. Personal vision is defined by Boyatzis et al. (2019) as an expression of an individual’s ideal self, expressing someone’s aspirations, dreams, and ambitions. The sample was a purposeful one. The primary method of data collection was participant semi-structured interviews. The second source of data was a group of six women with a personal vision who had not yet made the transition to their desired reality. The third source of data was document review, including CVs, LinkedIn, and social media accounts for cross-reference checking. The data was initially coded by research questions and the findings were coded by behavioral categories derived from the Conceptual Framework. Four conclusions emerged from the analysis. These include confirmation that women need to be motivated in order to achieve personal fulfillment, personal issues must be reconciled before women can begin their transition from an established situation to their desired reality, informal learning methods are key in helping women make their transition, and transitioning to a desired reality is unlikely without the support from others. Several recommendations for future research as well as recommendations for individuals, coaches, HR Practitioners and women’s networks and organizations are offered.

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.

No / Inspired by the work of the philosopher Judith Butler, influenced by Marx’s theory of alienation and intrigued by theories of death, this book develops an anti-methodological approach to studying working lives. Distinctions are drawn between labour (the tasks we do in our jobs) and work (self-making activities that are carried out at the workplace): between the less than human, zombie-like laborer and the working human self. Nancy Harding argues that the experience of being at work is one in which the insistence on practising one’s humanity always provides a counter-point to organisational demands.

