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1
Caruth, Fran. "The health of Canadian women in the workforce : a comparison between homemaker women, workforce women and workforce men based on the 1979 Canada health survey". Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26181.
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In the past twenty-five years there has been a marked increase in the number of women in the paid labour force, especially among women with young children. Time studies have shown that when a woman has a young family plus a position in the paid labour force, she works a very long day and has little time for recreational or leisure pursuits.
This thesis therefore poses the following questions:
1. Do women who participate in the paid labour force report poorer health status than their counterparts who are homemakers?
2. Do women who participate in the paid labour force exhibit lifestyle patterns significantly different from their homemaker counterparts?
3. Do women in the paid labour force exhibit health care utilization patterns significantly different from their homemaker counterparts?
and 4. Do women's lifestyles, reported health status and health care
utilization patterns differ from those of their male counterparts in the paid labour force?
Data from the 1978-79 Canada Health Survey (C.H.S.), which had asked a wide cross-section of Canadians about their lifestyle, health status and use of the health care system, were used to explore these questions. A model was then developed for this study which linked health risk behaviours, health status and health care related behaviours, and which used the variables available in the C.H.S. data base. Multiple Classification Analyses were carried out to determine the best predictors of women's health risk behaviours, health status and health care related behaviours. The three study groups were then standardized using the top two predictors and the rates of the various states and behaviours were compared.
First, in the prediction of women's health risk behaviours, the demographic variables included in the model were not effective as only 3-4% of the variance in the scores could be explained. Secondly, in the prediction of health status scores, the composite health risk scores developed for each subject plus the demographic variables were able to explain 4 - 11% of the variation. Thirdly, in the prediction of women's health care related behaviours the composite health risk scores, the health status scores and the demographic variables were together able to explain 14 - 27% of the variance.
When the standardized rates for high health risk behaviours were compared, there were significant differences between the three groups but no group was consistently better or worse than any other. The men's group however, consistently reported better health and less use of the health care system. The women's groups reported similar health states but women in the paid labour force reported a higher use of medications and fewer days in hospital.
The C.H.S. was designed to address issues which affect the whole population. The questions therefore, were not always sufficiently specific to describe the special circumstances of women, especially for example in their childbearing and nurturing years. The rapidly changing social and economic circumstances of women and their families, as women enter the paid labour force, plus the need for more information on their health risk behaviours - what these behaviours are, and what predisposes women to engage in them - point to the need for more research focused specifically on this section of the population.Medicine, Faculty of
Population and Public Health (SPPH), School of
Graduate
2
Hamade, Mona. "Women and Emiratisation in the UAE workforce". Thesis, University of Cambridge, 2016. https://www.repository.cam.ac.uk/handle/1810/288678.
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The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) which was adopted in 1979, and the 1995 Beijing Declaration and Platform for Action have generated global and regional momentum in the advance of equal gender opportunities. This research explores the increased presence of women in higher education and their subsequent entry into the workforce in the United Arab Emirates. The government has attempted to reduce its citizens' dependency on public sector employment and promote opportunities in the private sector. Governmental efforts have included improving the education system, granting women access to education and introducing funding schemes to encourage employment initiatives. Yet, despite these efforts, unemployment across the UAE remains at a high level, with public sector favoured by Emirati nationals. The country's drive to nationalise the labour force reflects the necessity of utilising the capabilities of Emirati nationals, both men and women, to diversify the rentier state economy. Emiratisation is a national government strategy in the United Arab Emirates that aims to reduce the country's reliance on expatriate labour and increase the participation of nationals in the labour market, both in the public and private sectors. The research for this thesis begins by exploring the inadequacy of classical rentier state theory and examining Mathew Gray's theory of late rentierism within the context of the United Arab Emirates. It further builds on the late rentierism model with a particular focus on the role of women, education and youth participation. The methodological approach used in this research is primarily qualitative, including interviews with final year university students, and professionals in the banking sector of both sexes. These groups were chosen to highlight the practical implications of governmental Emiratisation policies aiming to increase job opportunities across the United Arab Emirates. To date, very little research has been conducted on the issues of gender, work life balance policies and new workforce trends in the UAE.
3
Squire, Marjorie Olwyn. "The Experiences of Older Women Participating in the Workforce". The University of Waikato, 2008. http://hdl.handle.net/10289/2499.
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The purpose of this study was to explore the experiences of older working nurses and the reason they were still in the workforce while the majority of their cohort had exited from active nursing. New Zealand's legislative changes in the Human Rights Act, 1993 and the Employment Relations Act, 2000 makes it unlawful to discriminate on the grounds of age. In effect, this means the abolishment of mandatory retirement as the individual is now able to exit from the workforce by choice. For nurses the choice for exiting the workforce occurs noticeably in the 50-54 age group with further declines in subsequent years. This research study revealed a group of older nurses who valued autonomy in their nursing practice and valued the contribution they made as experienced practitioners in a variety of health sectors in the Waikato. As the demographic shift in New Zealand's population is towards older age groups and likely to require future nursing care, it becomes essential to retain experienced nurses in the workforce. This small scale qualitative study interviewed ten registered nurses over the age of 60 to discover how social life was constructed as they aged.
4
Espana, Amber Ann. "Women in the workforce: How the wage gap affects Hispanic and non-Hispanic womens income". Thesis, Wichita State University, 2009. http://hdl.handle.net/10057/2411.
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The wage gap between men and women is a well known truth; Non-Hispanic men tend to make
higher incomes than both Hispanic and Non-Hispanic women (Smith & Powell, 1990). Less
known are wage differences between different ethnicities of women in the workforce that also
exist (Alon & Haberfield, 2007). Hypothesis #1 was supported, net of other factors, income
increases as age increases. Support was found for hypothesis #2, as income increases so will
every unit of educational attainment, net of other factors. Hypothesis #3, those who work in the
goods producing sectors will make more income than those who do not work in the goods
producing sector, net of other factors was supported. Hypothesis #4 was supported; net of other
factors, higher skilled occupations will have higher incomes than lower skilled occupations.
