Typescript. / Thesis (Ph. D.)--University of Hawaii at Manoa, 1979. / Bibliography: leaves 126-130. / Microfiche. / x, 130 leaves ill. 28 cm

Typescript. / Thesis (Ph. D.)--University of Hawaii at Manoa, 1990. / Includes bibliographical references (leaves 117-124). / Microfiche. / ix, 124 leaves, bound 29 cm

Photocopy of typescript. / Thesis (Ph. D.)--University of Hawaii at Manoa, 1979. / Bibliography: leaves 164-171. / Microfiche. / xiii, 171 leaves ill. 29 cm

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This study was conducted to clarify the use of an annual attitude survey by a certain company, as it relates to that company's female employees. In previous surveys using the Job Descriptive Index, it was noted that the scatter of scores about the mean for the satisfaction with Work, Pay, Promotion, Supervisor, and Co-workers sub-tests was much greater for the females than for the males. It was postulated that the female group might be composed of two or more definable subgroups which had statistically different means. It was also shown that for satisfaction with supervisor, whites had higher satisfaction than blacks. On satisfaction with promotion, persons twenty-five years or younger scored higher than did those who were fifty-five and older, and then those who were from twenty-five to thirty-four years old. All of the above differences were statistically significant at the p < .05 level. No statistically significant differences were found in groups stratified by having dependents, or by tenure. The primary hypothesis was accepted. No subsidiary hypothesis was found acceptable by this study.

This study explores women's understandings and experiences of empowerment so that they could empower themselves by using their own knowledge to see through factors that serve to disempower them. At a time when empowerment and its future is under intense discussion in South Africa, it seems wise to move away from quantitative studies which do not facilitate the development of comprehensive theory in industrial psychology. This study provides a qualitative feminist analysis of women's understandings and experiences of empowerment in an organisation. Written protocols, interviews and a workshop were used as data collection tools and seven women from one organisation participated in the study. The research revealed that women understand and experience empowerment in a number of ways. These understandings and experiences are affected by various factors: organisational factors; personal characteristics and abilities; their relationship with others at work and at home; and societal factors such as double standards for men and women and role expectations. The breadth and scope of the results imply that any attempt to empower women should include relational, motivational and feminist perspectives on power and empowerment. In addition, the results indicate that providing a space in which the women could explore the network of disempowering practices in their lives, was empowering for the women. Through the process of the research, the participants' understandings of empowerment evolved from viewing empowerment as something that is predominantly external (for example, influenced by others and organisational factors) to something that is internal (for example, influenced by motivational factors). This study cautions against seeing empowerment as something that is solely internal because by doing so women are placing the responsibility of empowerment upon themselves thus setting themselves up for failure. However, through the process of seeing empowerment as internal, the women were able to move towards a feminist understanding of empowerment in which not only is empowerment external ("out there") or internal ("within") but includes acknowledging one's own responsibility in empowerment as well as external societal factors that serve to hamper women.

Thesis (MTech (Marketing))--Cape Peninsula University of Technology, 2005 / Although South African companies seem to make an attempt to employ more women to meet the required employment quotas, not enough is being done to allow women to grow beyond certain levels in their jobs, and it appears that women are still under-represented at top management level in corporate S.A. Despite employment-equity laws, gender inequalities regarding representative male-female ratios in corporate S.A. still appear to be prevalent at executive level. A more representative profile of male-female ratios at executive level in corporate S.A. might contribute towards a higher level of bottom-line performance for any organisation. The underlying premise is that by recognizing and utilizing their human potential to the fullest, the under-utilised available female talents and skills can contribute towards a larger skills pool within the organisation. In an attempt to assist m bridging the gap of gender inequality in corporate S.A., professional women may be branded as a valuable company asset. For females to be accepted and recognized by corporate S.A. as a brand, it is important to position them as a brand. To position a brand means emphasizing the distinctive characteristics that differentiate that brand from its competitors in a way that appeals to its target market. Identity, quality, differentiation, guaranteed consistency and clear communication to the target audience are the cornerstones of the branding process. In order for female professionals to be identified as a successful brand. these elements of the branding process need to be adhered to. What have traditionally been perceived to be inherent female qualities appear to meet the demands of contemporary management and leadership paradigms in a way that adds benefit to any leadership or management role in corporate S.A.

