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Dissertations / Theses on the topic 'Barriers for women'

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Published: 4 June 2021
Last updated: 1 February 2022

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1

Miller, Claire Michael. "Overcoming Barriers: Women in the Superintendency." Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/eps_diss/49.

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ABSTRACT OVERCOMING BARRIERS: WOMEN IN THE SUPERINTENDENCY by Claire M. Miller Women currently represent the largest number of teachers in the United States but remain underrepresented in the superintendent position. This suggests that the superintendency has been influenced by patriarchy. If women are to break through the barriers that prevent them from attaining a superintendency, we will need to understand the social construction of the position and women superintendents’ experiences with barriers. What do women in the superintendency think about what it means to be one of a few women in a male-dominated occupation? How does gender consciousness play a role in the ability to examine and understand barriers? How do characteristics of the position interacting with gender? Literature is reviewed surrounding these questions and includes barriers with feminine expectations, career mobility, good old boy network, mentors, family obligations, and the selection process. A qualitative approach was used to examine the experiences of five female superintendents. Additionally, race was masked to protect the identities of the women. Patriarchy was identified as the central structure for understanding the women’s experiences with barriers. This study also sought to draw on the theoretical model of sociocultural explanations for the underrepresentation of women in the superintendency. This model analyzes gender differences and focuses on sex role stereotyping, career socialization, and women’s culture to describe women’s experiences. The findings indicate that women are beginning to overcome some of the barriers; however, many of them are still present. This inquiry is important because it allows us to examine the barriers within the superintendency in order to provide a new perspective to the body of literature that has historically been grounded in almost exclusively white, male, and heterosexist epistemologies. This new perspective includes methods to overcome the barriers rather than navigate them.
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2

Geddes, Jean. "Women in management : barriers to career progress." Thesis, London Metropolitan University, 2002. http://repository.londonmet.ac.uk/1428/.

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This study of women in management was initiated to explore, through women managers themselves, the barriers they thought were hindering their progress up the management hierarchies in BT. To facilitate this study the first former utility organisation to be privatised was approached to be the case study. At the time the organisation, which was undergoing a major organisational change programme aimed at taking it from the utility provider it had been to the dynamic private company it wanted to be, was gaining a reputation for enlightened equal opportunity policies. It had a vigorous gender champion and an equal opportunities department that had ensured circulation of the organisation's equal opportunities policies to all members of staff. BT employed a large number of women managers in different functions, working in different locations throughout the UK and in a number of positions in the management hierarchy short of the most senior management or director levels. It therefore presented a unique opportunity to study women in the management pipeline from across a broad spectrum of jobs and backgrounds, women who were not being promoted in the same proportions as their male counterparts. To examine their circumstances a mixed methodology was used drawing on aspects of feminist, positivist and pragmatic models because each offered an essential element of the mix needed to satisfy the requirements for undertaking the study. As the researcher was both a manager employed by the case study organisation and a woman there were elements of feminist methodology that guided involvement and personal interest in the study. The culture of the case study organisation was such that it was driven by the quantitative measures offered by positivism. An implicit element of the agreement between researcher and case study organisation was therefore that elements of the findings should reflect this requirement. Finally, a pragmatic approach to undertaking the study underpinned the dialogue between researcher and case study organisation as ways were explored for carrying out the investigation. While it cannot be assumed that the same barriers to progress for women managers found in the case study organisation exist for women managers in other organisations, the findings of this study have nevertheless highlighted issues beyond the borders of the organisation. Firstly, they confirm the conclusions of previous research that women have been both horizontally and vertically segregated in areas of organisations from which progress into top management positions is more difficult to achieve. Secondly, the study casts new light on the pressures that women face when trying to reconcile the needs of work and caring responsibilities. Women's ambitions are still tempered by their place in the home as carer and partner and many are prepared to subordinate their career opportunities to the needs of their family. Most crucially, the study highlights the extent to which women's aspirations are bounded by their work experiences. It has been assumed that organisational cultures have been becoming more sympathetic towards the inclusion of women managers and more prepared to encourage women to progress but the evidence of this study is that this operates at the level of rhetoric instead of action. The organisational structures and management styles presented barriers that flattened the ambition of women and exposed them to bullying, intimidation and harassment. Nurtured by an uncompromisingly macho company culture underpinned by an old boys' network, the barriers that women encountered served to suppress initiative and detain them at lower levels of management. Many women felt that because of this they were stifled, inhibited from improving their own or the organisation's performance. Furthermore, this study demonstrates that the nebulous nature of these insidious discriminatory practices renders them almost impenetrable. Just as BT shares a history and culture similar to several other former utility organisations so it is probable that these practices are mirrored in other organisations. Finally, the assumptive base of some recent analysts question the ways in which women are likely to progress in management. It has been assumed that the excellent educational achievements of women in recent years will automatically translate into increased opportunities for high office in organisations. However the findings of this study show that the organisational climate in which women find themselves has a larger impact on their progress. In this study the women with the highest qualifications were clustered in the lowest ranks in the division of the organisation that showed most resistance to gender diversity. Therefore while education may enhance a woman's opportunities, it does not automatically position her for higher office. The other assumption that women are increasingly limiting their own career opportunities by making positive decisions to remain at the lowest positions in the management pipeline, through positive lifestyle choices, are challenged by the findings here. It was only when women found themselves hampered and unlikely to progress or thought that the harmony of their home lives was threatened that they decided to limit their options. Otherwise, many of them stated, they would have relished the challenge of higher office. As this study shows, it would clearly be a disservice to these women managers to confuse their forfeiture of ambition because of the prevailing hostile organisational climate or for family reasons, with their positively deciding to limit their careers.
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3

Cain, Latasha Denise. "Barriers Encountered by African American Women Executives." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/571.

