Auswahl der wissenschaftlichen Literatur zum Thema „Glass ceilings factors“

Purpose – The purpose of this paper is to analyse the gender wage differential at different points of the wage distribution. It investigates the existence of glass ceilings and sticky floors in the Mauritian labour market. There is no previous empirical work studying gender inequality in the labour market for the small island economy of Mauritius. Design/methodology/approach – To investigate whether wage differentials are higher at the top or bottom ends of the wage distribution, the authors examine the wage disparities across different quantiles of the wage distribution. The gender wage disparities are assessed using quantile regression and decomposition techniques at the 10th, 25th, 50th, 75th and 90th quantiles. Survey data from the Continuous Multi-Purpose Household Survey from 2006 to 2013 is used. Findings – The results reveal that sticky floors are more pronounced than glass ceilings over the years. Further, for the years 2008, 2010 and 2012, it is noted that at the 75th quantiles, the gender wage differentials started to rise showing glass ceiling effects. The combination of both sticky floors and glass ceilings are characterised by the unexplained factors providing evidence for gender discrimination in the Mauritian labour market. Originality/value – This is the first study analysing the glass ceilings or sticky floors in the Mauritian labour market. Though the research is limited to Mauritius, the latter being a small island economy can serve as a case study for other island economies and also for the African continent.

This paper aims to ascertain whether there are glass ceilings in Nepalese commercial banks. All of the female branch managers employed by Nepalese commercial banks made up the study's population. 144 women branch managers from commercial banks were taken as the sample size. The sample was drawn from the population using simple random sampling. Information from respondents was gathered through the use of a standardized questionnaire. The survey's questions were based on questions that were derived from (Bergman & Hallberg, 2000). With the aid of statistical techniques like percentage and frequency, a descriptive research approach was used. The glass ceiling variables that could impact women's career growth were corporate culture, corporate climate, and corporate practice. The findings showed that women generally had favorable perceptions of the glass ceiling factors (corporate culture, corporate climate, and corporate practices) that contribute to the presence of the glass ceiling. limitation of the study is that only female branch managers were included in the sample. The implications and scope for the future researcher are also covered.

The growing adoption of window facades in buildings has enhanced the use of daylighting, which has generally been well-received by occupants. However, the effectiveness of daylighting in interior spaces can be influenced by several factors, including the window-to-wall ratio (WWR), glass visible transmittance (VT), and the reflectance of walls, ceilings, and floors. This study investigates how these factors affect indoor average illuminance. To model the indoor lighting environment and adjust these factors, a simulation method using DIALux software was employed. Multiple linear regression analysis was then used to assess the impact of each factor on average illuminance. The results reveal that WWR and VT are the most significant variables, with their increases leading to substantial improvements in illuminance, though the benefits diminish at higher levels. In contrast, ceiling and floor reflectance have minimal effects, with ceiling reflectance being the least impactful. The regression analysis validates the model's high predictive accuracy and highlights the critical role of WWR and VT in achieving optimal lighting conditions.

Purpose The purpose of this paper is to identify hurdles in women’s rise up the organizational ladder through the epistemic concept of the glass ceiling phenomenon. The secondary aim is to determine how the glass ceiling effect results in women’s failure to secure equal representation in high-ranking executive positions in comparison to males. The study intends to come up with empirical evidences to advance plausible justifications and support for the organizations to manage their workforce with the sense of egalitarianism. Design/methodology/approach The questionnaire is administered to a sample of 210 respondents including CEOs, directors, managers, assistants, accountants, doctors and teachers from public and private sectors. The variables that influence the glass ceiling phenomenon are gender (female) represented on the board of directors (BODs), stereotypical behavior and training and development of females to measure the glass ceiling effect. Further, this influence is examined regarding the selection and promotion of the females as candidates, as well as female effectiveness at work. To verify the glass ceiling phenomenon, multiple linear regression analyses with the ordinary least square method are used. Findings Drawing on the perspective of the social role theory, the authors identify plausible causes of the glass ceiling phenomenon in the Asian context. The results show the presence of glass ceiling, particularly characterizing its effects on the selection and promotion of the female candidates and their effectiveness. The authors found that glass ceiling was negatively related to both female effectiveness and “selection and promotion.” It was also identified that research variables such as lesser women’s representation on the BODs, training and development and stereotypical attitude toward women promote glass ceiling. Research limitations/implications The larger sample and data collection from different cultures would have assured more generalizability. The glass ceiling is affected by numerous variables; other factors can also be explored. Practical implications Organizations must consider competitive females in their selection and promotion decision making. Asian countries, especially developing countries such as Pakistan, need to develop policies to encourage active participation of the female workforce in upper echelon. The equal employment policies will reduce the dependency ratio of females, consequently driving the country’s economic growth. Social implications Societies need to change their stereotype attitudes toward women and encourage them to use their potential to benefit societies by shattering glass ceilings that continue to place women at a disadvantage. Developing a social culture that advances women empowerment will contribute to social and infrastructure development in Asian countries. Originality/value This paper adds a thought-provoking attitude of organizations in South Asia, especially in Pakistani societies that play a role in creating a glass ceiling, more so to shatter it even in 2016. This study compels firms in Pakistan and other Asian regions to use unbiased practices by investigating the impact of glass ceiling on female effectiveness that has not previously been conducted in the Asian context. To the best of the authors’ knowledge, the study of glass ceiling in Pakistani context is first in the literature.

Previous research on gender-based inequality in public-sector state-level bureaucracies finds evidence of glass ceilings and glass walls; however, previous research does not evaluate these factors together, nor does this research extend beyond the late 1990s. This study uses newly available data from the U.S. Equal Employment Opportunity Commission (EEOC)—data spanning from 1995 to 2015 that include the entire universe of female and male administrators—to evaluate this research question: Are gender-based pay disparities and glass walls among administrators in state-level bureaucracies related to the policy/program missions of state agencies? This study observes administrative-level gender-based pay disparities in all state agency types. Furthermore, this study finds evidence of occupational segregation or glass walls in distributive and regulatory agencies, but not in redistributive agencies. The findings indicate some progress for women; however, as recently as 2015, U.S. state bureaucracies, on average, did not achieve gender equity among their administrative ranks.

