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Tandrayen-Ragoobur, Verena, and Rajeev Pydayya. "Glass ceiling and sticky floors: hurdles for Mauritian working women." Equality, Diversity and Inclusion: An International Journal 34, no. 5 (June 15, 2015): 452–66. http://dx.doi.org/10.1108/edi-08-2014-0064.
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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.
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Shrestha, Indira. "Is There a Glass Ceiling in Nepalese Commercial Banks?" International Journal of Scientific Research and Management 11, no. 02 (February 27, 2023): 4641–49. http://dx.doi.org/10.18535/ijsrm/v11i02.em12.
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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.
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Budhiyanto, Aris. "IMPACT OF WINDOW-TO-WALL RATIO, GLASS REFLECTANCE, AND SURFACE REFLECTANCE ON INDOOR ILLUMINANCE: A SIMULATION STUDY USING DIALUX." Arsitekno 12, no. 1 (April 22, 2025): 75–83. https://doi.org/10.29103/arj.v12i1.18544.
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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.
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Saleem, Sharjeel, Asia Rafiq, and Saquib Yusaf. "Investigating the glass ceiling phenomenon." South Asian Journal of Business Studies 6, no. 3 (October 2, 2017): 297–313. http://dx.doi.org/10.1108/sajbs-04-2016-0028.
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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.
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Hunt, Valerie H., Larra Rucker, and Brinck Kerr. "You’ve Come a Long Way, Baby, but You Still Have a Long Way to Go: Gender-Based Pay Inequality in U.S. State Bureaucracies, 1995-2015." Public Personnel Management 49, no. 4 (November 6, 2019): 571–89. http://dx.doi.org/10.1177/0091026019886332.
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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.
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Kim, Jungjin. "A study of glass ceiling effect on impression management behaviors between Korean and U.S. women managers in financial institutions." Korean Journal of Industrial and Organizational Psychology 25, no. 4 (November 30, 2012): 833–59. http://dx.doi.org/10.24230/kjiop.v25i4.833-859.
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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.
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Cediel, Melissa Rincón, and Javier Alfonso Reyes Neira. "Analysis of teacher working environment: factors that influence the voice." Audiology - Communication Research 19, no. 4 (December 2014): 399–405. http://dx.doi.org/10.1590/s2317-64312014000400001337.
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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.
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Ramírez Ibarra, Pamela Irazú, and Adriana Martínez Martínez. "Unveiling Power Dynamics: Diversity Interpretations, Management Practices, and Inclusion Perceptions in the Workplace." Nova Scientia 16, no. 32 (May 7, 2024): 1–18. http://dx.doi.org/10.21640/ns.v16i32.3466.
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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.
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Bayhaqi, Rendy Achmad, and Isa Ma'rufi. "Description of the Physical Condition of the House and the Presence of Staphylococcus aureus in the Toddler's House with Pneumonia in Pakusari District, Jember Regency." JURNAL KESEHATAN LINGKUNGAN: Jurnal dan Aplikasi Teknik Kesehatan Lingkungan 21, no. 2 (July 1, 2024): 179–92. http://dx.doi.org/10.31964/jkl.v21i2.724.
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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.
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Kim, Ree-ha, and Sang-eun Lee. "A Study on Women's Labor Market and Factors Causing the Glass Ceiling." KBM Journal 8, no. 2 (June 30, 2024): 51–66. https://doi.org/10.51858/kbmj.2024.6.8.2.51.
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Du, Ying, and Wei Huang. "Evaluation of Street Space Quality Using Streetscape Data: Perspective from Recreational Physical Activity of the Elderly." ISPRS International Journal of Geo-Information 11, no. 4 (April 7, 2022): 241. http://dx.doi.org/10.3390/ijgi11040241.
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The quality of street space has attracted attention. It is important to understand the needs of different population groups for street space quality, especially the rapidly growing elderly group. Improving the quality of street space is conducive to promoting the physical leisure activities of the elderly to benefit to their health. Therefore, it is important to evaluate street space quality for the elderly. The existing studies, on the one hand, are limited by the sample size of traditional survey data, which is hard to apply on a large scale; on the other hand, there is a lack of consideration for factors that reveal the quality of street space from the perspective of the elderly. This paper takes Guangzhou as an example to evaluate the quality of street space. First, the sample street images were scored by the elderly on a small scale; then the regression analysis was used to extract the street elements that the elderly care about. Last, the street elements were put into the random forest model to assess street space quality io a large scale. It was found that the green view rate and sidewalks are positively correlated with satisfaction, and the positive effect increases in that order. Roads, buildings, sky, vehicles, walls, ceilings, glass windows, runways, railings, and rocks are negatively correlated with satisfaction, and the negative effect increases in that order. The mean satisfaction score of the quality of street space for the elderly’s recreational physical activities in three central districts of Guangzhou (Yuexiu, Liwan, and Haizhu) is 2.6, among which Xingang street gets the highest quality score (2.92), and Hailong street has the lowest quality score (2.32). These findings are useful for providing suggestions to governors and city designers for street space optimization.
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Mustikarini, Carolina Novi, Cindy Yoel Tanesia, Tony Antonio, Yuyun Suade, Asriah Syam, and Salmah Sharon. "From Awareness To Action: Addressing The Underlying Factors Of The Glass Ceiling Effect For Women In Multiple Sectors." e-Academia Journal 12 (December 20, 2023): 62–73. http://dx.doi.org/10.24191/e-aj.v12isi.25000.
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The Glass Ceiling Effect is a phenomenon that portrays intangible obstacles often interfering the career advancement of talented people, especially women, to top-level management positions. This article aims to explore the underlying factors of the Glass Ceiling Effect in Indonesia, with a focus on the career challenges faced by women and the barriers in achieving gender equality in the workplace. The study included 100 female respondents working in various sectors. The research findings show that there are several factors reflecting the Glass Ceiling Effect such as Internal Business Structure, Social Challenges, Situational Challenges, and Individual Challenges. On the other hand, the Government Challenge factor does not reflect the Glass Ceiling Effect.
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Peksoy Kaya, Sibel. "Factors Affecting Academics' Perceptions of Glass Ceiling Barriers." Doğu Karadeniz Sağlık Bilimleri Dergisi 4, no. 1 (March 28, 2025): 19–34. https://doi.org/10.59312/ebshealth.1625286.
