Dissertationen zum Thema „Discrimination in sports – United States“
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1
Fleischman, Robert Paul. „Perceptions of Title IX and gender equity the influence of life histories, sports experiences, and campus initiatives /“. Diss., Online access via UMI:, 2006.
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2
Dieringer, Katherine I. „An Analysis of Changes in Perceptions of Certified Athletic Trainers from 1996 to 2006 on the Women in Athletic Training Survey“. Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3679/.
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This study investigates how perceptions vary in athletic trainers regarding issues pertaining to women in the profession. Subjects included 1500 male and 1500 female certified athletic trainers who responded to 44 demographic and perceptions survey items used to determine whether perceptions were different based on the respondent's gender. Results were compared to a previously disseminated survey in 1996 to also determine if perceptions had changed from 10 years earlier. Results regarding the presentation of awards and the attainment of leadership positions in the organization were also compared to actual data collected. The data suggested that males perceptions had not changed, but females' perceptions had changed, in that females perceived that opportunities had improved. Data regarding the number of females who had ascended to leadership positions or had received awards did not support these perceptions, however, and female athletic trainers continue to struggle to obtain equality in both of these areas. Additionally, homosocial reproduction continues to influence the decreased number of women who are hired into various jobs, or advance into leadership positions, maintaining patriarchy in the athletics arena and in the athletic training organizations. Results suggested that because athletic training has been dominated by men since its inception, patriarchy continues to influence the lack of ascension of women into leadership positions and awards recognition. Many women are choosing to leave the profession due to the gender role pressure that they can not sustain a career in athletic training and raise a family. Men's professional sports continue to reject the concept of hiring women to serve as athletic trainers with their athletes, which also continues to preserve a patriarchal environment.
3
Hollingsworth, Jerry Don. „An Analysis of the Perception of the Degree of Compliance of Selected Texas Public High Schools with Title IX of the Education Amendments of 1972“. Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4960/.
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In recent years, few laws have had greater impact on public education than Title IX of the Education Amendments of 1972. As a result of this legislation, participation levels of female athletes have risen dramatically. Conducted in the Texas Education Agency's Region XI, this study sought to ascertain the perceptions of high school principals, the lead coaches of male athletes, and the lead coaches of female athletes with regard to their schools' compliance with the components of Title IX. The study centered on the results of a survey instrument that included twenty Likert-scale questions as well as several demographic questions. The research questions sought to determine: (1) respondents' overall perception of compliance; (2) any differences in perceptions of compliance based upon the role of the individual; (3) any differences in perceptions based upon the percentage of students qualifying for free and reduced lunch; (4) any differences based upon the state classification of the schools; (5) any differences based upon the gender of respondents; (6) whether complaints filed via OCR result in a perception of increased compliance; and (7) the program component areas in which respondents view their schools to be most compliant. Descriptive and causal-comparative methods were used to analyze the data. The results revealed that school leaders in north central Texas public high schools perceived a high degree of compliance of their schools with the requirements of Title IX regardless of their role. A descriptive analysis of the responses based upon respondent role yielded slight differences between coaches of males and females. An ANOVA of responses considering the variables of free and reduced lunch as well as state classification did not yield a statistical significance in terms of perceptions of compliance. Although the mean scores of female respondents were slightly lower than males, the research did not yield statistically significant differences based upon gender. The study was inconclusive in terms of whether districts that have experienced formal Title IX complaints are more compliant with Title IX. Finally, the study indicated that school leaders should focus more attention on the areas of coaching assignment and compensation as well as publicity as they seek to comply with Title IX.
4
McArdle, David. „Governing bodies : a comparative socio-legal study of the relationship between sex discrimination, sport and the law in the United States and the United Kingdom“. Thesis, Manchester Metropolitan University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264717.
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5
Maddox, Sandra Davis. „Title IX of the Educational Amendments of 1972: Level of Implementation in Texas Public Schools“. Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278329/.
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Using a survey and case study formats, this study focused on the level of understanding and implementation of Title IX relating to Texas public school students. The survey focused on the degrees of principal understanding and the compliance with the statute. Additional areas of study analyzed the impact of such factors as principal gender and school level on understanding and implementation. The case study examined the degrees of implementation for a district that had experienced civil rights action and one that had not.
6
McKay, Brian J. „An attitudinal study of gender equity perceptions from athletic administrators and coaches in the Mid-American Conference“. Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1304659.
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Within the past three years, men's track and field teams were being eliminated in the Mid-American Conference (MAC). Gender equity legislation, namely Title IX, was being blamed for those cuts. By probing the beliefs and opinions of coaches and administrators, a more accurate representation of gender equity could be drawn. The focus of this study was to gain a greater understanding of how gender equity is perceived by Mid-American Conference (MAC) athletic administrators and coaches.Q-methodology was chosen as the most relevant method to achieve the desired outcome. This method would take the subjective opinions and beliefs of the subjects and transform them into numbers that could be analyzed. The resulting information would create factors, or groups,which would help draw some conclusions on the true impact of gender equity legislation in the MAC.The subjects of this study provided two distinct factors labeled: "Title IX Defenders" and "Title IX Amenders." Title IX Defenders felt adamant that Title IX should not be altered. They primarily wanted to protect the integrity of the legislation. Title IX Amenders felt that Title IX should be altered to prevent further damage to men's non-revenue athletes, while continuing to protect female athletes.Department of Journalism
7
Routh, Robert 1943. „Aviation in discrimination [i.e. Discrimination in aviation]“. Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=33365.