Support was found for hypothesis #5; Hispanic women are sorted into inferior economic
positions relative to Non-Hispanic women. Hypothesis #6 was also supported; net of other
factors, being a Hispanic woman will lead to a decrease in wages. There are some limitations
specific to this study, using cross sectional data allows only for one point in time; it does not
capture recent changes such as promotions, demotions, or divorces.Thesis (M.A.)--Wichita State University, College of Liberal Arts and Sciences, Dept. of Sociology
5
Gielgud, Judy. "Nineteenth century farm women in Northumberland and Cumbria : the neglected workforce". Thesis, University of Sussex, 1992. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.359732.
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This thesis addresses a major omission in the history of agriculture. It is concerned with the contribution made by women to the enterprise of farming during the nineteenth century, in their varied capacities as farm servants, day labourers, bondagers, farmers' wives and daughters, and as women farmers in their own right. The three counties of Northumberland, Westmorland and Cumberland have been chosen partly because comparatively little modern research has focused on this part of the north of England. Information about farming methods and studies of particular areas or estates are, with few exceptions, located south of Lincolnshire. Choosing these more northern counties has therefore given the opportunity for original research to redress the existing Imbalance of information presently available. Additionally, the area, although mainly one of upland farming, also has the advantage of the usual east-west arable-pasture divide, showing women's versatility in day-labour work, dairy-work and stockrearing and fattening. There is also the contrast of extensive farms and smaller, family holdings, where women's unpaid labour as wife or daughter was essential to the viability of the enterprise. This diversity permits investigation into most of the agricultural tasks undertaken by women throughout the whole country. The variety of work done by women is explored in detail, and reevaluated, supported by Day Labour Records and the reports of contemporary commentators, and further interpreted by the use of specially recorded oral sources. The generally accepted decline of women's agricultural work throughout the century is challenged and evidence brought forward to support the view that it continued to be vital into the twentieth century. The marginalisation of their work is analysed and a theory advanced for their historically lower earnings and the continuing invisibility of their work in the eyes of so many agrarian historians. The major source of information on the work of women in agriculture, the two Government Enquiries in 1843 and 1867-8 is critically examined and some of the findings questioned. My argument throughout is that the contribution of women to the agrarian economy has been seriously undervalued, to the detriment of history as a record of the past.
6
Chung, Wai-hong. "The white-blouse worker and industrial order : a study of female clerical workforce in Hong Kong /". Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20716850.
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Magor, Deborah A. "Working women in the news : a study of news media representations of women in the workforce". Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/102.
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This study examines how working women are represented in the news media, and its main aim is to determine to what extent ‘social class’ figures in the representations of women in news content. Using language, visual and narrative analysis, the thesis comprises four case studies each focusing on portrayals of different women from different socio-economic backgrounds determined by their occupation. The first two case studies examine portrayals of low paid working women through coverage of the National Minimum Wage introduction into Britain in April 1999 and the Council Workers’ Strike in England and Wales in 2002. The latter two case studies focus on women in particular professions: elite businesswomen, military women and women war reporters. The study concludes by noting that multiple voices occur in news texts around the key contrasting themes of progress/stagnation and visibility/invisibility and which can give contradictory discourses on the intersection of gender and class. From the massification and silencing of working class women, to the celebrity and sexualisation of the business elite, and the professional competency news frames of middle class women, class was shown to be a determining factor in how women figure in news content. However, these class determinants combined with other news frames pertaining to gender, whereby powerful and established myths of femininity can come to the fore. These myths can be particularly powerful when women enter non-feminine work ‘spaces’ such as business and the military, and class, particularly in the latter case, can tend to slip out of view, as sexist coverage is commonplace and debates are formed about the right and wrong behaviour for women.
8
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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Callahan, Lisa J. (Lisa Jean). "The advent of women into the workforce as it affected housing trends". Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/64888.
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Bishop, Beverly. "Risutora : the impact of globalization and restructuring upon women in the Japanese workforce". Thesis, University of Sheffield, 2003. http://etheses.whiterose.ac.uk/14752/.
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This thesis is an analysis of the relationship between gender and globalization in one specific national context: Japan. Japan's position as an affluent, industrialized liberal democracy, with a distinctive model of capitalism, means that Japanese women's experiences of globalization differ from those of women both elsewhere in Asia, and in other First World countries. The actions of the Japanese state and Japanese companies have been instrumental in the globalization of production, which is now having reciprocal effects upon the Japanese national model of capitalism. In response to global economic change, the Japanese model of capitalism is being intentionally restructured through company practice and legal change. This restructuring (risutora) impacts differently upon men and women, as the liberalizing processes associated with globalization interact with specific local institutions, including the ideal of the three generation family and the position of women in the Japanese national model of capitalism. After an analysis of the mainstream literature about globalization, the state and historical institutionalism and feminist literature about gender and globalization, the thesis demonstrates that the complex trends associated with globalization have produced pressures for two kinds of, ostensibly contradictory, employment reforms in Japan. There are pressures for labour market deregulation, to increase the international competitiveness of Japanese production. There are also pressures for the 're'-regulation of labour to establish a principle of sexual equality at work. The deregulation of employment, including the removal of sex-specific protective legislation, has made it increasingly difficult for many women to pursue full-time careers. A detailed examination of the impact of the Equal Employment Opportunities Law (EEOL) shows that this legislation has led to the formalization of the gender-based segregation of regular workers, and encouraged employers to employ an increasing proportion of women in non-regular positions. Nevertheless, social and political changes, which are also associated with globalization, are leading an increasing number of women to seek higher status careers or longer tenure in the workforce. These changes are also providing campaigners for women's labour rights with new opportunities for effective action, as this thesis demonstrates, using a case study of an activist group.