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Aim: This paper investigated academics’ perceptions of glass ceiling barriers and the factors affecting those perceptions. Methods: This study adopted a descriptive, comparative, and correlational research design. The sample consisted of 225 academics from a university in Ankara/Turkiye. Data were collected using a personal information form, the “Glass Ceiling Barriers Scale (GCBS)”, and the “Perception of Gender Scale (PGS)”. The data were analyzed using the student's t-test, Mann Whitney-U, One Way Analysis of variance (ANOVA), Welch Anova, Kruskal Wallis, and Pearson correlation tests. Results: Participants had a mean GCBS and PGS score of 74.93±17.62 and 102.74±16.99, respectively. There was no significant difference in GCBS scores between male and female participants (p > 0.05). However, male participants had significantly higher mean GCBS “multiple roles” and “stereotyped prejudices” subscale scores than their female counterparts, while female participants had significantly higher mean GCBS “informal communication” and “professional discrimination” subscale scores than their male counterparts (p < 0.05). Female participants had a significantly higher mean PGS score than their male counterparts (p < 0.05). There was a negative correlation between GCBS total and “multiple roles,” “personal preference,” and “stereotyped prejudices” subscale scores and PGS total scores (respectively, female, r= -0.429, r= -0.382, r= -0.441, r= -0.523, p < 0.05; male, r= -0.542, r= -0.678, r= -0.324, r= -0.663, p < 0.05). There was a positive correlation between GCBS total and “multiple roles” and “stereotyped prejudices” subscale scores and the number of siblings in male participants (respectively, r= 0.191, r= -0.232, r= -0.313, p < 0.05). Conclusion: How academics view gender determines how they perceive glass ceiling barriers. Academics who believe more in gender equality are more aware of glass ceiling barriers. However, how academics perceive the glass ceiling needs to be examined from multiple perspectives.
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Mwashita, Tinaye, Nanikie Zungu, and Diane Abrahams. "The Glass Ceiling: Career Progression Barriers for Female Employees in the South African Hospitality Industry." December 2020, no. 9(5) (December 31, 2020): 1077–93. http://dx.doi.org/10.46222/ajhtl.19770720-70.
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This study examined the glass ceiling phenomenon in the South African hospitality industry, with a particular focus on four hotels in Gauteng. The primary aim was to investigate the different perspectives held on the glass ceiling by exploring the key factors inhibiting women in the hospitality industry from proceeding to the next level of the corporate hierarchy, and, ultimately, to reach senior executive positions. Data was collected through informal semi-structured interviews and an online questionnaire that was targeted at men and women in lower to top management positions within the different hotels. The key findings show that the glass ceiling indeed exists, as a fluid and dynamic phenomenon, which takes on various ever-evolving shapes within different work environments. Many women resonated with the nature of the glass ceiling. The literature depicts the glass ceiling as an overarching and all-encompassing phenomenon affecting women. The study sheds more light on the circumstantial nature of the glass ceiling and shows that certain factors exacerbate the effects of the ‘glass ceiling’ phenomenon. A study found that a combination of variables affected the careers of women and their work life balance. The study revealed that the circumstantial nature of the glass ceiling and its dynamic nature makes it impossible for there to be a uniform solution to navigating one’s career around it or to shatter it. This finding challenges the existing view of the glass ceiling and how women should be attempting to shatter it.
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Lathabhavan, Remya, and Senthil Arasu Balasubramanian. "Glass Ceiling and women employees in Asian organizations: a tri-decadal review." Asia-Pacific Journal of Business Administration 9, no. 3 (September 4, 2017): 232–46. http://dx.doi.org/10.1108/apjba-03-2017-0023.
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Purpose The purpose of the paper is to review and analyse different glass ceiling studies conducted in different Asian countries during the three decades after the introduction of the metaphor. It also describes the antecedents and the consequences of the glass ceiling. Design/methodology/approach The method chosen for the study was a computerised search of available materials using the keywords relating to glass ceiling in Asia and latest reports from international organisations. Findings The perception of glass ceiling existence in Asian countries has been sorted out region-wise. Different factors for glass ceiling have been categorised under different theories. Research limitations/implications The study includes a multiregional aspect of glass ceiling, which will be useful for further studies in this area. The limitation of the study is that it did not assess the awareness and influence of glass ceiling in each industry. Practical implications Since the study showed glass ceiling practices in different countries in Asia, it might help policy makers for making proper decisions for breaking of glass ceiling. Social implications The study may be a part of empowering women as it analyses areas of inequality and finds out antecedents. Originality/value This paper is the first to shed light on glass ceiling on a multicultural and multiregional aspect.
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Thiranagama, Waruni. "IS GENDER PLAYS A ROLE IN WORKPLACE?" JBFEM 4, no. 1 (May 19, 2021): 1–8. http://dx.doi.org/10.32770/jbfem.vol41-8.
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Women participation in the workplace has increased dramatically in recent years, yet the women in the the highest positions of the organizations are still rare. Women face greater barriers that are different from those of their male counterparts when moving up the career ladder. Glass-ceiling refers to situations where the advancement of a qualified person within the hierarchy of an organization is halted at a particular level. The paper discusses the glass ceiling of women employees and the nature of the glass ceiling among the women in society. Further it provides a critical analysis on the glass ceiling by giving empirical evidence from different authors. Evidence shows that glass ceiling is still prevalent around the world. However, cooperates do not believe the existence of glass ceiling, which makes the situation worse by hiding reality. They argued that glass-ceiling effect is a myth created by society. Moreover, it is argued that the lack of women employees in the top positions of the organizations is not because of the glass-ceiling was there but because the factors within the women employees hinder their movements to the top positions in the organizations. Hence glass ceiling remains still debatable.
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Agarwal, Utkarsh, Bharti Shukla, and Sudhir Singh. "ASSESSING GLASS CEILING AND GENDER INEQUALITY FOR WOMEN EMPLOYEE IN SERVICE SECTOR." Sachetas 2, no. 2 (May 8, 2023): 58–66. http://dx.doi.org/10.55955/220006.
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The glass ceiling is a barrier to the advancement of capable female professionals in the workplace, primarily due to gender or racism (Abidin, Z. Z. 2009). Carol Hymowitz and Timothy Schellhardt of the Wall Street Journal developed the term "glass ceiling" in 1986. Many researchers like (Shukla, 2015) have confirmed the presence of a glass ceiling based on various constructs such as social, cultural, and individual constraints. In India, there is no substantial proof on this topic. In their workplaces, the majority of the respondents had experienced some form of prejudice. Despite increases in women's education and knowledge, the percentage of women who advance in their careers is still quite modest. There are few studies that indicate the major impediments to women's advancement in the workplace. The study's sample size was set at 200 people. Data was obtained from female responders to eliminate any type of bias. So, sample were 145 respondents (Women Employee). SPSS was used to examine the data. Individual factors, social and societal factors, organizational factors, cultural aspects, family factors, and gender related issues were investigated using exploratory factor analysis. The effect of the factors on the respondents' job performance was calculated using percentages. According to the findings, women employees can only break through the glass ceiling if positive factors impacting their professional advancement are boosted. This can be done by improving their economic power by updating their abilities, educational qualifications, communication skills, and having competent mentors who can guide and counsel them in the right direction. The study's goal is to see, if there is a glass ceiling in different service industries. This research also looks into the effects of the glass ceiling on women's advancement in the workplace. The purpose of this study is to look for glass ceiling effects, which limit women's professional opportunities and advancement at a particular point.