Guo, Chunlan. / "July 2010." / Thesis (M.Phil.)--Chinese University of Hong Kong, 2010. / Includes bibliographical references (leaves 176-186). / Abstracts in English and Chinese; appendix II in English and Chinese. / Abstract --- p.i / Acknowledgments --- p.v / Table of contents --- p.vi / List of tables --- p.ix / List of figures --- p.xi / Chapter Chapter 1 --- Introduction --- p.1 / Chapter 1.1 --- Research background: Female labor migrants in the PRD --- p.1 / Chapter 1.1.1 --- Restriction on women by Confucianism in China --- p.1 / Chapter 1.1.2 --- Restriction on women by state in China --- p.1 / Chapter 1.1.3 --- The mobility of women in China --- p.3 / Chapter 1.2 --- Research questions and research objectives --- p.5 / Chapter 1.3 --- Research significance --- p.6 / Chapter 1.4 --- Outline of the dissertation --- p.7 / Chapter Chapter 2 --- "Literature Review: Female Migration, Household， , Labor Market and Feminist Geography" --- p.9 / Chapter 2.1 --- Research on female migration --- p.9 / Chapter 2.2 --- Female migration and household --- p.12 / Chapter 2.2.1 --- Household model and its critic by feminists --- p.12 / Chapter 2.2.2 --- Examples of studying female labor migration at the scale of household --- p.16 / Chapter 2.2.3 --- Household response to female labor migration --- p.21 / Chapter 2.2.4 --- Thinking and reflection --- p.26 / Chapter 2.3 --- Female migration and labor market --- p.27 / Chapter 2.3.1 --- The segmentation in urban labor market and the female labor migration --- p.27 / Chapter 2.3.2 --- The disadvantage of migrant women in urban labor market --- p.28 / Chapter 2.3.3 --- The role of agents in female migration --- p.30 / Chapter 2.3.4 --- Female labor migration in China: A product of the economic transformation --- p.30 / Chapter 2.4 --- The research of female labor migration and approach of feminist geography --- p.31 / Chapter 2.4.1 --- The assignments of feminist geography --- p.31 / Chapter 2.4.2 --- The research of feminist geography --- p.33 / Chapter 2.4.3 --- Some weakness of feminist geography --- p.34 / Chapter 2.5 --- Summary --- p.35 / Chapter Chapter 3 --- Research Methodology --- p.37 / Chapter 3.1 --- The reason for using the methodology of feminist geography --- p.37 / Chapter 3.2 --- Research framework --- p.38 / Chapter 3.2.1 --- Research issues --- p.38 / Chapter 3.2.2 --- Research framework and flow chat --- p.40 / Chapter 3.3 --- Data collection --- p.44 / Chapter 3.3.1 --- Fieldwork: to collect the firsthand data --- p.45 / Chapter 3.3.2 --- Observational survey --- p.47 / Chapter 3.3.3 --- Interview survey --- p.48 / Chapter 3.3.4 --- Questionnaire Survey --- p.52 / Chapter 3.3.5 --- Secondary data --- p.56 / Chapter 3.4 --- Data analysis --- p.57 / Chapter 3.4.1 --- Qualitative methods: interview analysis --- p.58 / Chapter 3.4.2 --- Quantitative methods --- p.59 / Chapter 3.5 --- Summary --- p.62 / Chapter Chapter 4 --- Female Migration in the Pearl River Delta: Census Data Analysis --- p.64 / Chapter 4.1 --- The scale of female migration in the PRD --- p.64 / Chapter 4.2 --- The distribution of female interprovincial migrants in the PRD --- p.68 / Chapter 4.3 --- The origins of female interprovincial migrants in the PRD --- p.69 / Chapter 4.3.1 --- The 2000 census data of Guangdong volume --- p.69 / Chapter 4.3.2 --- "The data of 1990 Census, 2000 Census and 2005's 1% survey" --- p.72 / Chapter 4.4 --- The education level and occupation of migrants in the PRD --- p.80 / Chapter 4.5 --- The migration reasons of the female migrants in the PRD --- p.82 / Chapter 4.6 --- Summary --- p.82 / Chapter Chapter 5 --- Why Rural Women Want to Migrate Out to Work from the Perspective of Household --- p.84 / Chapter 5.1 --- The filial daughters: migration as a part of the household economic strategy --- p.85 / Chapter 5.2 --- The liberal daughters: migration for individual welfare --- p.91 / Chapter 5.3 --- The dilemma factory mothers: as a sacrifice of the dual economic development system --- p.96 / Chapter 5.4 --- Discussion about the three models of rural women in migration --- p.100 / Chapter 5.5 --- Summary --- p.102 / Chapter Chapter 6 --- How Migration Affects the Lives of Rural Women at the Scale of Household --- p.103 / Chapter 6.1 --- The changing marital form --- p.103 / Chapter 6.2 --- The status of the female labor migrants in household --- p.107 / Chapter 6.3 --- Relation with other family members --- p.111 / Chapter 6.4 --- Rethinking the family member relationship under the split-household strategy --- p.115 / Chapter 6.5 --- Summary --- p.116 / Chapter Chapter 7 --- Female Labor Migrants in Urban Labor Market in the Pearl River Delta --- p.118 / Chapter 7.1 --- The participation of female migrants in the labor market of the PRD --- p.118 / Chapter 7.1.1 --- The time of female migrants' participation in urban labor market --- p.118 / Chapter 7.1.2 --- The channel of urban labor market participation of the female migrants: the role of social network --- p.121 / Chapter 7.1.3 --- The high frequency of changing jobs by female labor migrants --- p.124 / Chapter 7.2 --- The status of female migrants in urban labor market --- p.125 / Chapter 7.2.1 --- Job accessibility: easier for girls than boys --- p.125 / Chapter 7.2.2 --- Different wage by gender discrimination in factory? --- p.129 / Chapter 7.2.3 --- The status of the female migrants in the factory --- p.133 / Chapter 7.3 --- The future of female migrants in urban labor market --- p.135 / Chapter 7.3.1 --- The evaluation of working in the PRD --- p.135 / Chapter 7.3.2 --- The departure of female migrants from the urban labor market --- p.136 / Chapter 7.3.3 --- The cycle of a line girl in urban labor market --- p.139 / Chapter 7.4 --- Summary --- p.141 / Chapter Chapter 8 --- Conclusion --- p.144 / Appendix --- p.151 / Appendix I List of interviewees --- p.151 / Appendix IIA sample of questionnaire --- p.153 / "Appendix III The input, output and error of estimating female migration flow with the approach of maximizing entropy- the case of 1990 census data 一" --- p.166 / Bibliography --- p.176