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In 2014, less than 16% of executive leaders in U.S. corporations were women and less than 5.3% of executive leaders in U.S. corporations were African American women. The purpose of this phenomenological study was to explore the experiences of 20 African American women in senior executive positions in the Southeastern region of the United States. The goal of this study was to provide business leaders with information to recognize the value of diversity and equality in the workplace. Participants were recruited using snowball sampling. The conceptual framework incorporated general systems theory, which highlights the bidirectionality between an individual and his or her environment. Data were gathered from audio-recorded semistructured interviews that were transcribed and coded for emergent themes. The findings revealed several strategies for success among African American women, such as tolerating opposition in a male-dominated work environment, and overcoming barriers such as race and gender discrimination. These findings have implications of positive social change by increasing awareness among business leaders of racial inequalities in the workplace. Such awareness may, in turn, decrease workplace discrimination to foster a more conducive environment to promote African American women into executive leadership positions. By making the issues of inequalities for African American women more visible, this research opens the opportunity to discuss the topic and seek resolutions across all organizations.
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4

Chabalala, Lucky W. "What do women teachers identify as barriers to promotion?" Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-12182006-132225.

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5

McFarlane, Hazel. "Disabled women and socio-spatial 'barriers' to motherhood." Thesis, University of Glasgow, 2004. http://theses.gla.ac.uk/1289/.

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Disabled women’s social history of institutionalisation and spatial segregation has, over time and space, set them apart from mainstream society and rendered them invisible in the spaces and places of everyday life. In more contemporary times, when disabled women ‘invade’ reproductive spaces, their presence as prospective parents, ‘becoming mothers’ or mothers, is often regarded as ‘out of place’. This study hence incorporates a historical review that traces the spatial realities of disabled women’s and girl’s lives between 1796-1910 in Glasgow and Edinburgh. This reveals the development of social stereotypes and misunderstandings of disabled women’s lives and bodies, particularly their assumed asexuality and inappropriateness for undertaking reproductive or mothering roles. Disabled women’s ‘voices’ are to the fore in the contemporary chapters of the thesis, reflecting the reproductive and non-reproductive experiences of 27 disabled women resident in the Glasgow and Edinburgh areas. These narratives offer an insight into the embodied experiences of ‘disability’ in private and public space. Being placed sexually ‘off limits’, and rendered ‘out of place’ in and by reproductive or mothering environments, constitute some of the social and spatial barriers to motherhood encountered by disabled women. It is hoped that this study contributes to the process of recovering the forgotten histories and neglected experiences of disabled women, particularly in terms of their social exclusion, infantilisation and desexualisation that have reduced disabled women’s participation in child-rearing and motherhood across time and space. The chronological framework of this study reveals slow but positive changes in social attitudes towards disabled women expressing reproductive choices, raising children and creating a ‘place’ for themselves as mothers in contemporary society.
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6

Nkomo, Faith Dineo. "HIV testing barriers pregnant women - a case study /." Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-09232008-150105.

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7

Askren, Edgehouse Melissa A. "Characteristics and Career Path Barriers of Women Superintendents in Ohio." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1218138547.

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8

Sarmiento, Andrea, and Julie Sassus. "Women, are we our own barriers when making careers?" Thesis, University of Kalmar, Baltic Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-464.

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The scarcity of female leaders rise curiosity to explore the reasons of the phenomenon. Many attempts have been done to explain the scarcity but somehow it seems that investigations explore the same factors and not what has been seen as a taboo; women’s feelings and thoughts towards each other as obstacles in making careers. Therefore is the aim of this study: to gain knowledge about women’s feelings and thoughts about other women in a corporate environment to be able to draw conclusions whether this matter can be a contribution to the debate concerning obstacles for women to climb in their career.

This research is conducted through an inductive approach with eight qualitative interviews choosing both women leaders and non-leaders. Jealousy and envy between women were discovered, which do not seem to restrain or create obstacles for other women but only or mostly, to women having these feelings and thoughts. Jealousy and envy are just a symptom of the real problem which is poor selfconfidence in the corporate environment. We discovered a vicious circle which shows us the connection between jealousy, self-confidence, competition and success. The vicious circle could be an input to the debate to explain obstacles that women could meet in their path to leading positions.

Women have to start believing in themselves with help of society where she is not directly or indirectly restrained for the fact of being a woman.

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9

Hogg, Marilynne Audrey. "Women living with coronary heart disease, barriers to care." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape4/PQDD_0024/MQ51753.pdf.

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10

Chabalala, William Lucky. "What do women teachers identify as barriers to promotion?" Diss., Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-12182006-132225/.

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11

Hillard, Sara A. "Perceived barriers to physical activity among women with arthritis." Thesis, Manhattan, Kan. : Kansas State University, 2008. http://hdl.handle.net/2097/797.

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12

Chik, Tsan-ming, and 植燦明. "Career barriers of newly arrived women in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31250919.

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13

Jeffcoat, Sandra Y. "Mentoring women of color for leadership : do barriers exist? /." [Yellow Springs, Ohio] : Antioch University, 2008. http://www.ohiolink.edu/etd/view.cgi?acc_num=antioch1220894689.

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Thesis (Ph.D.)--Antioch University, 2008.
Title from PDF t.p. (viewed Oct. 26, 2008). Advisor: Elizabeth Holloway, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy May, 2008."--from the title page. Includes bibliographical references (p. xix-xxvi).
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14

Padgett, Brandice A. "Women in sports journalism : do the barriers still exist? /." View online, 1998. http://repository.eiu.edu/theses/docs/32211130723123.pdf.