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Shasrini, Tessa, and Al Sukri. "PENGARUH GLASS CEILING TERHADAP PENGEMBANGAN KARIR WANITA DI DUNIA PENDIDIKAN." Jurnal Ranah Komunikasi (JRK) 5, no. 1 (June 28, 2021): 70. http://dx.doi.org/10.25077/rk.5.1.70-76.2021.
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This research was conducted with a focus on the problem of Women's Career Development Glass. The total study is a conceptual framework structure built using quantitative research methods. Research is carried out with the aim of getting a goal. Namely “To Know the Effect of Glass Ceiling on Teacher-focused Women's Career Development. "At the same time, a hypothesis was developed to find out whether individual factors, family factors, organizational and cultural factors significantly influence Women's Career Development Factors. Only this study has been completed with a comprehensive empirical survey using a self-administered questionnaire and the sample consists of. of 110 female teachers. To present and analyze both descriptive and statistical data used. The findings reveal the Glass Ceiling and career development of women have a positive relationship, and also show that individual factors, organizational factors and cultural factors have a significant effect on development. Career of Women Whereas Family Factors have no effect on the Glass Ceiling The results of this study confirm that there is no effect on the effect of the glass ceiling. Taking all these facts into account, there is a better recommendation to be made in this study. In the end, the most important suggestion. Requirements for future research and study limitations have been outlined in this study.
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Azwar, Azwar. "Glass Ceiling Sebagai Hambatan Dalam Mewujudkan Keadilan dan Kesetaraan Gender Bagi Perempuan Pekerja." SALAM: Jurnal Sosial dan Budaya Syar-i 10, no. 1 (February 8, 2023): 9–20. http://dx.doi.org/10.15408/sjsbs.v10i1.26067.
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This paper discusses the phenomena of the glass ceiling, which affects women's chances of obtaining professional jobs, as well as its connection to issues of equality and equity in regards to gender. A literature review of several scientific studies that address the glass ceiling is used as the method of writing for this method. The findings of this literature review indicate that the "glass ceiling" phenomenon is still a barrier for women to overcome in order to advance to particular levels within their respective workplaces. The sexist attitude toward women was one of the contributing factors to this result. This article demonstrates that equality and equity in terms of gender have not yet been achieved in the field of professional labor.Keyword: Glass Ceiling, Equity, Equality. AbstrakTulisan ini membahas tentang fenomena glass ceiling yang mempengaruhi peluang perempuan memperoleh pekerjaan profesional, serta kaitannya dengan isu kesetaraan dan kesetaraan gender. Tinjauan pustaka dari beberapa kajian ilmiah yang membahas mengenai glass ceiling digunakan sebagai metode penulisan untuk metode ini. Temuan kajian literatur ini menunjukkan bahwa fenomena “glass ceiling” masih menjadi kendala yang harus dihadapi perempuan untuk naik ke level tertentu di tempat kerjanya masing-masing. Sikap seksis terhadap perempuan menjadi salah satu faktor yang berkontribusi terhadap hasil ini. Pasal ini menunjukkan bahwa kesetaraan dan pemerataan gender belum tercapai di bidang ketenagakerjaan profesional.Kata kunci: Glass Ceiling, Kesetaraan Gender, Keadilan Gender
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Valikhani Dehaghani, Mashaallah, Ghasem Cholmaghani, and Mohammad Goli. "Factors Causing the Glass Ceiling in Public Organizations." International Journal of Scientific Research in Knowledge 1, no. 5 (May 1, 2013): 106–15. http://dx.doi.org/10.12983/ijsrk-2013-p106-115.
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Shrestha, Indira. "Glass ceiling and career development of women in Nepalese financial institutions." Problems and Perspectives in Management 23, no. 2 (May 5, 2025): 371–83. https://doi.org/10.21511/ppm.23(2).2025.26.
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Even though women entered the corporate world in the twenty-first century, there are still relatively few in leadership roles across all industries. Women’s advancement may be hampered by a few unseen circumstances. Thus, the study sought to determine the glass ceiling elements (organizational culture, organizational climate, organizational practice, and women’s career aspirations) that could impede women’s career development in Nepalese financial institutions. Descriptive and analytical research designs were used. Women working as supervisors and above made up the population. Nepalese financial institutions were separated into three groups (commercial bank, development bank, and finance company) using multi-stage sampling. Statistical tools like frequency, mean, one-way ANOVA, and multiple regression were used for the 396 sample. The result showed that organizational culture (11 items, β = –0.335, p &lt; 0.05) seemed more influencing to affect the career development of women negatively followed by organizational climate (18 items, β = –0.209, p &lt; 0.05), organizational practice (10 items, β = –0.176, p &lt; 0.05) and women’s career aspirations (18 items, β = –0.169, p &lt; 0.05) accounting for approximately 52.3% of the variation. Post hoc analysis showed that women working in commercial banks have fewer career development opportunities compared to development banks. However, there is no difference between commercial banks and finance companies, as well as between development banks and finance companies. Finally, the study findings will help policymakers understand invisible barriers that hamper women’s careers and help women become aware of corporate and personal factors leading to improved careers. AcknowledgmentThis study was funded by the University Grants Commission (UGC), Nepal, under UGC Award Number PhD-77/78-Mgmt-03. The author wants to express gratitude to UGC Nepal for its generous funding.
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Muslim, Muhamad Ihwanul, and Mirwan Surya Perdhana. "GLASS CEILING: SEBUAH STUDI LITERATUR." JURNAL BISNIS STRATEGI 26, no. 1 (January 18, 2018): 28. http://dx.doi.org/10.14710/jbs.26.1.28-38.
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Nowadays, women's involvement in the workforce are continues to increase. However, the number of womens participate in the upper management are still limited. Such condition might be caused by glass ceiling phenomenon – obstacles hindering women’s career advancement. This study presents antecedents of glass ceiling phenomenon both in profit and non-profit organizations. Extensive literature review were conducted to gain conclusion on factors hindering women’s career advancement. Managerial implication and opportunity for further research were discussed.
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Ramales Osorio, Martín Carlos, and Ricardo García Jiménez. "Análisis Descriptivo, acceso de las Mujeres Oaxaqueñas a la Educación y su distribución en el Sector Económico." iQual. Revista de Género e Igualdad, no. 6 (February 27, 2023): 70–92. http://dx.doi.org/10.6018/iqual.540701.