Women globally are seen as key contributors to the economic development and ‘bottom-line’ of businesses, but their presence and representation is still lacking in senior positions and the boardroom. Although after 20 years of democracy, the South African government has made significant progress towards empowering women in all spheres of business, inequalities and imbalances remain huge stumbling blocks. Embracing diversity and advocating gender equality makes business sense; this includes developing women as leaders through effectively implementing succession planning. Research shows that most companies have a succession plan document in place, but whether it is correctly implemented and effective remains to be investigated. A company’s leadership and human resources management together need to create a robust succession planning framework which aligns the vision of the company and talent management. The purpose of this research study was to determine the perceived success of succession planning for women in businesses in South Africa. The study’s primary objective was to develop and explore a succession planning framework for women in the South African Aviation Industry. A detailed literature review was conducted on women in business, leadership and succession planning. A qualitative case study approach was used as the most appropriate research methodology for this study to test whether the six propositions developed by the researcher applied to this single case or not. A questionnaire was developed to be used as a guide when interviewing the female respondents. The results were analysed and based on the findings, recommendations were made for further research. The main finding of this research was that the selected company lacks the correct implementation of the succession planning process. A possible solution to this issue would be the recruitment of a succession planning coordinator who has strong knowledge of the company’s policies, procedures and culture to establish strategies to roll out the succession planning programme.

With the increasing number of women entering the labour force internationally, the role of women is changing. Consequently, researchers are pressed to investigate how females of all cultures balance their work and family responsibilities. Amongst Hindu couples, this issue can either be a source of tension or positive support. An overview of literature indicates that the psychological aspects of dual-career Hindu women have received little attention in South Africa. The current study aimed to explore and describe coping resources and the subjective well-being of full-time employed Hindu mothers. The study took the form of a non-experimental exploratory-descriptive design. Participants were selected through nonprobability convenience sampling. The sample of the study consisted of sixty full-time employed Hindu mothers between the ages of 25 and 45 years of age who had at least one dependent primary school child aged between 7 to 12 years. Various questionnaires were used to collect data for this study. These included a Biographical Questionnaire, The Coping Resources Inventory (CRI), The Satisfaction with Life Scale (SWLS), and The Affectometer 2 (AFM2). Data was analysed by means of descriptive statistics. Cronbach’s coefficient alphas were utilised to calculate the reliability of the scores of each questionnaire. A multivariate technique was used to determine the amount of clusters formed. A non-hierarchical partitioning technique known as K-means cluster analysis was utilised in this study. An analysis of variance (ANOVA) was utilised in order to compare the mean scores of the various clusters. A post-hoc analysis using the Scheffé test was computed to test for significant differences. Cohen’s d statistics was subsequently used to determine the practical significance of the differences found between the cluster means on each of the measures. The cluster analysis indicated three clusters that differed significantly from one another on all three measures. The results of the CRI indicated that the participants used cognitive and spiritual resources to assist them to cope with the transition from traditional to modern contemporary roles. It was also found that the participants with low coping resources had inferior subjective well-being compared to those who had average and high CRI scores. The findings indicated that the participants were generally satisfied with their lives and experienced high levels of positive affect and low levels of negative affect. However, as a group there was a trend for the participants to have experienced slightly lower levels of global happiness or slightly negative affect. The results of this study broadens the knowledge base of positive psychology with respect to the diverse cultures and gender roles within South Africa. Overall, this study highlighted the value and the need for South African research on the coping resources and subjective well-being of dual-career Hindu mothers.

The proportion of women in the Canadian labour force has grown steadily in recent decades. Many of these, however, are younger women who retire from gainful employment after marriage. Married women who work are a special section of the population; they have been the subject of social studies in several countries, but not so far in Canada. This thesis is a supplementary study, influenced by the national survey of married women who are gainfully employed now being undertaken (1956) by the Women's Bureau of the Canadian Department of Labour. The facts reviewed in this present report are obtained from only fifty of the women Interviewed in one of the sample cities (Vancouver); but the opportunity has been taken to make them the basis of all the pros and cons of the situation, including the reasons for working, the types of work, and the effects on family life. The schedule used for the interviews is a standardized, comprehensive one worked out with the assistance of a national advisory committee including the research directors of the Schools of Social Work in Canada. Only a minimum of statistical tabulation is undertaken for this limited sample; a few other schedules obtained from university students were added, and there is no intention to present the information as statistically representative. A systematic review of the qualitative material is attempted, however, to illustrate the differentials which must be considered in a definitive assessment. After experiment with other classifications, it was found most effective to distinguish three main groups (a) families composed of husband and wife without children (or younger dependents); (b) "complete" families with husband and wife and children in the home, and (c) "broken" families, in which the working mother was a widow, separated or divorced, or with dependent or partially dependent husband. The significance of these differences is readily apparent from the views recorded. It was also apparent that the socio-economic differences associated with different levels of income and grade of work (e.g., professional, clerical, service, factory) are of direct importance in modifying the consequences for the family; but these could only be indicated illustratively. In a final section, an endeavour is made to bring together all provisional findings, distinguishing broadly the implications (a) for the woman as a person and as a marital partner, (b) for the children, and parental aspects of family life, and (c) for the community as a whole. / Arts, Faculty of / Social Work, School of / Graduate