Submitted by Liliane Ferreira (ljuvencia30@gmail.com) on 2018-10-22T12:54:06Z No. of bitstreams: 2 Dissertação - Gabriela Peixoto Vieira Silva - 2014.pdf: 1666300 bytes, checksum: e696737b500c4db63727f87491433167 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2018-10-22T14:17:06Z (GMT) No. of bitstreams: 2 Dissertação - Gabriela Peixoto Vieira Silva - 2014.pdf: 1666300 bytes, checksum: e696737b500c4db63727f87491433167 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2018-10-22T14:17:06Z (GMT). No. of bitstreams: 2 Dissertação - Gabriela Peixoto Vieira Silva - 2014.pdf: 1666300 bytes, checksum: e696737b500c4db63727f87491433167 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2014-09-15 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This work purpose to investigate the female participation in leading positions on political parties. The hypothesis that guides the research is that this participation is low, corroborating the existence of a under representation of women in leading positions on the analyzed political parties. This under representation is analyzed on two directions: the function/position in the party which identify or not the inclusion of women in the elite party and the identification of elements that shape this participation. The research is divided in two different parts one is documental, which it will be approached positions occupied by women, and finally the analysis of the interviews with male and female leadership from the parties analysed: PMDB, PSDB, DEM, PT and PCdoB. / O objetivo deste trabalho é investigar a participação e a representação feminina nos cargos de direção de partidos políticos em Goiás. A hipótese que norteia a pesquisa é que a intensidade desta representação é baixa, corroborando a existência de uma sub-representação feminina política nos cargos de direção dos partidos políticos analisados. Essa sub-representação é analisada em duas dimensões: funções/cargos dentro do partido que identifiquem ou não a inclusão de mulheres na elite partidária e a identificação de elementos que moldam essa participação. A pesquisa está dividida em duas etapas – documental, em que se abordará cargos e funções ocupados pelas mulheres; e por fim, análise das entrevistas em profundidade com lideranças masculinas e femininas dos partidos analisados: PMDB, PSDB, DEM, PT e PCdoB.

Kvinnornas underrepresentation på auktoritetspositioner är ett allmänt känt faktum som ökar med högre hierarkiska positioner och den svenska forskningen kring fenomenet har pågått i mer än 20 år. Den kvinnliga underrepresentationen har ofta diskuterats med bakgrund i familjeperspektivet, eftersom kvinnor konstaterats bära huvudansvaret för barnomsorgen som bland annat minskar tiden i förvärvsarbete. Den svenska forskningen har även noterat att män och kvinnor till stor del hade anställningar inom olika organisationer och yrken. Det benämns som horisontell könssegregering och hade samband med olika karriärmöjligheter för arbetstagarna.Denna uppsatsen visar att andelen auktoritetspositioner är större i de blandade yrkena, i förhållande till de mer könssegregerade yrkena. Sambandet hos de blandade yrkena visar dessutom en ökad vertikal könssegregation hos auktoritetspositionerna, i jämförelse med mer könssegregerade yrken. Den ökade sannolikheten för en arbetstagare att vara i auktoritetsposition har framförallt männen jämförelsevis med kvinnorna, i de blandade yrkena.

