Glass Ceiling Syndrome Research Articles

Mobbing Ve Kraliçe Arı Sendromu Ekseninde Pembe Tacizin Kadın Çalışanlar Üzerindeki Etkileri

The aim of this study is to determine whether pink harassment, a concept that has become widespread in our country and is tried to be overcome, is applied in educational organizations in the context of queen bee syndrome, and if so, to what extent it is, and to reveal the thoughts of female employees (mobbing) about pink harassment. In the first part of the study, the problem situation was revealed through the variables that determine the purpose of the project, and in the second part, the literature studies were mentioned under the headings. In the conclusion section, examples of research studies conducted on our relevant variables are included. When these examples were evaluated, it was concluded that pink harassment on the axis of mobbing and queen bee syndrome had a negative psychological and psychological impact on female employees. Keywords: Mobbing, Queen Bee Syndrome, Glass Ceiling Syndrome, Pink Harassment, Emotional Harassment.

Women in the Gastronomy Arena: Gender-Based Experiences Encountered

In this study, the difficulties experienced by female kitchen workers in their profession due to their gender were examined. In the research, which specifically questioned sexual harassment and glass ceiling syndrome in the workplace, a phenomenological approach was adopted and a qualitative research method was preferred. In this context, various questions examining the obstacles in question were asked to female employees employed in the kitchen departments of three different four- and five-star accommodation establishments operating in Kuşadası. The findings indicate that women are partially hindered due to their gender. In addition, three of the participants stated that they were harassed in various ways (verbal or sexual), and one of them stated that he witnessed it in some way, even though he was not harassed. In line with the results obtained from the interviews conducted with nine participants, various inferences were made and various suggestions were presented to sector representatives and senior managers.

Glass Ceiling Syndrome: A Perspective of Women Working in Health Institutions

Background and Purpose: Although women constitute the majority of the workforce in the healthcare sector, the number of representations in management positions needs to be increased. This study aimed to determine female health workers' glass ceiling syndrome perception levels and examine socio-demographic variables' effect on this level.
 Design/methodology/approach: The research sample consists of 708 female healthcare professionals who work in six public hospitals. Perceptions were measured using the 42-item Glass Ceiling Perception scale. Measurements were made on a 5-point Likert scale ranging from 0 to 4.
 Findings: It was found that the glass ceiling syndrome perception levels of female healthcare professionals were neutral (1.94). It has been determined that female healthcare professionals with a high level of education, doctors and nurses, those between the ages of 26-35, those who work in medical units, and those with a child have higher perception levels of glass ceiling syndrome.
 JEL Code: M10, J70, M50, I19

Factors affecting gender equality in public organizations in Egypt

Research purposeThis paper aims to examine the impact of institutional design, glass ceiling syndromes, traditional stereotypes on gender equality in public organizations in Egypt, and finally the effect of age as a moderating factor of the relation between the dependent and independent variables.Research methodologyBoth qualitative and quantitative research approaches were utilized, employing self-administered questionnaires and in-depth interviews to test the research hypotheses.Research findingsThe findings indicate that institutional design factors significantly affect gender equality, while traditional stereotypes also have a significant impact. However, the "Glass Ceiling Syndrome" was found to have no significant effect. Moreover, the study reveals that women's age plays a positive moderating role in the relationship between institutional design, glass ceiling syndromes, traditional stereotypes, and gender equality.Originality/valueThe originality and value of this study lie in its examination of age as a moderator in the relationship between dependent and independent variables, specifically institutional design, glass ceiling syndromes, traditional stereotypes, and gender equality. The inclusion of age as a moderating factor led to interesting findings, demonstrating its positive influence in shaping gender equality outcomes in public organizations.

