Thèses : « Sex discrimination in employment – Spain »

1

Hervey, Tamara K. « Justifications for sex discrimination in employment / ». London : Butterworths, 1993. http://catalogue.bnf.fr/ark:/12148/cb37498343x.

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2

Brodin, Emma Victoria. « Sex discrimination in employment within the Church of England ». Thesis, University of Huddersfield, 1997. http://eprints.hud.ac.uk/id/eprint/4753/.

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The principle of equality in the workplace, enshrined in the Sex Discrimination Act 1975, applies to a wide category of workers. However, there are certain exceptions to the legislation. Ministers of religion are not protected by the Act where employment is limited to one sex. Historically "employment" as a Church of England priest was limited to one sex. Then in 1993, following the momentous General Synod vote, legislation was passed which allowed women to be ordained as priests. A significant change had taken place regarding the theology of the Church. This shift in theology also brought the legal position of priests, in relation to sex discrimination, into question. An initial question was, should such priests be protected by secular employment legislation? if so, what are the legal difficulties of inclusion under the Sex Discrimination Act, and what are the practical difficulties of accommodation under the Act? These questions form the foundation stones of this thesis. A four stage process was used to answer these questions. First, a philosophical analysis of the theory behind sex discrimination law was undertaken, focusing on the concepts of equality and difference. Secondly, the position of the Church of England in relation to sex discrimination law was assessed with special reference to the employment status of ministers of religion. Thirdly, drawing on the theoretical work of stages one and two, an empirical investigation into the treatment of Church of England priests was conducted. The fourth stage built upon the empirical findings and the theoretical framework. British and European Community sex discrimination law was critically analysed, as was the relevant ecclesiastical law, and recommendations for law reform were made.

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3

Tam, Pui-kam. « Empirical analysis of the gender earnings gap in Macau ». Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B15967438.

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4

Carlsson, Magnus. « Essays on discrimination in hiring / ». Växjö : Växjö University Press, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-5864.

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5

Pierce, Kathleen Priscilla. « Asymmetrical perceptions of group-based employment disparities differences in subjective evaluations of advantage-based and disadvantage-based discrimination / ». Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150217547.

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6

Edwards, Larry Guy. « Dimensions of gender discrimination in Oklahoma's system of higher education : case studies / ». Full-text version available from OU Domain via ProQuest Digital Dissertations, 1989.

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7

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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8

Gallo, Lisa Jennifer. « Sex discrimination as influenced by upper management and organizational climate : A rational bias theory of discrimination ». CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/790.

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9

Morel, Sylvie. « Penurie d'emploi et discrimination à l'endroit des femmes sur le marche du travail ». Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61272.

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This thesis analyses the relation between the phenomenon of job scarcity and discrimination against women in the labour market. Job scarcity, that is the inadequate quantity of available jobs relative to the number of persons able to hold them, which is a chronic problem, has played an important role in the development of discrimination. The hypothesis of the thesis is that a positive relation exists between discrimination against women and job scarcity: as employment opportunities deteriorate discrimination intensifies.
The thesis verifies the discriminatory effects of job scarcity by examining the process of job allocation in the economy. An historical study covering the end of the last century to the crisis of the 1930's is the vehicle used to examine the employment rationing mechanisms that consolidated discriminatory practices.

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10

Gregory, Jeanne. « Discrimination, employment and the law : a study of judicial and administrative procedures with special reference to the 1975 Sex Discrimination Act ». Thesis, London School of Economics and Political Science (University of London), 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294282.

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11

Martel, Josée. « "It's a long hard road to the top" : the career paths and leadership experiences of women in Canadian sport administration ». Thesis, University of British Columbia, 2007. http://www.oregonpdf.org.

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Thesis (M.A.)--University of British Columbia, 2007.
Includes bibliographical references (leaves 169-173). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

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12

Homer, Lori E. « Status characteristics, perceived similarity, and institutional legitimacy in promotion recommendations / ». Thesis, Connect to this title online ; UW restricted, 2004. http://hdl.handle.net/1773/8801.

