The relationship between sex roles and preferred leadership
- Authors: Watters, Carrie-Lyn
- Date: 2017
- Subjects: Leadership , Sex role in the work environment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246455 , uj:25553
- Description: M.Com. (Industrial Psychology) , Abstract: Leadership contributes to the success or failure of any organisation. Good leaders are often said to be masculine in their leadership style and approach, which resulted in the assertion that sex roles (i.e. masculine, feminine, and androgynous) are an influencing factor in leader preference. The present study’s main aim was to investigate the relationship between sex roles and preferred leaders by testing whether an individual’s self-rated sex role has a relationship with his/her preferred leader’s sex role. The study also aimed to confirm previous research stating that femininity is related to a transformational leadership style, and that masculinity is related to a transactional leadership style. Finally, the study aimed to test whether sex was a moderator of the relationship between masculinity, femininity, or androgyny with a transformational or a transactional leadership style. A convenience, non-probability sampling technique was used, resulting in a sample of 243 respondents from car dealerships within and around Gauteng and Cape Town. The Bem Sex-Role Inventory and the Multifactor Leadership Questionnaire (MLQ-5X) were utilised in this study. Correlational analysis was used to determine whether an individual’s self-rated sex role was related to that of his/her preferred leader, as well as to determine whether femininity, masculinity, or androgyny is related to a transformational or a transactional leadership style. Regression analysis was used to identify whether an individual’s self-rated sex role can predict that of his/her preferred leader, as well as to identify whether a preferred leader sex role can predict a preference for a transformational or a transactional leadership style. Finally, regression analysis was used to determine whether sex had a moderating effect on the relationship between preferred leader sex role and leadership style. Contrary to the stereotype of car dealerships being a male-dominated environment, the findings indicate that, on average, respondents, through self-rating, identified with the feminine sex role, regardless of their sex (i.e. being born a man or a woman). The findings indicate that an individual’s self-...
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- Authors: Watters, Carrie-Lyn
- Date: 2017
- Subjects: Leadership , Sex role in the work environment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246455 , uj:25553
- Description: M.Com. (Industrial Psychology) , Abstract: Leadership contributes to the success or failure of any organisation. Good leaders are often said to be masculine in their leadership style and approach, which resulted in the assertion that sex roles (i.e. masculine, feminine, and androgynous) are an influencing factor in leader preference. The present study’s main aim was to investigate the relationship between sex roles and preferred leaders by testing whether an individual’s self-rated sex role has a relationship with his/her preferred leader’s sex role. The study also aimed to confirm previous research stating that femininity is related to a transformational leadership style, and that masculinity is related to a transactional leadership style. Finally, the study aimed to test whether sex was a moderator of the relationship between masculinity, femininity, or androgyny with a transformational or a transactional leadership style. A convenience, non-probability sampling technique was used, resulting in a sample of 243 respondents from car dealerships within and around Gauteng and Cape Town. The Bem Sex-Role Inventory and the Multifactor Leadership Questionnaire (MLQ-5X) were utilised in this study. Correlational analysis was used to determine whether an individual’s self-rated sex role was related to that of his/her preferred leader, as well as to determine whether femininity, masculinity, or androgyny is related to a transformational or a transactional leadership style. Regression analysis was used to identify whether an individual’s self-rated sex role can predict that of his/her preferred leader, as well as to identify whether a preferred leader sex role can predict a preference for a transformational or a transactional leadership style. Finally, regression analysis was used to determine whether sex had a moderating effect on the relationship between preferred leader sex role and leadership style. Contrary to the stereotype of car dealerships being a male-dominated environment, the findings indicate that, on average, respondents, through self-rating, identified with the feminine sex role, regardless of their sex (i.e. being born a man or a woman). The findings indicate that an individual’s self-...
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Die invloed van geslagsrolidentiteit en prestasiegedrag op die vrou en haar werk
- Authors: Smit, Susanna J.
- Date: 2015-03-18
- Subjects: Women - Attitudes , Women - Employment , Achievement motivation , Sex role , Sex role in the work environment
- Type: Thesis
- Identifier: uj:13504 , http://hdl.handle.net/10210/13535
- Description: M.Com. , The labour market in South Africa is currently experiencing a serious shortage of high-level manpower, specifically trained people in management. Management is at present manned mainly by white males, but projections show that this group will not be able to meet future needs. Women are an important alternative source of manpower, having the potential to be trained in order to alleviate the shortage of managerial talent. Considering the urgency of the problem it is necessary to investigate the possible obstacles which effectively prevent women from reaching positions of high status and responsibility...
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- Authors: Smit, Susanna J.