11
Alhamli, Sahar. "Impact of the level of women participation in the workforce on economic growth in Kuwait". Thesis, King's College London (University of London), 2013. https://kclpure.kcl.ac.uk/portal/en/theses/impact-of-the-level-of-women-participation-in-the-workforce-on-economic-growth-in-kuwait(1df636eb-02ec-48e3-8f91-4a0138ef2f92).html.
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This study was conducted to explore the impact of the level of women in the workforce on economic growth in Kuwait. The impact on the overall economy of the state of Kuwait was tested using the rate of growth in Kuwait gross domestic product (GDP). To achieve this, a questionnaire was developed in accordance with the relevant literature review conducted by the researcher. To identify the reliable instruments, a pilot study was conducted to determine whether there was a consensus among respondents, and whether the variables identified are associated with economic growth. Following the identification of the reliable instruments, the questionnaire was arranged according to a five-point Likert scale. Thereafter, the researcher distributed 360 questionnaires among the chosen sample (academics, policy makers, and business people) each of which received 120 questionnaires by post. 265 of the distributed questionnaires were returned, 240 of which were material and valid for the SPSS analysis. This study complements the existing literature on the level of women in the workforce in Kuwait. It aims at providing an econometric model for the State of Kuwait. The obtained results revealed that the tested independent variables (Education Level, Income Inequality, Foreign Direct Investment, Rate of Population Growth, Exports, Human Capital, Political Empowerment, and Technology) significantly affect the women level in the Kuwaiti workforce, which in turn affects the dependent variable (Kuwaiti economic Growth).
12
Risler, Laura L. "Female STEM Doctorate Holders in the Academic Workforce: An Event-History Analysis". Ohio University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1565782219452302.
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Chung, Wai-hong, i 鍾偉航. "The white-blouse worker and industrial order: a study of female clerical workforce in Hong Kong". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31220745.
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Gordon, Margaret. "Women's labour lost - mothers' labour's cost : workforce participation when children have disabilities /". [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18561.pdf.
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Cheek, Cheryl. "Promoting Life Management Skills to Enhance Employment among Women Receiving Services from the Division of Workforce Services". DigitalCommons@USU, 1999. https://digitalcommons.usu.edu/etd/2716.
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Erikson's theory of identity development and Marcia's model of identity statuses serve as a framework for this examination of the relationship between women's identity status and employment. The hypotheses of the study were that women with an achieved identity status would be more likely to obtain and retain employment and that interventions would increase their scores on identity-related subscales.
Phase I of this study examined the relationship between identity development and employment among 203 women receiving public assistance. Subjects provided employment and public assistance histories and were categorized into three preferred cognitive styles according to responses to the Berzonsky Cognitive Style Inventory: Information Orientation (characterized by active searching and evaluation of relevant information prior to decision making/problem solving); Nonnative Orientation (characterized by a passive approach to decision making/problem solving which reties upon the opinions of significant others), and Diffuse Orientation (decision making/problem solving characterized by procrastination and avoidance). Information-and Nonnative-oriented respondents reported just over one year of public assistance ( 15 .05 and 14.21 months, respectively), while the Diffuse-oriented respondents had utilized public assistance in excess of three years (37.20 months). Diffuse-oriented respondents also reported changing jobs more frequently during the previous 12 months than Information- and Normative-oriented respondents, although no differences were found among the three groups in months employed.
Phase 2 of this study used a quasi-experimental design to examine the effectiveness of interventions to affect employment and scores on the subscales of the Berzonsky Cognitive Style Inventory, as measured by the BCSI subscale scores. Results indicated that there were mixed differences in the pretest and 12-week followup scores of the intervention group on the subscales. However, there were more marked statistically significant differences in the number of hours worked per week and the percentage of the intervention group employed when comparing the pretest and the 12- week post intervention data. The results indicate that while the interventions were less effective in changing identity status than had been hypothesized, they were effective in assisting participants to obtain employment.
16
Jefferson, Shani Tyhirah. "Occupational role portrayals of African-American women on prime-time television". [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001359.
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Van, Dyke Melissa Kay. "Creating a Professional Pathway for the Women who Care for our Children: An Anthropological Study of an Early Childhood Workforce Development Policy". Scholar Commons, 2015. https://scholarcommons.usf.edu/etd/5594.
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Historically, the early childhood workforce has been described as undereducated, poor, and disproportionately comprised of women of color. The EDUCATE workforce development policy was designed to advance the professional development of under-paid and under-valued child care workers. This study focuses on the history, intent, and impact of this policy at the intersection between the grantees, the State, the various organizational contexts, and the broader structural forces. More broadly, complex issues and challenges related to the early childhood workforce are surfaced. Finally, through a critical analysis of the findings, the hidden and dominating forces that maintain the current level of inequity for the early childhood workforce are revealed. From an applied anthropological perspective, the findings from this study can inform the design, adjustment, and implementation of the EDUCATE workforce development policy, as well as other policies and practices at state, county, community college, and child care center levels.
18
Merkes, Monika, i monika@melbpc org au. "A longer working life for Australian women of the baby boom generation? � Women�s voices and the social policy implications of an ageing female workforce". La Trobe University. School of Public Health, 2003. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20051103.104704.