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13

Bastalich, Wendy. « Gender and skill in Australia : a case study of barmaids / ». Title page, contents and synopsis only, 1991. http://web4.library.adelaide.edu.au/theses/09ARM/09armb324.pdf.

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14

Choi, Ju Won. « Program design for women in development : implications for Korea / ». Access Digital Full Text version, 1986. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10647247.

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Thesis (Ed. D.)--Teachers College, Columbia University, 1986.
Typescript; issued also on microfilm. Sponsor: Victoria J. Marsick. Dissertation Committee: Jack D. Mezirow. Bibliography: leaves 134-140.

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15

Alrashed, Hebah Rashed. « Women's experiences of sexual harassment in hospitals in Riyadh : an exploratory study ». Thesis, University of Sussex, 2017. http://sro.sussex.ac.uk/id/eprint/69362/.

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16

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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17

Pierce, Kathleen P. « Asymmetrical perceptions of group-based employment disparities : differences in subjective evaluations of advantage-based and disadvantage-based discrimination ». The Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=osu1150217547.

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18

Moore, Daniel T. « Referrals to employee assistance programs : the effects of supervisor and employee sex and race ». Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/897480.

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This research examined the effects of supervisor and subordinate biological sex and race on supervisory referrals to an EAP. The study tested Bayer and Gerstein's (1988a) similarity hypothesis from their Bystander-Equity Model of EAP Helping Behaviors. Four specific hypotheses were generated: 1) Female supervisors will more likely refer female subordinates than male subordinates to EAPs; 2) Male supervisors will refer equal numbers of female and male subordinates to EAPs; 3) Supervisors will refer more troubled workers of their own race than troubled workers of another race; and 4) Caucasian male supervisors will be the most likely to refer persons who are different from themselves (in terms of sex and race) to EAPs.Supervisors employed by a large southwestern County government who made referrals to their "inhouse" EAP were participants in this study. The sample included 146 supervisors who made 188 EAP referrals.A log-linear analysis that controlled for the sex and racial composition of the supervisors' subordinates was used to test the hypotheses. The independent variables were race (Caucasian, African American, & Hispanic) and sex (male & female) of the supervisors and their subordinates. The dependent variable was whether the subordinate was referred to the EAP or not. None of the hypotheses received support. Too few ethnic supervisors referred to the EAP to adequately test the race hypotheses (Hypotheses 3 & 4). Male and female supervisors were equally likely to refer male and female subordinates to the EAP.While none of the hypotheses received support, there were some interesting significant trends involving the employees' race and supervisors' sex. Hispanic subordinates were most likely to be referred to their EAP, and African-American subordinates were least likely to be referred. While Caucasian male supervisors followed this pattern, Caucasian female supervisors demonstrated an even stronger bias in this regard. Implications of these findings were discussed.
Department of Counseling Psychology and Guidance Services

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19

Ong, Katherine S. « Aversive prejudice and discrimination against gay men ». Virtual Press, 2008. http://liblink.bsu.edu/uhtbin/catkey/1397646.

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To test the generalizability of the theory of aversive prejudice in predicting discrimination against gay men, a partial replication of Dovidio and Gaertner's (2000) experiment was conducted. Two hundred and five White undergraduate students from a Midwestern university evaluated an ostensible applicant for a counseling position. The current study was a 2 (Applicant Sexual Orientation: gay, straight) x 2 (Applicant Race: Black, White) x 2 (Applicant Qualification: high, moderate) x 2 (Participant Gender) between-groups experiment. Men provided straight applicants with significantly higher qualification ratings than gay applicants. Gay applicants were perceived as less competent on leadership than straight applicants. A gay Black applicant was least likely to be recommended for the position only when he was ambiguously (moderately) qualified, compared to straight White, straight Black, and gay White applicants. Limitations, implications, and directions for future research are discussed.
Department of Psychological Science

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20

COREKCIOGLU, Gozde. « Gender and political economy ». Doctoral thesis, European University Institute, 2019. http://hdl.handle.net/1814/60675.