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This study questions the effects that discrimination has had on aviation and what changes, if any, can be expected in the near future. The central theme of the study is discrimination, specifically racial discrimination, sex discrimination and age discrimination. Of particular importance is the discriminatory role that various government agencies have played in labeling a person unfit to serve as a pilot simply because that person happens to be a woman, black or has reached a certain chronological age.This study questions the position taken by such institutions as the International Civil Aviation Organization, the Federal Aviation Administration and the Joint Aviation Authorities. Where possible, an attempt has been made to show good leadership on the part of these institutions as well as indicate where good leadership was partially or completely missing. The role the courts have played or failed to play over the years in determining the issues of discrimination in aviation has also been included in the study. Case law is used as extensively as possible to trace the positions taken by plaintiffs and defendants in attempting to change what they perceived as discriminatory or unfair law.
The text also includes legislation that addresses issues of discrimination passed by various legislative bodies as well as the efforts of individual organizations, such as the Professional Pilots Federation, the International Federation of Air Line Pilots Associations and others, to end discriminatory practices in aviation.
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Frost, Sarah H. „Institutionalized Discrimination: Three Cases in the United States Military“. PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/5021.
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This thesis explores institutionalized discrimination in the United States Military by examining the rationales given for policies that exclude, or limit the military service of racial minorities, women and homosexuals, and the rationales given for altering such policies. outgroups such as racial minorities, women and homosexuals are presumed to be a threat to the white male heterosexual majority within the military services. The presence of these outgroups in the military has been officially characterized as threatening to small-unit cohesion, and therefore threatening to military readiness. This thesis was first based upon the assumption that the rationales favoring discriminatory policies, and rationales favoring reform, would be expressed in the language of small-group theories of cohesion, that is, cohesion based upon the self-categorization of group members, or the interdependence of group members. However, in the data analysis process, two other rationales emerged: the ideological and the bureaucratic rationales. Data illustrating these four rationales were drawn from a content analysis of articles and other commentary published in the New York Times. Statements were crosstabulated by the stance (exclusionist or reformist) they supported and the rationale (self-categorical, interdependent, ideological or bureaucratic) they employed to justify the stance. This analysis was first done separately for each of the three groups, racial minorities, women and homosexuals, and then the data for each of the three outgroups were compared and contrasted. Findings indicate that despite the military's official characterization of outgroups as a threat to small-unit cohesion, relatively little of the debate was expressed in terms of small-group theories of cohesion-the self-categorization of, or interdependence of group members. The most frequently employed rationales were, in fact, ideological in character. Between the three groups, however, some differences in patterns of rationales and stances emerged. The findings are placed in their historical and political contexts to help explain the results of the analysis, and to illuminate the experience of racial minorities, women and homosexuals in the United States military.
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Hornibrook, Debra Cay. „An Organizational Profile: Members' Understanding of Discrimination“. PDXScholar, 1996. https://pdxscholar.library.pdx.edu/open_access_etds/5292.
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Cultural diversity in the United States is an issue of concern and organizations must now learn to function effectively with an increasingly diverse workforce. Since the history of U.S. organizations is a history of institutional discrimination against most ethnic and racial groups of people and the privileging of a dominant group, managing workforce diversity now constitutes one of the most difficult and important issues human resource professionals address. This study is concerned with the issues of workforce diversity, most specifically with how organizational members understand and respond to discrimination, and the utilization of this understanding to discuss implications for diversity trainers. The study analyzed data from a workshop questionnaire administered to individuals who participated in a specific organization-wide diversity training program. Self-reported critical incidents were used in gathering data about organizational members' perceptions and understandings around discrimination. An analysis of short answer self-reported responses was conducted, followed by a analysis of themes by age, ethnicity and gender. Emergent themes suggest that most organizational members encountered discriminatory incidents in the context of ongoing relationships, suggesting that it would be important for members to consider their responses in light of future consequences for the relationship. Since there are power dimensions inherent in many situations and there is a dominant cultural perception that conflict is destructive to relationships, responding to discriminatory situations may be perceived as a very high risk behavior. Many participants had difficulty responding assertively at the time of the incident and reported feeling uncomfortable, angry, hurt, embarrassed or sad about the incident. Even after thinking about it, most were still limited in their ability to think of alternative responses. Since most discriminatory incidents occurred in the context of ongoing relationships, diversity trainers and organizations may need to include a discussion of the power dimensions involved in addressing discrimination as well as address the overall U.S. cultural perception that conflict can only damage relationships. Diversity trainers as well as organizations may want to help their members frame conflict as opportunity for relationship development and discriminatory incidents as opportunity for learning.
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Hollins, Robert Norvell III. „Discrimination and Nepotism Within Police Specialty Units“. PDXScholar, 2002. https://pdxscholar.library.pdx.edu/open_access_etds/3094.
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A career as a police officer has served as a legitimate avenue for many Black Americans to elevate themselves from numerous low paying less prestigious jobs, to a more respectable better paying secured occupation that has a higher social economic status. The general perception related to the civil service position of a police officer, suggests that it is an occupation which should offer an environment free from discrimination and nepotism, thereby allowing fair treatment and equal access for advancement to all individuals employed within the police organization.
The concept of a police organization that offers fair treatment and equal access for advancement to all of its employees in a climate that is free from discrimination and nepotism is the subject of considerable skepticism among many black police officers.
Police departments throughout the United States of America have been challenged by a highly visible accusation of discrimination and nepotism in regards to the selection process and the police personnel selected to become members of elite police specialty units.