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15

Karamanidou, Maria. "Women principals in Cyprus primary schools : barriers to accession." Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/42894/.

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This thesis focuses on the barriers that women principals face in Cypriot primary schools. This research had six aims including the overarching aim. The overarching aim of this research is to examine the career progress of female principals in Cyprus primary schools and to address the apparent under-representation of women in leadership positions. The research also aimed to establish the barriers that female leaders face in order to be promoted as principals, and how they can be overcome. Another aim was to establish how gender issues play a part in creating barriers to promotion as a school principal and how these may subsequently affect them in leading the school. A third consideration was to comprehend what barriers women may have faced in their childhood years and to establish whether, and to what extent, female leaders face internal and external barriers in Cyprus schools. The research also sought to identify the support or enablers that may facilitate women’s career progression. The enquiry was conducted using mixed method approaches, including both surveys and interviews. These quantitative and qualitative methods were combined to facilitate methodological triangulation. The data were collected sequentially, with the surveys preceding the interviews. This sequence was planned to obtain generalisable data first and to secure self-selected participants for the interviews. The quantitative data were collected through a whole population questionnaire survey administered to all women principals (C.187) in Cyprus primary schools, using Survey Monkey. Qualitative data were collected, from all twenty women principals who agreed to be interviewed. The findings show that societal culture and discrimination, the influence of the patriarchal family, family and domestic responsibilities, the intersection between women’s age, sex and the location of schools and professional development, were powerful influences on the career trajectory of these women primary school principals. These themes recur in several places, showing the pervasive nature of these influences on women principals in Cyprus. The thesis reports these findings and connects them to other literature on women principals. The present work is informed by contemporary feminist and gender theories.
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16

Amaechi, Ezenwayi. "Exploring Barriers to Women Entrepreneurs in Enugu State, Nigeria." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2780.

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Women play an important role in the development of their families and communities economically; however, in comparison to men, they disproportionately experience barriers such as low income households, poverty, unemployment, lack of training, and discrimination. The purpose of this mini-ethnographic case study was to explore the perceptions of women entrepreneurs in Enugu State, Nigeria on what information they need to overcome possible barriers in their business and economic development. The 5M (market, money, management, motherhood, meso, and microenvironment) framework provided the theoretical lens for this investigation. The data gathering process involved face-to-face semistructured interviews with 15 women entrepreneurs in 3 local markets in Enugu State, in addition to direct observation, field notes, and reflective journal entries. Data were inductively analyzed and then triangulated to ensure trustworthiness of findings. The major themes revealed that these women needed information in the areas of marketing, customer relations, accounting procedures, financing strategies, and formal business training to grow their businesses. Embracing the results of this research may contribute to positive social change by providing information on how small scale women entrepreneurs could reduce their dependence on their husbands, partners, and relatives.
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17

Jeffcoat, Sandra Yvonne. "Mentoring Women of Color for Leadership: Do Barriers Exist?" Antioch University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1220894689.

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18

Wilkinson, Claudia McLaughlin. "Perceived Barriers of Women Who Aspire to the Principalship." The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1389362922.

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19

Mathew, Tobie Rebecca. "Invisible women, understanding the barriers to physical activity for low income, older adult women." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ59844.pdf.

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20

Raiff, Gretchen Wade. "The Influence of Perceived Career Barriers on College Women's Career Planning." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4685/.

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Research has indicated that balancing work and family is on the minds of college-age women long before they are married. At the same time, women continue to choose occupations that do not fully utilize their abilities and often fail to follow their original career goals. The purpose of this study was to examine the influence of perceived career barriers and supports on young women's career planning. Utilizing Social Cognitive Career Theory (SCCT) and recent literature as a basis, this study conceptualized career goals using the two constructs career salience and career aspirations. Based on information garnered in this student's thesis and on studies examining pathways in the SCCT model, the current study used a hierarchical regression model and hypothesized that barriers related to work and family conflict and sex discrimination would have the most impact on the career aspirations and career salience of young women. Career supports were hypothesized to add significantly to the prediction of these variables, and coping self-efficacy for these types of barriers were hypothesized to depend on the level of these types of barriers perceived and the interaction effect was in turn expected to add significantly to the prediction of career aspirations and career salience. None of the hypotheses were supported in predicting career salience. Career aspirations were found to be predicted by barriers other than those hypothesized, career supports were found to add significant variance, and coping self-efficacy for work and family conflict was found to have a unique, unpredicted relationship with career aspirations. Implications of the findings are discussed as are suggestions for directions of new research utilizing SCCT.
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21

Burk, Laci Ann. "Barriers to accessing prenatal care in low income rural women." Thesis, Montana State University, 2012. http://etd.lib.montana.edu/etd/2012/burk/BurkL0512.pdf.