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Defence date: 28 January 2019
Examining Board: Prof. Andrea Ichino, EUI, Supervisor; Prof. Andrea Mattozzi, EUI; Prof. Selim Güleşçi, Università Bocconi; Prof. Stefano Gagliarducci, Università di Roma Tor Vergata.
This thesis is a collection of independent empirical essays on gender and political economy. The first chapter investigates the effect of a pro-Islamist local government on female employment, using a unique dataset of civil servants in Turkish municipalities. Exploiting quasirandom variation in contested local elections and the time variation in the repeal of the headscarf ban, I establish two results. First, an Islamist mayor employs a lower share of females when religious women are denied jobs. Second, an Islamist mayor does not recruit females differently than a secular mayor, when institutions allow religious females to work. The proposed mechanism is the Islamist mayors’ preference for religious female employees, rather than intrinsic gender bias. The second chapter, co-authored with Marco Francesconi and Astrid Kunze, investigates labor demand effects of the extension of parental leave duration in Norway. We focus on whether and how firms adjust the gender composition of their workforce when the opportunity costs of certain types of workers rise. Using rich employer-employee data, we uncover that firms substitute potential mothers and fathers with older workers. Our results demonstrate potentially undesirable consequences of parental leave for women, even when some leave is provided for men. In the third chapter, co-authored with Fatih Serkant Adıg¨uzel and Aslı Cansunar, we consider the extent to which the geography of healthcare provision is effective in buying electoral votes. We construct a unique database of free primary healthcare clinics in Istanbul, Turkey. We estimate that a ten-minute decrease in walking time to the nearest clinic increases support for the incumbent party by 6 percentage points in local elections. While low-educated voters only care about visibility, highly-educated voters only value quality of healthcare. We argue that the spatial distribution of public service provision captures the information available to voters, which in turn, influences political outcomes.
--1 Headscarves and Female Employment --2 Parental Leave from the Firm’s Perspective (Chapter 2: co-authored Marco Francesconi and Astrid Kunze) --3 Out of Sight, Out of Mind? Proximity to Health Care and Electoral Outcomes (Chapter 3: co-authored Serkant Adıgüzel and Aslı Cansunar) --A Appendix

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21

Deitle, Lisa A. « Macroeconomic consequences of job discrimination agains women in Russia ». Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Jun/10Jun%5FDeitle.pdf.

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Thesis (M.A. in Security Studies (Europe and Eurasia))--Naval Postgraduate School, June 2010.
Thesis Advisor(s): Looney, Robert ; Second Reader: Moltz, James. "June 2010." Description based on title screen as viewed on July 14, 2010. Author(s) subject terms: Russian economic policy, job discrimination, Russian women, macroeconomics, demographic-economic paradox Includes bibliographical references (p. 75-80). Also available in print.

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Yueh, Linda Yi-Chuang. « Gender, discrimination and inequality in China : some economic aspects ». Thesis, University of Oxford, 2001. http://ora.ox.ac.uk/objects/uuid:3e1a0432-9a88-4893-9959-5dc376f78698.

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With the move to a more market-oriented economy in China, there is evidence of increased inequality in the incomes earned by men and women. To explore this outcome, we turn to an aspect of Chinese society that is pervasive in both economic and social contexts, namely, the Chinese variant of social capital, guanxi. It appears that in an imperfect labour market characterised by frictions, such as restricted mobility, costly job search, and limited employment alternatives, the cultivation of guanxi is important in reducing these transaction costs. The notion that investing in social capital can enhance an individual's opportunities leads to the development of a theory of discrimination that may explain the gender inequalities accompanying marketisation in China, and might be more generally relevant. The model of earnings discrimination is premised on imperfect product and labour markets. Under these conditions, we show that differential wages for similarly productive workers is a profit maximising outcome for firms. We apply this theory in an attempt to explain the trend of increasing gender inequality in earned income in urban China during the current reform period. First, pre-labour market gender inequality is investigated through developing a model of parental investment in children's human capital to discern whether there are productive differences between men and women prior to entering employment. In 1995, household expenditure on children's education is affected by perceived future earnings differentials and support of parents in retirement. Regarding labour markets, an original survey designed to test our model of social capital was administered in urban China in early 2000 and pertained to 1999. We find that there are differences between men and women in their investment in guanxi that correspond to gender inequalities in earned income and rates of re-employment. Both empirical chapters provide evidence in accordance with the predictions of the theory.

