Thesis (Ph. D.)--Rutgers University, 1978. / Typescript. Vita. Includes bibliographical references (leaves 333-346).

Thesis (Ph. D.)--University of Chicago, Dept. of Sociology, December 2002. / Includes bibliographical references. Also available on the Internet.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1983. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 493-540).

Thesis (D. Ed.)--Ball State University, 2009. / Title from PDF t.p. (viewed on Nov. 11, 2009). Includes bibliographical references (p. [172]-179).

No description available.

Magister Legum - LLM / It has been more than 25 years since the Interim Constitution came into effect and a Bill of Rights was introduced. Yet Muslim Personal Law ( still has no lega l recognition in South Africa. This the sis investigates how this causes serious problems for Muslim women who suffer grave injustices upo n divorce due to the non recognition and non regulati on of Muslim marriages It highlights t he State refus al to enact legislation despite the dicta and obiter comments from the courts spanning more than two decad es enjoining the state to effect legislation to achieve this purpose. South African law is still fundamentally lacking in the recognition of the rights of parties to marriages contracted only in terms of M PL . For couples married in accordance with civil law, marriages and divorces are dealt with under the relevant statutes, namely the Marriage Act 25 of 1961, t he Civil Union Act 17 of 2006 and the Divorce Act 70 of 1979. No provision has been made in statu tor y law for MP L . Previously the courts have held that this was due to the potentially polygyn ous nature of Muslim marriages. Muslim m arriages are inadequately regulated resulting in serious hardships to Muslim women and children. This thesis furthermore inve stigate s the need to recognize MPL .

Although federal laws prohibit employment discrimination, potential discrimination against Muslim women wearing the hijab is possible. The purpose of this study was to describe how religious stereotypes and religious artifacts may influence hiring and what the origin of this phenomenon is. A phenomenological perspective was used in this research focusing on the participant's perceptions in comprehending the meaning of having a Muslim woman wearing the hijab in a job interview and how/why this meaning is constructed. The phenomenon studied was the nature and range of stereotypes that recruiters hold about Muslim women wearing the hijab. Qualitative interviews with nine participants were conducted in the states of Illinois and Missouri in 2010. These participants were in charge of hiring in the educational and healthcare sectors. Five main themes from the interviews data were identified: (a) fear of Muslims, (b) hijab appearance vs.hijab functionality, (c) impact of cultural and religious differences, (d) stereotypes, and (e) discrimination in the United States. The findings have offered an opportunity to investigate, illustrate and document stereotypes on Muslim women wearing the hijab that could intervene during a hiring process. They have provided a glimpse into the stereotypes that recruiters hold about Muslim women wearing the hijab and the Muslim community as well. In particular, this study confirmed that there is a need to educate people in charge of hiring on how stereotypes may shape their decisions. The most distinctive finding of this study is the aesthetic aspect of the hijab. All the participants explicitly acknowledged the beauty of the hijab. This finding showed how complex the research participants' perceptions were about the hijab. How the appearance of the hijab could be viewed so positively and how its function was perceived negatively by them.

No description available.

No description available.

No abstract available. / Thesis (M.A.)-University of Durban-Westville, 2004.