This study examines contextual factors regarding glass ceiling effects women’s impression management behaviors arguing that impression management is not always caused by personal traits, but more importantly by context. This study explores to develop a cross-cultural examination to investigate glass ceiling effects over impression management behaviors of Korean and American female managers and organizational factors as moderating variables. Impression management is the process whereby individuals control their impressions in seeking to influence the perception of others about their own image (Rosenfeld, Giacalone, & Riordan, 1995). In the literature on impression management, gender difference in adopting impression management strategies are often considered (Singh, Kumra, & Vinnicombe, 2002; Thacker & Wayne, 1995). Although those studies contributed to further studies on impression management, this study focuses on women managers who try to control their impression. Leary & Kowalski(1990) argued that impression management may be a reaction to the discrepancy between desired social image and actual one. This implies that when people recognize a threat to their social identity, they are more likely to engage in impression management. Women employees may be inclined to engage in impression management behaviors for the following reason: they are structurally positioned as minorities even though recently women have advanced in terms of the number of women and the proportion of higher positions attained(Burt, 1997; Ibarra, 1992), and they may be more likely to experience the ‘glass ceiling’ within their organization (Dencker, 2008; Kirchmeyer, 2002; Thacker, 1995). In this sense, when women managers perceive glass ceilings within their organizations, it can affect the women’s impression management behaviors(Greenhaus, et al., 1990; Wayne, et al. 1999; Kirchmeyer, 2002). Second, this study examines organizational related factors which can moderate the above relationship. Supervisory supports and organizational informal networks within organization provide women employees with a sense of psychological satisfaction not only in terms of the practical support for careers but personal relationships and work in general (Forret & Dougherty, 2001). Thus, it would be a straightforward reasoning that women employees with supervisor supports & organizational informal network support would decrease the motivation of impression management behaviors. For data collection, this study surveyed women employees who have worked for at least 5 years in financial institutions. In Korea, questionnaires were administered to deputy managers and those at higher levels of 22 financial institutions and a total of 148 were used. In the United States, a random sample was selected because researchers were limited in accessing companies. Many financial institutions were visited, questionnaires were administered to managers with subordinates in state of California and New York, total 128 were used for research. The analysis of the study shows that the more perceived glass ceiling of women managers in organizations are likely to show supervisor-focused impression management behaviors. Second, supervisor supports have significant moderating impact on the supervisor-focused impression management. Third, organization informal networks have significant moderating impact on job-focused impression management in both Korea & U.S women managers.

Purpose Determine the work environment factors related to hazards in voice production for elementary school teachers, as well as the impact of vocal rest and teaching methodology. Methods This research features a quantitative, cross-sectional, non-experimental, correlational study, which applies an instrument consisting of a fill-out form and a questionnaire performed by the evaluator to 90 elementary school teachers. The following variables were taken into account: classroom size, acoustics, noise, amount of students in the classroom, chemical substances, temperature, subject taught, teaching method and classroom vocal use time. The statistical analysis was performed using the PASW statistical software, version 20. Results Regarding the external acoustic insulation, the windows are made of glass or structures with metal bars, and no elements covering the surface of the window, zinc sheets or cement in ceilings and aluminum doors. The average noise measurement in the classroom is 77 dB, and the temperature and humidity measurements show a warm humid weather tendency. The most frequent teaching method is the lecture-type class. Elementary teachers must teach all of the subjects, and have an average voice rest period of 30 minutes. The inferential analysis using the chi-square test found no correlation between work environment factors of the teacher and the presence of dysphonia. Conclusion The elements of the teaching environment and the intrinsic factors of the teaching practice are not directly related to the presence of dysphonia, but they are associated elements that do not generate vocal disorders by themselves.

The current diversity management literature highlights a lack of empirical investigations into nuanced diversity characteristics within specific contexts, with a predominant focus on the USA, Europe, and Asia. This article addresses these gaps by exploring the intricate relationship between interpretations of workforce diversity dimensions and ensuing diversity management practices, shaping perceptions of inclusion or exclusion. Workplace diversity is viewed subjectively, influenced by contextual factors like industry and location. A case study was conducted in June 2022 within a Japanese automotive company, gathering qualitative data through techniques such as semi-structured in-depth interviews and non-participant observations were made during two guided visits. AtlasTi was utilized for the analysis of results. Findings reveal that socio-economic differences' interpretation is swayed by power imbalances in labor relationships. Diversity management practices aligned with the dominant group exacerbate inequality among demographic groups, establishing metaphorical «glass ceilings» for minorities and fostering exclusion perceptions. Considering the case study’s limitations, the research contributes to the diversity management discourse, prompting a reevaluation of practices to mitigate unintentional inequality perpetuation in the workplace.

Pneumonia is a significant health issue, causing both long-term and short-term mortality across all age groups globally. The Pakusari District notably has a high rate of pneumonia among toddlers. According to data from the Jember District Health Office, in 2021, there were 88 cases of toddler pneumonia in Pakusari District. Preventive measures against pneumonia include addressing its various risk factors. This study employed a quantitative descriptive research design, focusing on 23 homes with toddlers suffering from pneumonia in Pakusari District, Jember Regency, from September to November 2023. A sample of 10 houses was selected based on Gay and Diehl's (1992) theory using systematic random sampling. The findings were presented in text and tables. The study revealed that 60% of the houses had good physical conditions, while 40% had poor physical conditions. Additionally, Staphylococcus aureus was not found in most houses, with only 10% of the homes having the bacteria present. The homes with Staphylococcus aureus typically had physical conditions that did not meet health standards, including issues with ceilings, floors, ventilation, kitchen smoke holes, lighting, temperature, humidity, and occupancy density. The study suggests that the Pakusari Health Center should enhance health promotion efforts and optimize sanitation clinics. The Jember District Health Office could implement programs to increase the number of healthy homes, such as plastering programs and providing glass roof tiles. The community should regularly clean their houses and ensure adequate lighting to improve overall health conditions.