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It is questioned whether access to the different levels of the Oaxacan educational system, by the group of women, is associated with a series of social and cultural factors related to gender. The objective of the work is to show that women are relatively marginalized and excluded in entering basic education, but not in higher education. The present work assumes a descriptive-qualitative method that is aided by the compilation of cross-sectional socioeconomic indicators obtained from the National Institute of Statistics and Geography and the Government of Oaxaca, using theories related to gender that provide explanations that coincide with the phenomenon. It was shown that access to basic education continues to marginalize girls and adolescents, a situation associated with a macho culture and patriarchal families; This is not the case in higher education, where female enrollment exceeds male enrollment, but this does not translate into a homogeneous distribution at the undergraduate and postgraduate levels, and does not have repercussions on an improvement in employment and wages for Oaxacan women. Situation that is explained by the so-called "Glass Ceilings" and the cultural arbitrary imposed on women. Se cuestiona si el acceso a los diferentes niveles del sistema educativo oaxaqueño, por el grupo de mujeres, está asociado a una serie de factores sociales y culturales relacionados al género. El objetivo del trabajo es mostrar que las mujeres se encuentran relativamente marginadas y excluidas en el ingreso a la educación básica, pero no así en la educación superior. El presente trabajo asume un método de tipo descriptivo-cualitativo que se auxilia de la recopilación de indicadores socioeconómicos de corte transversal obtenidos del Instituto Nacional de Estadística y Geografía y del Gobierno de Oaxaca, utilizando teorías relativas al género que provean explicaciones que coincidan con el fenómeno. Se demostró que el acceso a la educación básica sigue marginando a niñas y adolescentes, situación asociada a una cultura machistas y familias de tipo patriarcal; no así en la educación superior que la matricula femenina llega a superar a la masculina, pero esto no se traduce en una distribución homogénea a nivel licenciatura y posgrado, y no repercute en una mejora laboral y salarial de la oaxaqueñas. Situación que se explica por los llamados “Techos de Cristal” y los arbitrarios culturales que se imponen a las mujeres.
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Maithani, Anoop, Manisha Misra, Saaylee Potnis, and Shringar Bhuwania. "The Effect of Gender on Perception of Glass Ceiling, Mediated by SRO and Attitude toward Women as Managers." Management and Labour Studies 37, no. 2 (May 2012): 107–23. http://dx.doi.org/10.1177/0258042x1203700203.
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Purpose: The purpose of this research paper is to determine the effect of Gender on Perception of Glass Ceiling, mediated by Sex Role Orientation and Attitude towards Women as Managers. Design/methodology/approach: An online survey was floated to 189 B-School students via email and social networking sights, out of which a total of 153 responses were collected and analyzed. The respondents were surveyed on their Sex Role Orientation, Attitude towards Women as Managers and Perception of Glass Ceiling. Available scales were used to measure each of these constructs. Findings: Sex Role Orientation fully mediated Gender in relation to Perception of Glass Ceiling. However Attitude towards Women as Manager does not have any effect on Perception of Glass Ceiling or Gender. Moreover SRO has a greater effect on Perception of Glass Ceiling than Gender has. It is also seen that females have a higher SRO i.e., a more modern outlook than men who have a lower value of SRO i.e., a more traditional outlook. It is also seen that higher the value of SRO, lower is the perception of glass ceiling and that females have a lower perception of glass ceiling as compared to males. Research limitations/implications: The sample space of respondents was limited to MBA School students. It does not take into account the respondents’ work experience. The current study could therefore only provide tentative conclusions. Practical implications: Once the factors affecting Perception of Glass Ceiling are determined, organizations can work accordingly to eliminate this perception of glass ceiling among its employees. Originality/value: This research has been done in the Indian Context. The scales we used to determine SRO and Perception of Glass Ceiling were designed specifically for the Indian Context. Since SRO differs widely from country to country, this research will enable us to find the link between Gender and Perception of Glass Ceiling specifically in the Indian context.
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KAUR, Navneet, and Ella MITTAL. "Is Glass Ceiling a Myth or Reality? A Systematic Review in Healthcare Sector." Eurasian Journal of Business and Economics 15, no. 30 (November 30, 2022): 1–24. http://dx.doi.org/10.17015/ejbe.2022.030.01.
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As females are actively participating in every sector, the obstacles faced by them in their careers attracted the attention of researchers. The main purpose of this study was to systematically review the literature about the glass ceiling in the healthcare sector, published between the years 2000 to 2019, with no geographical limitations. Additionally, the barriers resulting from the glass ceiling were also explored. For this purpose, literature was searched from various databases, and grey literature was also used for the review. After applying all the steps of inclusion and exclusion criteria, a total of 32 studies were evaluated for this paper. Results were obtained by mainly focusing on the existence of a glass ceiling in healthcare and the barriers/factors of the glass ceiling. The findings showed that although the number of females is increasing in the healthcare sector, there is still an underrepresentation of females in senior positions. The existence of a glass ceiling is the main reason for this. The main barriers to the glass ceiling in the healthcare sector that are obstructing the way of females are organizational, societal, and personal. There is a long way to go for females in the healthcare sector.
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Whiteside, Erin, and Marie Hardin. "On Being a “Good Sport” in the Workplace: Women, the Glass Ceiling, and Negotiated Resignation in Sports Information." International Journal of Sport Communication 5, no. 1 (March 2012): 51–68. http://dx.doi.org/10.1123/ijsc.5.1.51.
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This research survey explores the gendered work experiences of women in sports information, including their perceptions of the “glass ceiling,” their rationalization strategies for dealing with those perceptions, and the factors contributing to their low numbers in the business. The findings suggest that women perceive a glass ceiling but are hesitant to admit its existence. Second, women are internalizing some of the value systems embedded in this male-dominated industry. Finally, along with perceptions of a glass ceiling, women are facing a “maternal wall” that makes staying in sports information extremely difficult for women with children, given the job’s untraditional schedule.
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Longman, Karen A., and Shawna L. Lafreniere. "Moving Beyond the Stained Glass Ceiling." Advances in Developing Human Resources 14, no. 1 (November 7, 2011): 45–61. http://dx.doi.org/10.1177/1523422311427429.
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The Problem. While a variety of factors have historically limited access by women to top-level leadership positions across higher education, these factors become more complicated when juxtaposed with the theological commitments that influence the leadership journeys of women in these settings. The Solution. This article reviews the literature related to women in higher education leadership, with a particular focus on the state of women in leadership found in faith-based colleges and universities—as represented by the 110 member institutions of the Council for Christian Colleges & Universities (CCCU). It describes the results of in-depth research on the impact of a CCCU Women’s Leadership Development initiative, launched in 1998. Qualitative and quantitative evaluation data are discussed and implications outlined. The Stakeholders. The lessons emerging from this initiative and research can be helpful for postsecondary leaders, HRD and leadership development professionals, and all those who focus on developing women in higher education settings.
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Elacqua, Tina C., Terry A. Beehr, Curtiss P. Hansen, and Jennica Webster. "Managers' Beliefs about the Glass Ceiling: Interpersonal and Organizational Factors." Psychology of Women Quarterly 33, no. 3 (September 2009): 285–94. http://dx.doi.org/10.1177/036168430903300304.