The purpose of this action-oriented needs assessment was to ascertain the knowledge, motivation, and culture (KMC) needs of Blacks regarding joining the Be The Match bone marrow registry and participating in the bone marrow donation process. This needs assessment will be utilized to lay the foundation for an educational and research based nonprofit organization, Angels In Disguise, that I developed. This study will also be used to inform the bone marrow registry of the KMC needs of the Blacks who participated in this study. The data collection came from nine observations, four post-observation surveys, five donor interviews, two prototype development groups, and a prototype field test. The formative results from the data collection partially aligned with the literature, which showed that a lack of knowledge resulted in Blacks not joining the Registry. An outlier materialized from the formative data, indicating that all five donor interviewees had joined the bone marrow registry without having knowledge of it, its processes, or the critical need for Blacks to join. On the other hand, the formative data supported the literature when the donor interviewees became a bone marrow match and were faced with the decision to move forward with the bone marrow donation process. All five donor interviewees sought and obtained knowledge about the bone marrow registry prior to being able to move forward with the donation process. In contrast, the formative data around motivation fully aligned with the literature. Blacks who lacked motivation do not join the bone marrow registry or participate in the bone marrow donation process, whereas the literature stated that many Blacks do not join the bone marrow registry due to cultural attitudes and beliefs. Research indicates that the Black community distrusts the medical community due to their being used as medical guinea pigs in the past. Also, Blacks fear pain and their health being compromised due to bone marrow donation. Interestingly, the formative data results did not support or show a lack of support of the literature. Cultural attributes and beliefs did not manifest themselves in the formative data results. The two prototype development groups participated in design thinking utilizing iterative brainstorming exercises, rapid prototyping, and assumption testing. The prototype development groups analyzed the data by categorizing and coding the data into themes through participatory research and collaborative analysis. The results of the two prototype development groups culminated into a final prototype. The final prototype was aimed at addressing the KMC needs of the Black participants, which were two-fold. First, the Registry needs to build a relationship with the Black community. Second, participants required knowledge about the Registry, the matching and donation processes, and the critical need for Blacks to join the Registry and participate in the donation process be provided to them in an educational setting, a symposium. The final prototype culminated into a bone marrow symposium that was tested in the field. The final prototype consisted of three videos about the bone marrow registry, a panel discussion with three Black bone marrow donors who had donated to non-relatives, and a pre- and post-prototype field test survey. The summative findings of this study were the results of the pre- and post-prototype field test surveys and post prototype field test. The findings of the pre-prototype field test survey, regarding knowledge, indicate the participants knew nothing or very little about the bone marrow registry. After being exposed to the prototype, the participants indicated in the post-prototype field test survey they had learned by joining the bone marrow registry they could possibly save a life. They also indicated they did not need any additional information about the bone marrow registry in order to make a decision to join and participate in the bone marrow donation process. Regarding motivation, there was not much change between the pre- and post-prototype field test survey results. The participants had indicated in both the pre- and post-prototype field test surveys that they would be motivated to join the bone marrow registry and participate in the bone marrow donation process if it could save a life. With regard to culture, the participants indicated in both the pre- and post-prototype field test surveys that no beliefs would affect their decision to join the registry and participate in the bone marrow donation process.

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The underrepresentation of women of color in science, technology, engineering, and mathematics (STEM) remains a critical issue. Uneven academic preparation and lack of interest have been cited as common factors associated with low participation and degree attainment rates among women of color in STEM; however, these factors do not adequately explain why women with academic achievement and interest comparable to their white, male peers pursue and attain STEM degrees at disproportionately low rates. Identity has been found to be a useful lens to understand why and how women of color pursue and attain STEM degrees and subsequent career goals. Viewing the challenges women of color face as a result of being in a "double bind"-both female and non-white -can enable scholars and practitioners alike to better understand how they navigate trajectories towards their career and other personal goals. Specifically, forms of capital that women of color access because of, and not in spite of, their identity have been found to provide means for women of color to successfully achieve their goals. This study uses ethnographic methods to explore the experiences of early-mid career Latina engineers and the forms of capital they have accessed along their trajectories through undergraduate education in engineering and in the early stages of their engineering-related careers. Findings reveal that Latinas draw upon multiple forms of science-related social and cultural capital to overcome obstacles related to being female and non-white in a male-dominated field in a U.S. context. The challenge associated with being a Latina is exacerbated in the workplace where "bro" culture is more pervasive than in college; however, an awareness of one's social identity, the "Americanness" of the gender/race gap in STEM, and a desire to make the field of engineering more welcoming for subsequent generations of women motivates study participants to persist. Specifically, women in this study draw strength from personal or inherited experience of struggle along their trajectories through engineering. They face challenges with an awareness that obstacles are part of any journey and have developed both an ability to transform obstacles into inspiration for working harder and an understanding that overcoming them is crucial both to repaying the debt of sacrifice of those who came before and paving the way for those who will come after. "Struggle" is thus a form of capital that women in my study acquired and is worthy of exploration as a distinct theoretical framework for persistence. Overall, findings from this study bear implications for individual supports and institutional transformation required to foster the success of Latinas in engineering as a distinct group as well as women of color in STEM broadly speaking. / Urban Education