Correctional leadership, especially by women, has been under examined by researchers and scholars. Some researchers have suggested that women may be more likely to exhibit transformational leadership styles, which may be effective for addressing the uniquely stressful corrections work environment and improving working conditions, yet women in corrections have remained relatively excluded from correctional leadership. Increasing women's participation in correctional leadership may involve transformational leadership and training in leadership skills, as well as gender bias relating to the correctional profession. The purpose of this quantitative correlational study was to examine the relationship between transformational leadership, leadership training, and traditional gender biases and the position held by women. Interpreted through gender bias and gender-leadership theory, the central research questions involved the relationships among transformational leadership, leadership training, and traditional gender biases and the position held by women in corrections. Utilizing an online survey, a random sample was collected of 71 female members of the National Association of Blacks in Criminal Justice and the Federal Prisons Retiree Association. A multinomial logistic regression was used to determine that transformational leadership (p = .001) was a significant predictor of job positions held by women in corrections, but leadership training (p = .065) and gender biases (p = .087) were not significant predictors. This study may lead to positive social change by providing women in corrections an avenue for increasing their job positions in corrections through cultivation of transformational leadership style.

Background – This paper examined the literature on the concept of the glass ceiling in the management field, with an emphasis on Finnish and Swedish female leaders' perceptions of the barriers and facilitating factors of their career. Purpose – The purpose of this thesis was to explore the factors that affect the career development of women in the context of Nordic countries, namely in Finland and Sweden. Furthermore, this thesis tried to understand the welfare state paradox better and how the women in Finland and Sweden perceive it. Lastly, the purpose of this study was to find out if there are any differences between the perceptions of these countries due to the societal and cultural differences. Method – Semi-structured interviews were conducted with 12 female leaders from different companies in Finland and in Sweden. The grounded analysis was used in the qualitative analysis of the coding. Conclusion – The research resulted that there are several barriers and facilitating factors that have affected the career of female leaders. Finnish and Swedish women highlighted their own individual factors such as motivation, self-esteem and courage as the major facilitating factor, and thereof lack of them a barrier. Based on this research, women’s perception of Nordic welfare policies is that they are beneficial to career development, providing an opportunity to focus on work more. Contrary to the expectations, there were relatively few differences in perceptions between Finnish and Swedish female leaders identified in this study. However, it seems that in Sweden the responsibilities about family are shared more equally and the overall social atmosphere is more encouraging for women's career success.

Research shows that although the representation of women in the workforce has increased over the past couple of decades, there are many industries that still remain male dominated. In addition, it is generally known that such male-dominated industries have minimal female representation at their managerial levels. One such male-dominated industry in South Africa is the air traffic control (ATC) industry. Women represent about 30 percent of the industry, which suggest their status in the industry is still quite low. The purpose of this study was to examine male and female air traffic controllers’ perceptions of factors that facilitate and constrain women’s career advancement, and to determine whether there were any significant differences in their opinions. The study also identified what male and female air traffic controllers (ATCOs) think the industry can do to help prepare women for leadership positions in the industry, and how to eliminate barriers that may exist to women’s career advancement. Data for this study were collected through an online questionnaire adapted from Zhong’s (2006) study on a convenience sample (N = 147) of male and female ATCOs in South Africa. The data analysis was executed by using factor analysis and analysis of variance (ANOVA). Content analysis was used to analyse the two open-ended questions. The findings from the ANOVA suggest that there were four significant gender differences in perceptions of the Personal effort/External support, Attitude/Internal character, Equity, and Family issues. There also were significant differences in opinion on External support/Personal effort, Attitude/Internal character, Equity and Family issues, depending on the number of children the respondents had, and significant differences of marital status on the External support/Personal effort and Family issues. Finally, significant differences were found in the years’ experience variable for Attitude/Internal character. In response to the open-ended questions, most of the respondents suggested that the ATC industry should offer training programmes to improve awareness of possible barriers within the industry, as well as to offer advice on how to overcome them and improve their leadership skills. This could be done by creating programmes on the knowledge and skills needed to advance one’s career or by providing mentors or role models. Future research could compare the perceptions of employees from different race groups and their perceptions of women’s career advancement in male-dominated industries. It is also recommended that researchers conduct in-depth qualitative interviews together with the current questionnaire to evaluate perceptions of the career advancement of women more critically.
Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted

Cette thèse explore la socialisation au sein du parti Al-Islah, fondé en 1990 et héritier du mouvement islamique yéménite, perçu comme la branche yéménite des Frères musulmans, et dont les mécanismes internes de socialisation qui façonnent les identités et comportements de ses membres restent peu étudiés. Vu le contexte conflictuel yéménite, l’exil est une variable essentielle à examiner, particulièrement depuis le conflit de 2014 qui a conduit de nombreux membres d’Al-Islah à se réfugier en Turquie, un pays choisi pour sa proximité idéologique avec le régime turc. La Turquie constitue ainsi un terrain d’étude où se structure une diaspora yéménite.Une attention particulière est portée à la jeunesse islahie, notamment aux acteurs intellectuels et médiatiques émergents. L’étude suppose l’existence de deux types de socialisation marquant un effet de génération. Elle interroge les dynamiques de recrutement, les modalités d’endoctrinement, les ressources mobilisées pour éduquer et conditionner les membres, ainsi que les cadres de référence, les valeurs et comportements inculqués par le parti. La thèse explore également les démarches de contre-socialisation adoptées par certains membres. L’analyse met en lumière les tensions internes, les facteurs de plafond de verre et la désillusion des jeunes dans un contexte politique instable.La méthodologie repose sur une approche qualitative combinant une trentaine d’entretiens, dont 18 récits de vie (incluant six femmes), ainsi qu’une observation ethnographique menée dans un quartier de l’ouest d’Istanbul où se concentre une communauté yéménite.Les résultats révèlent une pluralité de références idéologiques au sein d’Al-Islah, reflétant la diversité de ses composantes depuis sa fondation. Cette diversité aboutit à une dualité structurelle où l’influence des Frères musulmans demeure prégnante. Bien que des similitudes existent avec la socialisation pratiquée par les Frères musulmans en Égypte, des différences notables apparaissent en raison des contextes politiques distincts. L’étude met en évidence la complexité et la sophistication du processus de socialisation islahie, composé de multiples étapes et s’adaptant aux évolutions géopolitiques tout en conservant une dimension religieuse stable. Cette socialisation vise à produire un « homo islamicus », formé à travers un cadre éducatif religieux structuré par un parti politique. Enfin, cette socialisation se caractérise par son aspect immersif, intrusif et possessif, rendant difficile toute rupture définitive. Cependant, elle s’inscrit dans une logique interactive où le membre négocie sa place, notamment lorsqu’il est confronté à d’autres paradigmes. L’expérience individuelle, notamment migratoire, et la Révolution de 2011, a favorisé une remise en question et une transformation identitaire, mais sans effacer totalement l’héritage idéologique initial. Ainsi, un « frérisme latent » se manifeste chez certains membres
This thesis explores socialization within the Al-Islah party, founded in 1990 and heir to the Yemeni Islamic movement, perceived as the Yemeni branch of the Muslim Brotherhood, whose internal socialization mechanisms shaping the identities and behaviors of its members remain understudied. Given the conflictual Yemeni context, exile is an essential variable to examine, particularly since the 2014 conflict, which led many Al-Islah members to seek refuge in Turkey, a country chosen for its ideological proximity to the Turkish regime. Turkey thus constitutes a field of study where a Yemeni diaspora is structured.Particular attention is paid to the Islahi youth, especially emerging intellectual and media actors. The study assumes the existence of two types of socialization marking a generational effect. It questions the dynamics of recruitment, the modalities of indoctrination, the resources mobilized to educate and condition members, as well as the frames of reference, values, and behaviors instilled by the party. The thesis also explores the counter-socialization approaches adopted by some members. The analysis sheds light on internal tensions, glass ceiling factors, and the disillusionment of young people in an unstable political context.The methodology relies on a qualitative approach combining around thirty interviews, including 18 life stories (including six women), as well as ethnographic observation conducted in a western district of Istanbul where a Yemeni community is concentrated.The results reveal a plurality of ideological references within Al-Islah, reflecting the diversity of its components since its founding. This diversity leads to a structural duality where the influence of the Muslim Brotherhood remains prevalent. Although similarities exist with the socialization practiced by the Muslim Brotherhood in Egypt, notable differences arise due to distinct political contexts. The study highlights the complexity and sophistication of the Islahi socialization process, composed of multiple stages and adapting to geopolitical evolutions while maintaining a stable religious dimension. This socialization aims to produce a "homo islamicus," formed through a religious educational framework structured by a political party.Finally, this socialization is characterized by its immersive, intrusive, and possessive nature, making any definitive break difficult. However, it fits into an interactive logic where the member negotiates their place, especially when confronted with other paradigms. Individual experience, particularly migratory, and the 2011 Revolution, has favored a re-examination and identity transformation, but without completely erasing the initial ideological heritage. Thus, a "latent Brotherhood-ism" manifests in some members