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With an increasing proportion of older people in the Australian population and increasing health and longevity, paid work after the age of 65 years may become an option or a necessity in the future. The focus of this research is on Australian women of the baby boom generation, their working futures, and the work-retirement decision. This is explored both from the viewpoint of women and from a social policy perspective. The research draws on Considine�s model of public policy, futures studies, and Beck�s concept of risk society. The research comprises three studies. Using focus group research, Study 1 explored the views of Australian women of the baby boom generation on work after the age of 65 years. Study 2 aimed to explore current thinking on the research topic in Australia and overseas. Computer-mediated communication involving an Internet website and four scenarios for the year 2020 were used for this study. Study 3 consists of the analysis of quantitative data from the Healthy Retirement Project, focusing on attitudes towards retirement, retirement plans, and the preferred and expected age of retirement. The importance of choice and a work � life balance emerged throughout the research. Women in high-status occupations were found to be more likely to be open to the option of continuing paid work beyond age 65 than women in low-status jobs. However, the women were equally likely to embrace future volunteering. The research findings suggest that policies for an ageing female workforce should be based on the values of inclusiveness, fairness, self-determination, and social justice, and address issues of workplace flexibility, equality in the workplace, recognition for unpaid community and caring work, opportunities for life-long learning, complexity and inequities of the superannuation system, and planning for retirement. Further, providing a guaranteed minimum income for all Australians should be explored as a viable alternative to the current social security system.
19
Hall, Janice Leshay. "Disaggregating the Monolith: A Case Study on Varied Engineering Career Orientations and Strategies of Black Women in Tech". Diss., Virginia Tech, 2021. http://hdl.handle.net/10919/103708.
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Diversifying the engineering workforce has been a national imperative for several decades. The increased participation of Black students in engineering is commonly identified as a crucial area for improvement. Yet, the rates of engineering degree completion are slowing for Black women in particular. In 2015, less than one percent of all U.S. engineering bachelor's degrees were awarded to Black women. To support broadening participation efforts, I use an anti-deficit approach to examine the career orientations and mobility patterns of Black women working in computing and engineering roles in the tech industry. By
characterizing the different career motivations, strategies, and points of transition in the careers of a diverse sample of Black women, I sought to disaggregate the Black women's engineering and computing career experiences—particularly as it relates to how and why they move into, around and out of roles in the tech industry. Using a qualitative multi-case study, I conducted a multi-level career mobility analysis on secondary data and user-generated social media artifacts to extend theory on career orientations and talent management to help normalize "non-traditional" career trajectories. The study findings are useful to inform the next generation of Black women interested in tech on the different ways to approach and achieve
subjective career success and satisfaction in engineering and computing fields. In this dissertation work, I
discuss how the varied insights of Black women's career experiences in tech can be leveraged for practitioners and industry leaders to broaden the participation (e.g., to attract, retain and better support) of students and employees by identifying their career orientations and then using that to inform career preparation and development that aligns with different engineering and computing career outlooks.Doctor of Philosophy
The lack of role models is a hindrance for aspiring Black women engineers and their decisions to continue choosing engineering. The lack of representation of Black women in industry similarly presents obstacles for their career advancement. Because neither role models or representation can be increased in retrospect, it is imperative to study and highlight the visibility of the Black women engineers currently practicing engineering and bring awareness to their career experiences in industry to better inform recruitment and retention efforts. The purpose of this qualitative multi-case study is to describe the varied career orientations of Black women working as engineers in Tech and to link their career orientations to their career outcomes. To support broadening participation efforts, this research uses an anti-deficit approach to examine the career mobility patterns of Black women working in computing and engineering roles in the Tech industry. Using a curated secondary data set based on social media artifacts and user generated data, this study characterizes the different career motivations, strategies, and points of transition in the careers of a diverse sample of Black women. In efforts to disaggregate Black women's engineering and computing career experiences, ten perspectives on how and why Black women move into, around and out of roles in the tech industry were examined. The analysis revealed that participants' career orientations were differentially motivated by needs, talents and or values which influenced how participants made career related decisions. Additionally, both physical and psychological mobility of participants was examined and then compared in the cross-case analysis to derive six unique career archetypes that were useful in characterizing the career challenges and aspirations in participants' lived career experience. This study aims to normalize "non-traditional" career trajectories and inform the next generation of Black women interested in Tech on the different way(s) to approach and achieve career success and satisfaction in engineering and computing fields. In addition, study findings can be leveraged by human resource personnel and career managers to anticipate common career challenges based on individual employee career orientations, and align better reward structures and policies to support a wider range of employee career outlooks. The study emphasizes the strategies and outlooks critical for Black women's success and satisfaction to support their continued participation in the engineering and computing workforce.
20
Martinez, Luisa Cunanan. "Work-Life Balance of Women Employed Within State Government". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5503.
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Women in the U.S. workforce have been a focus of scholars since the onset of the 21st century, when work-life balance skewed in favor of the term work-life integration because professional working mothers found that balance was an unachievable ideal in the fast pace of the contemporary world. Accordingly, this research study examined the work-life challenges and career choices of women working in the public sector through the framework of the Kaleidoscope Career Model (KCM). While research has been conducted on women in corporate America, there have been limited studies exploring the work-life challenges and career decisions of women working in government. The study design was phenomenological with convenience sampling of women working for state government agencies. Data were collected through a structured interview and demographic questionnaire. Data from the 7 participants were analyzed using the KCM theory and considering Mainiero and Sullivan's A-authenticity, B-balance, C-challenge parameters. Overall, findings indicated that women working in state government chose and remained in their jobs because of stability, security, and benefits. These women did not opt-out, as is common for corporate workers, because they received the flexibility and benefits required to integrate work-life balance. Corporate human resources might explore needs of their own workers using the KCM framework. Policies to retain workers might include more flexibility in scheduling and benefits for workers. This work extends applicability of the KCM to a population of which it has not been used.
21
Záhumenská, Jana. "Ženy na trhu práce v podnikaní". Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-162815.
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Nowadays more women are entering workforce compared to the past. However they face many problems when building their careers. The aim of the thesis was to describe this topic in a complex way, explain problems that are related to women's career and also name reasons for companies why they should pay attention to it. The thesis includes a case study of an international employer in Slovak republic that describes the company's attitude to the topic.
