This study analyzed the amount of variance in employment interests of a sample of poor women that may be attributed to self-esteem, locus of control, and exposure to nontraditional occupations and the interaction among these variables. A stratified random sample was selected from a population of 1172 participants enrolled in the Expanded Food and Nutrition Education Program (EFNEP) in seven sites in Virginia. The selected sites were representative of geographic and economic areas in the state. Two of the independent variables were measured using the Rosenberg Self-Esteem Scale and the Rotter Locus of Control Scale. Demographic data and the variables of exposure to nontraditional occupations and employment interests were measured using the Employment Interests and Experiences Interview Schedule designed by the researcher. Data were collected by the paraprofessionals in each unit using the EFNEP records and through face-to-face interviews. Descriptive statistics were reported and multiple regression procedures were utilized to analyze the data. The conclusions drawn were that the poor women in the sample were heterogeneous, had relatively high education and employment aspirations, and had low self-esteem. These women need more exposure to nontraditional occupations and they expressed a willingness to consider such careers. Poor women such as those in this study need a combination of support services to successfully make the transition to the workforce. For this group exposure to nontraditional occupations and higher self-esteem increased interest in nontraditional careers. Those with a higher self-esteem were also more likely to be interested in nonsex-typed occupations. Programs that serve poor women may need to broaden their scope to match the needs of heterogeneous groups. These women also require indepth career counseling to help them understand the range and scope of occupations that are available, especially those that are nontraditional for their gender. Recommendations for further research which may expand the knowledge base about the employment interests of poor women are given. This research could contribute to breaking the cycle of poverty that affects an increasing portion of our population. / Ed. D.

The purpose of this study was to determine the relationship of marital equity and sex role identity to the career commitment of black dual-career wives and to determine who does what in the family. Five research questions guided the study: a) What is the relationship of selected demographic variables (education, income, age and number of children) of husbands and wives to the career commitment of the wife? b) Is there a significant difference between husbands and wives and their commitment to pursue a career? c) Is there a Significant difference between husbands and wives in sex role identity and marital equity? d) Is there a correlation between the career commitment of wives and the extent to which marital equity exists? e) What is the relationship of sex role identity of husbands and wives to the career commitment of the wife? A sample of 200 dual-career couples were systematically selected from a predominantly Black sorority. The instruments used to collect the data were: Bem Sex Role Inventory (BSRI), career commitment and marital equity scales (Nicola, 1980), and a demographic questionnaire. Data were analyzed using frequencies, means, percentages, correlation coefficients, analysis of variance, t-tests, and multiple comparisons. Study results indicated that while the couples' education and income were not significantly associated with the wife’s career commitment, wives were more educated. Although the number of children did not matter, the age of the oldest child was Significantly related to the mother's career commitment. The mean career commitment scores for husbands (41.03) and wives (41.61) indicated that partners shared similar attitudes about time and emotional investment in careers and family pursuits. Mean marital equity scores for husbands and wives revealed that wives did significantly more than husbands in the areas of household tasks and child care. Similarly, wives did most of the initiation for family communication and problem solving. Data supported equal sharing in decision-making (eg. vacations, relocation, financial matters). While couples' sex role identity scores were significantly different, they had no significant effect on the wife's career commitment. / Ed. D.

This study critically assesses how far the Mauritian EPZ, which consists of a predominantly female workforce, is conducive to women’s empowerment, particularly in a context of rife global competition. Focus Group Discussions with actual female workers and semi-directive interviews of those who have been laid off reveal that there have effectively been some benefits which may be construed as empowerment. However, low wages and harsh treatment of workers at the workplace, compounded with rising costs of living and pervasive patriarchal values impede the extent of empowerment. Yet, when contrasted with the experiences of laid off women, the centrality of employment becomes more palpable. The experiences of job loss are in many cases destructive of not only the laid-off worker’s self-image and aspirations, but also on their ability to juggle with poverty and its associated outcomes. Despite being a relatively difficult sector to work in, its benefits outweigh its limitations. / Sociology / MA (Social Science)