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23

Byron, Reginald Anthony. « Disposable Workers : Race, Gender, and Firing Discrimination ». Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1248449595.

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Ristow, Liezel. « Sexual harassment in employment ». Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/341.

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Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.

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Lau, On-on Christina, et 劉安安. « A study of occupational gender segregation in Hong Kong Special Administrative Region Government ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46774002.

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Savery, Lynn. « International norms of sexual non-discrimination and changing state practices : a comparative study of Germany, Spain, Japan, and India ». Monash University, School of Political and Social Inquiry, 2003. http://arrow.monash.edu.au/hdl/1959.1/5776.

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Chwang, Lam-ying Constance. « Working women in Japan and Hong Kong ». [Hong Kong : University of Hong Kong], 1991. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13022180.

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Grenon, Gordon Lee. « Stigma at work : the consequence of disability and gender inequality ». Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/30618.

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This thesis presents research conducted on work, income, and educational characteristics of disabled people in Canada. This research is specifically concerned with the comparison of gender inequality between the disabled population and the non-disabled population. The research question is 'what is the consequence of disability on gender inequality?'. Using survey data from the 1986 Health and Activity Limitations Survey (HALS) a series of statistical comparisons where made between the non-disabled and disabled populations across a wide range of social and economic characteristics. The statistical research presented includes both cross tabulations and regression analyses. The research concludes that the extent of gender inequality - 'the gender gap' - is comparable between the non-disabled and disabled populations. The stigma of disability does not appear to either diminish nor exacerbate gender inequality in paid work.
Arts, Faculty of
Sociology, Department of
Graduate

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29

Bello, Barros Rosario. « Labor processes within a commodity system : a comparative study of workers in apple packing houses / ». Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-165840/.

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30

Aganovic, Adela Sdzuy-Baechler Margot. « Betriebliche Sozialarbeit : ein Instrument zur Förderung der Gleichstellung von Frau und Mann im Erwerbsleben / ». Bern : Ed. Soziothek, 2001. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=009793271&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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31

Tam, Pui-kam, et 譚珮琴. « Empirical analysis of the gender earnings gap in Macau ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31954479.

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Lovell, Rachel E. « Gender differences in the patterns and consequences of occupational-career interruptions a comparative analysis of the United States, Sweden, and Poland / ». Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1187024582.

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33

Mabovula, Nonceba. « A phenomenological investigation of a female leader's perceptions and experience of discrimination in the work place ». Thesis, Rhodes University, 2003. http://hdl.handle.net/10962/d1003582.

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Women are now making their mark in virtually every economic sector including traditionally male strongholds of engineering, heavy transport, construction and manufacturing. Probably the most spectacular progress by women has been in the public sector. Many women now have voting rights, follow careers which demand that they work outside of the home, enjoy professional status equal to their male compatriots, occupy top leadership positions in their societies and, furthermore, fulfil their traditional roles of wife and mother. The present study is an attempt to explore a female eader’s perceptions and experience of discrimination in her place of work. The problem has been that although there have been significant changes in women’s increased representation in recent years, it is believed that women who succeed in obtaining top management posts still have to deal with unfair barriers. These need to be more carefully explored and understood. In this study I focus on one female leader’s perceptions and experiences of leadership in an institution of higher learning. The advantages and disadvantages of such a small case study are discussed later. A phenomenological approach was used for obtaining information pertaining to the phenomenon “female leadership”, because phenomenology does offer ways of understanding not offered by other research methodologies. It enables the researcher to enter the lived world of the researched, and understand events and perceptions from a fresh point of view. A semi-structured interview was used to allow the respondent freedom to elaborate on responses in whatever manner she wished. The results obtained indicate that women are in a life-world in which, apart from the general experiences shared with their male counterparts, they are also exposed to many other forms of discrimination. Some of these are subtle, and result from years of socialisation into perceived gender role expectations. I hope that what I have discovered may help to contribute to the small but growing body of literature that seeks to understand women leaders’ experiences, and perhaps in time play a role in enhancing their relative position in education and society at large.