22
Helander, Sandra. "Do Women Shine at Work? : Gender Roles in Japan’s Bestseller Films 1998-2018". Thesis, Stockholms universitet, Institutionen för Asien-, Mellanöstern- och Turkietstudier, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-175678.
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Denna avhandling undersöker könsrollerna på arbetsplatsen i de utvalda japanska bästsäljande filmerna som producerades under de senaste tre decennierna, vilket upplevde införandet av politiska åtgärder som avser att förbättra jämställdheten på arbetsplatsen. Studien hävdar att trots de samhälleliga och politiska förändringarna i Japan under de senaste trettio åren har bästsäljande filmer behållit traditionella könsrollsskildringar. Förklaringen kan vara att det är mycket lättare att ändra regler och lagstiftningar än uppfattningen om könsroller, som länge har existerat i samhället.This thesis examines the gender roles in the workplace featured in the selected Japanese bestseller films produced in the last three decades, which saw the introduction of policies aimed at improving gender equality in the workplace. The study argues that despite societal and political changes in Japan in the last thirty years bestseller films have perpetuated traditional portrayal of gender roles. The explanation could be that it is much easier to change rules and legislations, than the perception on gender roles, which have existed in the society for a long time.
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Akpinar-Sposito, Cansu. "Career opportunities of executive women in the French and Turkish subsidiaries of a multinational corporation". Thesis, Lyon, 2016. http://www.theses.fr/2016LYSE3061.
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Cette étude a pour but de s’interroger sur l’existence d’un plafond de verre dans les entreprises en France et en Turquie, et ensuite de réaliser une analyse comparée des résultats.Cette thèse souligne les enjeux du plafond de verre dans une entreprise internationale en France et en Turquie en tenant compte de la critique des théories très diffusées (=dominantes) de la ségrégation des sexes dans le travail, sur le marché du travail et dans l’organisation. Selon l’approche de Marc Maurice et Col, les concepts sont utilisés pour expliquer les problèmes de représentation dans le travail, sur le marché du travail et dans l’organisation.Le champ d’étude de ce projet a été mené auprès d’hommes et de femmes cadres travaillant dans une entreprise électrique dans les deux pays. Deux principaux types de données ont été collectés : premièrement, les données récoltées au travers d’entretiens et complétées par des notes de terrain ; et deuxièmement les données provenant de matériaux facilement disponibles tels que des recherches internationales, nationales et organisationnelles, ainsi que les publications des entreprises. Dans notre première recherche exploratoire, nous avons mené des entretiens auprès de 20 femmes cadres dans 12 entreprises internationales dans les deux pays. L’objectif était d’identifier notre question de recherche. Ensuite, nous avons choisi une entreprise dans laquelle nous avons mené notre principal terrain d’enquête. Dans cette entreprise, l’enquête turque était constituée de 15 entretiens enregistrés avec des femmes cadres qui avaient des positions de management élevées. Pour l’enquête française, 15 entretiens enregistrés ont été menés.L’analyse des résultats révèle certaines différentes culturelles en matière de normes de genre, de sentiment d’appartement et d’altérité au sein les stratégies genrées de fermeture professionnelle et les approches organisationnelles pour souligner les enjeux de l’égalité de sexe. En effet, nous souhaitons étudier le fameux phénomène du « Plafond de verre » dans l’organisation en France et en Turquie. Le choix de ces deux pays est justifié par le désir d’étudier deux modèles distincts (européen et non-européen) qui s’insèrent dans deux systèmes législatifs différents. De plus, les deux pays ont des similarités malgré des différences telles que la culture, l’économie du pays, et leurs histoires. Cependant, malgré ces différences, le personnel travaillant dans une entreprise internationale était conscient des obstacles communs basés sur le genre, dans les deux pays.De plus, la situation économique dans le pays peut aussi influencer les managers pour faire évoluer la hiérarchie dans l’entreprise. Cela indique que le modèle produit dans un pays donné ne peut pas automatiquement s’appliquer dans un autre contexte institutionnel et culturel sans prise en compte des différences contextuelles (perceptions éthiques et ses fondements, religion, situation macroéconomique, etc.)For the purposes of the comparative study, we will address in turn France and Turkey, issues of equality women/men in workforce, policies shelved by the government and companies and the paradigm shift that is taking place and that tries to control retention of women workers. Then we devote a large part in this chapter to explaining our research problem. After clarification of the various issues involved, we will unveil our research question and the specific issues that we intend to develop. We proceed by following a review of the literature on the research that exists on the issue of women’s management practices and continued employment of women. Finally, we conclude this section with the reasons for the relevance of our contribution in this field of research.Firstly, we explain the place of women in heart of the country with historical background of women and we give a definition of the workforce of women in each country and we mention the famous glass ceiling phenomenon. In this chapter, we give many figures and we note that despite our efforts to ensure that the comparison between France and Turkey is as rigorous as possible, we have not always been able to provide similar figures for both countries, since the calculation methods (including projections) are not the same. However, we have tried to demonstrate based on available data the impact of the glass ceiling effect in both cases studied. The main objective of this thesis is to draw attention to the barriers facing female executive directors, even after they have been promoted to middle and top level. These barriers appear to constitute a ‘second glass ceiling’ at the highest levels within large French and Turkish companies. The increasing number of women in the labor force particularly those of childbearing age, has been accompanied by increasing needs for childcare, flexible working arrangements and greater demands for equality in the workplace. This study particularly focused on the glass ceiling issues and the main career obstacles for female top managers/executives in Turkey and France. Prior to collecting the required data, a review was carried out in both countries, the current availability, and attitudinal studies related to the ‘glass ceiling’. A comparative descriptive analysis was conducted to show differences in career barriers for women and policies between countries. The first field study of this project generated 20 semi-structured interviews with 12 main questions concerning their career background and the glass ceiling syndrome with staff from 12 international companies in France and in Turkey. Interviews lasted for approximately one hour and were conducted in France and Turkey. Turkish and French women, despite the geographical, historical, and cultural ditferences between their countries, share a common position as a disadvantaged group in employment. The feminist movements in both countries engage in different debates and activities to promote change towards equality. The statistical indicators of employment and pay by sex, legislative provision and the sociological studies of equality of opportunity in employment in both countries suggest that there is still many opportunities for progress towards equality
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Schutzman, Carissa Bradley. "Women Into Advanced Manufacturing: Can Community College Open this Door?" UKnowledge, 2019. https://uknowledge.uky.edu/epe_etds/69.