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The glass ceiling refers to the difficulty of women trying to be promoted into the top management levels. The present study examined managers' potential explanations, implicit or explicit, for why women rarely reach the top hierarchical levels in their own organization. Among 685 managers at a large Midwestern insurance company, a model was supported in which beliefs about interpersonal and situational variables in the organization were related to the perception that men and women were treated differently overall, which, in turn, was related to the belief that a glass ceiling existed. The model was not different for male and female managers, but women tended to perceive that each element of the model existed to a greater extent than men did.
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BATO ÇİZEL, Rabia. "Factors Influence Women Teachers Perception of Glass Ceiling Syndrome." Mediterranean Journal of Humanities 4, no. 1 (June 30, 2014): 63. http://dx.doi.org/10.13114/mjh.201416424.
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Suh, Kyung-Do. "The Effect of Glass Ceiling Induced Factors and Perception on Job Commitment: Focusing on the Comparison between Local Medical Practitioners and Private Medical Practitioners." Journal of Digital Convergence 14, no. 11 (November 28, 2016): 225–32. http://dx.doi.org/10.14400/jdc.2016.14.11.225.
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Akkaya, Burcu. "Opinions of Educational Administrators on Glass Ceiling Syndrome Preventing Women from Becoming Senior Managers." Journal of Education and Training Studies 8, no. 3 (February 20, 2020): 76. http://dx.doi.org/10.11114/jets.v8i3.4658.
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The purpose of this study is to reveal the opinions of educational administrators about the factors that arise from the glass ceiling syndrome which prevents women from becoming senior managers in educational organizations. In addition, in this study, suggestions have been developed for women to overcome the obstacles they face in reaching senior management positions. Qualitative method was used in this research. The research was conducted as a descriptive study in the survey model. The participants of the study consisted of educational administrators working in Niğde province. Semi-structured interview technique was used to examine and reveal the views of the participants in depth. Content analysis method was used in the analysis of data. According to the results, all participants think that women face glass ceiling barriers in the promotion of senior managerial positions. Obstacles to the glass ceiling are mostly due to individual factors. Individual factors were followed by organizational and social factors, respectively. Among the individual factors, the most important obstacles are women's negative view of management and their family responsibilities. Women do not aspire to management tasks because they require more workload and responsibility. In addition, male-dominated organizational policies and the sexist approach, which sees management as man's job are barriers for women. It has been suggested that women should be more willing and challenging to overcome the glass ceiling barriers. In addition, suggestions were made for senior management positions such as allocating quotas and providing flexible working hours for women.
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Popoola, Temitope, and Georgiana Karadas. "How Impactful Are Grit, I-Deals, and the Glass Ceiling on Subjective Career Success?" Sustainability 14, no. 3 (January 19, 2022): 1136. http://dx.doi.org/10.3390/su14031136.
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Due to the ever-changing organizational and societal conditions that make reliance on external definitions of success unworkable or undesirable, subjective career success has remained a critical topic in careers studies. Among the drivers of subjective career success, research has identified personality traits and job resources as essential sources. Grit, in the form of a personality trait, together with I-deals (job resource) and perceptions of employees’ glass ceiling can provide new insights regarding factors, which can heighten employees’ subjective career success. Therefore, the main purpose of the study is to investigate the direct and indirect effect of grit on each dimension of subjective career success via I-deals and perceptions of the glass ceiling. Surveys from 221 female security forces from both private and public sector in Oyo state, Nigeria, were collected and the data was analyzed using the smartPLS. The results showed that grit is positively related to I-deals, glass ceiling and career satisfaction, but not to happiness, psychological wellbeing, and work engagement. I-deals mediated the relationship between grit and subjective career success’ dimensions, while the glass ceiling did not. This study was able to infer that personality trait (grit) has much to relate with how women perceive the existence of the glass ceiling in their organization.
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Nisha, P., and A. Vasumathi. "THE IMPACT OF PERSONALITY TRAITS ON GLASS CEILING BELIEFS AMONG WOMEN ADVOCATES' CAREER DEVELOPMENT." Humanities & Social Sciences Reviews 8, no. 3 (June 20, 2020): 144–55. http://dx.doi.org/10.18510/hssr.2020.83107.
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Purpose: Over the last two decades, India has positively responded to its call, however, as an emerging economy by creating many new kinds of "global" legal work environments that offer and attract gender-neutral benefits for its associates. Yet, there are issues to be addressed to enable a hassle-free development system for the women Advocates. Although there are a large number of women advocates increasing in recent years, in the highest levels of their career they are still in the exception.
Methodology: The primary data were collected from 140 women Advocates, Chennai District, Tamil Nadu, India. The data were analyzed by using statistical tools such as Chi-square, Correlation, ANOVA, Percentage analysis.
Main Findings: It was observed from the study that women encounter issues in all identified fields, which affects job satisfaction and the growth of women's profession as lawyers. Thus, it is vital to take measures to enhance the participation level of women lawyers by minimizing the glass ceiling issues. The study mainly focuses on the impact of personality traits on glass ceiling beliefs primarily among Women Advocates in achieving career development. The study reveals the positive impact of personality traits on career growth. It also finds that career growth was significantly affected by socioeconomic factors.
Applications of this study: This study would be useful to the women advocates, who are facing glass ceiling barriers that affect their career development. This study would also be helpful to other women employees who are working in various industrial sectors.
Novelty/Originality of this study: Male dominance in the workplace is still strong, and the glass ceiling effect or the barriers stopping the female employees from getting-go top-level positions, which occurs both in developed and developing countries. Many studies indicate the glass ceiling factors on women employees' career development. This article mainly focuses on how women advocates achieve their career success by overcoming the glass ceiling barriers and beliefs. Thus, the study is unique as it plays a crucial role in finding how the impact of personality traits on women advocates glass ceiling beliefs affect their career development.
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Elacqua, Tina C., Terry A. Beehr, Curtiss P. Hansen, and Jennica Webster. "MANAGERS' BELIEFS ABOUT THE GLASS CEILING: INTERPERSONAL AND ORGANIZATIONAL FACTORS." Psychology of Women Quarterly 33, no. 3 (September 2009): 285–94. http://dx.doi.org/10.1111/j.1471-6402.2009.01501.x.
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Shrestha, Indira, Rewan Kumar Dahal, Binod Ghimire, and Bharat Rai. "Invisible barriers: Effects of glass ceiling on women’s career progression in Nepalese commercial banks." Problems and Perspectives in Management 21, no. 4 (December 13, 2023): 605–16. http://dx.doi.org/10.21511/ppm.21(4).2023.45.