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Barriers exist to accessing prenatal care for low income women throughout the United States, such as scheduling appointments, finding childcare, and paying for prenatal care. Women who reside in rural areas experience barriers to accessing prenatal care unique to their geographical locations. Barriers to accessing prenatal care have been associated with less than optimal health outcomes for both women and infants. The purpose of this study was to explore the barriers to accessing prenatal care that are specific to low income rural women. A qualitative approach was used by conducting telephone interviews using open ended questions with low income women from one rural county in Montana. A sample of 6 women was recruited from the Women, Infants, and Children (WIC) nutritional supplement program in a rural county. Patterns were identified from the interview responses and categorized into themes that allowed for identifying common barriers. The results from this study revealed that low income rural women reported an overall lack of providers who offered prenatal care in their area. Difficulty with scheduling transportation to and from appointments was reported in half of the women, as well as distance to the nearest hospital for 2 of the women. These same 2 women also reported that if a complication arose during pregnancy or if a woman were to have a high risk pregnancy, distance to the nearest hospital or provider would be a barrier. There was difficulty recruiting a larger sample population, therefore the sample size of 6 women was a major limiting factor of this study. Implications for practice included a need for recruitment of providers in rural areas, and the potential use of nurse practitioners for providing high-quality, low cost prenatal care for low income rural women. The implementation of group prenatal care in rural locations and investing in rural communities were also implications for future practice. Lastly, the results from this study may help with future practice and research to help focus on the needs of this unique population for gaining improved access to prenatal care.
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22

Grewal, Bindy K. "Women superintendents in California: Characteristics, barriers, career paths and successes." Scholarly Commons, 2002. https://scholarlycommons.pacific.edu/uop_etds/2545.

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The purpose of this study is to investigate the factors that contribute to the career achievements of female superintendents in California's public schools. The under-representation of female superintendents in California's educational system is explored, and the study helps explain why it exists and how it can be changed. The personal and professional characteristics shared among the female superintendents are clearly outlined. In addition, the study also describes the personal and professional obstacles these women have encountered while aspiring to become superintendents, how they overcame them and what advice they have for aspiring superintendents. While illustrating these factors, as well as outlining the most typical career path to the superintendency, the study also covers why there is a disproportionate representation of women in the superintendent position, and explores how that can change. Additionally, the study investigates why California has more female superintendents than found in the national average. The researcher used qualitative and quantitative research methods. The population consisted of 152 female superintendents in California. A questionnaire was used to collect personal and professional characteristics data. Thereafter, structured taped interviews were conducted with 10 selected female superintendents. Findings of the study showed that while California has a higher percentage of female superintendents than the national average, there is still a disparity between men and women in this field. The study illustrates the common characteristics shared among the women holding superintendency positions. The female superintendents in California all begin with a minimum of seven years of teaching, and then their career paths begin to vary. Barriers such as chauvinism and prejudice on the part of board members exist, as well as balancing career with home responsibilities. To overcome barriers and achieve success, upbringing is an important factor. Women superintendents tend to be strong in their resolve and to persevere. In order to be successful, it is recommended that superintendents mentor other aspiring superintendents to reinforce the belief that women should be placed in these leadership roles. Also, women should gain a variety of experiences. Numerous reasons were given due to the disproportionate role of female superintendents in California. One included the women's responsibility in the family. To overcome this disproportionate representation, it is recommended that these women have a strong support system at home. California's culture allows women to further advance in education as opposed to other states. According to these women superintendents, tolerance is greater in California, a state with less views about women and more views about growth and progress.
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23

Gransee, Michelle J. "Becoming an outdoors-woman : barriers and strategies for participation of women with physical disabilities in outdoor recreation /." Link to abstract, 2002. http://epapers.uwsp.edu/abstracts/2002/Gransee.pdf.

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24

Saba, Traci L. "The relationship between perceived barriers and participation by undergraduate female students." Virtual Press, 1997. http://liblink.bsu.edu/uhtbin/catkey/1041918.

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The purpose of this investigation was to study the relationship between perceived barriers and participation or non-participation by undergraduate females in recreational programming at Ball State University. For the purposes of this study, anything that reinforces a decision not to participate in a program or activity was considered a barrier. Participants were selected from various college units on campus. They were also grouped based upon on campus or off campus residency and whether they were participants or non-participants in programs sponsored by the Office of Recreation Programs at Ball State University. Each participant (n=160) completed two written surveys: survey one: the Leisure Diagnostic Battery (LDB) and survey two: the Perceived Barriers Survey. Data were analyzed using multiple t-tests and associations were revealed at the .05 level on each of the three scales of the LDB (Barriers to Leisure Experience Scale, Depth of Leisure Involvement Scale and the Perceived Leisure Competence Scale). Many perceived personality traits influenced whether a female student participated in campus recreational programming. Survey two also presented associations at the .05 level for the following specific perceived barriers: discomfort; lack of motivation; fatigue; feelings about one's body; other people; pain; lack of time available; inconvenient hours; body image; school responsibilities and a lack of knowledge about what programs were available. Each of these barriers represents a call to action for recreation professionals. Several program strategies were suggested to minimize or eliminate these barriers, and to recruit and retain more female students in campus recreational programming.
Fisher Institute for Wellness
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25

Khan, A. N. M. Shibly Noman. "Overcoming gender barriers : social capital, women entrepreneurs and development in Bangladesh /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19557.pdf.

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26

Hyslop, Thorsson Marie. "Women in Real Estate : A Swedish study of barriers and oppurtunities." Thesis, KTH, Fastigheter och byggande, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-40265.

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The following thesis is a qualitative study of career barriers and opportunities for women in commercial real estate in Sweden. Additionally the purpose is to make suggestions for positive change opportunities for the industry as a whole. The Swedish real estate industry is currently experiencing a rather substantial generational change in addition to a shortage of interest from the younger generations. It is male dominated and still largely considered to be conservative in its values and practices. There is a need for re-branding and enhanced marketing of the industry as interesting and open to change as well as a large untapped potential in the talent pool of women in the working population. The study has been performed through a literature review of current research and an interview study. Eighteen women were interviewed about their individual experiences and their views about the industry. The interview guide is partly designed to mirror the inequality regimes set forth by Joan Acker (2006). The results show that there are many underlying processes and structures found in theory that can be indentified in the Swedish real estate industry today, even though much work currently is done in many organizations to change the skewed distribution of men and women, particularly in management positions. Without doubt, there is enormous potential for change in the industry and using the information in this thesis could prove very useful.
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27

Ramirez, Nancy Jeannette. "U.S. Mexican immigrant women| Postpartum depression and barriers to accessing care." Thesis, California State University, Long Beach, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1522594.

