The purpose of this thesis was to explore the relationships between perceived feminine role orientation and positive self-concept, as measured by scores attained on the Inventory of Feminine Values (IFV), and the Total Positive Self Scale of the Tennessee Self Concept Scale (TSCS). Three objectives were established. First, to gather current information on women's realistic and ideal self-perceptions of their feminine roles, and determine whether these are liberal, traditional, or neutral in orientation. Second, to determine if there are significant differences in self-concept as measured by the TSCS among women who see themselves as either traditional, liberal or neutral in perceived feminine role. Third, to determine if differences in self-concept as measured by the TSCS are related to discrepancies between Real Self and Ideal Self scores on the IFV. Both instruments and a demographic questionnaire were completed by 87 undergraduate and graduate women at Utah State University. It was found that women in the sample as a whole saw themselves as neutral in perceived feminine role orientation, on both the Real Self and Ideal Self forms of the IFV. The mean attained on Form A (Real Self) was 4.011, while the Form B (Ideal Self) mean was 2.931. There was no significant difference between these two scores. An analysis of variance test was done to determine if there was a significant difference in positive self-concept for women who saw their feminine roles as liberal, those who saw their roles as traditional, and those who had a neutral role orientation. There was no significant difference. All three groups had Total Positive Self scores (TSCS) above the norm mean. The Pearson product-moment correlation technique was used to ascertain the degree of relationship between perceived feminine role orientation and positive self-concept. It yielded a coefficient of -.11, which did not reach significance. The Pearson product-moment correlation technique was used to determine the relationship between discrepancies in Forms A and B scores (IFV) and positive self-concept, as measured by scores on the Total Positive Self Scale of the TSCS. A coefficient of -.319 was obtained, significant at the 1% level. This verified the hypothesis as stated, evidencing that as the difference between scores attained on Forms A and B increases, positive self-concept decreases. Results were discussed in terms of the significance of the findings, mainly, that regardless of how a woman sees herself, as either traditional, neutral, or liberal in feminine role, she may have high or low self-concept. However, the more congruent she is in her realistic self-perception and in her idealistic self-perception, the higher her positive self-concept will be. Recommendations for future research were suggested. Among these were recommendations that research be undertaken with women who are not primarily college students; measures of other variables, as anxiety, be used in future research in conjunction with the IFV to explore relationships between perceived feminine role and other variables, as anxiety; and, research be undertaken to investigate whether there is a significant positive correlation between self-directedness on the IFV and graduate school attendance in a randomly selected sample of university students.

This study highlighted the implications of the absence of well-delineated criteria for the workplace-effective mobility of employees with disabilities in South Africa for their employment, development and organisational mobility. In response to the dearth of research on workplace-effective mobility, and cognizant of the importance of well-delineated workplace criteria to oppose continuing workplace prejudice and discrimination against employees with disabilities, this two-phase sequential triangulation study aimed to identify and confirm criteria and compile a theoretical model for workplace-effective mobility of employees with disabilities. The study has significance for the achievement of greater workplace equity and redress, which will enhance the strategic human resources management and the productive image of employees with disabilities, as well as reduce welfare costs by enabling more people with disabilities to access paid employment opportunities. To attain the study objectives, the study was done in two phases. The first was a qualitative phase during which focus group interviews with participants with disabilities were conducted. The second phase involved a five-point Likert scale-based Delphi process with industrial and organisational psychologists. Focus group participants were formally employed or self-employed in various organisations and were recruited from four disability categories (people who are blind or deaf, or have a physical or speech impairment) in four provinces in South Africa (the Free State, Gauteng, KwaZulu-Natal and the Western Cape). The industrial and organisational psychologists who participated in the Delphi phase were used as experts with prior experience in the employee recruitment area. The study found that workplace-effective mobility is (a) a multi-dimensional concept comprised of a positive self-concept, self-efficacy, workplace accessibility, a sense of coherence and a positive sense of independence, which form the crux of criteria for workplace-effective mobility; (b) a result of self-efficacy beliefs, enabling organisational practices and workplace accessibility; and (c) at the heart of the pursuit for workplace equity to redress prejudice and discrimination against employees with disabilities in the workplace. The participating experts also reached consensus in their understanding of the term workplace-effective mobility. Within-group differences were identified for a number of categories; and therefore it is recommended that future research should be conducted on distinct categories of disabilities. Using the identified dimensions (positive self-concept, self-efficacy, workplace accessibility, sense of coherence and a positive sense of independence) and outcomes (organisational and personal effectiveness), a theoretical model of workplace-effective mobility was compiled. / Thesis (PhD)--University of Pretoria, 2011. / Human Resource Management / unrestricted