Σκοπός της παρούσας μελέτης είναι η συστηματική διερεύνηση και η ερμηνεία των παραγόντων και μηχανισμών παρεμπόδισης των γυναικών από την ισότιμη συμμετοχή τους στη διοίκηση, με συνέπεια την υποεκπροσώπησή τους στην εκπαιδευτική διοικητική ιεραρχία. Επιπλέον η παρούσα εργασία διερευνά και την ανίχνευση των παραγόντων εκείνων που οδηγούν στη διεκδίκηση ή μη διοικητικών-διευθυντικών θέσεων από τους εκπαιδευτικούς, παίρνοντας ως παράδειγμα την περίπτωση της Πρωτοβάθμιας Εκπαίδευσης του Νομού Αχαΐας κατά τις κρίσεις του 2007 στην εκπαίδευση. Ως μεθοδολογικό εργαλείο χρησιμοποιήθηκε το ερωτηματολόγιο, μέσα από το οποίο αξιοποιήθηκαν ποσοτικά και ποιοτικά δεδομένα. Το ερωτηματολόγιο ήταν δομημένο με ερωτήσεις ως επί το πλείστον κλειστού τύπου και περιορισμένο αριθμό ανοικτών ερωτήσεων όπου αναμέναμε την προσωπική παρέμβαση-πρόταση των εκπαιδευτικών, για τη διερεύνηση του ζητήματος της παρουσίας των δύο φύλων στην εκπαιδευτική διοίκηση και συμπληρώθηκε από 185 εκπαιδευτικούς διοικητικά στελέχη και μη, της Πρωτοβάθμιας Δημοτικής Εκπαίδευσης του Νομού Αχαΐας. Στη συνέχεια παρουσιάζονται τα δεδομένα και αναλύονται ενώ στο τέλος της έρευνας γίνεται μια προσπάθεια ερμηνείας των δεδομένων αυτών και παρατίθενται οι προβληματισμοί για περαιτέρω έρευνα. / The purpose of this study is to systematically assess and evaluate the factors and mechanisms which prevent women from equal participation in management, resulting in their underrepresentation in educational administrative hierarchy. Furthermore, this work explores the detection of factors leading to the claim or non-claim of administrative-managerial positions by teachers, taking as an example the case of Primary Education of Achaia, in the 2007 selection procedure in education. The methodological tool was a questionnaire through which both quantitative and qualitative data were utilized. The questionnaire included mostly closed-type questions and a limited number of open questions through which we expected the teachers’ personal intervention-proposal, for exploring the issue of presence of the two genders in educational administration. The questionnaire was completed by 185 teachers, holders and non-holders of managerial posts working in Primary Education in the Prefecture of Achaia. Next the data are presented and analyzed while an attempt to interpret these data is ventured concluding the research. Finally, questions for further consideration and research are posed.

Studien syftar till att klargöra och ge förståelse för hur den mediala könsfördelningen vad gäller fotbollsrapportering sett ut över tid i Aftonbladet och Dagens Nyheter. Vi har dels arbetat med den kvantitativa-innehållsanalysen som gjort det möjligt att kartlägga fördelningen. Men även gjort en kvalitativ intervjustudie som avsett att tydliggöra kvinnliga fotbollsjournalisters egna tolkningar. Teorierna som tillämpats är Kanters tokenism, Hirdmans genussystem och Hardings genusteori. Sportjournalistiken har länge varit ett mansdominerat område vilket tidigare forskning och vår egen studie visat. Vi har undersökt könsfördelningen i Aftonbladet och Dagens Nyheter vad gäller fotbollsbevakning där resultaten i vår studie är annorlunda från vad redaktionerna själva hävdar. Respondenterna menar istället att bevakningen av fotboll på redaktionerna är jämställd vilket efter resultaten kan ifrågasättas. Detta då kvinnliga sportjournalister med inriktning fotboll inte alls framträder i den grad som de manliga kollegorna.