- Date: 2015-03-18
- Subjects: Women - Attitudes , Women - Employment , Achievement motivation , Sex role , Sex role in the work environment
- Type: Thesis
- Identifier: uj:13504 , http://hdl.handle.net/10210/13535
- Description: M.Com. , The labour market in South Africa is currently experiencing a serious shortage of high-level manpower, specifically trained people in management. Management is at present manned mainly by white males, but projections show that this group will not be able to meet future needs. Women are an important alternative source of manpower, having the potential to be trained in order to alleviate the shortage of managerial talent. Considering the urgency of the problem it is necessary to investigate the possible obstacles which effectively prevent women from reaching positions of high status and responsibility...
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Towards understanding experiences of women aspiring to senior management positions within a business environment
- Authors: Usher, Jane Victoria
- Date: 2012-06-05
- Subjects: Businesswomen , Corporate culture , Women executives , Sex discrimination in employment , Sex role in the work environment
- Type: Thesis
- Identifier: uj:2388 , http://hdl.handle.net/10210/4842
- Description: D.Phil. , Equality, status and remuneration of women in the workforce remain of on-going interest and concern. Although extensive research has been conducted into this field, intensely personal experiences of women in the work environment is an important area to be researched, as this may hold the key to assisting them in successfully reaching the higher echelons within the business world. Insight into women’s workplace experiences is a worldwide need in order to improve empowerment and equality in the workplace. Unfortunately this type of insight is lacking in the body of research that is currently available. The motivation for this study entitled: Towards Understanding Experiences of Women Aspiring to Senior Management Positions within a Business Environment was to examine the intensely personal experiences and emotions of women striving to achieve a senior place in the business hierarchy, especially when they encounter unexpected obstacles such as workplace bullying. The researcher has experienced many challenges that have influenced her career over her last ten years at work. Undertaking an auto-ethnographic study, an approach she wasn’t even aware of until 2006, provided her with the opportunity to study these events and experiences, and to learn from the knowledge gained, and thereby put forward suggestions to effect the social change that is required to improve a career woman’s quality of life. The aims of this research study were to understand the context of the research participants’ work situations and their resultant experiences, to propose actions to relieve the negative emotions and behaviours that may occur during such situations, as well as generate knowledge and add to existing theories. This research explores and describes the realities of two working women, and how they make sense of their worlds and experiences. The researcher has adopted elements of post-modernism as well as some positivistic and modernistic components which occur in varying degrees along the qualitative research continuum. While qualitative researchers hold different views regarding the incorporation and relevance of literature to their research topic, the researcher has incorporated both literature and theory in this thesis. Insights gained from the lived experiences of the research participants have been applied by means of analytical induction to relevant theory and contributeto the body of knowledge.
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- Authors: Usher, Jane Victoria
- Date: 2012-06-05
- Subjects: Businesswomen , Corporate culture , Women executives , Sex discrimination in employment , Sex role in the work environment
- Type: Thesis
- Identifier: uj:2388 , http://hdl.handle.net/10210/4842
- Description: D.Phil. , Equality, status and remuneration of women in the workforce remain of on-going interest and concern. Although extensive research has been conducted into this field, intensely personal experiences of women in the work environment is an important area to be researched, as this may hold the key to assisting them in successfully reaching the higher echelons within the business world. Insight into women’s workplace experiences is a worldwide need in order to improve empowerment and equality in the workplace. Unfortunately this type of insight is lacking in the body of research that is currently available. The motivation for this study entitled: Towards Understanding Experiences of Women Aspiring to Senior Management Positions within a Business Environment was to examine the intensely personal experiences and emotions of women striving to achieve a senior place in the business hierarchy, especially when they encounter unexpected obstacles such as workplace bullying. The researcher has experienced many challenges that have influenced her career over her last ten years at work. Undertaking an auto-ethnographic study, an approach she wasn’t even aware of until 2006, provided her with the opportunity to study these events and experiences, and to learn from the knowledge gained, and thereby put forward suggestions to effect the social change that is required to improve a career woman’s quality of life. The aims of this research study were to understand the context of the research participants’ work situations and their resultant experiences, to propose actions to relieve the negative emotions and behaviours that may occur during such situations, as well as generate knowledge and add to existing theories. This research explores and describes the realities of two working women, and how they make sense of their worlds and experiences. The researcher has adopted elements of post-modernism as well as some positivistic and modernistic components which occur in varying degrees along the qualitative research continuum. While qualitative researchers hold different views regarding the incorporation and relevance of literature to their research topic, the researcher has incorporated both literature and theory in this thesis. Insights gained from the lived experiences of the research participants have been applied by means of analytical induction to relevant theory and contributeto the body of knowledge.