Gender Equality and Glass Ceiling Syndrome in Turkish Businesses within the Scope of United Nations Sustainable Development Goals in the Centennial of the Republic

Günümüzdeki işletmeler, insan kaynaklarından sürdürülebilir bir şekilde faydalanabilmek için işgücünde cinsiyet eşitliğini sağlama konusuna önem göstermektedirler. Bu özen özellikle Birleşmiş Milletler yirminci yüzyılın sonlarına doğru dünyamızın temel sorunlarına çözüm sunmak adına bir reçete sunmaya ihtiyaç duyarak hazırlamış olduğu on yedi maddelik Sürdürülebilir Kalkınma Hedeflerinin Türkiye tarafından kabul edilmesi ile daha da artmıştır. Bu çalışmanın amacı Türkiye Cumhuriyeti’nin cam tavan sendromu açısından tüm dünya ülkeleri içindeki durumunu tespit etmek ve bunu yayımlanan istatistiki veriler ile açıklamaktır. Birleşmiş Milletlerin Sürdürebilirlik hedefleri beşinci maddesi kapsamında Türkiye’nin özellikle işgücünde cam tavan sendromu konusunda diğer Ekonomik İş birliği ve Kalkınma Örgütü ülkeleri içerisinde hâlihazırdaki durumu ve yıllara yönelik gösterdiği gelişmeler literatür taraması ve istatistiki verilerin incelenmesi ile tespit edilmiştir. Çalışmada cam tavan sendromu kapsamındaki ikincil istatistiki veriler analiz edilmiş ve bulgular yorumlanmıştır. Bu kapsamda öncelikle dünya genelinde kullanılan Cam Tavan Endeksi ile Türkiye’nin diğer dünya ülkeleri içerisindeki durumu incelenmiştir. Buna ek olarak cam tavan sendromunun göstergesi olduğu değerlendirilen Türkiye İstatistik Kurumu verilerinden ve Sabancı Üniversitesi Kurumsal Yönetim Kurulunca oluşturulan “Yönetim Kurulunda Kadın Türkiye Raporu” kapsamındaki veriler ele alınmıştır. Çalışmanın sonucunda Türkiye Cumhuriyeti’nin yüzüncü yılında “Cam Tavan Endeksi” içerisinde yer alan yirmi dokuz ülke arasında 2016-2023 yılları arasında sürekli olarak Ekonomik İş birliği ve Kalkınma Örgütü ortalamasının altında yirmi yedinci sırada yer almaktadır. Kadın büyükelçi sayısındaki artış ve kadın milletvekili oranındaki yükselme gibi olumlu gelişmeler de bulunmaktadır. Ancak bu gelişmelere rağmen istihdam alanındaki cinsiyet dengesizliği ve kadınların iş gücüne katılımını sınırlayan önemli engellerin hâlâ devam etmesi, ulusal düzeyde tam bir eşitliğe ulaşılamadığını göstermektedir. Bu bağlamda, cam tavan sendromunun hâlâ etkili olduğunu söylemek mümkündür. Çalışmanın son kısmında ise ülkemizde cam tavan sendromunun azaltılmasına yönelik görüş ve önerilere yer verilmiştir.

WOMEN’S EMPLOYMENT IN AVIATION: THE CASE OF UNITED STATES (USA)

Employment is a really serious issue in that it can create an economic disruption if it is not dealt with correctly. The wrong solution for employment causes similar results. For this reason, it is important for both the economies of the country and the sector in question to solve the employment problem completely and correctly. In this context, an employment policy should be produced for the aviation sector as well as others. Employment policies should be determined in such a way that both the labour force and qualification need to increase. However, these policies should be in the direction of improving existing policies rather than a radical change. For instance, women’s employment is available in many economies. Therefore, this policy should not be radically changed; on the contrary, it should be in the form of improving existing policies. Within this scope, ignoring women while forming employment policy may have several economic and financial consequences. However, certain factors affect women's employment. These factors can be expressed as follows: the glass ceiling syndrome, the queen bee syndrome, marital status and age, educational status, mobbing and sexual harassment, and wage inequality. In this study, women's employment data are extracted from the USA labour force statistics. The data were subjected to evaluation by the content analysis method. With this method, lots of the data and information independent of one another are examined deeply. By this way general trends can be determined clearly. Therefore, the data in this study are examined within the scope of labour economics. This study concludes that women's employment in the USA aviation market follows a positive course, but this is not enough. To eliminate the insufficiency, a number of economic and financial proposals need to be implemented.