Thesis (MSocialWork)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Workers absenteeism is a problem for many companies in South Africa. The absenteeism of workers affects the productivity of companies. The social worker in the industry plays a key role in the managing of workers absenteeism. One of the goals of social work in the industry is to enhance the productivity of workers. Consequently there is a lack of specifically South African research on the social factors that influence worker absenteeism and the role of the social worker to manage worker absenteeism. A survey of international literature forms the starting point for the research undertaken to fill this gap. The influence of social factors on worker absenteeism is described. Three worker absenteeism approaches, namely economical, psigological and sociological approaches are being used to describe the social factors that influence worker absenteeism. The literature view also offers management strategies to help combat worker absenteeism. In the study there is being focused on the female worker because the empirical study takes place at a company that manufactures clothes. The empirical study describes the social factors that influence the absenteeism of female workers working in the manufacturing company. Proposals are made concerning ways to combat worker absenteeism, taking into account the important role the social worker in the industry plays in managing worker absenteeism. / AFRIKAANSE OPSOMMING: Werknemerafwesigheid is vir baie fabrieke en firmas in Suid-Afrika 'n ernstige probleem. Die werksafwesigheid van werknemers veroorsaak dat die produktiwiteit van fabrieke en firmas beïnvloed word. Die maatskaplike werker in die bedryf kan 'n belangrike rol speel in die hantering van werknemerafwesigheid, omdat dit 'n doelstelling van maatskaplike werk in die bedryf is om die produktiwiteit van werknemers te verhoog. Derhalwe is daar 'n gebrek aan spesifieke Suid-Afrikaanse navorsing oor die maatskaplike faktore wat werknemerafwesigheid beïnvloed, en wat die maatskaplike werker se rol is om werksafwesigheid te beperk. 'n Literatuurstudie word aangebied as vertrekpunt vir die navorsing wat onderneem is om genoemde leemte aan navorsing te vul. Die invloed van maatskaplike faktore op werknemerafwesigheid word bespreek. Drie benaderings tot werknemerafwesigheid, naamlik ekonomiese, sielkundige en sosiologiese benaderings word geondersoek waaronder die maatskaplike faktore wat werknemerafwesigheid beïnvloed, bespreek word. Die literatuuroorsig bied ook bestuurstrategieë om die werksafwesigheid van werknemers te bekamp. Daar word spesifiek op die vroulike werknemer gefokus omdat die empiriese ondersoek by 'n klerevervaardigingsfabriek plaasvind. Die empiriese ondersoek handel oor die maatskaplike faktore wat die werksafwesigheid van vroulike fabriekarbeiders beïnvloed. Na aanleiding van die bevindinge van die ondersoek word aanbevelings vir die hantering van werknemerafwesigheid gemaak. Dit geskied met inagneming van die belangrike rol wat die maatskaplike werker in die bedryf kan speel in die hantering van werknemerafwesigheid.

In this study, the sex-role identities adopted by young, middle-aged, and older working females South African were compared. The rationale of the study is based on changes which occurred within South Africa with regards to gender, race, education, as well as work place participation for women. Two hundred females from two South African organisations participated in the study. Two self-report questionnaires were utilised: a demographic questionnaire and Bem’s Sex-Role Inventory. Data was interpreted statistically, by means of Analysis of Variance (ANOVA) and frequencies. Results revealed that younger women have adopted more masculine characteristics than middle-aged and older females. Results further indicated that black women are more likely to reflect sex-role identity changes on age than white women, given that changes in the South African society many have been more impactful on them. Results on the levels of masculinity amongst the younger group of females are consistent with a study done on working females in India.

"November 2003" / Includes bibliographical references (leaves 307-334) / xvi, 334 leaves : ill., maps, photos (col.) ; 30 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / Thesis (Ph.D.)--University of Adelaide, School of Social Sciences, Discipline of Geographical and Environmental Studies, 2004