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Women still rarely choose to seek employment in advanced manufacturing. Lack of familiarity with manufacturing jobs and education programs, lack of role models, and too few experiential opportunities contribute to women not choosing manufacturing jobs as well as other jobs traditionally held by men (Reha, Lufkin, & Harrison, 2009; St. Rose & Hill, 2013; Starobin & Laanan, 2008). Nontraditional jobs for women often provide higher wages and more opportunity for advancement than traditional jobs for women. This study is a qualitative thematic narrative analysis of factors that influenced women who chose an advanced manufacturing program at a community college to enter employment in a male-dominated career sector.
Intersectionality and agency were the overarching concepts used to examine how working-class women navigated the unfamiliar spaces of higher education and manufacturing. Data were collected through interviews that spanned across several years as the women in the study advanced through the community college and into the manufacturing workplace. The primary research questions included: 1) What motivated the women to begin the program and what were their doubts? 2) How did the women’s experiences in the community college and participation in an advanced manufacturing program influence their education and career choices? And, 3) What might be learned through their stories, particularly their perspectives related to identity and agency?
Women reported their top reason for initially pursuing education and employment in manufacturing was the potential income and employee benefits; however, as the women progressed, they reported additional benefits that included increased confidence at work and at home. The women cited earning a college credential as the most transformative aspect of their journey and attributed unexpected personal growth and self-discovery to their college experience. Additional findings pertained to the value of the college support program, the challenges of exercising agency in a patriarchal environment, and the advantages of women’s ways of working for both the employee and the employer.
The results of this study have financial implications for women, programmatic implications for colleges, workforce development implications for communities, and employee recruitment and retention implications for manufacturers.
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Forris, Sandra Ellen. "The Quest for Work and Family Balance Using Flexible Work Arrangements". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1439.
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Abstract
Employees experience challenges managing home and work. The increase of women in the workforce, single-parents, childcare, elder care responsibilities, and men in nontraditional roles warrant changes in traditional working hours and flexibility in work schedules. Through the theoretical frameworks of work-family conflict, spillover, border, and boundary theories, the purpose of this phenomenological study was to explore how flexible work arrangements (FWAs) assisted employees in meeting work and family obligations. Minimal research is available in the defense industry and the use of FWAs. A nonprobability, convenience sample was used to explore how management and nonmanagement participants from a Midwest defense contractor used FWAs. An online questionnaire consisting of 59 questions and 14 face-to-face (FTF) interviews were used to collect data. There were 27 participants that responded to all online questions. FTF interviews were audio recorded and member-checked. The research questions were focused on how employees used FWAs and whether work-family balance (WFB) was achieved. Both data collection media were transcribed and inductively coded tracking emerging themes and patterns. Dominant themes showed that FWA increased WFB, employees worked longer hours, employees were loyal to the organization, and telecommuting was the ideal FWA. The implications for social change are providing a realistic view to employers on the importance of balancing work and family. FWAs are also shown to contribute to employee satisfaction and attract and retain highly-skilled workers.
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Torres, Ospina Sara. "Uncovering the Role of Community Health Worker/Lay Health Worker Programs in Addressing Health Equity for Immigrant and Refugee Women in Canada: An Instrumental and Embedded Qualitative Case Study". Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/23753.
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“Why do immigrants and refugees need community health workers/lay health workers (CHWs) if Canada already has a universal health care system?” Abundant evidence demonstrates that despite the universality of our health care system marginalized populations, including immigrants and refugees, experience barriers to accessing the health system. Evidence on the role of CHWs facilitating access is both lacking and urgently needed. This dissertation contributes to this evidence by providing a thick description and thorough analytical exploration of a CHW model, in Edmonton, Canada. Specifically, I examine the activities of the Multicultural Health Brokers Co-operative (MCHB Co-op) and its Multicultural Health Brokers from 1992 to 2011 as well as the relationship they have with Alberta Health Services (AHS) Edmonton Zone Public Health. The research for this study is based on an instrumental and embedded qualitative case study design. The case is the MCHB Co-op, an independently-run multicultural health worker co-operative, which contracts with health and social services providers in Edmonton to offer linguistically- and culturally-appropriate services to marginalized immigrant and refugee women and their families. The two embedded mini-cases are two programs of the MCHB Co-op: Perinatal Outreach and Health for Two, which are the raison d’être for a sustained partnership between the MCHB Co-op and AHS. The phenomenon under study is the Multicultural Health Brokers’ practice.
I triangulate multiple methods (research strategies and data sources), including 46 days of participant and direct observation, 44 in-depth interviews (with Multicultural Health Brokers, mentors, women using the programs, health professionals and outsiders who knew of the work of the MCHB Co-op and Multicultural Health Brokers), and document review and analysis of policy documents, yearly reports, training manuals, educational materials as well as quantitative analysis of the Health Brokers’ 3,442 client caseload database. In addition, data include my field notes of both descriptive and analytical reflections taken throughout the onsite research. I also triangulate various theoretical frameworks to explore how historically specific social structures, economic relationships, and ideological assumptions serve to create and reinforce the conditions that give rise to the need for CHWs, and the factors that aid or hinder their ability to facilitate marginalized populations’ access to health and social services.