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Eliminating gender prejudice in job advancement is crucial to organizational success. The study aims to analyze the impact of invisible barriers (corporate culture and corporate practices) on the promotion of women working in Nepalese commercial banks. Structural equation modeling and path analysis have examined how the glass ceiling factors affect women’s career progression. The study’s targeted population consisted of female middle-level managers. It used convenience sampling to collect information from 288 female middle-level managers. Kaiser-Meyer-Olkin and Bartlett’s tests for sphericity were used to test the study’s external validity. Construct reliability tests and average variance extracted tests were used to evaluate the convergent validity of the latent variables. Heterotrait-monotrait ratio test was used to assess the discriminant validity of the independent components. The result revealed that the corporate culture with seven observable items (β = –0.313; p &lt; 0.05) and corporate practices with nine observable items (β = –0.507; p &lt; 0.05) had a negative and statistically significant impact on women’s career progression in Nepal, accounting for approximately 64.0% of the variation. For organizations to be moral and effective, gender stereotypes regarding promotions must be eliminated. The study’s findings assist policymakers in understanding how the glass ceiling affects women’s promotion in businesses and recognizing discrimination based on gender to make promotional decisions impartial.
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Astra Terenggana, Candra, and Ega Leovani. "BREAKING BARRIER:WORK FAMILY CONFLICT, GLASS CEILING AND FEMALE LECTURER PERFORMANCE." Jurnal Keuangan dan Bisnis 23, no. 1 (March 30, 2025): 32–55. https://doi.org/10.32524/jkb.v23i1.1428.
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PurposeThis study aims to investigate the influence of work-family conflict and the glass ceiling on the performance of female lecturers in higher education institutions, with job satisfaction examined as a mediating variable. Design/methodology/approachA quantitative research approach was employed, utilizing a survey method to collect data from 98 female lecturers affiliated with the APTIK network. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the hypothesized relationships among variables. FindingsThe results demonstrate that both work-family conflict and the glass ceiling have significant negative effects on job satisfaction. Furthermore, job satisfaction is proven to mediate the relationship between these factors and female lecturer performance. These findings highlight the critical role of psychological well-being in enhancing academic performance among female lecturers. Practical implicationsThe study provides actionable insights for human resource management in higher education institutions to design effective policies and interventions aimed at reducing work-family conflict and breaking the glass ceiling. Enhancing job satisfaction can be a strategic approach to improving lecturer performance. Originality/valueThis research offers empirical evidence on the mediating role of job satisfaction in the relationship between work-family conflict, the glass ceiling, and lecturer performance. The study contributes to the limited body of knowledge focusing on female academic staff within the APTIK network, offering valuable guidance for institutional development and gender equity initiatives. KeywordsWork-family conflict, Glass ceiling, Lecturer performance, Job satisfaction, Female lecturers, Higher education
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MOHAMED YUNOS, RAHIMAH, and SYAHRUL AHMAR AHMAD. "How hard do women climb the ladder?" Archives of Business Research 11, no. 1 (January 21, 2023): 35–47. http://dx.doi.org/10.14738/abr.111.13572.
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This paper reviews the literature on the glass ceiling and glass cliffs relating to female career enhancement. Two theories relevant to the issue are highlighted and four relevant issues on the predicament of female employees being promoted to the management level are presented. First, the rate of female employees promoted to a higher management position is far below than men. Second, factors that impede their career enhancement vary from personal to the organizational level. Third, women who break the glass ceiling face challenges as a leader. Fourth, this paper reviews the literature on what employers and female individuals could do to improve the situation.
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Yu, Helen H. "Glass Ceiling in Federal Law Enforcement: An Exploratory Analysis of the Factors Contributing to Women’s Career Advancement." Review of Public Personnel Administration 40, no. 2 (August 17, 2018): 183–201. http://dx.doi.org/10.1177/0734371x18794254.
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In recent years, there has been limited focus on representative bureaucracy at the upper levels of government organizations. Scholarship on the glass ceiling has emphasized systematic and sociopsychological barriers as impediments for women to advance into upper level management positions. Despite the importance of continuing to highlight these obstacles, factors contributing to their success have received little attention in public administration. This study provides a descriptive analysis of the factors contributing to women’s career advancement in federal law enforcement. Using survey data collected from 32 senior female federal law enforcement officers working in 16 federal law enforcement agencies, nine themes emerge as factors contributing to their success. The topic of the glass ceiling continues to be relevant in today’s literature for responding to women’s lack of passive or active representation in the upper ranks of nontraditional occupations such as law enforcement.
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Bennett, Rebecca J. "Cracking the Glass Ceiling: Factors Affecting Women's Advancement into Upper Management." Academy of Management Perspectives 16, no. 1 (February 2002): 157–59. http://dx.doi.org/10.5465/ame.2002.6640268.
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Akdeniz, Burcu, and N. Derya Ergün Özler. "A Meta-Synthesis Study on the Glass Ceiling Factors in Türkiye." Istanbul Management Journal, no. 95 (December 26, 2023): 22–37. http://dx.doi.org/10.26650/imj.2023.95.1340191.
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Pardellas Santiago, Miguel, Pablo Meira Cartea, and Lucía Iglesias da Cunha. "Transition communities and the glass ceiling of environmental sustainability policies at three universities." International Journal of Sustainability in Higher Education 18, no. 4 (May 2, 2017): 576–93. http://dx.doi.org/10.1108/ijshe-05-2015-0088.
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Purpose This paper deals with the experiences of three European universities that have implemented transition initiatives, using the Transition Network’s methodology to promote their sustainability plans. The Transition Communities’ model for change is presented from a socio-educational perspective as an effective methodology for encouraging university environmental sustainability processes. In this context, the purpose of this paper was to analyze Transition Communities at universities using an environmental–educational approach in three different scenarios: the Universidade de Santiago de Compostela (USC), the University of Edinburgh (UEd) and the Universidade do Minho (UMinho). Design/methodology/approach The authors engaged in a comparative analysis of multiple case studies in the Transition “phenomenon”, looking for convergences and divergences among them. Findings The comparative analysis revealed three very different scenarios, which ironically shared an absence of explicit theoretical–methodological references in the design, execution and evaluation of the educational actions that were implemented. Examination of the impact and continuity of these initiatives uncovered the existence of a “glass ceiling” in university environmental sustainability strategies. Even the innovative Transition methodology was unable to subvert the established academic, corporate, organizational and cultural structures and dynamics that perpetuate unsustainability. Originality/value This study was carried out from an innovative perspective with few precedents in the Transition context. The authors’ educational–environmental approach provides insight for articulating educational strategies for environmental sustainability at universities and for constructing a Transition model for education.
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Khedr, Wessam. "Gendered beliefs about glass ceiling in Egypt." Gender in Management: An International Journal 32, no. 6 (August 7, 2017): 404–19. http://dx.doi.org/10.1108/gm-01-2017-0002.
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Purpose This paper explores gendered beliefs about the Glass Ceiling (GC) using a new measure, the “Career Pathway Survey” CPS, in an under-researched country, Egypt. Design/methodology/approach Data were collected from 438 employees in Egypt. Participants completed the CPS and other demographic and work measures. The CPS tests four GC beliefs: denial, resilience, acceptance and resignation. Findings Factor analysis validated the configuration of the four factors of the CPS. Descriptive tests showed the female sample with resignation belief, whereas male sample views their females counterparts as resilient. The chi-squared test showed differences in beliefs with different age groups, education level, marital status, number of children, job contracts, job tenure and managerial levels. Moreover, there are evidences of more intensive GC barriers in male-dominant organizations. Originality/value This paper is the first to: re-validate the CPS measure, examine demographic and work factor roles and the CPS, test CPS on a male sample and analyse differences between male and female beliefs according to gender-dominated sectors.
