Abstract
The study was entirely designed by centering the focal problem of the effect of Glass Ceiling on Women Career Development. The overall study was structure based on the conceptual framework built up using the information of literature survey. The study was conducted with the aim of obtaining the following objective. That is “To find out the Effect of Glass Ceiling on Women Career Development with regard to female executive level employees who are working in private sector organizations.” At the same time, hypotheses are developed to find out whether there is a significant effect of Individual Factors, Family Factors, Organizational Factors and Cultural Factors on Women Career development. Merely this study has been completed with an empirical survey which was thoroughly conducted using a self-administered questionnaire and the sample consisted of 150 women executives. For presenting and analyzing the data both descriptive and inferential statistics were used. The findings reveal that the Glass Ceiling and Women Career Development have a moderate negative relationship, and also show that Individual Factors, Organizational Factors and Cultural Factors have a significant effect on Women Career Development whereas Family Factor has effects on the Glass Ceiling. Following the study results, a conclusion was eventually made that there are significant effects of the Glass Ceiling on Women Career Development of Executive level female employees working in private sector organizations in Sri Lanka. By taking all these facts into consideration, better recommendations have been made in this study. Finally, the most valuable suggestions for further studies and limitations of the study have been outlined.
Highlights
IntroductionWomen as well as gender issues have turn into a major area of concern
In recent years, women as well as gender issues have turn into a major area of concern
1.2 Objectives of the Study General Objective To find out the effect of GC on Woman Career Development (WCD) of executive level female employees who are working in private sector organizations in Sri Lanka
Summary
Women as well as gender issues have turn into a major area of concern. (Black, Gregerson, Mendenhall and Stroh, 1999; Caligiuri and Tung, 1999).Some studies illustrate that during the last two decades there has been an increase in the proportion of women at entry and middle-level management positions, resulting largely from the activities of the women’s movement, policies of the political system, and corporate equal opportunity initiatives. According to Meyerson & Fletcher (2000) women at the highest levels of business are still rare. They comprise only 10% of senior managers in Fortune 500 companies; less than 4% of the uppermost ranks. That there is strong evidence of the under-representation of women in leadership positions in many countries all over the world such as Australia (Davidson, 2009; Maginn, 2010; Still, 2006), China (Tan, 2008), France (Barnet-Verzat and Wolff, 2008), South Africa (Booysen and Nkomo, 2010; Mathur-Helm, 2006), United Kingdom (Davidson, 2009; Thomson et al, 2008) and United States (Eagly and Carli, 2007; Fassinger, 2008)
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