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McGonigal, Kathryn L. « Mabel A. Elliott : one of the boys / ». free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3137728.

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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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Yuon, Fuk-lung Eric. « An investigation of gender inequality in the social work field in Hong Kong ». Click to view the E-thesis via HKUTO, 1993. http://sunzi.lib.hku.hk/hkuto/record/B42128407.

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Nishikawa, Makiko. « Occupational sex segregation : a comparative study between Britain and Japan ». Thesis, University of Oxford, 1997. http://ora.ox.ac.uk/objects/uuid:3901602d-063e-4e04-a851-190449e0d6bf.

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Occupational sex segregation is often regarded as the central component of gender inequality in the labour market in contemporary industrial societies. Through comparing the situation between Britain and Japan, which have contrasting features in their patterns of occupational sex segregation and in the position of women in the labour market, this thesis examines the mechanism of occupational sex segregation - how it is constructed and maintained - in the two societies with different social and economic backgrounds. Particular focus is on the impact of occupational sex segregation on individual workers' experiences, and systematic analysis is applied to investigate the impact by using a range of national-level large-scale data sets. The findings suggest that the implications of occupational sex segregation differ for Britain and Japan; for the former, occupational sex segregation contributes to gender inequality in the labour market, but this is not the case for the latter. It is suggested that occupational sex segregation could be one of the components of gender inequality in the labour market, but not necessarily the principal one. This thesis argues that the implications of occupational sex segregation in a society very much depend on the given social and economic institutions in the society that differ across countries, and thus occupational sex segregation should not be treated a priori as the central component of gender inequality.

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Brown, Nicolas Derek. « The Impact of Leader Race and Gender on Perceptions of Organizations in Response to Corporate Error ». PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4545.

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Prior research has demonstrated that CEO behavior influences how people perceive corporations and that CEOs associated with controversy can damage corporate reputations. Research also illustrates that attitudes based on prescribed racial and gender characteristics render Black and female CEOs as incongruent with leadership positions. The purpose of this study is to examine the impact of two different corporate errors as justification factors leading to prejudicial evaluations of leaders with stigmatized identities (e.g., race and gender), with a particular emphasis on the intersection of race and gender on leader- and organization-based evaluations. Participants were randomly assigned to one of 12 corporate conditions ([CEO race: white v. black] x [CEO gender: male v. female] x [Corporate error: no error v. diversity error v. non-diversity error]) and assessed to provide responses via an online experiment. Although results revealed a significant main effect of corporate error on leader and organization perceptions, there was no evidence of an interactive effect of CEO race and gender on leader and organization perceptions. Furthermore, the non-significant interaction of race and gender was not impacted by the context of the corporate error. I discuss theoretical and practical implications, study limitations, and avenues for future research.

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Carlson, Laura. « Searching for Equality : Sex Discrimination, Parental Leave and the Swedish Model With Comparisons to EU, UK and US Law ». Doctoral thesis, Uppsala : Iustus, 2007. http://www.iustus.se/html/contents/menu/03_katalog/bookshop/describtion/6468.jpg.

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Flanagan, Annette F. « Gender, Jobs and Geographic Origin of Australian Immigrants ». Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc935699/.

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This thesis examines access to managerial jobs in the Australian labor market by immigrant women and men from five continents and five individual countries. Comparisons were not made only among both continent and country groups, but also between the women and men within each group, as a measure of occupational gender inequality. An index of managerial representation in the Australian labor market (MORI) was computed and nine independent variables were applied to measure immigrant representation in managerial occupations. Rank order correlates were used to calculate relationships between variables. Results indicate that women (with the exception of Vietnamese) from all countries were disproportionately underrepresented in managerial jobs and that the more dissimilar immigrant men are to native born Australians, the less likely they are to hold managerial jobs.

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Lawrence, Ebrahim. « Leadership qualities of women in project management in a selected local government department in the Western Cape, South Africa ». Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2801.