This thesis traces the historical involvement of black police officers in The United States and their progression to obtain equality and fair treatment as police officers within the law enforcement community.
This thesis examines the racial demographics of eighteen (18) police departments located in various sections of the United States and the racial demographics of the elite police specialty units which are incorporated within each police department.
In addition, this thesis will analyze collected data from the police departments that participated in the study and determine if the minority representation within each of the police department's elite police specialty units is equal to the general population which the police departments serve and proportionate to the minority representation within the police department.
Finally, this thesis will examine data identifying Black American's representation in significant areas of the criminal justice system, thus analyzing the correlation between Black American's over-representation in the criminal components of the criminal justice system and their under-representation within police departments and elite police specialty units.
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Schroeder, Monica Denney. „Women's sports coverage and female sportswriters : a content analysis of the sports sections of six Indiana newspapers“. Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917020.
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The impact of a female sportswriter's presence on a newspaper staff was examined by content analysis, studying photo and copy space devoted to both male and female sports coverage. Composite weeks, one each from each quarter of the year following the woman's date of hire were selected from the only four newspapers in the state of Indiana hiring female sportswriters. Compared to similar Indiana newspapers without female sportswriters, those with female staffers were found to devote more copy and photo space to women's coverage in the entire sports section, and on the sports section front page, papers with female sportswriters used more photos of women and devoted more total space (photos and copy) to women's sports coverage. The effect was consistent regardless of the newspaper's market size.Department of Journalism
12
Roseberry, Lynn M. „The limits of employment discrimination law in the United States and European Community /“. Copenhagen : DJØF Publ, 1999. http://www.gbv.de/dms/spk/sbb/recht/toc/320896250.pdf.
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13
Richert, Jennifer Kathleen. „Changing attitudes Congressional rhetoric, race, & educational inequalities /“. CONNECT TO THIS TITLE ONLINE, 2007. http://etd.lib.umt.edu/theses/available/etd-07182007-152948/.
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14
Rafeedie, Ghassan. „PALESTINIAN CULTURAL EXPERIENCES IN THE UNITED STATES“. Kent State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=kent1409060314.
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15
De, Anda Roberto Moreno. „Inequality at work: A comparison of underemployment and stratification between Mexican-origin and white workers“. Diss., The University of Arizona, 1991. http://hdl.handle.net/10150/185580.
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The major theme of this study is to demonstrate the importance of including the underemployed in assessments of ethnic stratification. Particularly, it is argued that this approach presents a more balanced evaluation of the degree of labor force integration of the Mexican origin population. Empirically, the prevalence of underemployment among Mexican origin and whites workers for the 1976-1987 period is analyzed. During this 12-year span, the level of underemployment for Mexican workers increased from 32 percent to 42 percent, while the white level fluctuated around 21 percent. Models to determine the causes of underemployment were estimated using logistic regression. The models evaluate the relative importance of human capital variables (e.g., age and schooling) and structural variables (e.g., occupation and industrial sector location) as determinants of underemployment. Results indicate that young, poorly educated Mexican origin workers are more vulnerable to underemployment than their white counterparts; that Mexicans incumbents in service and low-skill, blue-collar occupations are more susceptible to underemployment than whites in the same occupations; and that the risk of underemployment is greater for Mexicans than their white counterparts located in the periphery and trade sectors. It was also found that nativity status has no statistical effect on the propensity for underemployment. But Mexicans with limited English proficiency were more likely to be underemployed than their more English proficient peers. To gauge the effect of labor underutilization on ethnic inequality, the Mexican-white earnings differential is analyzed controlling for employment instability. Results show that employment instability exerts a heavy cost: Mexican men who experience employment instability earn 37 percent less than their adequately employed counterparts. Last, the underemployed should be included in ethnic stratification studies focusing on labor market outcomes because their exclusion provides a more conservative assessment of inequality. Data for the analyses come from the Current Population Survey and the 1976 Survey of Income and Education.
16
O'Neal, Barbara Jean. „Title VII : sex discrimination in higher education /“. Diss., This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-10022007-144508/.
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17
Wilson, Mario N. „The influences of physical attractiveness and sex-based biases on midshipman performance evaluations at the United States Naval Academy“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Jun%5FWilson.pdf.
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Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2004.Thesis advisor(s): Janice H. Laurence, Armando X. Estrada. Includes bibliographical references (p. 93-94). Also available online.
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McClowry, James E. „The factors involved in the job performance evaluation of NCAA Division I-A and Division III head football coaches : a comparative study“. Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1036182.
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The purpose of this paper was to gather information from college athletic directors from Division I-A and Division III institutions concerning the factors that they deem the most and least important in evaluating their institution's head football coach for job retention. The study identified 10 factors that are instrumental in evaluating head football coaches. Athletic directors prioritized these 10 factors in order of importance when evaluating their head football coach.Surveys were sent to 106 Division I-A athletic directors and 106 Division III athletic directors. Of the 151 surveys returned, 47 from Division I-A athletic directors and 67 from Division III athletic directors were deemed usable.The surveys revealed that Division I-A athletic directors primarily evaluate their head football coaches by win/loss percentage and compliance with NCAA rules. Of the ten factors selected for this study, public relations and organizational skills were considered the least important factors in their evaluation process. For Division III athletic directors, the primary factors of evaluation for their head football coaches were knowledge of the sport, loyalty to the institution, and serving as a role model for student-athletes. The least important factors were win/loss percentage and public relations.These findings suggest that the philosophy of athletics for each of these two levels is quite different. Head football coaches at the Division I-A level are expected to win games to maintain their jobs while Division III coaches do not experience the same pressure to win. Differences in the evaluation factors are illustrated for each level of collegiate athletics and understanding these differences may better guide aspiring young coaches who are pursuing a career in college football coaching.School of Physical Education
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Dyreson, Mark Sanford, und Mark Sanford Dyreson. „America's athletic missionaries: The Olympic Games and the creation of a national culture, 1896-1936“. Diss., The University of Arizona, 1989. http://hdl.handle.net/10150/184706.