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An analysis was conducted to examine the prevalence and risk factors for depressive symptoms and the factors associated with accessing healthcare among 2 groups of immigrant postnatal Mexican women living in California less than 10 years. Using Andersen's Behavioral Model for Health Care Utilization, this study's findings are consistent with prior research. The demographic variables of the women who lived in the United States less than 5 years and women who lived in the United States less than 10 years did not differ. Recent immigrants were more likely to see the doctor more frequently or wait less time between visits. Over 90% of participants experienced limited English proficiency. The percentage of women experiencing depression symptoms was 12.6%. The fmdings underscore the need for social workers to assess the risk factors associated with postpartum depression and evaluate the predisposing, enabling and need factors of Mexican immigrant women associated with accessing care.

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Bourne, Terri. "Researching the entrepreneurial journeys, barriers and drivers of women portfolio entrepreneurs." Thesis, Sheffield Hallam University, 2016. http://shura.shu.ac.uk/14638/.

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The thesis adapts a research agenda put forward by Ahl (2006) who stated that women were subordinated in entrepreneurship research, calling for new directions into approaches and methods. A qualitative, interpretivist methodology enabling flexibility was adopted in the research process to give women portfolio entrepreneurs a voice. In addition, a life history approach was used which recognises that people have ambiguities, uncertainties and problems that they solve on a daily basis, (Musson 1998). The literature review covers three main areas; business is male and gender differences, economic growth, and individualism, work and family, revealing that women in business are still presented as having shortcomings. Women entrepreneurs are regarded as second sex entrepreneurs with their trades located in ghettos of entrepreneurship and the devalued sphere of the home. Using Ahl’s article, specifically the section referring to men’s and women’s differences, a framework, The Underperformance PPP was developed, categorising the alleged shortcomings into three groups; personality, pre-set up and practice. Eleven North West women portfolio entrepreneurs were interviewed using semi-structured interviews and little evidence was found of this alleged underperformance. Based on these interviews, a new Positive Performance Plan was developed. There seems to be a mismatch between the government agenda of high growth (based on increasing staffing and turnover levels to measure success) and the portfolio women entrepreneurs’ preferred style of working, which could be a new model of intrinsic entrepreneurship, and due to this women may be missing out on courses and government funding. Findings show these women are working in a positive way. For example, by outsourcing their work they avoid employer responsibilities yet provide wealth in a different way. Also, by keeping their business small enough to self-fund, growing them organically and establishing new businesses to support the core business, they are able to build their portfolios.
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29

Greene, Sonia Marlene. "Barriers Encountered by African American Women Executives in Fortune 500 Companies." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7475.

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African American women's (AAW) presence has increased in the corporate workforce, but this increase has not transferred to a comparable rise in leadership positions. The purpose of this transcendental phenomenological study was to explore the lived experiences AAW faced relating to race and gender differences that influenced their leadership development and limitations on advancement in Fortune 500 corporations. The research problem addressed in this study was the underrepresentation of AAW in senior leadership positions within Fortune 500 corporations and what can increase their representation and retention in senior level positions. The 10 participants included African American women holding senior level positions in corporate America. The concepts of race, gender, and stereotyping derived from intersectionality theory, critical race theory, black feminist theory, and racial microaggression were the foundation for the conceptual framework. The data collected through semistructured interviews were analyzed using the modified van Kaam method. Four themes emerged including race, gender, stereotyping in the workplace, and the lack of AAW led mentorship programs. The findings of this study may contribute to social change by assisting organizational leaders in policy changes to support the concerns of AAW in leadership roles around the lack of diversity and mentoring programs to increase retention and new recruitment.
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Ojinta, Roseline Iruoma. "Barriers to Women Leadership of Small and Medium Enterprises in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6081.

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Management literature lacks a deeper understanding of barriers to Small and Medium Enterprises (SME) leadership among women entrepreneurs in Nigeria focusing on women leaders' daily business experiences, their agency, and their entrepreneurial context. Women in Nigeria seeking promotion to leadership roles in SMEs continue to look for answers on how to surmount the multiple barriers hampering their leadership aspirations. To address this need, this study was designed to explore how women entrepreneurs in Nigeria describe barriers to SME leadership through narratives about their daily business experiences, their agency, and their entrepreneurial context. The women's entrepreneurial development in Nigeria, the Nigerian women's entrepreneurial leadership style, and the agentic behavior of women leaders provided the conceptual framework for this work. A qualitative narrative inquiry method was adopted, and data were gathered through face-to-face semistructured interviews. The participants were a purposeful sample of 10 Nigerian women entrepreneurial leaders over the age of 30. The transcribed interviews were analyzed using thematic analysis. Five thematic categories emerged and were used to answer the research question. Study findings showed that Nigerian women entrepreneurial leaders face challenges due to family, gender, and patriarchal attitudes of the culture. The study shows the experiences, challenges, and triumphs of these courageous and resilient Nigerian women entrepreneurial leaders. Positive social change implications include providing training, mentoring programs, and information to guide, empower, and equip upcoming women entrepreneurial leaders to avert challenges in the future.
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Mangum, Linda Harper. "Identifying the Beliefs and Barriers to Mammography in Rural African Women." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2265.