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Lama, Bijay. "Effect of Glass Ceiling on Women’s Career Development in Banks Operating in Pokhara Metropolitan City." Journal of Nepalese Business Studies 12, no. 1 (December 31, 2019): 100–110. http://dx.doi.org/10.3126/jnbs.v12i1.28186.
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Although the number of working Nepali women is in the increasing trend, there is lack of data indicating exact number of Nepali women involved in managerial jobs. The general purpose of the study is to find out the effect of glass ceiling on women career development in banks operating in Pokhara Metropolitan City. The dependent variable is career progression refers, employee interested in advancing or achieving their career. Hypotheses indicate that there are significant impact of personal, organizational and societal barrier on women career development. The population which has been selected for the study was female employees working at lower, middle and higher levels of selected commercial banks, development banks and finance companies. The female employees have been selected for this survey and sample size of this study was 99. This research study relied upon the survey method for collection of data. The Cronbach’s alpha test was conducted for reliability which resulted 0.727 that define data are closest to reality. The study found that among the glass ceiling’s factors most influencing factor is societal barrier. Hence, female employee must have to work in order to avoid the societal barriers. Difficulty in maintaining family and job responsibilities; and lack of family support results women employees not to accept higher post. It is suggested to the financial institutions to conduct activities that focus on maintaining balance between work and family life.
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Nour Mohamad Boubes, Samar Marouf Kabalan, Nour Mohamad Boubes, Samar Marouf Kabalan. "The Impact of Glass Ceiling Factors on Job Performance of Women Employee - A field study on the employees of Damascus University in 2021 -: أثر محدّدات السقف الزجاجي على الأداء الوظيفي للمرأة العاملة - دراسة ميدانية على العاملين في جامعة دمشق -عام 2021م -." مجلة العلوم الإقتصادية و الإدارية و القانونية 6, no. 10 (April 29, 2022): 1–34. http://dx.doi.org/10.26389/ajsrp.b121121.
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The study aims to study the impact of Glass Ceiling factors (the family, cultural, individual, organizational and legal and legislative factors) on Job Performance of women employee. The method used is the analytical descriptive method since it is appropriate for this type of the study and it applied to a random sample stratified. To implement the aim of the study, the researchers designed questionnaire. The sample of the study consists of (348) of them were valid for statistical analysis. Then the results of the study were analyzed according to the Statistical Package for the Social Sciences (SPSS) program. The most important results of the study are: There is significant impact of the of the Glass Ceiling on Job Performance of women employee, and the change percentage in the dependent variable was.(72.3%) There is also significant impact of the family factors, cultural factors, individual factors, organizational factors and legal and legislative factors on Job Performance of women employee, and the organizational factors have the most influence and its change percentage in the dependent variable was (56%). There is no material difference in the answers to the Glass Ceiling and job performance questionnaire, attributed to personal and job variable (gender, social status, education level, age, years of the experience, job title, job position). The study made several recommendations, the most important of which are: holding seminars and intellectual conferences focusing the importance of women's work and holding up training programs for developing and enhancing the administrative abilities and leadership skills for women, in addition to setting regulations, laws and legislation that encourage increasing women's share of supervisory jobs.
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Shrestha, Sajeeb Kumar, Suman Kamal Parajuli, and Diksha Dhungel. "Navigating the Glass Ceiling: Women's Career Challenges in Nepal's Banking Sector." NPRC Journal of Multidisciplinary Research 1, no. 3 (September 23, 2024): 44–54. http://dx.doi.org/10.3126/nprcjmr.v1i3.70070.
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Background: Glass ceiling factors, such as organizational, social, and psychological barriers, continue to hinder women's career advancement, particularly in managerial roles. Despite increasing efforts to promote gender equality in the workplace, these factors still limit opportunities for women’s development, especially in traditionally male-dominated industries like banking in Nepal. This study investigates how these factors influence women’s perceptions of career development and whether they significantly impact their progress. Methods: The research employed a quantitative approach using a structured questionnaire distributed to 51 respondents in the banking sector. The survey measured perceptions of organizational, social, and psychological factors impacting women’s career development. Multiple regression analysis was used to assess the impact of these factors on personal factors related to career growth. Descriptive statistics and correlation analyses were also performed. Results: The findings indicate that social factors significantly influence personal factors (B = 0.257, p = 0.035), suggesting that social barriers are key determinants of women's career development. Organizational and psychological factors, while positively related to personal factors, did not show statistically significant effects (OFFF: B = 0.159, p = 0.164; PSFFF: B = 0.144, p = 0.275). The model explained 29.5% of the variance in personal factors, highlighting that additional unexamined factors may influence women’s career perceptions. Conclusion: Social factors have a significant impact on women's perceptions of career barriers, underscoring the need to address societal norms and biases that prevent women from advancing. Organizational and psychological factors, although relevant, were not statistically significant in this context. The study contributes to understanding the dynamics of the glass ceiling, particularly within Nepal’s banking sector, and provides insights for policy and organizational change. Novelty: This study offers a unique perspective on the glass ceiling in the Nepalese banking sector, providing empirical evidence of how social factors predominantly influence women's career progression. The findings suggest targeted interventions to address these barriers and promote more equitable career advancement opportunities for women in managerial roles.
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Pandurangan, Nisha, and Vasumathi Arumugam. "Personality traits, glass ceiling beliefs and their impact on the career decision-making self-efficacy of women advocates." Multidisciplinary Reviews 7, no. 5 (February 26, 2024): 2024092. http://dx.doi.org/10.31893/multirev.2024092.
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The career decision-making self-efficacy of women advocates has been studied and examined in this research. An attempt has been made to identify how the two independent variables, personality traits and Glass ceiling beliefs, influence the career decision-making self-efficacy of women (advocates). The primary respondents were advocates and law practitioners from India. Primary data were collected using the “survey” technique. Standard instruments were used to measure the variables, and data were collected from 417 advocates across India. Glass ceiling beliefs were measured using four constructs: denial, resignation, resilience and acceptance. Similarly, personality traits were measured using five constructs: emotional stability, extraversion, conscientiousness, agreeableness and openness to experience. The study also examined how the demographic factors age and years of work experience moderated the relationship between the independent and dependent variables. The statistical data were analyzed via structured equation modeling with the help of the software AMOS. The moderating effects were examined using Hayes process-macro in SPSS software. The findings of the analysis revealed that there was a strong and significant association between the independent variables (personality traits and glass ceiling beliefs) and the dependent variable (career decision-making self-efficacy). The moderating factor age does not impact the relationship between the variables, but work experience does. Thus, the research concludes that the career decision self-efficacy of female law professionals is directly impacted by their personal traits and beliefs about the glass ceiling.