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Rose or thorn? : a black South African woman's account of working in a male-dominated environment
- Tabudi, Sizile Aurelia Thulisile
- Authors: Tabudi, Sizile Aurelia Thulisile
- Date: 2010-10-26T07:19:52Z
- Subjects: Leadership in women , Black women , Sex role in the work environment , Women executives , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:6940 , http://hdl.handle.net/10210/3450
- Description: D.Phil. , The major part of what is known about women in leadership positions, and the challenges they are facing, is based on studies conducted in first-world countries. There clearly is a gap in the literature in terms of studies that focus on female leaders in Africa. Much has still to be said about the role that cultural practices and prejudices play in hampering the growth and progress of these women. This authentic study of a South African Zulu female manager provides a unique insight into the way she negotiated the challenges of climbing the corporate ladder in a male-dominated environment. Its postmodernist approach challenges the writer to use herself as a research subject while applying the principle of reflexivity in stepping back and analysing lived experiences from a researcher‟s perspective. In opening up her innermost feelings to the world, the researcher reveals who she really is, and how she, as a Zulu woman, wife, mother, and manager, negotiated her way between her own traditional culture and the Western corporate world. This creates real challenges to the researcher, as she has to keep sliding between being the subject and being the researcher at the same time. This narrative of "self" is recreated through interviewing people who had been part of the researcher‟s life during the period which was the focus of the study as well as the researcher recalling significant events. The research focuses on the challenges of being a minority leader in a South African workplace. The resistance to a black female as their superior by black males is highlighted, as is the manner in which these cultural prejudices result in discrimination against women by members of their own culture. The research also illuminates the impact of legislation aimed at transforming the local workplace and the leadership fraternity in a post-apartheid South Africa.
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- Authors: Tabudi, Sizile Aurelia Thulisile
- Date: 2010-10-26T07:19:52Z
- Subjects: Leadership in women , Black women , Sex role in the work environment , Women executives , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:6940 , http://hdl.handle.net/10210/3450
- Description: D.Phil. , The major part of what is known about women in leadership positions, and the challenges they are facing, is based on studies conducted in first-world countries. There clearly is a gap in the literature in terms of studies that focus on female leaders in Africa. Much has still to be said about the role that cultural practices and prejudices play in hampering the growth and progress of these women. This authentic study of a South African Zulu female manager provides a unique insight into the way she negotiated the challenges of climbing the corporate ladder in a male-dominated environment. Its postmodernist approach challenges the writer to use herself as a research subject while applying the principle of reflexivity in stepping back and analysing lived experiences from a researcher‟s perspective. In opening up her innermost feelings to the world, the researcher reveals who she really is, and how she, as a Zulu woman, wife, mother, and manager, negotiated her way between her own traditional culture and the Western corporate world. This creates real challenges to the researcher, as she has to keep sliding between being the subject and being the researcher at the same time. This narrative of "self" is recreated through interviewing people who had been part of the researcher‟s life during the period which was the focus of the study as well as the researcher recalling significant events. The research focuses on the challenges of being a minority leader in a South African workplace. The resistance to a black female as their superior by black males is highlighted, as is the manner in which these cultural prejudices result in discrimination against women by members of their own culture. The research also illuminates the impact of legislation aimed at transforming the local workplace and the leadership fraternity in a post-apartheid South Africa.
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The perceptions of employees regarding sexual harassment in an administrative higher educational work environment
- Authors: Britz, Elmarie
- Date: 2009-03-31T09:23:27Z
- Subjects: Sexual harassment in universities and colleges , Sex role in the work environment
- Type: Mini-Dissertation
- Identifier: uj:8240 , http://hdl.handle.net/10210/2351
- Description: M.B.A. , Although all types of harassment are prohibited by the Employment Equity Act, sexual harassment in particular is still rife in the workplace. Research not only shows that the problem is common and widespread but that many companies do not have sexual harassment policies in place. Although sexual harassment as a labour related issue is a relatively new concept in South-Africa, we are one of the few countries worldwide to make a progressive contribution against sexual harassment by prohibiting sexual harassment directly through legislation. The goal of this research was to determine the perceptions of administrative employees regarding sexual harassment at the University of Johannesburg to provide a more comprehensive picture of employee perceptions, the occurrence of sexual harassment and awareness of administrative staff of sexual harassment policies at the University of Johannesburg. From the results it was clear that although employees had a good understanding of the definition of sexual harassment, a clear gap existed in knowledge regarding the University of Johannesburg sexual harassment policy. It was therefore recommended that an extended sexual harassment awareness campaign be introduced at the University of Johannesburg.