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Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018.
Much debate has been going on about the ability of women to lead in the large organisations around the country. The call for women to be given senior leadership positions appears to have run global as more and more women seek to get into powerful positions. Whilst the population of women is generally higher than that of men, women still remain in small numbers relative to men getting the positions. Research findings do not seem to have agreed on generalisations as to why women remain in few numbers even where they are in the majority. The hotel industry, the nursing field, etc. even in such establishments the number of women in leadership has remained low. Many theories have been advanced, including the allegation that men prefer male leaders to female leaders, women cannot stand pressure in the boardroom, and men stand on the progress of women in organisations. The researcher decided on getting information from subordinates in the organisation on their perception of good leadership as perceived by them. The questions were derived from existing theory on women leaders’ characteristics and standard behaviour for effective leadership. The respondents measured from the Likert scale their perception about certain characteristics deemed to be the strengths of women. This was done to avoid using gender as this would influence some responses to the questions. The findings indicate that not all ‘feminine’ positive attributes are necessarily accepted as leading competencies with some of the male characteristics considered ‘abhor able.’ Convenience sampling, which is a non-probabilistic sampling method, was used in this research study. The benefits of this method are that the individuals are readily available and are easy to recruit. It was easier to distribute the questionnaires to the sample by means of e-mails and clarify issues as they arose.

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42

Benihoud, Yasmina. « Regard critique sur le droit français du harcèlement sexuel au travail à la lumière du droit américain et du droit canadien ». Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=42288.

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A few months after having enacted a criminal statute creating the general offence of sexual harassment, the French Parliament enacted the Statute n° 92-1179 "relative a l'abus d'autorite en matiere sexuelle dans les relations de travail". In this statute, as in the criminal statute, the French legislator considers sexual harassment in a peculiar way, and departs from the North-American position on three points:
First, while American law and Canadian law understand clearly sexual harassment as a form of sex discrimination, the French approach is more ambiguous. It appears that the French legislator understands sexual harassment more as an infringement to freedom than a form of sex discrimination.
Second, the French legislator has defined sexual harassment in a more restrictive way than in North America. While American law and Canadian law prohibit hostile harassment and sexual harassment by colleagues, these forms of sexual harassment are not prohibited in French law. Finally, on the question of the employer's liability, the French approach is more "timid" than in American law and in Canadian law.
The French legislator has justified its more restrictive approach to the problem of sexual harassment in comparison with the North-American position by two arguments: the fear of the "American 'drift'" and the peculiarity of the relationships between women and men in France. However, it is argued that the choice of the French legislator is not convenient because it leaves a significant number of victims outside the scope of the law, and is not clear enough on the employer's obligations. Furthermore, it is maintained that both arguments of the legislator are more caricatural than real.

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Chwang, Lam-ying Constance, et 莊琳瑛. « Working women in Japan and Hong Kong ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B31949885.

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Yau, Kin-man Angela, et 游健敏. « Changes in educational and working opportunities for women of China and Japan ». Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31953335.

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Nevard, Jennifer. « 2010 : Women prepared to lead and manage ». Thesis, Nevard, Jennifer (2004) 2010 : Women prepared to lead and manage. Professional Doctorate thesis, Murdoch University, 2004. https://researchrepository.murdoch.edu.au/id/eprint/226/.