Investigation of the reasons for female human resources not being able to take office in the top management levels in the context of glass-ceiling syndrome

İçinde yaşadığımız 21. yüzyılda dünya nüfusu 8 milyara ulaşmış olup yarıya yakın kısmını kadınlar oluşturmaktadır. İş dünyasında kadın çalışan sayısında artış olduğu gözlenmekle birlikte tepe yönetimi kadrolarına baktığımızda henüz aynı durumu görememekteyiz. Tepe yönetimi kademelerine ulaşamadan iş hayatından ayrılan veya önüne konan engeller nedeniyle ayrılmak durumunda bırakılan kadın çalışanların yetenekleri, nitelikleri ve tüm beşeri sermayeleri gibi katkılardan iş dünyası ve dolayısıyla da toplum mahrum kalmaktadır. Bu çalışmanın amacı özel sektörde çalışan kadın işgörenlerin tepe yönetimi kademelerine gelmelerine engel olan nedenlerin cam tavan sendromu bağlamında araştırılmasıdır. İş dünyasındaki kadın çalışanların maruz kaldıkları cam tavan engellerinin örgütsel bağlılık düzeyleri üzerindeki etkilerine bakılmış ve örgütsel bağlılık düzeyleri düşen kadın çalışanların kariyerlerinde ilerlemenin durması ve tepe yönetime gelemeden iş hayatından ayrılması veya bıraktırılması konusu araştırılmıştır. Araştırma üç bölümden oluşan anket uygulaması ile yapılmıştır. Birinci bölüm yaş, medeni durum, eğitim durumu, kurumdaki pozisyon ve mesleki deneyim durumu kişisel bilgileri içeren beş adet sorudan oluşmaktadır. İkinci bölüm cam tavan sendromu anketi olup otuz sekiz sorudan oluşmaktadır. Son olarak üçüncü bölümde on sekiz sorudan oluşan örgütsel bağlılık ölçeği anketi kullanılmıştır. Anket internet ortamında yönlendirilmiş olup ağırlıklı dört özel bankadaki tamamı kadın çalışanların oluşturduğu 390 çalışan tarafından doldurulmuştur.

INVESTIGATION OF STUDIES ON GLASS CEILING SYNDROME IN EDUCATIONAL ADMINISTRATION

In this research, it is aimed to examine the researches on the glass ceiling barriers faced by women who are most involved in the field of education. For article analysis; Data were collected through the document scanning technique of the researches on the glass ceiling obstacles experienced by female teachers and administrators in education administration. For the study, the articles and thesis studies published in the Google Academic and National Thesis Center database between 2001-2017 were examined, and the contents and results of 11 studies were examined. The researches in the obtained data were analyzed and interpreted. According to the data obtained in this research; Women who play the most roles in the field of education are exposed to some obstacles in their professional lives and experience difficulties in their career progression with the glass ceiling syndrome.

THE RELATION OF PATERNALISTIC LEADERSHIP WITH GLASS CEILING SYNDROME

Women expose to barriers in their work-life that are not stated clearly. Although these invisible barriers occur in many sectors, they are common in the education sector. So, this study aimed to reveal the relation between the paternalistic leadership displayed by principals in traditional collectivist cultures and the glass ceiling syndrome experienced by female teachers. For this reason, the correlation survey model was used in the research. Female teachers living in Istanbul were selected with the appropriate sampling method due to the Covid 19 outbreak. “The Paternal Leadership Behaviors Scale of School Principals” and “Glass Ceiling Syndrome Scale for Female Teachers” were applied to 358 female teachers. Applied t-test, correlation, ANOVA, and regression analysis. As a result of statistical analysis, it saw that the benevolent, moral, authoritarian, and exploitative leadership behaviors perceived by teachers significantly predicted the perceptions of glass ceiling syndrome. Although benevolent, moral, authoritarian, exploitative paternalistic leadership behaviors mainly indicated teachers' perception of the glass ceiling, they were even low. Especially authoritarian and exploitative paternalistic leadership behaviors explained 5% of the total variance in teachers' perception of the glass ceiling syndrome. Keywords: glass ceiling syndrome, paternalistic leadership, female teachers, correlation survey model