Underrepresentation of faculty of color in higher education is a phenomenon that has been studied and well documented by researchers for many years (e.g., Aguirre, 2000; Aguirre, Martinez, & Hernandez, 1993; Bair, Bair, Mader, Hipp, & Hakim, 2010; Chai et al., 2009; Collins, 1990; Turner & Myers, 2000). This issue is even more evident as it relates to the underrepresentation of African American faculty at predominantly White institutions (PWIs). Many studies have addressed the underrepresentation of African American faculty at PWIs (e.g., Alexander & Moore, 2008; Bower, 2002; Brown & Dancy, 2010; Cleveland, 2004). According to the United States Department of Commerce, Economic and Statistics Administration, United States Bureau of the Census (2016), African Americans represent 13.3% of the United States total population. However, African American faculty account for 6% of full-time faculty in higher learning institutions in the United States according to the 2016 release of the National Center for Education Statistics. This disparity forms the essential component of my investigation and sets the stage for my examination of the experiences of African Americans as they perform their duties as full-time faculty at PWIs. This study takes a new approach to investigating the low number of African Americans serving as full-time faculty in higher education by examining their perceptions of the intercultural competence of their colleagues on campus based on their experiences. Intercultural competence is the ability to proficiently interact with people from different backgrounds using acquired knowledge and experience (Elosúa, 2015). Intercultural competence has been studied in a number of areas including business, government, healthcare, military, and religion (e.g., Bennett, Bennett, & Allen, 2003; Benkert, Tanner, Guthrie, Oakley, & Phol, 2005; Berry, Phinney, Sam, & Vedder, 2006; Deardorff, 2009). There has also been research on intercultural competence in education regarding students studying abroad in other countries, teaching in different cultures, and global citizenship (e.g., Banks, 2017; Byram & Nichols, 1997; Deardorff, 2009). However, my review of the literature indicates that there has not been research about the impact that intercultural competence has on the underrepresentation of African American faculty at PWIs in post-secondary education. This is a qualitative multiple case study that engaged full-time African American educational leadership faculty who were employed at PWIs in post-secondary education as participants. The data were collected through interviews. The collected data were analyzed and the findings used to make recommendations to improve the experiences of African American educational leadership faculty at PWIs in post-secondary education.

This quantitative survey design study examined whether children’s ethnicity makes a difference in teachers’ referral and placement decisions in gifted and talented (G/T) programs. A total of 524 teachers from all over the United States who have taught or currently teach pre-kindergarten through 5th grade participated. The participants were randomly given one of six vignettes adapted from a previous similar study (Elhoweris et al., 2005). Participants answered whether the child described should be referred and placed into gifted and talented programs. All six vignettes described gifted and talented characteristics; the only differences were the children's ethnicity and socioeconomic status. Data was collected via an online survey powered by Qualtrics® XM distributed via social media sites. A nonparametric test was conducted. Results showed no significant difference in preK-5th grade teachers’ referral and placement decisions for G/T educational programs based on children’s ethnicity. Kruskal-Wallis H test and Mann-Whitney U tests were computed among the dependent variables and teachers’ school SES, Hispanic/Latino ethnicity, specialization, years of experience, and highest level of education. Teachers’ level of education, years of experience, and their schools’ SES were found to be significant. Findings are discussed in terms of limitations, future research, and application to the gifted and talented field.

Ziel dieser Forschung ist es, die Gründe für die Unterrepräsentation von Menschen mit Migrationshintergrund im Museumsbereich trotz aller Diversitätsinitiativen zu verstehen und zu ermitteln, ob Diskriminierung bei dieser Unterrepräsentation eine Rolle spielt. Die Forschungsfrage wurde durch die Linse der Theorie der Belohnungsverteilungsforschung von Rodolfo Alvarez (1979) angegangen. Es wurden qualitative Forschungsmethoden ausgewählt, wobei das Interview als Methode zur Datenerhebung diente. Es wurden Interviews mit Museumsleitern und Mitarbeitern mit Migrationshintergrund geführt. Die Auswertung der Daten erfolgte mithilfe der qualitativen Inhaltsanalyse von Philip Mayring (2010). Das Hauptergebnis dieser Untersuchung ist, dass Menschen mit Migrationshintergrund (PMBs), insbesondere diejenigen der ersten Generation, häufiger in Positionen wie Sicherheits- und Reinigungspersonal oder in Projektpositionen ohne strategische Bedeutung vertreten sind. Ihre Existenz in den höheren Ebenen der beruflichen Hierarchie ist sehr begrenzt. Die Studie zeigt, dass mehrere Faktoren die Einstellung von Menschen mit Migrationshintergrund behindern, darunter fehlende akademische Abschlüsse, Museumserfahrungen und fehlende Sprachkenntnisse. / This research aims to understand the reasons behind the underrepresentation of people with a migratory background in the museum sector despite all diversity initiatives, and also aims to determine whether discrimination plays any role in this underrepresentation. The research question was approached through the lens of the distribution of rewards research theory by Rodolfo Alvarez (1979). Qualitative research methods were selected with the interview as a method of data collection. Interviews were conducted with museum managers and employees with a migratory background. The data was evaluated using the qualitative content analysis by Philip Mayring (2010). The main finding of this research is that people with a migratory background (PMBs), especially those who are first-generation, are more numerous in positions such as security and cleaning staff or in project positions without strategic importance. Their existence in the higher levels of the professional hierarchy is very limited. The study shows that several factors hinder people with a migratory background from being hired, including lacking an academic degree, experience in museums and language competency