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- Authors: Britz, Elmarie
- Date: 2009-03-31T09:23:27Z
- Subjects: Sexual harassment in universities and colleges , Sex role in the work environment
- Type: Mini-Dissertation
- Identifier: uj:8240 , http://hdl.handle.net/10210/2351
- Description: M.B.A. , Although all types of harassment are prohibited by the Employment Equity Act, sexual harassment in particular is still rife in the workplace. Research not only shows that the problem is common and widespread but that many companies do not have sexual harassment policies in place. Although sexual harassment as a labour related issue is a relatively new concept in South-Africa, we are one of the few countries worldwide to make a progressive contribution against sexual harassment by prohibiting sexual harassment directly through legislation. The goal of this research was to determine the perceptions of administrative employees regarding sexual harassment at the University of Johannesburg to provide a more comprehensive picture of employee perceptions, the occurrence of sexual harassment and awareness of administrative staff of sexual harassment policies at the University of Johannesburg. From the results it was clear that although employees had a good understanding of the definition of sexual harassment, a clear gap existed in knowledge regarding the University of Johannesburg sexual harassment policy. It was therefore recommended that an extended sexual harassment awareness campaign be introduced at the University of Johannesburg.
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A sociological study of the attitudes of women managers towards whistleblowing
- Authors: Tokarczyk, Tamsyn Doroka
- Date: 2008-06-26T05:52:31Z
- Subjects: Women in the professions , Sex discrimination , Sex role in the work environment , Whistleblowing
- Type: Thesis
- Identifier: uj:9942 , http://hdl.handle.net/10210/733
- Description: In South Africa, women have in the past, and arguably are still today, discriminated against in the workplace. This study explores and describes a selection of women managers’ views on whether women, but in particular, women managers still face challenges and discrimination in corporate environments, their views on whistleblowing within their own organisations, as well as their views on a range of factors which might impact on the likelihood of them blowing the whistle within their respective organisations. Although a wealth of research his been done both internationally and domestically on whistleblowing, limited research was found with regard to the impact gender has on the decision to blow the whistle. This minor-dissertation begins to address this gap in the literature by asking: ‘What are women managers’ perceptions of organisational wrongdoing and whistleblowing?’ and ‘What factors impact upon the likelihood of women managers’ blowing the whistle?’ In order to address these research questions, a qualitative research approach was adopted. Fourteen in-depth semi-structured interviews were conducted with women managers who occupy middle to senior managerial positions in their respective organisations across a number of industries and vary in terms of their race, age and marital status. A number of noteworthy findings emerged. The glass ceiling is a reality and the relative absence of women at board level indicates this. Male dominated cultures still pervade organisations and the old boys club is still reality experienced by many women. The women managers interviewed have a wide definition of organisational wrongdoing and understand the terms reporting wrongdoing and whistleblowing to be very different practices. Generally the respondents indicated that they are committed to reporting wrongdoing within their respective organisations should it occur. They also acknowledge the possible victimisation they may experience as a result of blowing the whistle. The Protected Disclosures Act (2000) was not familiar to many of the respondents and those who were aware of it did not think that it achieves its intended purpose of protecting whistleblowers. Further research may elaborate on the findings of this study and will ultimately lead to the development of theory on gender and the impact it has on whistleblowing. , Prof. J. M. Uys Dr. R. Smit
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- Authors: Tokarczyk, Tamsyn Doroka
- Date: 2008-06-26T05:52:31Z
- Subjects: Women in the professions , Sex discrimination , Sex role in the work environment , Whistleblowing
- Type: Thesis
- Identifier: uj:9942 , http://hdl.handle.net/10210/733
- Description: In South Africa, women have in the past, and arguably are still today, discriminated against in the workplace. This study explores and describes a selection of women managers’ views on whether women, but in particular, women managers still face challenges and discrimination in corporate environments, their views on whistleblowing within their own organisations, as well as their views on a range of factors which might impact on the likelihood of them blowing the whistle within their respective organisations. Although a wealth of research his been done both internationally and domestically on whistleblowing, limited research was found with regard to the impact gender has on the decision to blow the whistle. This minor-dissertation begins to address this gap in the literature by asking: ‘What are women managers’ perceptions of organisational wrongdoing and whistleblowing?’ and ‘What factors impact upon the likelihood of women managers’ blowing the whistle?’ In order to address these research questions, a qualitative research approach was adopted. Fourteen in-depth semi-structured interviews were conducted with women managers who occupy middle to senior managerial positions in their respective organisations across a number of industries and vary in terms of their race, age and marital status. A number of noteworthy findings emerged. The glass ceiling is a reality and the relative absence of women at board level indicates this. Male dominated cultures still pervade organisations and the old boys club is still reality experienced by many women. The women managers interviewed have a wide definition of organisational wrongdoing and understand the terms reporting wrongdoing and whistleblowing to be very different practices. Generally the respondents indicated that they are committed to reporting wrongdoing within their respective organisations should it occur. They also acknowledge the possible victimisation they may experience as a result of blowing the whistle. The Protected Disclosures Act (2000) was not familiar to many of the respondents and those who were aware of it did not think that it achieves its intended purpose of protecting whistleblowers. Further research may elaborate on the findings of this study and will ultimately lead to the development of theory on gender and the impact it has on whistleblowing. , Prof. J. M. Uys Dr. R. Smit
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