Women working in male-dominated professions and environments face experiences that are unique to their counterparts in more gender-balanced and female-dominated professions. The nature of these experiences affects women’s integration and potential success in male- dominated professions. To enhance employment equity in historically male-dominated professions and environments, an understanding of women’s experiences in such environments is beneficial. The purpose of this research was to explore the challenges and coping strategies of women working within male-dominated professions and environments. This was an exploratory qualitative study conducted within the interpretive research paradigm. A purposive sample consisting of five women working in identified male-dominated professions and environments was utilised. In-depth interviews were conducted and data was analysed using grounded theory. The main findings indicate that the central theme pertinent to women working in male-dominated professions and environments pertains to the types of challenges inherent in their work settings. The main challenges found were as follows: discrimination and bias; physical and health-related difficulties experienced; negative emotions resulting from working in male-dominated environments; lack of real transformation; and work/life balance. This study provides current insight into the plight of women working in male-dominated professions and environments in South Africa. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Since the democratic dispensation in South Africa, attempts were made in earlier studies to make recommendations for the implementation of gender equity in the labour markets. Until now companies and public service departments have done little to ensure gender equity. Most efforts made were merely window-dressing given that previous studies provide evidence of fewer female employments in Senior Management Service (SMS) positions across the public service. South Africa has introduced a legal framework to support the Employment Equity Act, 1998 (RSA, Act 55 of 1998). The study sets out to evaluate the extent of gender equity implementation in Limpopo Provincial Department of Sport, Arts and Culture. The EEA, 1998 (RSA, Act 55 of 1998) aims to redress employment inequalities previously experienced by racially, culturally and sexually marginalized South Africans. Departmental human resource processes are evaluated to establish equity measures necessary to achieve the purpose of the EEA, 1998 (RSA, Act 55 of 1998). This study reviews employment equity practices from various countries to establish best practice. Issues and proposed strategies for improvements surrounding employment equity legislation in South Africa are also highlighted. The study is extended to other departments to establish accountability standards as well as actions and penalties available for noncompliance. The findings from the study indicate that women are mostly employed in middle management while male employees continue to dominate the top management in spite of the Department of Public Service and Administration’s (DPSA) strategic goal to reach a 50% equal employment at SMS by 31 March 2009. Suggestions are provided to accelerate implementation of gender equity in Limpopo Provincial Department of Sport, Arts and Culture. Given that the study was based on a representative sample of a single public service department, the findings may as a result not be generalized to the entire South African public service. / AFRIKAANSE OPSOMMING: Sedert die demokratiese bedeling in Suid-Afrika was pogings in vroeë studies aangewend om aanbevelings te maak vir die implementering van geslagsgelykheid in die arbeidsmark. Tot dus- ver het maatskappye en staatsdiens departemente min gedoen om geslagsgelykheid te bevorder. Talle pogings wat aangewend was, is niks meer nie as uiterlike vertoon, gegee die feit dat vorige studies bewysstukke lewer van minder vroulike indiensneming in Senior Bestuursdiens (SBD) posisies deur die staatsdiens. Suid -Afrika het `n wetgewende raamwerk ingestel om die Gelyke Indiensnemingswet, 1998 (RSA, Wet 55 van1998) te ondersteun. Die studie het ten doel om die implementering van geslagsgelykheid in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur te evalueer. Die GIW, 1998 (RSA, Wet 55 van 1998) beoog om die indiensnemings ongelykhede te herstel, wat voorheen ondervind was deur rasse, kulturele en geslagtelik gemarginaliseerde Suid-Afrikaners. Departementele menslike hulpbron prosesse word beoordeel ten einde die billikheidsmaatreëls te bepaal wat nodig is om die doelwitte van die GIW, 1998 (RSA, Wet 55 van 1998) te bereik. Hierdie studie raadpleeg gelyke indiensnemings praktyke van verskillende lande ten einde die beste praktyk te stig. Aangeleenthede en voorgestelde strategieë vir die bevordering van wetgewing oor gelyke indiensneming in Suid-Afrika word ook beklemtoon. Die studie word uitgebrei na ander departemente om standaarde oor aanspreeklikheid te bepaal, asook optrede en strafmaatreëls vir nie-voldoening daaraan. Die bevinding van die studie dui daarop dat vrouens meestal op middel bestuursvlak in diens geneem word, terwyl manlike werknemers aanhou om die top bestuursvlak te domineer, ten spyte van die Departement van Staatsdiens en Administrasie (DSDA) se strategiese doelwit om 50% gelyke indiensneming op SBD- vlak teen 31 Maart 2009 te bereik. Aanbevelings word gemaak om die implementering van geslagsgelykheid te versnel in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur. Gegee die feit dat die studie gebaseer was op `n verteenwoordigende monster van `n enkele staatsdiens departement, mag die bevindinge gevolglik nie veralgemeen word met die totale Suid-Afrikaanse staatsdiens nie.

Thesis (MBA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The emerging black middle class in South Africa provides immense opportunity for marketers who wish to capture this segment of the market. However, in order to be relevant, a deep understanding of this ever-evolving segment is absolutely necessary. Characterised by complexity, the black middle class is heterogeneous and evolves at rapid speed. Studies by the Unilever Institute of Strategic Marketing highlighted the immense value of black middle class women, coined Black Diamond™ women. The primary objective of this research was to gain insights into the life of young black professional women and, secondly, to understand the driving forces behind their decision-making. This was achieved through an in-depth exploratory study. The first step in this study was to conduct a literature review on the black middle class in various African countries and the black middle class in South Africa. A review of literature on marketing communication provided the basis for reasoning on the appropriateness of different marketing communication tools. Literature also revealed the emergence of a possible new consumer type, the hybrid consumer. The literature review provided the framework for designing the interview schedules used in the expert interviews and interviews with the Black Diamond™ women. The findings of this research assignment were that the modern black middle class women face many complexities in their daily lives. Brands can, therefore, be significant to them by supporting them in their lives. Brands should customise their offerings, meet the black middle class women in innovative ways at different touch points, and bring meaning in their lives. Brands should also know that culture is prominent in all areas of their lives, which presents unique challenges.

