Thesis. 1977. M.C.P.--Massachusetts Institute of Technology. Dept. of Urban Studies and Planning. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography : leaves 120-123. / M.C.P.

Employment rates of Mexican women increased 26 percentage points in the last 23 years. The underlying factors driving this trend are the main motivation for this study. My two explanatory hypotheses are the following: there is a lower 'motherhood penalty,' and a higher preschool enrollment encouraged women's employment. In addition, I estimate the gender gap in weekly wages and wages plus employer-provided benefits. To test these two hypotheses, I decompose changes, over the last two decades, in payoffs and endowments of 'motherhood.' Second, I measure the effect of changes in preschool enrollment on mothers' employment. In addition, I also estimate the gender gaps in wages and wages plus employer-provided benefits, incorporating a more precise measure of job experience than previously used, and measures of cognitive ability and non-cognitive traits (formerly unaccounted for in Mexican studies). My goal is to provide an explanation of the mechanisms that encouraged women's employment in Mexico, and to estimate the possible gender differences in earnings that might prevent a potentially larger progress of women in the Mexican labor market.

published_or_final_version / Social Work and Social Administration / Doctoral / Doctor of Philosophy

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The research explored how women from the University of KwaZulu-Natal balanced both their personal and professional roles in order to advance into senior management positions. The study used a qualitative research methodology in which semistructured interviews were conducted on nine participants. The data were then analysed using Qualitative Thematic Analysis. The findings of this study revealed that although the participants faced various challenges, which were related to their gender they did manage to advance into senior management positions. What facilitated their advancement was that these women learned how to balance their dual roles through observing and imitating positive role models, which is supported by Bandura’s Social Learning Theory. The findings of the study were both confirmed and disconfirmed by the literature. However what this study does show is that women are managing to advance into positions of senior management despite challenges that they may face and thus indicting that the glass ceiling is cracking. Management should therefore be prepared to manage this new breed of managers in their echelons. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2009.

Gender inequality remains the greatest challenge for many societies and this has implications for the sustainable development and well-being of societies. There exists gender inequalities with regards to access to resources such as land, healthcare, credit, information, education and decision-making power between races and between the sexes. The advent of democracy brought freedom for all South Africans and the new government understood gender inequality as a deterrent to the achievement of sustainable development for all and the building of a democratic state. The National Policy Framework for Women‟s Empowerment and Gender Equality provides a roadmap through which gender should be mainstreamed within government and elsewhere towards achieving the goal of gender equality. It stresses that the shift from inequality to equality requires the transformation of government and civil society. The efforts of the Department of Social Development towards gender mainstreaming are premised in this national framework. The purpose of the present research is to ascertain whether and how gender is being mainstreamed in the National Department of Social Development (DSD), specifically looking at the conceptualization, management and structures in place for gender mainstreaming. This is a qualitative research analysis, using in-depth interviews as primary data collection methods, as well as a review of official gender mainstreaming documents of the DSD. Eighteen officials in middle management from all the different branches (reflected in the organogram in Figure 1) of DSD were selected. Middle management refers to staff that have the rank of Assistant and Deputy- Director. These are members of staff who are directly involved in policy implementation and, in many instances, contribute to the development of policies. The findings indicate that the implementation of gender mainstreaming is varied in the Department, with considerable success towards the attainment of employment equity target of 50/50 women representation in senior management. According to the DSD Employment Equity Report 2007/2008, women constituted 48% of senior managers. The official reports of the DSD point to progress being made in gender mainstreaming within the Department. This includes working towards approving a range of service delivery policies that address concerns of women and men, in intensifying service provision to respond to people‟s vulnerabilities and to ensure sustainable development of communities. The respondents in this study argued that policy commitments to gender equality are not supported by political and administrative will and necessary resources. The majority of the respondents did not know that there was a Gender Focal Point, whose responsibility is the facilitation of gender mainstreaming in the Department. They struggled to define basic gender concepts with gender mainstreaming, mainly understood to be employment equity. The respondents were also not conversant with the Gender Mainstreaming Guidelines and did not know what is needed in implementing gender mainstreaming. The gap between the official reports of the Department on successful gender mainstreaming implementation and the negative perspectives of the respondents needs further investigation. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Pietermaritzburg, 2010.

This study investigated items which influence career advancement of male and female head athletic trainers. Past evidence suggests willingness/ability to relocate, child rearing, an established network, and the "glass ceiling" phenomenon (positions of power that can be seen, but not achieved) affected career advancement. A questionnaire was mailed to 184 female and 75 male NCAA Division I, II and III head athletic trainers. There was a response rate of 70.2% (n=129) females and 86.7% (n=65) males. Major findings included significant (p<_.05) differences between gender in demographics (age, marital status, etc.), and athletic training experience (sport assignments, years a certified athletic trainer, etc.). A large percentage of male head athletic trainers desired change in position title or Division level. Twenty percent of female respondents indicated a career goal to leave the athletic training profession. Female respondents indicated gender did not effect career advancement, and willingness to relocate somewhat helped. Conclusions were that many of the barriers associated with female career advancement were not found to be associated with the profession of head athletic trainer. However, the high percentage of single female head athletic trainers and the lack of female head athletic trainers not experiencing a sport commonly worked by the head athletic trainer are areas of concern. / School of Physical Education

This study used relational personality theory to explore gender differences in Holland typology. The primary premise of relational personality theory is that women have a self identity that is developed and maintained in relation to others. This orientation to relationship or Connected Self is a primary component of identity that will lead to decisions and actions that reflect the valuing of relationships. This is in opposition to a Separate Self orientation that is primarily centered in independence, separation, and autonomy. The Connected Self was hypothesized to effect women's career interests as measured by the Self-Directed Search (SDS). The strongest relationship was found between Connected Self and scores on the Social scale of the SDS. Connected Self was found to be a significant predictor variable for women's scores on the Social scale. Connected Self also predicted scores on the Artistic scale, although to a lesser degree. In addition, Separate Self was a significant predictor of scores on the Enterprising and Conventional scales of the SDS.In order to further explore the relationship between Connected Self and women's scores on the Social scale, the subjects scoring highest in Social were further divided into groups based on interests in working with peers versus clients and on ability to care for self and others or to put others needs before one's own. Counseling implications for women who score highest on the Social scale are offered. In addition, further research is suggested. / Department of Educational Psychology