Findings reveal that Multicultural Health Brokers facilitate access to health and social services as well as foster community capacity building in order to address settlement, adaptation, and integration of immigrant and refugee women and their families into Canadian society. Findings also demonstrate that the Multicultural Health Broker model is an example of collaboration between community-based organizations and local systems in targeting health equity for marginalized populations; in particular, in perinatal health and violence against women. A major problem these workers face is they provide important services as part of Canada’s health human resources workforce, but their contributions are often not recognized as such. The triangulation of methods and theory provides empirical and theoretical understanding of the Multicultural Health Brokers’ contribution to immigrant and refugee women and their families’ feminist urban citizenship.
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North, David. "The 'forgotten workforce' : a study into the effects of working part-time unsocial hours upon secondary wage earners within hospitality and retail". Thesis, University of Southampton, 2006. https://eprints.soton.ac.uk/336276/.
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The expansion of trading hours especially within hospitality and retail has allowed a previously restricted segment of the nation's workforce an enhanced opportunity to participate in employment outside traditional working hours. Focusing upon mothers who adopt employment outside of the conventional working day, this study examines the consequences of accepting such employment and considers what influence this type of employment has upon the individual, their partner and their family. Despite the growing numbers, this vulnerable sector of the workforce often fails to attract a high priority of public or academic attention with the majority of policy initiatives (both company and government) being directed toward full-time employees. To document the effect of working part-time unsocial hours this research undertook interviews with eighty six individuals from a national supermarket chain and a restaurant group with a further twenty three follow-up interviews one year later. The data gathered documents the reality of paritime unsocial hours working (often involving emotional labour ) and examines the effect this form of employment has upon work performance. The analysis continues with an assessment of the effect such working has upon the lives of the individuals concerned and discusses the importance of partner support for coping with the problems associated with part-time unsocial hours work. The study concludes with practical suggestions that employers can adopt to improve welfare at work. It recommends government initiatives together with legislative changes designed to protect this vulnerable sector of the workforce from exploitation.
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"A Study of How Women are Perceived in the Workforce". TopSCHOLAR, 1995. http://digitalcommons.wku.edu/stu_hon_theses/91.
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Quesenberry, Jeria L. "Career values and motivations a study of women in the information technology workforce /". 2007. http://www.etda.libraries.psu.edu/theses/approved/WorldWideIndex/ETD-2387/index.html.
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Shih, Yi-Chu, i 施奕竹. "Evaluation of Attractiveness Factor of the Work Bag to Women in the Workforce". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/72521623052882869387.
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碩士東海大學
工業設計學系
103
As social pattern changes, increasingly more women are entering the workforce. They are now recognized by the enterprises and society. As such, work bag becomes one of the essential accessories for women. The work bags not only have to serve the commercial purposes, but also to enhance images, convey confidence and professionality. With the advent of emotional consumerism, it is of utmost importance to grasp the feelings and preferences of the consumers. Fully understanding consumers’ needs, and thereafter creating high-value and attractive products are seen as an advantage in competition. As such, this study employs Miryoku Engineering's Evaluation Grid Method in preference-based design. ‘What are the attractive elements in a product’ is answered through in-depth interview and a survey is created based on the data. Subsequently, the survey is used to investigate the correlation between consumers’ evaluation of design quality and their satisfaction, through Kano’s two-dimensional quality model. According to the study, the attractive elements of the female work bag can be summarized into four aspects, namely practicality, product value, appearance and additional features. Through Kano’s quality categorization, it is known that One-dimensional Quality Element、Attractive Quality Element and Must-be Quality Element are focused on the aspect of practicality. This shows that women are placing huge emphasis on the functionality of their work bags. This study further explores the desirability of each design features, through consumers satisfaction and product improvement index. At the top of the prioritization list, it is ‘large capacity’ that increases consumers’ satisfaction and reduces their dissatisfaction the most. Through the results of the research, this study would like to establish the design criterion for female work bags, develop strategies for product improvement to be a reference for future product innovation.
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Paap, Kirsten. "Working-class women, occupational realism, and occupational choice beliefs and knowledge of working-class women at first workforce entrance /". 1993. http://catalog.hathitrust.org/api/volumes/oclc/28647053.html.
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Thesis (M.S.)--University of Wisconsin--Madison, 1993.Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 68-73).
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Aydin, Necati Lunstrum John P. "Gender wage differential and the under-representation of women in IT education programs & IT workforce". 2003. http://etd.lib.fsu.edu/theses/available/etd-11252003-050633.
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Thesis (Ph. D.)--Florida State University, 2003.Advisor: John P. Lunstrum, Florida State University, College of Education, Dept. of Middle and Secondary Education. Title and description from dissertation home page (viewed Mar. 9, 2004). Includes bibliographical references.
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HSU, CHIUNG-WEN, i 許瓊文. "Research on the Preparation and Re-Education of Middle-aged and Older Women Re-entering the Workforce". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6t49vv.