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During the late nineteenth century American reformers crafted a physical culture designed to help adjust their nation to the social changes fostered by industrialization, urbanization and immigration. The creators of modern sport considered athletics a "technology" for building a modern liberal civilization. Their "sporting republic" quickly gained a prominent place in American life. America's Athletic Missionaries examines the impact that United States participation in the Olympic Games, from 1896 to 1936, had on American culture. The idea of the sporting republic united politics and the strenuous life. In the Olympics Americans discovered a particularly rich environment for both athletic and political demonstrations. The architects of the sporting republic thought that sport could create livable urban environments, fight crime, promote democracy, Americanize the recently acquired empire, and assimilate immigrant populations. American Olympic teams earned the moniker of "America's athletic missionaries" for their performances at the first five Olympic Games. American Olympians enjoyed the active support of the political, business and academic elite. Lionized by the press and showered with public acclaim, the Olympians became symbols of the power of sport in channeling human energy in socially productive directions. During the 1920s the role of the sporting republic underwent a transformation. Sport, as had many other facets of Progressive reform, had been accepted as part of the orthodoxy of American values. But the political nature of sport changed. Abandoned by intellectuals who associated it with middle-class materialism, sport was increasingly cast as a form of escapism and disassociated from political action. The new version of sport became one of the totems of consumer culture. The press depicted the Olympic Games of the 1920s as sensational spectacles, without any significant political overtones. By the 1930s Americans had rediscovered the political uses of sport. Much of the world had come to view the Olympic Games as tests of national strength and many countries devoted great resources in the pursuit of athletic conquest. This study examines the relationship between political and physical culture, the uses of athletic ideology in the construction of American civilization, and the function of sport as a cultural tool.
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Blanchard, Janice C. „Discrimination and health care utilization“. Santa Monica, CA : RAND, 2006. http://www.rand.org/pubs/rgs_dissertations/RGSD198/.
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Miller, Aletha Rena. „The relationship between racial discrimination induced anger and smoking among Black adolescents“. Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc11022/.
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This study explored whether a relationship exists between smoking behaviors and racial discrimination induced anger among Black adolescents. Participants consisted of 134 Black adolescents from 14 to 18 years of age who frequently visited a recreation center in the Northeast. Forty-four participants were males and 90 were females. All participants were administered a modified version of the CAGE questionnaire, a background information questionnaire, and a measure designed to assess the extent to which they feel angry because they had been discriminated against. Only age was found to be predictive of scores on the CAGE. Only gender was found to be predictive of smoking frequency. The Black Anger Measure (BAM) was significantly correlated with smoking behaviors. Some implications for theory, research and practice are suggested.
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Durril, Roseanne E. „Crisis communications : an examination of spokespersons use of response strategies during the Adam's Mark Hotel racial discrimination lawsuit“. Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1222833.
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There have been a number of studies that examine how public relations practitioners respond during a crisis. Many researchers have examined the various response strategies and the success or failure of theses methods. Because a crisis can have legal ramifications, it is important that a good working relationship between the legal staff and public relations staff exists. To better understand the relationship between the two groups and the response strategies generated during a crisis, more research in this issue is needed. This study focused on response strategies used during a racial discrimination lawsuit. The objectives of the study were to determine which strategies were used most often, and how the influence of legal staff and public relations staff determined the responses.A content analysis of newspapers found in a NexisLexis search, during the crisis period, was used to gather responses made by spokespersons. The search yielded twenty-seven usable newspaper articles and sixty-two responses from company spokespersons.Coders were trained to identify the response strategies that were defined as traditional public relations strategy, traditional legal strategy, mixed strategy and diversionary strategy. A chi-square test was used to test the hypothesis. The findings supported a balance between the use of traditional public relations strategy and traditional legal strategy.Further analysis identified a significant increase in the use of traditional public relations strategy when a public relations firm was retained to remedy the crisis situation. The study also supported a collaborative working relationship between public relations and legal counsel.Department of Journalism
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McDanel, Rodney A. „Minorities, gender, managerial jobs, and income, 1960-1990“. Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2882/.
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Changes in income and representation in managerial occupations is explored separately for women and men among the United States' eight largest race/ethnic minority groups for each decennial census of 1960, 1970, 1980 and 1990 to determine how much change has occurred between 1960 and 1990 in race and ethnic inequality, and in gender inequality within each race/ethnic group. Insights from gender theory are applied to minority group inequality and insights from minority group theory are applied to gender inequality with some degree of success. Economic change is uneven among the groups, with the largest specific change being the movement of women into managerial jobs. A clear pattern also emerged indicating that the higher the average representation of a minority group in managerial jobs, the greater the gap between women and men. The income of all persons with income, however, did not exhibit such a clear pattern across the different groups.
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Whitehead, Paul N., Brian K. Schilling, Michael H. Stone, J. Lon Kilgore und Loren Z. F. Chiu. „Snatch Technique of United States National Level Weightlifters“. Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/4622.