WOMEN HAVE NO NAME IN TURKISH EDUCATIONAL ADMINISTRATION

Even in developed countries where gender inequality is much less, it is observed that women do not / cannot take up managerial positions as much as men. While the gender of the administration should not exist, in practice, men are far ahead in management positions. Although there are no legal obstacles, the fact that women are underrepresented at the administrative levels in the Ministry of National Education was the starting point of the study. The research was prepared as a review and the literature on the subject was examined. The process of involving women in educational administration and the women who pioneered the process were mentioned. The number of women working in the administrative levels of the Ministry of National Education was investigated, the reasons for not being represented at the administrative levels and the effects of these reasons were included. During the research process, concepts of gender inequality, glass ceiling syndrome, queen bee syndrome and pink harassment expressed as mobbing applied by women to women were encountered. Although it is concluded with the research that it is possible for women to become managers despite all obstacles; it has been found that they are not very demanding in this regard. It was concluded that women's rights, which are guaranteed by legal regulations, are incomplete in practice.

Women on Board: A Research on Problems Faced by Women in the Maritime Sector

Nowadays, women have started to work in the business areas that were previously open to male employment, and maritime sector is one of these business areas. The most prominent attribute of the maritime sector is that it is maintained in an international environment, under natural conditions and specific rules. These challenging conditions and their impacts in maritime business are felt more physically and mentally on women compared to other sectors. In addition, the fact that professional conditions, work environment and expected outputs are arranged especially for men causes women to face many problems in the maritime sector. Except physical conditions, defining the profession as masculine causes negative effects and pressures on female employees. Under the influence of general attitude, prejudice against women, gender discrimination, mobbing, glass ceiling syndrome and inequality in salary may be faced. The validity of this situation in the maritime sector in Turkey as in many countries has also proved as a result of various researches. In this study attempted to determine, the priorities of the problems faced by women in the maritime sector in Turkey. As a result of the survey conducted to determine the problems faced by women in business life in maritime sector, the most common sexist problems faced by female employees were mobbing, different credentials of male and female employees, and male employees rising faster in careers than women. Keywords: Maritime, Women, Gender Discrimination, Mobbing DOI: 10.7176/JSTR/6-09-12

The Effect of Glass Ceiling Syndrome on Women’s Career Barriers in Management and Job Motivation

Abstract In recent years, despite the fact that women have become more and more involved in business life as a result of economic, social and cultural developments, the proportion of women in the managerial staff and leaders is very low. In terms of female labor force, there are some barriers as well as many advantages. One of these barriers is the glass ceiling syndrome mentioned most often in business world. This is a qualitative research which examines the effects of glass roof syndrome and career barriers on job motivation. The sample group for the research comprises 33 women working in private sector. The findings of the research reveal that women who do not get their deserved promotions have low motivation. Being unmotivated leads some women to reduce their job performances, on the other hand this leads some women to work more motivatedly. Women should be guided and psychological support should be given for career planning in institutions they work for. The absence of gender discrimination and the appreciation of women as a result of their achievements will increase their motivations in workplaces and this will help institutions they work for achieve their goals more quickly.

Cam Tavan Sendromunun Bankacılık Sektöründe Çalışan Kadınlarda İşten Ayrılma Niyetine Etkileri