La segregació per raons de gènere existeix tant horitzontalment com vertical a les estructures de govern de les organitzacions esportives. Són molt poques les dones que formen part de les juntes directives d’aquestes entitats (segregació horitzontal) i quan hi accedeixen tendeixen a ocupar els llocs de menys responsabilitat (segregació vertical). Els termes “sostre de vidre” i “laberint de lideratge” han estat emprats per al·ludir el conjunt de barreres que impedeixen a les dones assolir llocs de responsabilitat. S’identifiquen diferents factors que incideixen negativament o positiva i provenen de diferents nivells: personal, entorn proper i organització. Tenint en compte aquesta situació de partida, recollida a l’estat de la qüestió, i del marc teòric definit (a partir de l’adopció de les perspectives teòriques del feminisme) aquesta recerca es planteja dues preguntes orientades a fer una diagnosi qualitativa de la situació: quins són els factors que incideixen en l’accés i en l’exercici del càrrec? i quin són els trets que caracteritzen el seu estil de lideratge?. Per respondre aquests interrogants s’emprà una tècnica qualitativa: l’entrevista en profunditat. Es realitzaren 23 entrevistes a dones presidentes de clubs esportius seleccionades mitjançant un mostreig no aleatori de casos típics. L’anàlisi de contingut es va fer amb el programa informàtic Atlas-ti en la seva versió 5.0. Els resultats ens permeten concloure que en la mesura que el club s’apropa més a una organització comercial els factors identificats estan més en consonància amb els que la literatura ha tendit a descriure com a barreres o recursos. En canvi, quan el club més s’apropa a les seves característiques constitutives, una part del discurs emprat per descriure aquest “sostre de vidre” continua essent vàlid, però, una part perd consistència teòrica i empírica ateses les particularitats del context en el que s’emmarca aquest càrrec directiu (càrrec altruista que s’exerceix en una entitat privada sense finalitat de lucre). Les particularitats dels context també determinen el seu estil de lideratge. Les dones que presideixen els clubs mostren majoritàriament trets propis dels estils de lideratge estereotípicament femenins (importància a l’equip, cuiden molt les relacions i mostren bones habilitats comunicatives) i trets propis del lideratge social (coherència, vocació de servei i vincle fort amb l’entitat). En algunes s’han identificat també trets més instrumentals associats estereotípicament als homes (són enèrgiques, amb empenta, dinàmiques i valentes). Els valors femenins i masculins es fusionen creant un estil de direcció d’acord amb les exigències d’aquestes organitzacions i el seu context. Aquesta major individualització dels comportaments fa que la perspectiva d’anàlisi del lideratge social es plantegi com la més adequada per a futurs estudis sobre l’estil de lideratge de les persones que exerceixen el càrrec de la presidència dels clubs, en tant que entitats sense finalitat de lucre.
La segregación por razones de género existe tanto horizontal como verticalmente en las estructuras de gobierno de las organizaciones deportivas. Hay muy pocas mujeres en las juntas directivas de estas entidades (segregación horizontal) y, cuando acceden, tienden a ocupar los puestos de menor responsabilidad (segregación vertical). Los términos “techo de cristal” y “laberinto de liderazgo” han sido utilizados para hacer alusión al conjunto de barreras que impiden a las mujeres acceder a los puestos de responsabilidad. Se identifican distintos factores que inciden positiva o negativamente y que provienen de diferentes niveles: de la persona, del entorno próximo y de la organización. Teniendo en cuenta esta situación de partida, recogida en el estado de la cuestión, y del marco teórico definido (a partir de la adopción de las perspectivas teóricas del feminismo) esta investigación se plantea dos preguntas orientadas a hacer un diagnóstico cualitativo de la situación: ¿qué factores inciden en el acceso y en el ejercicio del cargo? y ¿qué rasgos caracterizan su estilo de liderazgo?. Para responder a estas preguntas se utilizó una técnica cualitativa: la entrevista en profundidad. Se realizaron 23 entrevistas a mujeres presidentas de clubes deportivos seleccionadas mediante un muestreo no aleatorio de casos típicos. El análisis de contenido se hizo mediante el programa Atlas-ti en su versión 5.0. Los resultados permiten concluir que en la medida que el club se acerca más a una organización comercial, los factores identificados están más en consonancia con los que la literatura tiende a describir como obstáculos o recursos. En cambio, cuando el club está más próximo a sus características constitutivas, una parte del discurso utilizado para describir este “techo de cristal” continúa siendo válido pero otra parte pierde consistencia teórica y empírica dadas las particularidades del contexto en el que se enmarca este cargo directivo (cargo altruista que se ejerce en una entidad privada sin finalidad de lucro). Las particularidades del contexto también determinan su estilo de liderazgo. Las mujeres que presiden los clubes muestran mayoritariamente rasgos propios de los estilos de liderazgo estereotípicamente femeninos (importancia del equipo, cuidan mucho las relaciones y muestran buenas habilidades comunicativas) y rasgos propios del liderazgo social (coherencia, vocación de servicio y vínculo fuerte con la entidad). En algunas se han identificado también rasgos más instrumentales asociados estereotípicamente a los hombres (son enérgicas, dinámicas y valientes). Los valores femeninos y masculinos se fusionan creando un estilo de liderazgo acorde a las exigencias de estas organizaciones y su contexto. Esta mayor individualización de los comportamientos hace que la perspectiva de análisis de liderazgo social se plantee como la más adecuada para futuros estudios sobre el estilo de liderazgo de las personas que ejercen el cargo de la presidencia de los clubes, en tanto que entidades sin ánimo de lucro.
Segregation due to sex exists both horizontally and vertically in the management structures of sports clubs. There are very few women on the boards of directors of these organisations (horizontal segregation) and, when they do access them, they hold lower-level positions (vertical segregation). The terms ‘glass ceiling’ and ‘leadership maze’ have been used to refer to the barriers that prevent women from accessing high-level positions. Different factors are identified as having either a positive or a negative effect. These operate at different levels, namely, the person, the close environment and the organisation. Taking into account both this starting point, which is covered in the state of affairs’ section, and the theoretical framework (adopting feminist theoretical perspectives), this piece of research poses two questions aimed at making a qualitative diagnosis of the situation. These are: What factors affect women’s access to, and performance in, their posts? What traits characterise their leadership style? In order to answer these questions a qualitative technique was used: the in-depth interview. 23 interviews were carried out with women who chaired sports clubs by using non-random typical-case sampling. The data thus obtained was analysed using the programme Atlas–ti v. 5.0. The results lead to the conclusion that, the closer a club is to becoming a business organisation, the more consistent the factors identified are with those described by the literature. However, when a club is closer to its core features, one part of the discourse used to describe the ‘glass ceiling’ still holds, but another part loses its theoretical and empirical consistency. This is due to the particular characteristics of the context within which this management position occurs (a non-salaried position held in a private non-profit organisation). The peculiarities of the context also determine the management style. Women who chaired the clubs largely showed leadership styles that were stereotypically female (importance of the team, caring about relationships and showing good communication skills) and social leadership traits (coherence, service mindset and strong ties to the organisation). In some, more instrumental traits were also found that are stereotypically associated with men (energetic, dynamic and brave). Both male and female values were fused to create a leadership style aligned with the demands and contexts of these organisations. This greater individualisation of behaviour means that the analysis of social leadership is seen as the most suitable for future studies on the leadership style of people who chair clubs as non-profit organisations.