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This study analyzed the top 3 successful snatch attempts by individual lifters in each weight class at a U.S. National Championship weightlifting meet. Two-dimensional (2-D) body position and characteristics of the lifts were compared via 2D video analysis in groups of lifters who displaced forward, showed no displacement, or displaced backward to receive the bar. No significant group differences (p > 0.05) were noted for body mass, bar mass, or hip angle. The rearward displacement group had a significantly greater horizontal distance between the shoulder and heel at the end of the pull (determined as the point where the bar ceases to accelerate vertically). Hip angles for the no displacement group had a small-to-moderate effect size (0.50) in comparison to the forward displacement group, but they only showed a small effect size (0.17) when compared with the rearward displacement group. The forward displacement group showed a small-to-moderate effect size compared with both the no displacement group (0.51) and the rearward displacement group (0.55) concerning the horizontal distance from the shoulder to the heel. These data seem to suggest that rearward displacement in the drop-under phase in the snatch is not detrimental to performance and actually seems to be a preferred technique in U.S. national level lifters. In addition to evidence that rearward displacement is exhibited in elite lifters and is coached globally, it seems this is the preferred technique in international competitions. This technique may be considered a viable variation of the snatch by coaches and athletes of all levels.
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Hana-Meksem, Karima. „How Stereotypes influence the hiring of Muslim women in the United States“. OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/466.
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Although federal laws prohibit employment discrimination, potential discrimination against Muslim women wearing the hijab is possible. The purpose of this study was to describe how religious stereotypes and religious artifacts may influence hiring and what the origin of this phenomenon is. A phenomenological perspective was used in this research focusing on the participant's perceptions in comprehending the meaning of having a Muslim woman wearing the hijab in a job interview and how/why this meaning is constructed. The phenomenon studied was the nature and range of stereotypes that recruiters hold about Muslim women wearing the hijab. Qualitative interviews with nine participants were conducted in the states of Illinois and Missouri in 2010. These participants were in charge of hiring in the educational and healthcare sectors. Five main themes from the interviews data were identified: (a) fear of Muslims, (b) hijab appearance vs.hijab functionality, (c) impact of cultural and religious differences, (d) stereotypes, and (e) discrimination in the United States. The findings have offered an opportunity to investigate, illustrate and document stereotypes on Muslim women wearing the hijab that could intervene during a hiring process. They have provided a glimpse into the stereotypes that recruiters hold about Muslim women wearing the hijab and the Muslim community as well. In particular, this study confirmed that there is a need to educate people in charge of hiring on how stereotypes may shape their decisions. The most distinctive finding of this study is the aesthetic aspect of the hijab. All the participants explicitly acknowledged the beauty of the hijab. This finding showed how complex the research participants' perceptions were about the hijab. How the appearance of the hijab could be viewed so positively and how its function was perceived negatively by them.
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Small, Walton L. „The effects of age, gender and type of school on the evaluation of hypothetical candidates for the principalship“. Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941572.
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Altareb, Belkeis Y. „Attitudes towards Muslims : initial scale development“. Virtual Press, 1997. http://liblink.bsu.edu/uhtbin/catkey/1063195.
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This investigation examined attitudes towards Middle-Eastern Muslims held by non-Muslim undergraduate students and was conducted in three phases. Phase one explored these attitudes through focus groups and found that although participants had little information about Muslims, they had definite attitudes. Focus group participants reported that Muslim men and women possessed particular characteristics and that much of their information was learned through movies and/or media sources. During phase two of the study, all measures utilized in the present study were examined for reliability of at least .70. In addition, the ATMS was developed from a review of the literature and of focus groups. All measures were shown to be reliable except the cognitive complexity measure. During phase three, factor analyses were conducted to address the validity of the ATMS. A final five-factor, 25-item scale resulted. The five factors were interpreted as Positive Feelings about Muslims, Muslims as Separate or Other, Lack of Personal Choice/Freedom, Fear of Muslims, and Dissimilarity with Muslims. Correlation analyses supported initial evidence of construct validity. A discussion of the results and its implications are provided.Department of Counseling Psychology and Guidance Services
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Wulfsberg, Cal Douglas. „College athletic department administrators' attitudes toward college student athletes and their academic and athletic success“. Diss., The University of Arizona, 1989. http://hdl.handle.net/10150/184831.
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The purpose of this study was to investigate the attitudes of college athletic department administrators (athletic directors, faculty representatives, football coaches, and basketball coaches) toward the athletic and academic achievement of student athletes and to compare administrators' perceptions with those of student athletes (NCAA, 1988). The review of literature discussed the history and development of the NCAA, college admission predictors, standardized tests, involvement of high schools in academic preparation of student athletes, and the NCAA legislation of Propositions 48 and 42. Additionally, programs which satisfy the needs and validate the credibility of student athletes and educational institutions are suggested. A questionnaire was designed to measure the attitudes of college athletic department administrators toward the academic and athletic accomplishments of student athletes. The results were then compared to a similar study completed by the NCAA (1988) on student athletes' attitudes toward these issues. The findings revealed significant group differences among athletic directors, faculty representatives, football coaches, and basketball coaches and significant comparative differences between the two studies. The data indicated that the responses of athletic directors and faculty representatives were often similar, as were those of football and basketball coaches. On questions that supported academics, athletic directors and faculty representatives were much more sympathetic than coaches. When the question promoted athletic concepts, coaches were more supportive than athletic directors or faculty representatives. When an issue involved both academics and athletics, the gap was reduced but athletic directors and faculty representatives showed stronger support than coaches. Comparison of the two studies confirmed strong opposition by athletes to questions on athletic eligibility. Student athletes were consistently negative on any issue threatening their eligibility, whereas athletic department administrators were generally supportive. When academic questions were addressed, student athletes were supportive though not as positive in their responses as athletic department administrators. Many of the responses and comparisons were anticipated and emulated recent research.