İşletmelerde kadın çalışanların bilgi çağında sahip oldukları niteliklere rağmen, yönetim kademelerinde üstlere çıkmalarına engel olan nedenlerden bir tanesi de cam tavan sendromudur. Kariyer planları çerçevesinde işgörenlerin karşılaşacakları sorunların başında gelen cam tavan sendromu, özellikle kadın çalışanların önünde görünmeyen engel olarak da ifade edilmektedir. Yetenekli çalışanların kariyer yollarında düzenli ve planlandığı şekilde ilerlemeleri örgütsel amaçlara ulaşma adına oldukça önemlidir. Stratejik açıdan önemli bir kaynak olan ve insan kaynağı içerisinde yer alan yetenekli kadın işgörenlerin, elde tutulması yani işten ayrılma niyetinin azaltılması önem arz etmektedir. Bu kapsamda bakıldığında çalışmanın amacı, bankacılık sektöründe cam tavan algısının olup olmadığı ve bu durumun işten ayrılma niyetini nasıl etkilediğini araştırmaktır. Araştırma elde edilen verilerin SPSS 21.0 da analiz edilmesi ile hem cam tavan sendromun algısının varlığı hem de cam tavan sendromunun işten ayrılma niyeti üzerinde pozitif ve anlamlı etkisinin olduğu sonucuna ulaşılmıştır. Bu sonuçlar, bankacılık sektöründe kadın çalışanlar üzerinde bir kariyer engelinin (cam tavan) algısı varlığını bunun neticesinde de işten ayrılma niyetinin yüksek seviyelerde olduğunu göstermektedir. Başarılı örgütlerde ilk hedef bu algıyı yıkmak olmalıdır. Kariyer planlaması çerçevesinde cam tavan algısı bireylerde motivasyon düşüklüğü, örgütsel bağlılıkta azalma, işten ayrılma niyetinin artması gibi etkiler ortaya koyarken örgütsel başarının düşmesine sebebiyet vermektedir. Dolayısıyla cam tavan sendromunu ortadan kaldıracak faaliyetler ve ya bu algıyı azaltacak faaliyetler ile örgütsel başarıya ulaşmak daha kolay olacaktır.

Opinions of Educational Administrators on Glass Ceiling Syndrome Preventing Women from Becoming Senior Managers

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.

Kadın ve Turizm Konulu Lisansüstü Tezlerin Bibliyometrik Analizi

The aim of this study is to evaluate bibliometric analysis of postgraduate theses on women and tourism from past to present through the National Thesis Centre on the website of Higher Education Council. In addition, determining the general characteristics of literature and revealing deficiencies in the field of women and tourism are among the other objectives of the research. The bibliometric analysis of 14 these studies written between 1996 and 2017 in line with the aims determined in the study was aimed. In this study, theses were examined in terms of the year of publication, genre, university, institute, department and subject. Statistical content analysis method was used in the study. At the end of the research, the small number of postgraduate theses on women and tourism showed a gap in the field. In addition, it has been determined that the theses about women and tourism have increased in general terms and are mostly prepared in the Department of Tourism Management of the Institute of Social Sciences. On the other hand, the problems faced by women in the tourism sector, glass ceiling syndrome, women's employment and entrepreneurship in the sector are among the other results of the study.

The Impact of Glass Ceiling on Female Career Advancement: The Case of the Educational Sector of the Mezam and Fako Divisions of Cameroon

Glass ceiling syndrome” is one of the primary hidden barriers that prohibit the progression of talented women professionals from ascending senior executive positions in most formal organizations like schools Cameroon. This barrier faced by women in the said country is an unwritten rule in many business and non-business organizations, despite the fact that the number of women in top-level corporate jobs remain blocked in their career journey. This is a call for concern and thus this work centres on ‘Assessing the Impact of Glass Ceiling on Female Career Progression in the Educational sector of the Mezam and Fako Divisions of Cameroon’. It summarizes barriers that work to keep women in traditional “sticky floors” where they remain stock at those floor levels, unable to make any swift journey to positions of leadership, unless sexually harassed sometimes in order to gain a position of authority. The objectives of the study seek to assess the factors that influence glass ceiling experienced by women employees in the Study Area. Secondly, it examines the direct and indirect effects of glass ceiling syndrome on women career advancement in these sectors of the two Divisions. The methods used for data collection are interviews and questionnaires administered to 530 women in schools and banks of the two regions. The Partial Least Square Structural Equation Modeling (PLS-SEM) was used for hypothesis testing and as a tool for inferential statistics. This is a fitting model because it analyses several variables simultaneously-even the unobservable, hard-to-measure latent variables like Glass ceiling and female career development. Results indicated that the barriers have a 52% impact on glass ceiling and the Glass ceiling syndrome in turn has a negative effect on female career progression by 62%. It was discovered that out of the 1462 Administrators or Heads of Institutions in the two regions of study, 1063 are men and only 399 are women. Some strategies are proposed to combat the negative effect of glass ceiling on the career progression of these women. They are: consciousness raising, career planning, management training, information sharing, mentoring, networking, and retraining. In order to shrink glass ceiling effect, some women are quitting their jobs and setting up their business, becoming freelancers in order to have more control over their career trajectory.