This qualitative study explores the interrelationship between perceived gender discrimination and its antecedents and consequences while examining the concept of the glass ceiling that presents some barriers to the career advancement of Bahraini female workers in the banking sector. The study examines female bankers’ perception of the existence of both gender discrimination and the glass ceiling concept in this sector. It first examines the factors that cause such phenomena at three different levels namely societal, institutional and individual. The study then verifies the effects of some identified antecedents i.e. whether they foster or lower the perceived gender discrimination and how such effects happen. Furthermore, the study examines the same factors to ascertain if they are barriers that hinder women’s career advancement or enablers that support their advancement as there is a lack of empirical studies on the effect of the factors of the three mentioned levels to women’s career advancement especially in non-western context (Tlaiss, 2010; Hejase et al., 2013; Yokkongdi & Benson, 2005). The study also examines the consequences of perceived gender discrimination that occurs at the individual level. Some previous studies related to this research topic adopted the quantitative approach, hence; this is a qualitative based research that examines the perception of the respondents whose experiences and opinions expound the context. This led to understanding subjective areas such as respondents’ emotions and experiences that address the nature of perceived gender discrimination and the concept of glass ceiling in the Bahraini banking sector, focusing on “How” and “Why” type of questions instead of stressing on the quantities. The existing literature of gender discrimination especially about the area of underrepresentation of female workers in higher positions especially in financial services sector including banking is minimal. (Bruckmuller & Branscombe, 2010; Elumti et al., 2009; Durbin & Conley, 2010). This approach unveils the research questions by conducting in-depth semi-structured interviews with 26 Bahraini females as most of the previous studies examined both male and female perceptions while this research focusing at female only to make it more gender specific. The respondents hold managerial and non-managerial positions in both Islamic and conventional banks in the kingdom of Bahrain. The aim of the interview was to extract their perceptions on the factors and the consequences of gender discrimination as well as the barriers and challenges that hinder their advancement to higher managerial levels. The study captures the factors and the consequences of gender discrimination as well as the most common barriers that impede the Bahraini females’ career advancement within an Islamic and Arabic cultural context. The themes that emerged from the analysis are used to discuss the research issues in the light of previous research findings from different empirical studies. This study identifies different ways of finding factors of perceived gender discrimination and their effects as well as the challenges that may hinder the women’s career advancement in this sector. This study discovers that perceived gender discrimination exists in the Bahraini banking sector especially in areas such as hiring preference and receiving of benefits and compensations. This study also unearths the existence of glass ceiling, which is related to the gender inequality in the advancement opportunities to higher positions especially in the areas such as obtaining a promotion and holding managerial positions in the banks. The study finds out various factors that cause the perceived gender discrimination and the glass ceiling in the Bahraini banking sector which are classified at three levels as explained above.

碩士
國立中央大學
資訊管理研究所
92
Glass ceiling effects implies that gender disadvantages are stronger at the top of the hierarchy than at lower levels and that these disadvantages are artificial. In this thesis, I try to refer and coordinate many references to create a questionary. Social culture, organizational culture and personal perception are three constructs in this research. 78 surveys (41 males and 20 females) at different information service companies responded this questionary. Results show that female executives are less in these companies. There are significant correlations between social culture and organizational culture, social culture and personal perception, masculine culture and glass ceiling effect, history and glass ceiling effect, personal perception and glass ceiling effect. There are different reactions between male and female. Finally, some suggestions for businesses and further studies are made.

According to the U.S. Department of Labor, women made up 46.4 percent of the civilian labor force in 2005, and that percentage is expected to reach 47 percent by 2014. Professional and health-related occupations are the fastest-growing roles for women, with computer-related, environmental, and educational fields also drawing increasingly on the female workforce. The bottom line at a macro level is that, more and more, women are driving the country's economic development. But with that phenomenon come questions, challenges, and concerns, on many diverse levels. Debates rage on psychological topics such as the effect the increasing number of women at work has on marriage and divorce, family and children, women's identities and stress levels and, overall, their physical and mental health. Psychologist Michele A. Paludi and her team of experts from across fields examine all aspects of women at work - the pros and cons, how it is changing American society, its women, their relationships, partners, and children. The factors that fuel women achievers are also discussed by female scholars and experts in the field, who illustrate points with vignettes and their own career development stories. Issues in the workplace affecting women's wellbeing are also discussed, including sexual harassment and related laws, pregnancy-related work policy and regulations, challenges for women bosses and career moms, the glass ceiling, racism, women's relationships with male coworkers, and issues that rise when a woman is the breadwinner. This unique and timely set will appeal to those who are interested in psychology, women's studies, education, law, business, and public policy.

According to the U.S. Department of Labor, women made up 46.4 percent of the civilian labor force in 2005, and that percentage is expected to reach 47 percent by 2014. Professional and health-related occupations are the fastest-growing roles for women, with computer-related, environmental, and educational fields also drawing increasingly on the female workforce. The bottom line at a macro level is that, more and more, women are driving the country's economic development. But with that phenomenon come questions, challenges, and concerns, on many diverse levels. Debates rage on psychological topics such as the effect the increasing number of women at work has on marriage and divorce, family and children, women's identities and stress levels and, overall, their physical and mental health. Psychologist Michele A. Paludi and her team of experts from across fields examine all aspects of women at work - the pros and cons, how it is changing American society, its women, their relationships, partners, and children. The factors that fuel women achievers are also discussed by female scholars and experts in the field, who illustrate points with vignettes and their own career development stories. Issues in the workplace affecting women's wellbeing are also discussed, including sexual harassment and related laws, pregnancy-related work policy and regulations, challenges for women bosses and career moms, the glass ceiling, racism, women's relationships with male coworkers, and issues that rise when a woman is the breadwinner. This unique and timely set will appeal to those who are interested in psychology, women's studies, education, law, business, and public policy.

According to the U.S. Department of Labor, women made up 46.4 percent of the civilian labor force in 2005, and that percentage is expected to reach 47 percent by 2014. Professional and health-related occupations are the fastest-growing roles for women, with computer-related, environmental, and educational fields also drawing increasingly on the female workforce. The bottom line at a macro level is that, more and more, women are driving the country's economic development. But with that phenomenon come questions, challenges, and concerns, on many diverse levels. Debates rage on psychological topics such as the effect the increasing number of women at work has on marriage and divorce, family and children, women's identities and stress levels and, overall, their physical and mental health. Psychologist Michele A. Paludi and her team of experts from across fields examine all aspects of women at work - the pros and cons, how it is changing American society, its women, their relationships, partners, and children. The factors that fuel women achievers are also discussed by female scholars and experts in the field, who illustrate points with vignettes and their own career development stories. Issues in the workplace affecting women's wellbeing are also discussed, including sexual harassment and related laws, pregnancy-related work policy and regulations, challenges for women bosses and career moms, the glass ceiling, racism, women's relationships with male coworkers, and issues that rise when a woman is the breadwinner. This unique and timely set will appeal to those who are interested in psychology, women's studies, education, law, business, and public policy.

