Thesis. 1979. M.S.--Massachusetts Institute of Technology. Alfred P. Sloan School of Management. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY. / Bibliography: leaves 264-269. / by Henry Clifford Hale and Homi Kersasp Patel. / M.S.

The purpose of the study was to assess the relationship between certain selected factors (age, sex, years of preparation and experience, size of school district, experience working for women administrators, existence of an affirmative action plan), and the expressed attitudes of superintendents and board of education presidents in Indiana regarding the effectiveness of women administrators in public schools.The Attitude Research Instrument developed by Eunice B. Warwick with Thomas A. Ringness and Glen Eye at the University of Wisconsin was used to measure the attitudes of superintendents and school board presidents concerning the effectiveness of women as public school administrators. A background data questionnaire was used to elicit data pertaining to the identification of various factors such as age, sex, years of preparation and experience, and existence of an affirmative action plan.The chi-square test of independence was utilized to statistically analyze sixteen null hypotheses formulate to test the relationship between expressed attitudes concerning the effectiveness of women administrators and the factors identified with the background questionnaire.The sixteen chi-square tests were significant at the .01 level. In addition, fourteen of the sixteen chi-square tests were significant at the .001 level. The sixteen null hypotheses were rejected.Findings of the study indicated that superintendents and school board presidents expressed significantly different attitudes concerning the effectiveness of women administrators when grouped according to the variables of age, size of school district, level of educational attainment, having or not having an affirmative action plan, numbers of women administrators employed, years of administrative or board experience. Superintendents and male school board presidents expressed significantly different attitudes than did female school board presidents. The data indicated a board approved affirmative action plan was not a significant variable affecting numbers of women administrators employed.The following conclusions were drawn from the data collected: The wide divergence in expressed attitudes suggest the probability of conflict among the groups. The most serious consequence for a school district exists in the probability of conflict between superintendents and school board presidents, groups with the second largest divergence in the study. The percentage of strongly agree and agree responses appear to suggest employment opportunities may be more readily available under these conditions: large districts, young administrators with earned doctorates and less than ten years administrative experience. The data in the study indicate that an affirmative action plan has not been an effective method of creating greater employment opportunities for women administrators in the public schools.5

Thesis (Ph. D.)--University of Wisconsin--Madison, 1974. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliography.

Thesis (Ph. D.)--University of Oklahoma, 1989. / Includes bibliographical references (leaves 105-122).

M.A. (Sociology) / The increasing deployment of clothing factories in the border industrial areas, has resulted in an increase in the demand for black female labour in this industry. This need, together with a sharp decline in the number of black male employees in the clothing industry, traditionally employed in all functional levels, forced employees to invest in black female labour on a large scale. It is practice to select first level supervisory staff from the higher operator levels, but a shortage of male workers in these positions created opportunities for black female operators to fulfil the need for supervisory staff. This however resulted in complications for both black women and employers, since factors emerged that could affect the black woman's achievement orientation. The objective of this research is to determine a job profile for the black woman in terms of her achievement orientation and also to investigate other variables that relate to her job profile and achievement orientation. Research conducted in this field on the European woman's achievement orientation, provided a framework for an explorative and qualitative research study on the achievement orientation of 15 non-supervisory and 15 supervisory black women. In order to gather sufficient information, interview guides were developed as an aid to conducting personal interviews with the sample group. A similar method was applied in investigating the attitude towards black female supervision, of 15 black male supervisors and 4 employers. From the case studies, three job profiles were distinguished namely a high achievement/high economical, a moderate achievement/moderate economical and a non-achievement/low economical orientated profile. For purposes of analysis the three profiles were reduced to two, namely an achievement/economical and a non-achievement/low economical orientated profile.