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Buck, Trevor. „Age discrimination in employment : a comparative study of the law in the United States and the United Kingdom“. Thesis, Lancaster University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.504243.
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Sisk, Glen A. „The impact of using situational management communication styles in intercollegiate athletics“. Scholarly Commons, 2009. https://scholarlycommons.pacific.edu/uop_etds/712.
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Suttmeier, Jenna. „Appreciating Bilingualism: The First Step to Reducing Racism in the United States“. Scholarship @ Claremont, 2011. http://scholarship.claremont.edu/cmc_theses/152.
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The goal of this paper is to explore the origins of modern-day racism and to discuss ways to reduce discrimination in the United States. Research on bilingualism and bilingual education indicates that bilingualism can be one method that helps reduce racism and increase cultural acceptance. For example, bilingual education can help establish multicultural identities in school children by providing better educational opportunities for English learners, teaching a new language and culture to native-English speakers, and integrating diverse cultures in classroom settings. Therefore, bilingual education can be a powerful tool in facilitating cultural awareness and reducing racial tensions in the U.S.
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Garcia, Maria E. „Governing Gambling in the United States“. Scholarship @ Claremont, 2010. http://scholarship.claremont.edu/cmc_theses/3.
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The role risk taking has played in American history has helped shape current legislation concerning gambling. This thesis attempts to explain the discrepancies in legislation regarding distinct forms of gambling. While casinos are heavily regulated by state and federal laws, most statutes dealing with lotteries strive to regulate the activities of other parties instead of those of the lottery institutions. Incidentally, lotteries are the only form of gambling completely managed by the government. It can be inferred that the United States government is more concerned with people exploiting gambling than with the actual practice of wagering.
In an effort to more fully understand the gambling debate, whether it should be allowed or banned, I examined different types of sources. Historical sources demonstrate how ingrained in American culture risk taking, the core of gambling, has been since the formation of this nation. Sources dealing with the economic implications of gambling were also studied. Additionally, sources dealings with the political and legal aspects of gambling were essential for this thesis. Legislature has tried to reconcile distinct problems associated with gambling, including corruption. For this reason sports gambling scandals and Mafia connections to gambling have also been examined.
The American government has created much needed legislature to address different concerns relating to gambling. It is apparent that statutes will continue to be passed to help regulate the gambling industry. A possible consideration is the legalization of sports wagering to better regulate that sector of the industry.
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Ross, Robert B. „"We are the people!" geographies of the industrial production of culture and the rise and fall of the 1890 Players' National League of Professional Base-Ball Clubs /“. Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available, full text:, 2007. http://wwwlib.umi.com/cr/syr/main.
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Kennedy, Shannon Ray. „Career maturity in athletes : the effects of intervention upon the career maturity levels of intercollegiate athletes“. Virtual Press, 1985. http://liblink.bsu.edu/uhtbin/catkey/426066.
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This study addressed two primary purposes. The first was to establish what effect extended athletic participation had upon the development of career maturity. The second was to determine if remedial educational measures could compensate for any identified deficiencies.A secondary goal involved the unrealistic expectations of intercollegiate athletes of becoming professionals athletes. Thus, it was a final purpose of the study to examine the effects of the treatment upon these expectations.Three directional research hypotheses were developed: (1) Members of the athletic group will score lower on measured levels of career maturity than members of the comparison group. (2) Members of the experimental group, following treatment, will score higher on measured levels of career maturity than members of the control group. (3) Following treatment, fewer members of the experimental group will possess expectations of playing professional sports than will members of the control group.The study was divided into two separate surveys. Survey 1 compared 122 male scholarship basketball and football athletes with 80 undergraduate students. Survey 2 compared 66 randomly selected experimental and control group subjects who were freshman or sophomore football and basketball athletes from the same university. For Survey 2, treatment consisted of attendance in an 11 week class specifically designed to increase levels of career maturity, development, and realistic expectations in athletes. The Counseling Form of the Attitude Scale of the Career Maturity Inventory (CMI) was selected as the dependent measure for both surveys.From Survey 1, an analysis of variance demonstrated a significant difference between the athletic group and the comparison group which supported hypothesis 1. Data from Survey 2 were analyzed by a regression analysis which supported hypothesis 2. Results of a X2 analysis of subjects' responses also revealed the experimental group to be more realistic than the control group which supported hypothesis 3.The conclusions were drawn that there was a significant difference between athletes and the general student body on levels of career maturity, that significant changes in career maturity could occur, and that these changes could include a more realistic career choice for athletes who received remedial educational intervention.
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Halverson, Joanne Dorpat. „Walking in Two Worlds: Living an Animistic Spiritual Worldview in the Western United States“. Antioch University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1304442186.
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Saritmuthakul, Natsuda. „Female sports endorsement and attitudes toward brands and advertisements“. CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2861.
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Eyen, Joseph Bertka. „Soft Power Played on the Hardwood: United States Diplomacy through Basketball“. Scholarship @ Claremont, 2015. https://scholarship.claremont.edu/pitzer_theses/86.
