Thesis (M.A.)--Eastern Illinois University, 1998. / Includes bibliographical references (leaves 29-32).

Thesis (Ed. D.)--Teachers College, Columbia University, 1986. / Typescript; issued also on microfilm. Sponsor: Victoria J. Marsick. Dissertation Committee: Jack D. Mezirow. Bibliography: leaves 134-140.

Thesis (Ph. D.)--University of Notre Dame, 2004. / Thesis directed by David S. Hachen Jr. for the Department of Sociology. "July 2004." Includes bibliographical references (leaves 512-524).

M.A. / Sexual harassment has become a human resource issue in the workplace within South African companies. More cases of sexual harassment are coming before the courts as civil actions, as employees litigate against employers who fail to deal with cases where they have reported being sexually harassed and the employer has not taken action or failed to take appropriate action. Arising from the above it would appear that there is a need to develop a clearer understanding of what is meant by sexual harassment. Coupled to this is a need to develop appropriate policies and training programmes to ensure that the negative impact of sexual harassment is limited. These policies should be in line with other company policies and South African Labour Law (66 of 1995) as set out in the Code of Good Practice (1998) on handling sexual harassment. The aim of this research was to look at the perceptions of employees in a business unit of a Public Utility, and to determine their view of sexual harassment in the workplace. This research would then assist to determine what the best practices would be to deal with cases of sexual harassment as well as to ensure that as far as is practical cases of sexual harassment could be limited, based on these perceptions. The research indicated that any form of inappropriate sexual behaviour in the workplace as it related to physical, verbal and non-verbal contact was not acceptable to most employees. It showed that whilst sexually inappropriate behaviour was limited it did take place, but in doing so it raised additional questions that could be the subject of further research. The questionnaire that was developed was found to be a reliable measurement instrument for the most part. The findings showed that there were differences between the perceptions of English-and Afrikaans-speaking employees as well as male and female employees. These differences would have to be taken into consideration when policies and training programmes are developed. It was clear from the research that a policy was necessary and the employees needed greater clarity on how cases of sexual harassment should be reported. The research has formed a base from which further research could be conducted, at other South African companies, regarding the impact of sexual harassment in the workplace. / Dr.W. Roestenburg

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

The attitudes of all Hoosier women (304) employed full-time in editorial (writing/managing) capacities on Indiana's seventy-eight dailies were determined through a mail questionnaire that queried demographics and five subject areas: job conditions, self-concept, upward mobility, male versus female situations, and effects of the women's movement.The researcher expected Hoosier women to feel discrimination against their chances for upward mobility and in their assignments and job conditions, as was found in prior studies. It was also expected that the women's movement would have little impact on women in a corn-belt midwestern state.The results indicated that nearly half of the respondents had experienced discriminatory practices, with 40 percent of them claiming to have person-ally attempted to better the situation. While the women overwhelmingly liked their jobs and felt females to be as good or better than males in reportorial duties, the key finding of the research was that overall, Hoosier women were undecided (in their mean responses) to nearly 40 percent of the instrument's statements.Further, the women perceived not the original five dimensions of questions, but three: "us versus them" that related to the newspapers' treatment of employees, in particular women; personal attitude questions; and women's movement questions.It was also found that the women, by virtue of their responses to the instrument, tended to group themselves into two "types" that were not related to job conditions, pay, education, or the bulk of the demographics. The only significant factor that differed in the two groups was number of years in journalism, as Type 1 women were younger than Type 2. Overall, the Type 1 women were found to be more conscious of discrimination toward women and leaned heavily toward the male versus female dimension of statements. Type 2, the older women, were aware of problems in the field, but were more satisfied with their jobs and positions in life, with more concern focusing on self-concept and job conditions.Mean responses of the demographic questions provided a profile of the average Hoosier newspaperwoman in this first study to be undertaken in Indiana. The research became only the fifth such study done in an individual state. Most of the demographic findings were similar to those found in other states or in national surveys with the exception of pay, where Indiana women experienced a decidedly lower mean wage.

Thesis (MEd (Human Resource Studies)) -- University of South Australia, 1995

Thesis (MEd (Human Resource Studies)) -- University of South Australia, 1995

Thesis (M.A.)--University of British Columbia, 2007. / Includes bibliographical references (leaves 169-173). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Thesis (M. A.)--University of British Columbia, 2007. / Includes bibliographical references (leaves 169-173).