Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2004. / Thesis advisor(s): Janice H. Laurence, Michael J. Schwerin. Includes bibliographical references (p. 57-60). Also available online.

Thesis (Ph. D.)--University of Texas at Austin, 1999. / Vita. Includes bibliographical references (leaves 219-233). Available also in a digital version from Dissertation Abstracts.

Based on Super's (1990) developmental model of career development and Spence and Helmreich's (1978) gender identity theory, this study examined the relationship between the gender-related traits of instrumentality and expressiveness and women's preferences for multiple life-career roles. Super (1990) suggested that a career, as represented by the major life roles of student, worker, citizen, homemaker, and leisurite, is influenced by sex role stereotyping and individual differences. It was hypothesized in this project that gender role orientation (levels of instrumentality and expressiveness) would have an effect on women's role preferences.Adult women (N = 100) from three medium-sized midwestern communities were recruited from churches and community sororities. The women ranged in age from 20 to 82, with a mean age of 44.8 years. A response rate of 53%% was obtained. Role preferences, as expressed by women's participation, commitment, and value expectations, were measured by Nevill and Super's (1986) Salience Inventory (SI). Gender role orientation was assessed by Spence and Helmreich's (1974) Personal Attributes Questionnaire (PAQ). Scores on the PAQ were grouped into the categories ofandrogynous, instrumental, expressiveness, and undifferentiated by the median split technique. A demographic questionnaire was also administered.The demographic variables were grouped conceptually into five categories: personal, occupational, role satisfaction, parental influence, and spousal support for the purpose of preliminary analyses. Results of these analyses (Pearson Productmoment correlations, canonical correlations, and discriminant function analyses) revealed that personal and role satisfaction variables may moderate women's gender role orientation and role preferences. The main analyses were then conducted with three separate between-subjects MANOVAs. Although the results of the MANOVAs involving women's participation and commitment to multiple life-career roles were nonsignificant, another MANOVA involving women's value expectations was significant. Post-hoc procedures indicated that androgynous women had greater expectations of achieving their values in their work role than did instrumental women. It was also found that androgynous women had higher value expectations in the community and home roles than did undifferentiated women.A number of theoretical, empirical, and counseling implications were discussed. Limitations of the study were discussed in terms of the sample characteristics and the statistics employed. / Department of Counseling Psychology and Guidance Services

Most of the five-star hotel chains from Western countries had adopted the typical style of human resource policies and practices from abroad, yet they ignored family friendly practices. Some policies such as child care and nurseries in the workplace need to be adjusted for Thai culture. All four hotels indicated that they provided valuable and supportive opportunities to develop all their managers. They believed that women managers will benefit from the training programs because women managers will develop their managerial skills to help them balance their work and family more professionally. Supportive development programs were offered to all women managers such as time management skills, coaching, mentoring, English language training, and team work. This is important because all organisations need to encourage their very best women managers to stay rather than quit to other careers. In addition, the hotel industry can play a leading role in assisting and supporting females in establishing and maintaining work and family balance. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.

Thesis (MEd)--University of South Australia, 1997

Thesis (Ph.D.)--Ohio State University, 1999. / Includes bibliographical references (leaves 184-196).

Univ., Diss.--Göteborg, 2007.

Thesis (MBus) -- AUT University, 2008. / Includes bibliographical references. Also held in print (vi, 160 p. : ill. ; 30 cm.) in the Archive at the City Campus (T 331.256 CHA)

Thesis (Ph.D.)--George Mason University, 2009. / Vita: p. 94. Thesis director: Eden B. King. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 89-93). Also issued in print.

Thesis (Th. M.)--Dallas Theological Seminary, 1998. / Includes bibliographical references (leaves 56-59).