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This thesis demonstrates the importance of basketball as a form of soft power and a diplomatic asset to better achieve American foreign policy, which is defined and referred to as basketball diplomacy. Basketball diplomacy is also a lens to observe the evolution of American power from 1893 through present day. Basketball connects and permeates foreign cultures and effectively disseminates American influence unlike any other form of soft power, which is most powerfully illustrated by the United States’ basketball relationship with China. American basketball diplomacy will become stronger and connect with more countries with greater influence, and exist without relevant competition, until the likely rise of China in the indefinite future. As a result of basketball diplomacy, Chinese culture has internalized American influence, likewise for many other countries, which will positively benefit the United States as China possibly challenges American hegemony.
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Lewis, Shannon FitzPatrick. „Gender representation trends and relations at the United States Naval Academy“. Thesis, Monterey, California. Naval Postgraduate School, 2005. http://hdl.handle.net/10945/1721.
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This study employed quantitative and qualitative methods to examine gender trends and the quality of gender interactions at the United States Naval Academy (USNA). In addition to gender, midshipmen demographics, experiences, personality types, interests, and graduation outcomes were compared within and across gender for graduation years, 1980, 1985, 1990, 1995, 2000, and 2004. Representation of women has increased to the current high of around 16%. Further, the data revealed similarities and differences between men and women in terms of their non-gender characteristics. Women's SAT scores and Cumulative Quality Point Ratios (QPRs) are on par with the men's. Proportionally, women are more likely to be extroverts and varsity athletes than are men. Women are less likely to be technical majors. Women are being afforded leadership experiences to the same extent as men. Perceptions regarding gender relations and cohesion were assessed through focus groups conducted with 110 midshipmen. Although gender representation has increased, and the Administration is credited with improving the explicit climate, there does not yet exist a completely gender-neutral or women "friendly" climate. The preponderance of findings regarding gender interactions at the Naval Academy suggests that male midshipmen have yet to fully accept female midshipmen. The Naval Academy must continue to confront the subsurface issues and dynamics persisting amongst male and female midshipmen. Recommendations include making an institutional commitment to improving gender interactions and company cohesion, securing alumni cooperation, and involving midshipmen in improving the gender climate.
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Telles, Edward E., und Edward Murguia. „Phenotypic Discrimination and Income Differences Among Mexican Americans“. University of Arizona, Mexican American Studies and Research Center, 1988. http://hdl.handle.net/10150/218633.
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Using a national probability sample of approximately 1,000 Mexican American heads of household, we analyze a subsample of 253 Mexican American male wage earners and present evidence of the importance of phenotype, measured by skin color and physical features, on earnings, controlling for other factors known to affect earnings. Even after controlling these variables, individuals with a dark and Native American phenotype continue to receive significantly lower earnings than individuals of a lighter and more European phenotype. A decomposition of differences in earnings reveals that most of the differential in earnings between the darkest one-third of the sample and the lighter two-thirds is due not to differences in endowments but rather to labor market discrimination. When taken as a whole, Mexican Americans in all phenotypic groups remain far from having incomes comparable to those of non-Hispanic whites.
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Dunn, Dana. „Gender and Earnings: Examining the Earnings Gap Between Men and Women Across Metropolitan Labor Markets“. Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc331372/.
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The earnings gap between men and women, an apt indicator of women's status relative to men's, was roughly constant for the thirty-five years between 1950 and 1985. During this period women earned about 60 to 65 cents for every dollar earned by men. The purpose of this study is to analyze the determinants of this wage gap. Because much existing research suggests that a large portion of the gender gap in pay results from the segregation of women into low-paying jobs, the present study focuses on the role of gender segregation in the workplace. Other potential contributors to the earnings gap are also examined (women's domestic obligations, educational attainment, women's labor force participation rates, and the industrial mix in Standard Metropolitan Statistical Areas). The position of women as a group in the labor market is of primary interest in this research. Accordingly, the analysis was conducted on an aggregate level across labor markets. The data were drawn from the Bureau of the Census Census of the Population: 1980—Detailed Population Characteristics. The project uses a cross-sectional research design, the primary statistical technique used being multiple regression analysis. Findings reveal that workplace segregation and the industrial characteristics of SMSA labor markets have the strongest effect on the size of the gender-based earnings gap. Specifically, workplace segregation is positively related to the size of the earnings gap between men and women. The presence of above average levels of manufacturing activity in an SMSA is associated with a larger earnings gap while the presence of above average levels of service sector and government employment opportunities in an SMSA is associated with smaller earnings differentials between men and women. This study enhances the understanding of the effects of structural variables on the earnings determination process for men and women and provides insight into the collective situation of women in the labor market.
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McCaghren, Kathy L. (Kathy Lea). „The Influence of Age on Public Sector Managerial Evaluations“. Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc500979/.
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As the American population ages, the issues of aging and work have gradually come to the forefront. An older and increasingly diverse workforce has raised concerns over job performance, labor costs, and alternative work demands. At the same time, evidence indicates that older workers continue to experience extensive labor market problems due to false assumptions on the part of managers about the limiting effect of age on employee performance. The public sector's ability to respond to age-related issues in the workplace has largely been ignored by both public practitioners and researchers. This study addresses the questions of whether age negatively influences public personnel decisions, and if so, whether such influences adversely affect the treatment of older workers. The results of the survey indicate that public managers are susceptible to age bias when making personnel decisions.
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Richter, Lauren Elizabeth. „Patterns of hazardous waste in the United States analyzing rural environmental justice with spatial data /“. Online access for everyone, 2008. http://www.dissertations.wsu.edu/Thesis/Summer2008/l_richter_071508.pdf.
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Dinsmore, Anthony. „The effects monetary rewards have on player performance in Major League baseball“. CardinalScholar 1.0, 2009. http://liblink.bsu.edu/uhtbin/catkey/1538082.