published_or_final_version / Social Work / Master / Master of Social Work

「部分工時工作」被視為是平衡婦女工作-家庭的策略之一。我國政府亦有意透過提倡部分工時工作來提升女性勞動參與率。在此一政策思維下，需更進一步探討，影響我國婦女選擇部分工時工作的因素為何？再者，部分工時工作是否能夠真正「促進」婦女就業？抑或是形成婦女就業的「陷阱」？ Hakim的偏好理論認為，現今婦女已經可以依據個人的自由意願選擇工作；且選擇從事部分工時工作的婦女，其偏好扮演家中照顧者的角色，對工作並無投入的熱忱。本研究發現，Hakim所稱的“home-centered”婦女，依據其所擁有的社會環境資源不同，會影響其執行個人偏好的能力，而使其工作-家庭傾向呈現異質性。且“home-centered”婦女大多並不認同傳統的家務角色，性別分工通常是在環境限制因素與父權體制下所形成。 我國現有的部分工時工作，大多缺乏工時彈性與勞動條件的平等待遇。在婦女教育程度普遍提升下，低就業品質的部分工時工作，不但無法滿足我國婦女的工作需求，亦可能使婦女落入低度就業的情形。政府應移除部分工時制度中的性別觀念，尊重勞工「個人」的工作與家庭需求，避免在性別迷思中，使部分工時工作成為女性就業的「陷阱」。 / “Part-time Job” has been seen as a solution for women to find a balance between their work and family. Government also wants to increase the labor participant rate of women by promoting them with part-time jobs. However, we need to figure out that what factors cause women to choose part-time job, and does part-time job really “improve” women’s employment or becomes an employment “trap” for them? Hakim’s “Preference Theory” refers that women could choose their works as their wills nowadays, and who choose part-time jobs prefer to play the role of “home” and lack of passion for work. This research finds out that women who Hakim called “home-centered” have heterogeneity with their work-home orientations. The ability to execute one’s preference depends on one’s possession of social resources, and “home-centered” do not identify themselves with the traditional “home role” for women. The gender division usually formed under the limitation in society and patriarchy. Most part of part-time jobs in Taiwan are inflexible in working hours and unequal labor standards. With the trend that women with higher education, the low employment quality of part-time jobs could not fulfill their expectations for work or they would get into underemployment situation. Government should remove the gender concept in promoting part-time work and consider the “personal” work-family needs to avoid part-time job becoming an employment trap for women under the myth of gender.

This research report set out to provide an evaluation of the progress made by the Department of Justice and Constitutional Development with respect to affirmative action and employment equity, and particularly with respect to the promotion of greater gender equity in employment, especially at the management levels.

This is a study of women’s employment in Great Britain from 1891 to 1921 with special reference to its division from men’s. It examines, first, the occupational distribution of the nation’s labour force during the 1891-1914 period and finds a definite division between the work done by women and the work done by men. It then asks what factors underlay women’s absence from the work men did and women’s presence and men’s absence from the work women did. After answering these questions it shows and accounts for the major changes that occurred in women’s employment between the pre-First World War years of 1891 to 1914, the First World War years of 1914 to 1918, and the post-First World War years of 1914 to 1921 and considers what effect they had on the sex division of labour. Of secondary interest is the reaction of women to their own employment position. The 1891-1921 period coincides with the advance of the so-called women’s rights movement whereby women, as active agents in furthering their interests as citizens, wives, mothers, and persons, also undertook to improve their position as workers. Why was there dissatisfaction with it? What were the measures taken to better it? How effective were they? What did they signify for the division of labour? This thesis encompasses these questions as well. Descriptively this thesis sets out, in more statistical and narrative detail than has ever before been attempted for the 1891-1921 period and for Great Britain as a whole, the existence of a sex division of labour, secondly, its extensiveness, and thirdly, the position of the dividing line. Analytically it isolates the principal factors affecting the determination of what was women’s and what was men’s work. In the process it shows that any analysis that begins with the character of the supply and demand for male and for female labour as given facts cannot adequately explain the sex division as it fails to explain why sex as such appears as a differentiating factor. For this, account must be taken of how males and females were transformed into masculine and feminine persons and how masculinity and femininity as contemporaneously defined affected a person's labour attributes and, directly and indirectly, an employer’s choice of labour. Finally, this thesis, by considering women’s employment over a period of time, becomes a record of how it changed as the factors affecting its determination were modified. Moreover, by focusing attention on the contemporary developments making for change between 1891 and 1921, this thesis provides a springboard for analyzing subsequent changes in women’s employment.