EVALUATION OF GLASS CEILING SYNDROME IN TERMS OF GENDER DISCRIMINATION PERCEPTION

The aim of this study is to exhibit the effects of one of the problem faced by the working women while promotion: gender discrimination on the glass ceiling syndrome, consequently to propose solutions to the problem. The study consists of two parts: Literature review and data process. First part is about Gender discrimination, glass ceiling syndrome and management perspectives of discrimination. In the second part two questionnaires, applied to 265 participants (Municipality employees) in Afyonkarahisar/Turkey. First questionary is about the gender equality. Second one is about the glass ceiling syndrome. The data is evaluated by Structural equation model. The study concluded that gender equality perception is influential on glass ceiling syndrome and is influential on demographic factors. Besides, glass ceiling syndrome is also effective when gender, marital status and educational status are taken into consideration. Gender, marital status and education differences which are demographic factors affected the attitudes towards discrimination.

The Effect of Glass Ceiling Syndrome on Organizational Trust in Business: A Research on Logistics Service Providers

Kadınlar, çalışma hayatındaki sayıları gün geçtikçe artmasına rağmen, üst düzey yönetici pozisyonlarına ulaşmalarında çeşitli engellerle karşılaşmaktadırlar. Bu çalışmada lojistik hizmet sağlayıcılarında çalışan kadınların cam tavan sendromunun örgütsel güven üzerine etkisinin belirlenmesi amaçlanmaktadır. Bu bağlamda, mevcut alan yazına göre cam tavan sendromu ve örgütsel güven kavramları açıklanmış ve aralarındaki ilişkiye yer verilmiştir. Çalışmanın uygulama kısmında, lojistik hizmet sağlayıcılarında çalışan kadınlara yönelik olarak anket yöntemi ile veri toplanmıştır. Yapılan analizler sonucunda elde edilen bulgulara göre, cam tavan sendromunun örgütsel güven, yöneticiye güven ve örgüte güven üzerinde anlamlı bir etkisi bulunmamaktadır.

An Overview of Glass Ceiling, Tiara, Imposter, and Queen Bee Barrier Syndromes on Women in the Upper Echelons

The increasing women participation in the upper management level has been a comprehensive research study for women and career studies. Although only a few of them have had successfully broken the glass ceiling, they still have to struggle to keep up with the opposite gender. The purpose of the research study is to review past research studies on the glass ceiling syndrome, tiara syndrome, imposter syndrome, and queen bee barrier syndromes that commonly occur in women’s career progression and understand how it affects women’s career success. This paper reports the results of a literature review on four barrier syndromes in 45 combinations of research paper, books, magazine, thesis and discussion paper. Women need to have skills and ability in order to be leaders of upper management. The result of the study could provide a better understanding of the barriers that effects the women leaders in becoming successful. Thus, this research is conducted to gather and review the literature on the barrier syndromes and how it affects women’s success in their careers.

Kadın Çalışanların Cam Tavan Sendromu Algılarının İş Tatminleri ve Örgütsel Bağlılıkları Üzerindeki Etkisini Ölçmeye Yönelik Bir Araştırma - A Study to Measure The Effect of Glass Ceiling Sydrome Perceptions of Female Employees on Their Job Satisfaction and Organizational Commitment

Recently, however women take part as qualitative more in business life, it is seen that they are not on senior manager levels. The reason which sets a barrier to reach the level of senior manager for women is “Glass Ceiling Syndrome” which does not seen ever but makes them feel its existence. The main target of our project in this concept is to research that whether women employee (White-collar and blue-collar) of large food premises which is active in Karaman has “Glass Ceiling Syndrome”. And also, we want to research that how this situation affects organizational commitment and job satisfaction. As a result of made analysis, (pointer and corroborative factor analysis, correlation and forage) it would be seen that whether there is a relation between glass ceiling sense and organizational commitment and job satisfaction.