This chapter explores the burgeoning phenomenon of women entrepreneurship, highlighting its rise and undeniable influence on the business landscape. Traditionally faced with the metaphorical “glass ceiling” in corporate structures, women are increasingly taking the reins and forging their own paths to success. This chapter delves into the factors driving this trend, examining how women are overcoming challenges and establishing themselves as powerful forces in diverse industries. The chapter explores the impact of women entrepreneurs, not just on their own ventures but on the broader business ecosystem. It examines how their unique perspectives and leadership styles are shaping new business models and driving innovation. Additionally, the chapter sheds light on the role women entrepreneurs play in inspiring and empowering the next generation of female leaders. In conclusion, “Shattering Glass Ceilings” paints a compelling picture of the rise of women entrepreneurship, emphasizing its transformative impact on the world of business.

Career women often face challenges within male-dominated hierarchies and confront traditional values that dictate perceptions of suitable divisions of labor. Research on women's career progression underscores the underrepresentation of women in elite leadership and top executive roles across diverse organizations. Despite the well-documented barriers, there has been insufficient attention given to the specific issues that hinder career women's advancement. The concepts of “sticky floors”, “broken ladders”, and “glass ceilings” encapsulate the various obstacles that impede women from fully accessing and thriving in leadership positions. This chapter will paint a dark but realistic picture of career women's journey towards depression. The idea of equality between men and women should remain where it is supposed to be in books, classrooms, and other environments where reality sometimes either goes on vacation or is overshadowed by self-interest especially from some men in powerful positions who adopt the strategy of “do as we say, not as we did” which amounts to nothing less than kicking away the ladder of development from career women. In an ideal world, there should be a balance in the gender availability on leadership positions as the world is moving its efforts towards anti-discrimination practices. However, the reality presents challenges such as limited career opportunities, gender stereotypes, inequalities, and discrimination faced by career women. This chapter aims to delve into these factors impacting career women's path to leadership roles and their mental well-being. It will also offer recommendations for career women to nurture their mental health at work and for organizations to provide the necessary support.

This book chapter explores the significant role of women leaders in environmental management and their impact on sustainable development. Historically, women have been underrepresented in leadership positions in the environmental sector, but in recent years, their contributions and achievements have gained recognition worldwide. The chapter begins by discussing the barriers and challenges that women have faced in accessing leadership roles in environmental management. It examines social, cultural, and institutional factors that have limited women's participation and advancement in this field. Despite these obstacles, the chapter highlights the success stories of pioneering women leaders who have defied societal norms and shattered glass ceilings to make a difference in environmental conservation and sustainability. The chapter then delves into the unique perspectives and approaches that women bring to environmental management.

Malaysia as a country has grown quite a lot over the last two decades despite the political condition often troubled with allegations of corruption but speaking economically and in social context, it can be claimed that as a country, Malaysia has fared in a decent manner and it has been able to maintain stability which has helped to elevate the progress of the nation. The social structure of Malaysia is in such a manner where there is a broad distribution of multiple ethnicities and cultures that it has been able to maintain but in accordance to the latest Gender Development Index, as till 2017, Malaysia ranks 57th among the 189 countries

Systemic manifestations of women's subordination, such as the glass ceiling, are still a reality in organisations. Yet, the glass ceiling effect in the Global South is often conceptualised vis-à-vis (white) women's experience in ‘gendered organisations' and women's domestic role in the Southern societies. In this context, this chapter, based on a fieldwork research conducted in Sri Lanka's apparel industry, critically examines the glass ceiling effect of glass ceiling on women's career advancement in the Global South. Alongside the notion of ‘universal' patriarchy, it problematises the ‘universal' structure of the glass ceiling. And it shows that (un)doing factory women's collective identity—as lamai (little ones)—and the glass ceiling intermingle in the process of women's subordination in the apparel industry. The chapter concludes that, in the apparel industry, the role of managerial women —as well as of men in (un)doing factory women's collective identity—is crucial in keeping the glass ceiling in place.

The mission of this chapter is to discuss the glass ceiling and the contributing factors that seem to impact faculty members at HBCUs continuously; provide insight on effective strategies to avoid pitfalls, and to provide helpful recommendations to advance to new grounds once the glass ceiling becomes unbreakable. While steps have been made to examine the impact of a positive environment, the individual is ultimately responsible for personal growth in their chosen environment.

In this modern and sophisticated technological cutting edge era nations are experiencing superior socio-economic progression.Prior importance should be given to the participation of both male and female candidates which can contribute to the development of nation. In Malaysia, women are faced with glass ceiling condition explicitly for their advance career growth, their entrepreneurship, organizational leadership and high ranking position in the academic administrative level. There are many factors of glass ceiling that highlighted by the researcher which are negatively impacts on social and economic affairs in relation with women successful of professional arena.

