Attitudes of females in singapore toward

NTU study looks at national attitudes towards homosexuals Published on: A nationally representative survey found that people with higher levels of education and freethinkers tend to have more positive attitudes. Those who had higher interpersonal contact with gay men and lesbians and watched more films and television shows with homosexual characters were also likely to express more positive attitudes toward gays and lesbians, and to show greater acceptance. The study was published in the Asian Journal of Social Psychology at the end of last month, and it is a follow-up to an earlier one, which sampled 1, adult Singapore citizens and PRs in January

Attitudes of females in singapore toward

Journal for Computer Game Culture. Long hours is an issue that stems throughout the ICT sector Valenduc, et al. Research looking at women working in the games industry has also found the long hours culture especially at crunch time to be problematic for women and potentially of putting to women pursuing a career in the industry Gill ; Consalvo ; Prescott and Bogg According to the Oxford economic report relocation is also an important issue for the industry due to the possible decline of UK games companies and other expensive countries in favour of cheaper countries.

For instance, the report suggests that games companies in Canada and Singapore have been targeting individuals from more expensive countries to relocate. The Canadian games industry in particular has been growing rapidly in recent years; however, it is acknowledged that there is still a lack of women in its increasing workforce Dyer-Witheford and Sharman This figure is inclusive of the non-developmental as well as the developmental roles women occupy within the industry.

Developmental roles within the industry are those roles that are involved in the creative and developmental aspect of game development. These roles create everything within the games from the content, the style of play, the reward systems and ultimately influence who the target audience of the game will be.

Women within the industry have little voice in the content, interaction styles, character representation and the reward systems involved in games. All of which affects what is created and how games are perceived Flanagan With regards to the wider Information and Communication Technology ICT and Science, Engineering and Technology SET sectors it has been observed that women tend to work in the softer and less technical areas such as design, rather than the more technical areas such as coding Poggio ; Henninger in Kelan ; Panteli et al.

Attitudes of females in singapore toward

Recent research looking specifically at women working in the computer games industry, suggests that not only are women under represented within the industry but that segregation also exists Prescott and Bogg In the next section, previous research relating to career progression, career barriers and work life balance issues specifically within the computing gaming industry is discussed.

The paper then continues with the research aims and the methodology section. The result section focuses on three career related attitudes; attitudes towards career progression, career barriers and work life balance issues.

T test analysis looks at differences within genders with regards to a number of variables deemed relevant to the industry. The discussion section follows the same focus as the results section. The paper concludes with some summarizing remarks and implications.

Career Progression Career success can be either subjective or objective Ng et al. Objective career success is usually externally measured through things such as: Subjective career successes on the other hand, are typically attitudes, emotions or perception of how the individual feels about their accomplishments; which previous researchers have measured via job satisfaction, organisational commitment and professional identity Feldman and Ng Women and men tend to use different kinds of measures for assessing their own career success.

Men tend to use more objective measures such as level and salary, whereas women tend to use more subjective measures including satisfaction with their work and non-work lives; which also includes opportunities for advancement and work life balance Powell and Butterfield Doherty and Manfredi explored the career routes and advancement procedures for both academic and support staff in four English Universities two pre and two post Universities and the extent to which these might constitute barriers to progression.

Data collection involved twenty-six interviews with senior people involved in decision-making about promotions. They reported a general view across almost all the interviews that women were reluctant to put themselves forward for promotion and also that they were likely to undervalue their achievements.

By comparison, men were seen as more confident about their abilities and they were more likely to sell themselves confidently. Self-promotion violates female gender stereotypical behaviour, yet is necessary for professional success Moss-Racusin and Rudman Women who self-promote suffer a backlash Moss-Racusin and Rudman The body of research on the mechanisms that produce inequality at work indicates that inequalities such as gender, sexuality, race and class are deeply entrenched in workplace cultures Britton and Logan Looking at the intersections and organisational context is important for making inequalities visible, to help in the identification of strategies for change.

Acker moved gender from the realm of the individual to suggest that the organisational structure, the organisation or an occupation can have a gender.

According to Acker, to say an organisation is gendered means: Alvesson and Due Billing propose that organisations are shaped in specific ways and contribute to the construction of men and women.

Gendered inequalities that are culturally 'built' into organisations could be considered as a possible explanation as to why men succeed despite a 'token' status Britton and Logan, Many researchers have found that more formal bureaucratic organisations, with transparent policies can create greater diversity at all organisational levels Reskin and McBrier ; Royster and Wickham et al.

For example, Wickham, et al argue that bureaucratic companies that have incorporated equal opportunities are more beneficial to women's career progression, than individualised non-bureaucratic companies were career progression is reliant on individual managers.

In their Irish study, the authors found that in a non-bureaucratic software company, despite the flexibility of the culture, there were rigid life choices imposed on employees; either career or motherhood.

Career Barriers Women face a variety of barriers within the labour market in terms of career progression and advancement. A career barrier is viewed as an obstacle which prevents forward movement; an event or a condition that makes career progress difficult Brown and Barbosa What is the attitude of Oredo local government women towards C/S What are the factors that influence the perception and attitude of Oredo local government women towards C/timberdesignmag.comESIS There is no significant relationship between cultural beliefs and practice as a factor that influences the perception of Oredo local government women of Cesarean.

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5 Inspirational Attitudes of Powerful Women. you can take inspiration from these powerful women's attitudes, and see where they take you in It's your attitude towards the future that.

To assess the attitude, knowledge, and expectations of Asian pregnant women toward cesarean and vaginal deliveries. Written questionnaires were given to pregnant women attending the National.

Cervical cancer is one of the leading causes of cancer deaths among women especially in the developing world. This study examined the awareness and the attitude of women towards cervical cancer screening in Agbowo Primary Health Centre in Ibadan, Nigeria.

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Measurement of gender-role attitudes, beliefs, and principles