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ABSTRACT

THIS DISSERTATION INVESTIGATES THE IMPLEMENTATION OF GENDER MAINSTREAMING IN CAREER DEVELOPMENT IN THE MACAO PUBLIC SECURITY POLICE FORCE, SPECIFICALLY HOW THE INSTITUTIONAL POLICIES AND SOCIO-CULTURAL CONTEXTS INTERACT WITHIN AND INFLUENCE CAREERS IN A TRADITIONALLY STRUCTURED ORGANIZATION. THE STUDY UTILIZES THE THEORY OF PLANNED BEHAVIOR (TPB) TO EXPLORE THE IMPACT OF ATTITUDE, SUBJECTIVE NORMS AND PERCEIVED BEHAVIORAL CONTROL IN INFLUENCING CAREER DEVELOPMENT OUTCOMES. ADOPTING A QUALITATIVE APPROACH, UTILIZING POLICY ANALYSIS WITH IN-DEPTH INTERVIEWS TO IDENTIFY GAPS IN ACADEMIC STUDIES AND ASSESS THE EFFECTIVENESS. FINDINGS DEMONSTRATE THAT WHILE SOME PROGRESS IS OBSERVED, HIGHLY ENTRENCHED BIASES AND TRADITIONAL VIEWS OF ROLES REMAIN PRESENT AND POSE SIGNIFICANT CHALLENGES. POLICE OFFICERS THROUGHOUT THE ORGANIZATION EXPRESSED A DESIRE FOR REDUCING STRUCTURAL BARRIERS, AND ENHANCING SUPPORT FOR EMPLOYEE WORK-LIFE BALANCE TO BENEFIT ALL PERSONNEL. BY ANALYZING THE LOCAL CONDITIONS IN MACAO AND REFLECTING ON RELEVANT GLOBAL PRACTICES IN GENDER MAINSTREAMING, THIS STUDY CONCLUDES THAT SUSTAINABLE EQUALITY IN THE WORKPLACE REQUIRES A BALANCE OF INSTITUTIONAL AND CULTURAL FACTORS, INCLUDING ORGANIZATIONAL POLICIES, WORKPLACE NORMS, GENDER STEREOTYPES AND SOCIETAL EXPECTATIONS. IN ESSENCE, THE STUDY CONTRIBUTES TO THE MULTIDIMENSIONAL DISCUSSION ON HOW WE CAN ALL LEVERAGE POSITIVE PRACTICES AND OFFERS VALUABLE ADVICE ON IMPROVING WORKPLACE EQUALITY.