Abstract Ever heard of the term, "glass ceiling"? It refers to barriers women and minorities face in the workplace. Corporations around the world have tried to find solutions, to diminish advancement barriers, yet for many women, people with disabilities and young employees it seems the glass ceiling has hardened to concrete. Research shows that having a diverse workforce and leaders increases revenue and innovation. Therefore businesses must leverage an employee centric mindset to understand from their employees how to create positive employee experiences and an inclusive work environment to remain competitive in the marketplace. This paradigm shift in organisations’ people management practices, benefits the whole business ecosystem. By focusing on the whole person, you are then able to create a powerful employee experience. "Employee Experience is about creating a great work environment for people. It involves understanding the role that trust plays in the employment relationship and making sure people are listened to and have a voice in issues that impact" (CIPD, 2020). Employees are becoming "the consumers of the workplace," (Balasubramanian M, 2022) which means to unlock business performance, organisations must study the uniqueness of being human, and purposefully design work experiences from the viewpoint of employees to create a truly engaged workforce. It is well documented that minorities experience a more difficult time building support networks inside their firm, have fewer mentors, and are neglected by high-status groups, which impact their chances of moving up the leadership ladder (Ely & Thomas 2020). This article addresses diversity from the perspective of how mentoring and sponsorship facilitates psychological safety, and can be tailored to promoting more minorities in leadership positions, and at the same time enhancing the employee experience. Opening the line of communication between talented minorities and power holders through strategic partnerships is imperative for companies to thrive in the future.

Abstract In this work the air conditioning system of a 93 m long and 14 m wide vessel with 4081 refrigerated m3 distributed in 51 premises is studied. In which energy, exergetic and exergoeconomic analyzes were carried out for control temperatures between 20 and 27 ° C and 50% relative humidity, with outdoor air conditions of 35 ° C and 70% relative humidity. For the vessel, the thermal load is calculated with an adaptation of the ASHRAE CLDT / SCL / CLF (cooling load temperature difference/cooling load factor/solar cooling load factor) methodology and the ISO 7547 standard. Thermal load contributors taken into account for the study were heat transfer through walls, ceilings, and glass in addition to gains from people, lighting, and Appliances. Transmission through walls and ceilings represents 33% of the thermal load, followed by glass with 18% and power equipment with 15%, the last three sources of thermal load generation are Appliances (12%), people (12%) and lighting (10%). For each degree centigrade of the control temperature, the thermal load is reduced by 2.4 and 1.1%, respectively, as determined by the ASHRAE and ISO methodologies. Similarly, the destruction of exergy is reduced by 4.16% for each degree Celsius that the control temperature is increased. An indicator is proposed to calculate the cost of generation of cooling load per unit volume and exergy of the thermal load from which it is obtained that the higher the control temperature, the lower the value of the cost of generation of the cooling load. From the exergoeconomic analysis, it is highlighted that the destruction of exergy is the main factor in the increase in system costs. Increases in exergy destruction increase the value of the indicator of cooling load generation costs per volume and unit of heat load exergy. For each degree Celsius that the control temperature is reduced, the cost of generation of cooling load per volume and unit of exergy of thermal load increases on average 0.35%.

Living in the 21st century does not necessarily mean that men and women are treated fairly and respectfully regarding their respective needs and thus in a gender equitable way. On the one hand, women still do three times the amount of unpaid care work, earn 18% less for the same work, make up the minority of C-Suite Level leaders with only 22% compared to 78% of men (which has become even worse due to the Covid-19 Pandemic) and have to deal with issues such as the glass ceiling or glass cliff which prevent their careers from flourishing, to name a few issues. On the other hand, studies by experts conducted in the field of gender equity have shown that women were rated as more effective leaders during and before a crisis, that female participation in the workforce could add between 12-18 trillion dollars to global GDP and increase profits of companies whilst reducing turnover rates and improving productivity as well as employee satisfaction, therefore potentially benefitting society as a whole. To understand why the world has not become gender equitable yet despite the many benefits it would provide, the research conducted in this paper includes academic primary and secondary research, an international literature review, 13 individual interviews with top level managers and/or diversity, equity and inclusion experts (DEI) as well as a global survey with 66 respondents. The results led to the conclusion that there is a need for a shift away from the patriarchal system towards a gender equitable society, which can be achieved with the help of the Global Gender Equity Model (GGEM). The GGEM is a new conceptual model for understanding and describing the implementation of the factors that create gender equitable nations. It is based on four socioeconomic pillars (People, Economy, Education, Governance) aligned with ESG (Environment, Social Governance) criteria adopted by private and public organizations. The four pillars of the GGEM model blend the traditional corporate and government systems of global nations with the current need for individual and collective accountability, collaboration as well as transparency and free flow of information. These pillars were found to be associated with equitable environments and can be seen as both interdependent and positively reinforcing of each other. This means the relative strength of any one pillar has the potential to either positively or negatively influence national gender equity. The GGEM uses the principles behind these pillars to develop and deliver an assessment tool and guidelines that are holistic in their approach to help transform nations from their current inequitable state. The model has been developed to benefit any organization by enacting some or all of these principles no matter their location or the path selected to achieving true gender equity. The integration of the GGEM model with the ESG index has been designed to incentivise the adaptation of the model towards achieving faster and higher organizational ESG scoring. The paper also presents the limitations of the model at its current stage and areas of further research which can support it with technologies and processes that can give adaptation efficiency and implementation consistency.

Alva Myrdal (Sweden), Marga Klompé (Netherlands), Margaret Thatcher (United Kingdom), Gro Harlem Brundtland (Norway) and Angela Merkel (Germany): what do they have in common? They were all pioneers in their specific political fields. In their successive careers, the five women spanned the period from the 1930s to the present, in a part of the world with Western parliamentary democracies where female political leadership was rare. At the end of the twentieth century, fewer than thirty percent of all ministerial posts in ten important Southern, Western and Northern European countries were held by a woman. The basic question of my research is how and why the female political leaders mentioned came to the fore in a period when this phenomenon was rare and in what way they maintained themselves. I investigate a combination of three factors: their personality and achievements, their personal circumstances and the specific historical and political context. As pioneers in their field, these women had to overcome many obstacles and suffer setbacks. Female politicians especially had and still have to deal with the prejudice that women cannot be good politicians. In the portraits of these women I focus on their competence. My thesis is that these women broke through the glass ceiling because they were exceptionally competent and thereby paved the way for other female politicians.