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碩士國立中正大學
成人及繼續教育研究所
106
In recent years, the phenomenon of aging population in the world has become more and more prevalent. Coupled with the impact of fewer births, the labor force has become insufficient, and women have become an important source of work force all over the world. However, according to the 2016 Directorate General of Budget, Accounting and Statistics, Executive Yuan, R.O.C., about 50% of the female labor force withdrew from the labor market due to marriage and /or motherhood, and the loss of labor pool is considerable. Therefore, this research aims to explore the motivations, obstacles, and re-education opportunities for those women who had left their previous employment and subsequently decided to re-enter the labor market. The bulk of this research was conducted via semi-structured interviews with eight women over the age of 45. The following conclusions have been obtained： 1.As their family responsibilities declined, middle-aged women who choose re-employment are motivated by helping to ease the family’s financial burden, seeking personal worth, and gaining self- and others’ acceptance. 2.The main obstacles to re-employment of middle-aged women include skills mismatch, barriers to adjustment, and gender and age discrimination. 3.Middle-aged and older women who opt for re-employment and re-learning mainly focus on furthering their education, enriching their skill sets, seeking to cultivate a positive outlook on future learning, and maintaining harmonious relationships within the family. Based on the above research conclusions, it is recommended that government authorities and employers of enterprises should implement gender equality and anti-age discrimination policies, provide on-the-job training for women, smooth channels for promotion, and set up a dedicated information exchange platform. Middle-aged and older women may consequently further affirm self-worth, establish a lifelong learning perspective, keep current with the times, and create better lives for themselves.
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Squire, Marjorie. "The experiences of older women participating in the workforce a qualitative study of ten registered nurses over the age of 60 working in the Waikato's health sector /". 2008. http://adt.waikato.ac.nz/public/adt-uow20080509.145821/index.html.
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Lai, Chih-tsung, i 賴志宗. "Research of relationship among learning stress and training satisfaction of for women in the Kaohsiung-Pinton region who re-entered the workforce; and proposes additional actions for managing an effective vocational training program". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/85452301651101603918.
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碩士國立高雄師範大學
成人教育研究所
100
Thesis Title: Research of relationship among learning stress and training satisfaction of for women in the Kaohsiung-Pinton region who re-entered the workforce; and proposes additional actions for managing an effective vocational training program. School: Institute of Adult Education, National Kaohsiung Normal University Degree Conferred: Master Abstract of Thsis for the Second Semester, Academic Year 2012 Candidate for Master: Lai, Chih-tsung Advisor: Wang, Cheng-yen Abstract This study was conducted to better understand learning stress in relation to learning satisfaction levels from learning for women in the Kaohsiung-Pinton region who re-entered the workforce; and proposes additional actions for managing an effective vocational training program targeting women re-entering the job market. To that end, the study is based on qualitative research methodology, through literature search and surveys to analyze stress factors and satisfaction levels, with the following findings: 1. In general, women seeking re-employment tend to experience medium-to-low stress level, with primary stress factor coming from course workload 2. Women seeking re-employment tend to experience medium to high level of learning satisfaction. In particular, inter-personal relationship is ranked as one area with the highest satisfaction level and assumes highly positive impact in survey responses; additionally, “self-improvement” and “learning attitudes” are the other two key areas where respondents experience high level of learning satisfaction. 3. Variables in women seeking re-employment will result in certain differences in learning stress factors. Class workload is one area that causes high stress factor, particularly with classes with low training hours. 4. Variables in women seeking re-employment will also result in certain differences in learning satisfaction, which is also affected by other background factors such as age, marital status, educational background and training hours. 5. Women seeking re-employment tend to display negative effect on learning stress factors in relation to learning effectiveness, particularly on “Teacher-Student Interaction” in evaluating Learning Stress Factors; as well as on “Learning Attitudes,” “Self-Improvement,” “Inter-personal Relations,” and “Learning Satisfaction” in evaluating Learning Effectiveness. Whereas “Class Workload” in Learning Stress Factors display positive effect on Learning Effective, particularly on “Learning Attitude,” “Self-Improvement,” “Inter-personal Relations,” and “Learning Satisfaction.” 6. There is a high level of precision when forecasting stress factors in relation to learning satisfaction for providing vocational training for women seeking re-employment, particularly in “Class Workload.” Keywords: Women who re-entered the workforce, Learning stress, Learning satisfaction
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Kozáková, Zuzana. "Proměny časopisu Vlasta v letech 1988-1991". Master's thesis, 2021. http://www.nusl.cz/ntk/nusl-448275.
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In the 70-year history of the weekly magazine Vlasta, there were three main divisions that fundamentally influenced the personnel department, as well as the choice of topics. This diploma thesis is focused in the years 1988-1991. That is, before and after the Velvet Revolution. After 1989 there were changes in the editorial office, changes in the topics of articles (influenced by propaganda) and changes in advertising and graphic design. This thesis deals with these three lines. The main goal is to find out how the working environment in the weekly magazine Vlasta has changed during the years under review and how did the content changed. The first part deals with the functioning of the editorial office two years before the change of régime and the subsequent change in the magazine environment after 1989. The thesis is focused on the work of individual editors, but also on what topics they chose and why.
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Mašková, Martina. "Komparace vybraných tematických okruhů publikovaných v časopise Vlasta v obdobích 1973 - 1978 a 2013 - 2018". Master's thesis, 2019. http://www.nusl.cz/ntk/nusl-398330.
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Thesis "The comparison of selected topics in Vlasta Magazine between periods 1973- 1978 and 2013-2018" informs readers about thematic categories in Vlasta Magazine of the 1970s and the 21st century. The main goal was to compare topics of these two periods and decide how they have changed during forty years. This work introduces media theories, reminds of the most important Czech and Czechoslovakian historic events, the third chapter discusses woman's roles, especially her work and social roles. The next chapter is about media owners and about Vlasta Magazine. The practical part of this work is dedicated to quantitative and qualitative differences among thematic categories in Vlasta Magazine between periods 1973-1978 and 2013-2018. Research shows that texts of both periods have their typical features. Authors write about politics and criticize social imperfections. A woman is shown like an unselfish mother and a hard worker. Nowadays, journalists speak neither about policy nor foregone regime. An appeal to women is not coherent - they should be beautiful and slim, but on the other hand "real women have curves" and "a real lady does not care about wrinkles". Today's women do care about relationships with men and about shopping. In addition, consumerism is evident because of increased number of...