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Saghaei, Mojgan. "Exploring the Challenges and Unveiling the Glass Ceiling Effect on Career Progression among Turkish Women in 3 to 5 Star Hotels." Journal of Economics, Management and Trade 30, no. 9 (August 28, 2024): 34–51. http://dx.doi.org/10.9734/jemt/2024/v30i91239.
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Purpose: Despite the significant growth in women’s participation in the hotel industry workforce, Turkish women continue to encounter limited access to senior management positions. This study investigates the obstacles faced by Turkish women in their pursuit of top managerial roles within the hotel industry and explores potential strategies to break through the glass ceiling. The purpose of this study is to investigate challenges and unveil the effect of the glass ceiling on the career development of Turkish women in 3-to-5-star hotels. The research endeavors to examine the experiences and challenges stemming from gender perceptions encountered by individuals within the hotel industry. Additionally, it seeks to discern the underlying social, organizational, and individual factors contributing to the disparity in leadership or senior positions held by women within this sector. Design/Methodology/Approach: The study utilizes a qualitative research approach, employing semi-structured, in-depth interviews with employees from 3 to 5-star hotels in Antalya, conducting an inductive thematic analysis approach the research aims to investigate the challenges faced by women in advancing their careers within the hotel industry and the diverse factors influencing their workplace performance. The statistical sample of the research includes people who have different viewpoints on the subject of the research. Findings: Twelve women working within the hospitality industry were interviewed. A thematic analysis revealed three interconnected barriers contributing to the glass ceiling faced by Turkish women: cultural and social obstacles, organizational challenges, and personal hindrances. These primary barriers encompass sub-barriers that collectively reinforce the glass ceiling, impeding numerous women from attaining senior positions. This research demonstrates that overcoming the barriers—especially organizational ones—can empower Turkish women to break through the glass ceiling and realize their leadership aspirations. Additionally, the study explores the implications for policymakers, academics, and practitioners regarding the impactful contributions of Turkish women to the hotel labor market." Practical Implications: This research showed evidence that there are real barriers for these women and the findings from this study offer implications that overcoming these barriers, particularly cultural and social barriers, could help Turkish women to crack the glass ceiling and achieve their dream of leadership. Originality/Value: The Hotel industry faces a worldwide shortage of Women in Leadership positions. This study aims to explore the challenges faced by the hotel sector in retaining highly skilled female employees who aspire to pursue managerial career trajectories. In addition, this research can add value to revealing gender inequality problems faced by Muslim women employees in the hospitality industry.
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Nadeem, Amina, and Rahila Yasmeen. "The kaleidoscope of the glass ceiling: experiences of Pakistani female doctors – a qualitative narrative inquiry." Journal of the Pakistan Medical Association 73, no. 3 (March 6, 2023): 539–46. http://dx.doi.org/10.47391/jpma.6436.
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Objective: To explore the extent and factors leading to the glass ceiling for Pakistani female doctors in leadership positions. Method: The qualitative narrative study was conducted the Department of Medical Education, Riphah International University, Islamabad, Pakistan from March to July 2021, and comprised female doctors with 10-15 years of professional experience who were either currently at top leadership position or had retired from such a position in public and private medical clinical setups and medical colleges. Data was collected using in-depth interviews conducted through Zoom due to the coronavirus disease-2019 pandemic. The transcribed data was processed using ATLAS.ti.9 software for thematic analysis with an inductive approach. Results: Of the 9 subjects aged 47-72 years having professional experience of 11-39 years, 4(44.4%) were clinicians, 3(33.3%) had basic medical science background and 2(22.2%) were health profession educationists. In terms of qualifications, 4(44.4%) were PhDs, 4(44.4%) were Fellows of the College of Physicians and Surgeons, Pakistan, and 1(11.1%) had an M. Phil. Besides, 4(44.4%) subjects were from the public sector, and 5(55.5%) from the private sector, 1(11.1%) had retired from service. The extent of experiencing the glass ceiling was common to all but 1(11.1%) participant. Factors identified included ‘institutional challenges’, ‘family support issues’, ‘personal challenges’ and ‘societal unacceptance’. Detailed analysis revealed that women in leadership positions faced ‘malintent of seniors’, ‘discrimination’, ‘stereotyping’, ‘lack of mentors’ and ‘ethnic background conditioning’ at the institutional level. On the personal front, they faced ‘lack of support of in-laws’, ‘insecurity of husbands’, ‘need of personal attributes’ and ‘beauty as a barrier’. Conclusion: The glass ceiling was found to be a challenge faced by Pakistani female doctors in leadership positions in both clinical settings and academia. Key Words: Glass ceiling, Leadership positions, Health profession.
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Leelavati, Thota, Sripathi Madhavi, Kumar Venkateswara, and Roopa Chandra Roopa Chandra. "Glass ceiling: A study on women employees in selectIndian service sectors." Organizational Psychology 14, no. 1 (2024): 196–202. http://dx.doi.org/10.17323/2312-5942-2024-14-1-196-202.
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Many western studies support the existence of the glass ceiling based on numerous constructs such as social, cultural, individual barriers, and so on. In India, there is no solid evidence on this point. According to one of TeamLease’s surveys on staffing services, and over half of those who participated have experienced workplace discrimination. Despite an increase in literacy and skills among women, the ratio of women progressing in their careers is very low. Purpose. The aim of the study is to uncover the dominant aspects that hinder the advancement of Indian women at work. Study design. The researcher used stratified random sampling to select respondents from the service sector’s IT/ITES, financial firms, healthcare, hospitality, and education industries at the entry, junior, middle, and senior levels. The study’s sample size was set at 500 people. Data was gathered both from male as well as female respondents toavoid bias. The respondents were made up of employees at various levels who were asked about their opinions of the term “glass ceiling.” The Cronbach Alpha for all constructs was 0.7, indicating that the statements were internally consistent, and the survey form was reliable. SPSS 23.0 was used to analyse the data. Findings. The empirical analysis of independent factors on performance-enhancing aspects in the organisation is examined using multiple linear regressions. To investigate the factors influencing the glass ceiling, an exploratory factor analysis was performed, and five factors were identified: individual factors, social and societal factors, organizational factors, cultural factors, and gender related issues. Model summary depicted, correlation coefficient as .542, and R2 is .451, which showed the explanatory power of independent variables on dependent variable. Results indicate that these factors can impact advancement of women by 45.1%.
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Nilufer Azeez, P. V., and R. G. Priyadarshini. "Glass ceiling factors affecting women career advancement in IT industry in India." IOP Conference Series: Materials Science and Engineering 390 (July 30, 2018): 012021. http://dx.doi.org/10.1088/1757-899x/390/1/012021.
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