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In February 1995, the Australian Federal Government Industry Task Force on Leadership and Management, released Enterprising nation: Renewing Australia's managers to meet the challenges of the Asia-Pacific century, 1 (known as the Karpin Report). The Karpin Report defined 1995 - 2010 as a developmental period for improving Australian business practices at leader and manager level. It identified five levers for change. Australian businesses were encouraged to focus on globalisation. Life long learning was seen as a key ingredient in up skilling workers and managers for evolving work environments. Australia was advised to build an enterprise-focused culture. Managers and leaders were encouraged to value diversity in the workforce. Enterprises and education and training institutions were encouraged to implement 'best practice' procedures. This study situated the Karpin recommendations in the literature on gender, leadership, management, and Australian social, economic and political conditions. Employing an interdisciplinary approach and using quantitative and qualitative methods, it sought the views of women in senior, middle and frontline or supervisory positions, in large, medium and small businesses. The study concluded that, in terms of creating diversity within institutionalised leadership, recruitment practices and social circumstances still encouraged the status quo. It found that refocusing Australian business and its leaders was unlikely to provide expanded opportunities for women in leading and managing. The skills women were acknowledged to have often aligned with skills sought for lower management positions. This has been one contributing factor in confining women to lower decision-making roles except in some education and community service environments. In these areas where women often form the majority of workers and reflect the cultures of their industries very successfully, more women occupy senior positions. The study found that women's skills were comprehensive and suited to roles carrying greater responsibilities. It also discovered that not all of the existing approaches to preparing women to lead and manage served women well; however, some effective strategies were in place. It concluded that for women to be appointed to positions of high responsibility, they should successfully reflect a recognisable management approach, congruent with the company's and industry's current style and values. This tended to perpetuate existing practices of competitive individualism and self-interest. Since the 1980s, managers have been disproportionately elevated in status, with accompanying high salaries and bonuses. There is a risk that leaders will be credited with more wisdom and vision than warranted. Australia leaders need to have a mix of vision and business acumen. While many women managers have this mix and are prepared to be leaders, they may not be appropriately connected to the senior recruitment market. As a subtext, complex levels of vested interests, ties of loyalty and forms of reciprocity often operate in the appointment of senior personnel. Women tend to operate outside these practices and may be reluctant to endorse them. This may partially account for the unchanged circumstances of a small number of women in top senior positions. The study concluded that the current level of refocusing of Australian businesses was resistant to change and limited in responding to expertise in the marketplace. The challenge of globalisation requires decision-makers with specific skills, knowledge and experiences. It requires people who will act with morality and preferred futures in mind rather than quick returns and advanced levels of self-interest. For organisations keen to identify these kinds of leaders then selection processes will need to differ in order to be highly attuned to recruiting individuals who can help build a responsive, innovative and caring society.

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Nevard, Jennifer. « 2010 : women prepared to lead and manage / ». Access via Murdoch University Digital Theses Project, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20050317.140236.

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Stella, Leonie C. « Trawling deeper seas : the gendered production of seafood in Western Australia ». Thesis, Stella, Leonie C. (1998) Trawling deeper seas : the gendered production of seafood in Western Australia. PhD thesis, Murdoch University, 1998. https://researchrepository.murdoch.edu.au/id/eprint/346/.

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This thesis explores the sexual division of labour in three worksites associated with the Western Australian Fishing industry: fishers' households, a seafood processing company and fishing vessels. There has been no previous substantial study of the labour of women in Australian fishing industries. My research has been primarily undertaken by interviewing women and men who work in the Western Australian fishing industry, and my findings are presented through a comparison with overseas literature relative to each site. As I found, in the households of fishermen, women do unpaid and undervalued labour which includes servicing men and children; managing household finances and operating fishing enterprises. In seafood processing companies women are allocated the lowest paid and least rewarding work which is regarded as women's work. On-the factory floor issues of class, race/ ethnicity and gender intersect so that the majority of women employed in hands-on processing work are migrant women from a non-English speaking background. The majority of women who work at sea are cook/ deckhands who are confronted by a rigid sexual division of labour, and work in a hyper-masculine workplace. The few other women who have found a niche which enables them to enjoy an outdoor lifestyle while they earn their own living, are those who work as autonomous independent small boat fishers. In each site there is evidence that women, individually and collectively, exercise some power in determining how and where they work, but they remain marginalised from the more lucrative sites of the industry, and have limited access to economic and social power.

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Stella, Leonie C. « Trawling Deeper Seas : the Gendered Production of Seafood in Western Australia ». Murdoch University, 1998. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20040913.155811.