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Breast cancer is the most commonly diagnosed cancer in African-American (AA) women and is the second leading cause of cancer-related deaths in the United States among AA women ages 40 to 55 years of age. The 5-year breast cancer survival rates for AA women (78%) are lower than are those of Caucasian women (90%). The purpose of this project was to describe the benefits and barriers toward screening mammograms for breast cancer in AA women living in the Southside Health District in Virginia. The subscales of The Champion's Mammography Beliefs and Attitudes Questionnaire (MBAQ, 1999), which is based on the health belief model variables of perceived benefits and barriers, guided this project. A convenience sampling of AA women (n = 112) from 10 different churches in Brunswick and Mecklenburg County, Virginia completed Champion's MBAQ after participating in an educational program based on the Susan G. Komen's breast self-awareness messages. Descriptive analyzes revealed that 54% of the participants either agreed or strongly agreed with the perceived benefits to getting a screening mammogram, whereas 7% either agreed or strongly agreed with the perceived barriers to getting a screening mammogram. The results of this project are consistent with the literature and support the idea that it is imperative to educate AA women about screening mammograms in places where they socialize. This project contributed to social change in nursing practice by enhancing the awareness among AA women that early screening mammograms save lives.
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Obikunle, Abosede Francisca. "Barriers to Breast Cancer Prevention and Screening among African American Women." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1979.

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Breast cancer is a serious illness that often has fatal consequences. Adherence to the recommendations for breast cancer surveillance is poorly practiced among African American women. The purpose of this phenomenological study was to seek individual professed barriers to breast cancer screening among African American women to better understand why breast cancer continues to be one of the principal basis of mortality among African American women. The theoretical framework for this study was the behavioral model of health services use. Purposeful selection was used to invite 14 African American women to participate in the in-depth interview process. Interview data were transcribed and then coded for recurring themes and meaning. The findings of this study demonstrate that these women's perceived barriers to breast cancer screening were lack of information, a belief that genetics dictates who gets breast cancer, embarrassment, a norm of people not going for health checkups, the procedure of breast cancer screening, and fear. Participants noted that the improved method of mammography may promote utilization within the population. Breast cancer disparities among African American women may decline if healthcare providers promote awareness of the availability and accessibility of breast cancer prevention resources and if African American women understand the barriers to breast cancer prevention and change their own screening practices.
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Torchia, Mariana Daniela. "Perceived Barriers to Lifestyle Change in Obese, Low-Income Hispanic Women." Thesis, Walden University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10266101.

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Low-income Hispanic women are the fastest growing minority population in the United States, and they have increased risks of obesity and secondary health issues, such as diabetes, related to their obesity. The purpose of this phenomenological study was to explore the barriers to lifestyle change among obese, low-income Hispanic women (OLHW). A health belief model lens was used. The study sample consisted of 15 OLHW who were clinic patients and ranged in age from 20-59. Recruitment occurred in a low-income, Southern California, outpatient clinic setting through volunteer participation from recruitment flyers. Fifteen women took part in 1-hour, in-depth interviews, which were digitally audio-taped with their consent. All interviews were transcribed and analyzed using both NVivo 11, and hand coding to identify common themes after word frequency and concept frequency analysis. Common themes identified included barriers of cost, time, physical health, family care, location, knowledge and education, depression and stress, and sleep issues. These findings contribute to the existing literature by increasing public health researchers’ and program planners’ knowledge of the experiences and obesity-related barriers to health behavior change within this underrepresented minority group, which can provide guidelines for future public health interventions in addressing these barriers. Obesity reduction efforts may help increase quality of life and create a new paradigm of public health interventions based on the stated needs of OLHW.

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Kimberling, Carla D. "An analysis of barriers of women administrators in the Wisconsin Technical College System." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002kimberlingc.pdf.

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Roche, Teresa Ann. "Women in non-traditional careers." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001720.

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Pirazzini, Kaia Emily. "The Benefits and Effects of Women-Specific Outdoor Programming." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/theses/847.

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Previous research has found that there are considerable benefits women experience after having spent time in the outdoors, and it is important that women are given the opportunity to discover them (McDermott, 2004). The purpose of the current research was to investigate if and how benefits and changes occur in women after participation in a women-specific outdoor recreation experience. Both quantitative and qualitative data collection techniques were used to answer the four research questions. Data was collected from 40 women at the 2011 Women in the Outdoors Illinois State Event. It was found that benefits and changes occurred following the event, and new insight into how and why changes occurred was also exposed. Finally, discussion and implications are made about the future of outdoor programming for women, considering consumptive sports as outdoor recreational activities, the possibilities of intergenerational programming, and future research ideas and recommendations.
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Haisler, Ronald E. "Barriers to female participation in technology education at Millennium High." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000haislerr.pdf.

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Weinehall, Annelie. "Exploring the role of professional networks for women in the IT sector." Thesis, Umeå universitet, Institutionen för informatik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-122640.

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The purpose of this paper is to investigate: what is the significance of professional networks for women within the IT industry. Previous research shows that there are barriers women in the field of IT face when entering and advancing in the industry. To investigate the potential connection between barriers and professional networks ten women were interviewed. Professional networks for women within the sector are examined through a qualitative lens. This study support previous research that showed that women in the IT industry face barriers. Moreover, this study highlights benefits of professional networks, representing that women receive and develop personal skills that can make them more successful at work. This study also provides criticism towards the networks and shows that there is room for improvements. The professional networks described by the respondents in this study seem to miss out on the opportunity to fundamentally discuss the barriers women face as professionals.
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Isaacson, Jude. "The Development of Professional Identity of Women Who Attain the Superintendency." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30353.