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In recent years Major League Baseball (MLB) has seen a trend of long term multimillion dollar contracts. The purpose of this study was to examine Major League Baseball player’s performance before and after signing a free-agent contract. This research helps to explain the relationship between reward and performance in professional baseball players. Subjects include 65 major league baseball players that were free agents in the years of 2005 and 2006. The group of 65 players consisted of 34 position players and 31 pitchers. The individual statistical analysis of position players’ batting average, homeruns, and runs batted in were used. The statistics that were analyzed for the pitchers were earned run average, innings pitched, strikeouts, and wins and losses. The results that showed significance was batting average, homeruns, runs batted in, and earned run average. The results of this study can be a useful tool for the front office of Major League Baseball teams.School of Physical Education, Sport, and Exercise Science
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Harvey, M. Christopher. „The effects of varsity athletics on midshipman performance /“. Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Jun%5FHarvey.pdf.
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Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2003.Thesis advisor(s): Janice Laurence, Armando Estrada. Includes bibliographical references (p. 33-34). Also available online.
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KIM, PILKYU. „EMPLOYMENT OF ALIENS IN THE UNITED STATES: A QUESTION OF DISCRIMINATION AS EVALUATED UNDER STANDARDS OF INTERNATIONAL LAW“. Diss., The University of Arizona, 1985. http://hdl.handle.net/10150/184198.
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This study is designed to investigate discrimination in employment against resident aliens in the United States as evaluated by both U.S. practices and standards of international law and to determine whether the American treatment of aliens in employment is compatible with the international standard. In order to examine the common assertion that American practices in the treatment of aliens in employment is superior to the international minimum standard, two sets of hypotheses are tested: one on the existence of the minimum international standard, which protects aliens' rights, and the other on the American practice of requiring citizenship for employment, which deprives aliens of equal protection and thereby places the legal position of aliens below the minimum international standard. Three major sources of data for this study involve data from: (1) international arbitrations, conventions and agreements; (2) United States executive, legislative, and judicial decisions and actions; and (3) Immigration and Naturalization Service materials. The major findings indicate that the contemporary minimum international standard includes post-1945 Human Rights instruments together with the traditional minimum international standards. The most significant finding is that the contemporary minimum standard affords aliens the right to work without discrimination and confirms the relevant hypothesis in connection with the minimum standard. The study reveals that aliens in the United States are discriminated against in employment because of alienage at three different levels--federal, state, and private--with more intensity of discrimination at the federal level, despite the equal protection clause in the U.S. Constitution. The study concludes that American employment practice in the period of 1886-1971 was comparable with the international standard. On the other hand, during the 1971-1980 era, U.S. standards were below the minimum international standard as set forth by international law. This confirms the hypothesis, with some modification, that the U.S. practice of demanding citizenship for some employment has undercut the legal position of aliens so that it falls below the minimum international standard.
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Bostic, Jordan. „No Title IX in Journalism: An Analysis of Subject Gender in Newspaper Sports Columns“. Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc12086/.
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The purpose of this study is to examine gender bias in sports media from the perspective of the sports columnist. The research analyzed 1,082 sports columns written by ten columnists (five male, five female) at newspapers across the United States. The columns were scrutinized to determine if the column subject was male or female. Results found that 84.4% of the sports columns were written about male athletes or men's sports compared to only 9% devoted to female athletes and women's sports. The research also found that female sports columnists write about female sports 12.7% of the time, while male sports columns only dedicate 6% of their columns to female athletes or women's sports. Newspapers with a larger circulation were more likely to have sports columns about female sports than were newspapers with smaller readerships. Six of the columnists were then interviewed to get their opinions on gender issues in sports journalism.
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Lewis, Joshua Reid Lewis Shannon FitzPatrick. „Gender representation trends and relations at the United States Naval Academy /“. Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Jun%5FLewis%5FJ.pdf.
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Thesis (M.S. in Leadership and Human Resources Development)--Naval Postgraduate School, June 2005.Thesis Advisor(s): Janice H. Laurence, Gail F. Thomas. Includes bibliographical references (p. 95-96). Also available online.
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Lewis, Joshua R. Lewis Shannon FitzPatrick. „Gender representation trends and relations at the United States Naval Academy“. access online version, LEAD access online version, DTIC (Note: may not work with Internet Explorer), 2005. http://handle.dtic.mil/100.2/ADA435528.
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McCann, Kathleen P. (Kathleen Patricia). „The Perceptions of Coaches of the Role of Athletic Directors“. Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc332801/.
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A survey instrument, Coaches' Survey, was constructed for the purpose of collecting data for this study. Subjects were selected from the 1989-1990 National Directory of College Athletics. The survey instrument was mailed to 411 coaches; 273 usable instruments were returned. The coaches were asked to indicate their agreement or disagreement with 36 statements in both the Real situation and the Ideal situation. Major findings of the study led to the conclusions that (a) better communication between athletic directors and coaches resulted in better understanding and acceptance of limitations which may be beyond the athletic directors' control, (b) coaching stress was a real concern for the coaches surveyed, (c) the coaches believed that athletic directors should be strong leaders, (d) men have better access to community leaders than do women, (e) coaches generally believe that athletic directors perform adequately even though there are some weaknesses, and (f) the area of concern for most coaches is financial support for their programs. Even when seen as a fact, it was viewed as restricting the strength and growth of programs.
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Bansak, Cynthia Anderson. „Essays on labor market discrimination and job stability /“. Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 1999. http://wwwlib.umi.com/cr/ucsd/fullcit?p9938593.
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