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This thesis explores the sexual division of labour in three worksites associated with the Western Australian Fishing industry: fishers' households, a seafood processing company and fishing vessels. There has been no previous substantial study of the labour of women in Australian fishing industries. My research has been primarily undertaken by interviewing women and men who work in the Western Australian fishing industry, and my findings are presented through a comparison with overseas literature relative to each site. As I found, in the households of fishermen, women do unpaid and undervalued labour which includes servicing men and children; managing household finances and operating fishing enterprises. In seafood processing companies women are allocated the lowest paid and least rewarding work which is regarded as "women's work". On-the factory floor issues of class, race/ ethnicity and gender intersect so that the majority of women employed in hands-on processing work are migrant women froma non-English speaking background. The majority of women who work at sea are cook/ deckhands who are confronted by a rigid sexual division of labour, and work in a hyper-masculine workplace. The few other women who have found a niche which enables them to enjoy an outdoor lifestyle while they earn their own living, are those who work as autonomous independent small boat fishers. In each site there is evidence that women, individually and collectively, exercise some power in determining how and where they work, but they remain marginalised from the more lucrative sites of the industry, and have limited access to economic and social power.

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Pillay, Sadeshini Shunmugan. « A study of the barriers to career progress of women in an organisation ». Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/822.

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Due to the continual constant battle women have to face in order to progress in the workplace, it has become necessary to assess the degree of transformational change within the workplace within South Africa to try to establish just what these barriers are and how it can be overcome. To examine the main problem, three sub-problems were identified. The first sub-problem that had been identified dealt with what the women’s rights in the new South Africa. It was investigated by evaluating the situation in the New South Africa and what has changed from the past. Is there more gender equality or not. The second sub-problem looked at the barriers that women face in the workplace. It is evident that sexual harassment, male chauvinism, trying to balance work and family as well as organisational structure and culture were among the top barriers that are a hindrance to women’s advancement in the workplace. Finally, the third sub-problem investigated what the glass ceiling effect is and the effect that this has on women in the workplace. The investigation evaluated, and emphasised the difficulties that women face in order to progress in the hierarchy of not only management but other occupations as well. Results have shown that most females and males believe that the glass ceiling is prevalent in the workplace. Most people believe that women can however break through the glass ceiling but now there is a new phenomenon, “The Glass Cliff” which allows women to break through the glass ceiling but only of organisations that are already in trouble.

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Luck, Kristen. « The Nail That Sticks Up Isn't Always Hammered Down : Women, Employment Discrimination, and Litigiousness in Japan ». VCU Scholars Compass, 2019. https://scholarscompass.vcu.edu/etd/5842.

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Much recent scholarship is devoted to projecting Japan’s future and analyzing its prospects as a global power. After two decades of economic stagnation, alarming demographic trends, and the 3/11 triple disaster, some scholars argue that Japan is grappling with an era of precarity, marked with instability and anxiety. Prime Minister Shinzo Abe returned to office in 2012, promoting his economic reform policy, “Abenomics” and within the third “arrow" of this approach targeting structural reforms, he promoted “womenomics”, a term coined by Kathy Matsui of Goldman-Sachs. Prime Minister Abe’s objective is to create a society where "women can shine” and women can participate in the labor market more equitably. However, it is unclear if equality can be achieved when Japanese women still encounter persistent workplace sex discrimination. While labor laws, such as the Equal Employment Opportunity Law, have attempted to tackle workplace sex discrimination, many scholars and critics believe the laws have not done enough. One way Japanese women have attempted to combat workplace sex discrimination is with litigation. Starting in the 1960s, women have resorted to judicial relief to address discriminatory treatment in the workplace. However, while litigation is a powerful tool for social change in Japan, the literature suggests that Japanese women are reluctant to litigate, consistent with the larger consensus that Japan is a low-litigious society. If Japanese women have engaged in “litigation campaigns" and litigation rates are rising, yet Japanese women are reluctant to litigate, this creates an interesting paradox worth exploring. While these two conditions are not unique in and of themselves, what is curious in this nexus is how Japanese women actually relate to the law. This study analyzes how Japanese women relate to the law. Through semi-structured interviews with Japanese working women about their experiences, thoughts, and opinions, this study illustrates how Japanese women “do" law and deepens our understanding of their relationship with the law. In addition to this, this study proposes a new model for measuring litigiousness. Rather than measuring litigiousness in terms of aggregate litigation rates, this study operationalizes litigiousness in terms of personal intent. By applying this model to qualitative data, this study demonstrates that Japanese women actually do demonstrate a moderate degree of litigiousness as it relates to workplace sex discrimination. That is, the nail that sticks up isn't always hammered down.

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