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The purpose of this study was to describe through qualitative inquiry the professional identity that emerges as a woman attains the superintendency and to delineate those factors that facilitate and contribute to successfully attaining the superintendency. The research questions guiding the study were: (1) What patterns, themes, or trends emerge that characterize how female superintendents shape their professional identities? (2) What strategies do female superintendents use in establishing their professional identities? (3) What are the keys to successful entry into the role of superintendent? (4) Do female superintendents encounter "glass ceilings" on the way up to the position, and if, so, how are they overcome? The research design was a qualitative interview approach with descriptive methods of data collection. Seven participants were selected purposely through expert nomination on the bases of their availability, their willingness to participate, and their knowledge and experiences as women in educational leadership positions. Selections were also made according to size and geographic location of districts in which the superintendents worked, in order to study the possible differences and similarities in divergent settings. After data (interviews, informal conversations, interviewer's observation and reflective notes) had been gathered, it was coded using domain analysis onto matrices and from these matrices, conclusions were drawn through noting patterns and themes and making comparison and contrasts. The outcomes of this study identified that female superintendents acquisition to the position were enhanced by varied job opportunities and strong support of mentors. Themes identified in the development of a woman's professional identity through their shared stories and narratives were Makes a Difference for Kids, Powerful Personal Motivation and Drive, Thirst for Knowledge and Experience, and Knowing the Politics. Additionally, other themes explored based on the data analysis were pathways to the superintendency, mentors, supportive spouses, and perceived barriers. Findings did identify the following perceived barriers that limited advancement to the superintendency: difficulty in usurping male dominance in the position, stereotyping, and a woman's self imposed barriers. The women superintendents suggested strategies and made recommendations to aspiring female administrators.
Ed. D.
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Colliver, Kelly. "Factors Influencing Participation in Screening Mammography Among Rural Women." Otterbein University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=otbn1461074904.

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Sinclaire, Moneca. "Barriers to food procurement, the experience of urban aboriginal women in Winnipeg." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq23497.pdf.

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Hobeika, Christine M. "Knowledge, behaviours, perceived barriers and facilitators in university women regarding heart health." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq25848.pdf.

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Smith, J. K. "Women in construction management : an examination of self-efficacy and perceived barriers /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9962553.

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Costello, Carla A. "Women in the Trenches: Barriers to Female Staff's Advancement in Higher Education." W&M ScholarWorks, 2015. https://scholarworks.wm.edu/etd/1539618900.

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This qualitative phenomenological case study examined the intersection of organizational structures and gender, as well as perceptions of climate, and their collective impact on professional advancement opportunities of women working in lower-level positions in higher education, namely classified and professional staff (Acker, 1990; Allan, 2011; Kanter, 1977). Kanter's (1977) theory of the role of structure in organizations posits that position in the organizational hierarchy and work role influence the amount of access an employee has to information, resources, promotional opportunities, and support. In gendered organizations (Acker, 1990, 2006), women face barriers in advancement. While Kanter (1977) argued that structure not gender creates an imbalance of power within organizations, this study found that both structure and gender bias (Acker, 1990) act as intersecting promotional barriers for women, in particular for women located at the bottom of the hierarchy. Confidential interviews were conducted at two case sites with 10 female professional staff and 10 female classified staff. Findings showed that women in lower-level positions perceive a hostile work climate which perpetuates an us vs. them atmosphere; supervisors hold much power over the perceptions of climate and seem to be the key to access; the sticky-floor is alive and well for women in higher education; and the intersection of gender and position significantly impact women's ability to advance professionally. Methods of improving policy and practice are discussed to include investing in people, shifting values, breaking down the caste system, supervisory training, communication, and career progression plans.
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Spicer, Rebecca Keeler. "Barriers to Mental Health Treatment Among Chronically Homeless Women: A Phenomenological Inquiry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4333.

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Homeless women demonstrate higher rates of mental illness than homeless men. The combination of complex life circumstances, stigmas related to mental illness, and homelessness may cause homeless women with mental illnesses to face unique barriers that prevent them from accessing necessary mental health services. The purpose of this phenomenological study was to expand the body of literature on homeless women's experiences with the mental health system and to understand the barriers to treatment services. Guided by Young's critical social theory of gender, this study was designed to develop a better understanding of the support that may be in place to help women overcome service access barriers related to social issues of race, class, sexuality, and gender. Study participants included 10 chronically homeless adult women in the Southeastern United States who were diagnosed with a mental illness. In-person semistructured, open-ended, phenomenological interview questions were used to explore the research questions. Thematic analysis revealed 5 main themes: (a) reasons for homelessness, (b) reasons women stay homeless, (c) mental health experiences and issues, (d) experiences with being homeless, and (e) services and supports. There were 3 subthemes associated with services and supports: (a) the shelter experience, (b) services that are needed, and (c) professionals should know. Understanding women's unique backgrounds and histories may help service providers and policy makers develop ways to make mental health services more accessible to the homeless women who need them.
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Petralia, Robert Salvatore. "An Examination of African American Women with HIV and Health Care Barriers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2573.

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For over 40 years, HIV has been seen as an epidemic and problem on health care that disproportionately affects the African American women (AAW) and population. This epidemic represents 12% of the total U.S. population, yet accounts for 37% of the commutative HIV cases, and 45% of the new HIV cases reported since 1998. Research in this case was needed for increased understanding to this health care problem, between AAW and HIV. A review in the literature indicated the problem and found new alternatives that helped support aspects on today's health care. The purpose of the study was to help explore the experiences of the AAW with HIV and make an effort to identify the barriers in the health care system. This was by using a narrative design and qualitative approach that helped address the overall questions, on the economic and environmental risk factors associated with HIV, and how one compensates for barriers to HIV treatment and resources. The current results by the narrative provided new knowledge for AAW with HIV. They are seen as the new generation of AAW with new challenges on health care and HIV treatment. Therefore, in an effort to make further recommendations and deal with the challenges on social change, the older generation of AAW need to educate their younger generation on HIV prevention strategies. They are implementations of strategies for positive social change that will help make a difference, by educating today's youths and correct the miss-educated, among our black population of society.
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Jamerson, Dianne. "Breast Cancer Disparities among African American Women Corresponding to Health Service Barriers." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5483.

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African American women tend to experience higher health disparities in cancer-related illness than any other female population in the United States. The purpose of this qualitative case study was to identify and examine access-related barriers that play a significant role in the decision-making process of this population when seeking breast cancer health services. The central research question explored the effect that barriers to health care have on African American women in the Southeastern region of the United States. Secondary research questions explored the role the Patient Protection and Affordable Care Act of 2010 has on improving access to affordable, quality breast cancer screening services for the sample population. A critical theory lens of racism and ethnicity provided conceptual framework for this case study. Significant findings identified barriers to accessing breast cancer related health services as personal, community, social, systemic, and institutional. Personal barriers identified were related to access, autonomy, and benefits of the Affordable Care Act. Social barriers corresponded to cultural, financial burden, funding, health conditions, insurance, role within the family self-discovery, and spirituality. Community barriers included access, advocacy, and autonomy. Systemic and institutional barriers consisted of doctor listening, doctor's rapport, doctor treatment, lack of trust, and benefits of the Affordable Care Act. Implications for social change included bringing awareness of the need to establish a Breast Cancer Resource Center in the region to engage this population in preventive measures, improve health outcome and reduce health disparities.
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Jackson, LaTayna. "A Study of Women, Their Careers, Mentoring, and the Barriers in Management." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6441.

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Women all across the United States who work for public housing authorities greatly desire to have more career advancement opportunities. As the number of women in the workforce and moving into management positions continues to increase yearly, current cross-gender mentorship programs, even if available are often outdated and unresponsive to the demographic change. This study focused on women's careers, mentoring, and the barriers to their career progression. The purpose of this qualitative case study was to explore participant perceptions perception of mentoring and its effects on career advancement for women who work in public housing management to open a deeper dialogue about women and gender bias in management in traditionally male-dominated workplaces. Participants consisted of 10 senior property management managers currently employed in Florida and Georgia public housing authorities. Data collection was accomplished via an open-ended semi-structured interview protocol and recorded to ensure validity and integrity of the interview; NVivo 11 software was used to assist with the coding, categorization, and identification of recurrent patterns. In depth analysis of the coded data further revealed three essential themes of mentoring, professional leadership training programs, and access to those opportunities were critical to career progression but often unavailable or ineffective. The participants revealed that same-gender mentoring relationships were more successful than cross-gender. Participants almost unanimously agreed that mentoring and advance leadership training opportunities are critical to employee career progression for any employee, and particularly to women in male-dominated industries. Increasing the dialogue to develop more comprehensive and available cross-gender mentoring programs could be the catalyst for meeting the challenges of leading in the midst of the changing workforce.
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Miller, Paige Lynn. "Barriers Preventing Access to Health Care Services for Women in Rural Samoa." Ohio University / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1136389101.

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Barbosa, Cecilia E. "Barriers and Facilitators to Infant Feeding among Low-Income African American Women." VCU Scholars Compass, 2014. http://scholarscompass.vcu.edu/etd/3610.

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Objective The purpose of the mixed methods study was to compare barriers and facilitators encountered by low-income African American women who engaged in different infant feeding practices. Methods Using the positive deviance approach and modified Integrated Model as theoretical frameworks, the research began with a qualitative study that informed a survey examining intention, skills, and environmental factors differentiating women’s infant feeding practices. Results Twenty-eight and 190 low-income African American adult women participated in focus groups or interviews and a survey, respectively. In the qualitative study, positive deviants, who breastfed for at least four months, seemed to have stronger breastfeeding intentions, self-efficacy and breastfeeding support than other women. In the final multinomial multiple logistic regression, for a one unit increase in the PBC scale of the revised Breastfeeding Attrition Prediction Tool, there was a 50% (OR 1.5[1.3-1.7]) and an 18% (OR 1.18 [1.03-1.3]) increase in the odds of breastfeeding at least three months (positive deviance) compared to only formula-feeding and breastfeeding for less than three months, respectively. Women who did not smoke postpartum were 4.3 [1.5-12.3] and 5.6 [2.1-15.1] times as likely to be positive deviants; women who had C-sections were 3.6 [1.3-9.6] and 2.9 [1.0-7.8] times as likely to be positive deviants compared to only formula-feeding and breastfeeding for less than three months, respectively. Women who ranked WIC full breastfeeding packages as most valuable were 14.9 [4.8-45.5] and 16.1 [5.3-50.0] times as likely to be positive deviants compared to only formula-feeding and breastfeeding for less than three months, respectively. Discussion High breastfeeding self-efficacy was associated with positive deviance, although the qualitative study findings suggested that general self-efficacy may also influence breastfeeding success. The likelihood of not smoking being associated with longer duration of breastfeeding is consistent with previous research. The C-section results may reflect a longer length of hospital stay leading to increased mastery of breastfeeding prior to discharge. Analysis of participants’ valuation of WIC infant feeding incentives led to the suggestion that WIC incentives be re-examined. Further exploration of these findings and subsequent interventions may lead to improved breastfeeding rates among low-income African American women.
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