Perception Of Glass Ceiling Research Articles

A Study on Perceived Glass Ceiling Levels of Coaches

Kadınların üst düzey yöneticilik pozisyonlarına gelmesini engelleyen tutumlar ve örgütsel önyargıların beslediği görünmez engeller cam tavan sendromu olarak tanımlanmaktadır ve işgücüne katılım oranı her geçen gün artmasına rağmen üst yönetim kademelerinde kadın çalışan sayısı hala çok sınırlı olmaktadır ve bu durum toplumun birçok alanında olduğu gibi spor alanında da net bir şekilde görülmektedir. Buradan hareketle gerçekleştirilen bu araştırmanın amacı, antrenörlerin cam tavan algı düzeylerini belirlemektir. Araştırmanın evrenini 2021-2022 yılında faal olarak çalışan antrenörler oluşturmaktadır. Araştırmanın örneklemini ise çeşitli branşlarda faal olarak antrenörlük yapan 51 kadın ve 132 erkek olmak üzere toplamda 183 gönüllü antrenör oluşturmaktadır. Antrenörlerin demografik özelliklerine ilişkin bilgiler “Kişisel Bilgi Formu” ve antrenörlerin cam tavan algı düzeylerini belirlemeye ilişkin bilgiler ise Karaca (2007) tarafından geliştirilmiş olan “Kadın Yöneticilerde Kariyer Engelleri Anketi” ile elde edilmiştir. Verilerin çözümlenmesinde ise frekans, ortalama, standart sapma ve yüzde analizi kullanılmıştır. Bağımsız Gruplar t-Testi ikili grupların karşılaştırılmasında kullanılmıştır. İkiden fazla grup karşılaştırmasında ise ANOVA testi uygulanmıştır. Gerçekleştirilen analizler sonucunda; cinsiyet, eğitim durumu ve mesleki deneyim değişkenlerine göre antrenörlerin cam tavan algı düzeyleri arasında istatistiksel olarak anlamlı farklılık bulunmuştur (p0,05). Sonuç olarak, kadın antrenörlerin kariyer engellerinde, çoklu rol üstlenme, kişisel tercih algıları ve stereotiplerin daha önemli faktörler olduğu görülmektedir ve antrenörlerin eğitim düzeyleri arttıkça cam tavan algılarının da arttığı söylenebilir. Antrenörlere yönelik konu ile ilgili eğitim programları düzenlenebilir.

Overcoming the barriers to women's career in information and communication technology business

PurposeThe paper focusses on the intrapersonal vs environmental barriers to women's career advancement to the top leadership positions in the information and communication technology (ICT) business and envisages the individual, organisational as well as societal practices for overcoming such barriers in the given sector.Design/methodology/approachThe study relies on the qualitative research method of expert interviews with top-level women managers in the leading ICT companies in Lithuania. The study allowed identifying and structuring the key barriers to women's careers and three-level practices for overcoming them.FindingsThe research has shown that the key intrapersonal barriers are related to the lack of self-confidence and perceived glass ceiling. The main environmental barriers are male domination and socially gendered professions. The practices for overcoming women's career barriers can be categorised into three levels – individual, organisational and societal. The study has shown that the most important individual practices are the ability to continuously self-educate and self-affirmation. On the organisational level, the following key practices can be applied: mentorship and inclusive company culture. The societal practices for improving women's career advancement in ICT are mainly represented by the visibility of successful leaders as role models and initiatives increasing awareness for an inclusive society.Research limitations/implicationsThe research limitations are largely related to the research sample selected for the qualitative research (interviews). The respondents are already established in the top leadership positions, so may only have a retrospective view on the obstacles to the respondents' careers. A larger sample could provide a more generalisable data, whilst a larger number of interview participants for preselected categories, like company category or tenure in a position, would provide insights on the different stages of career growth and company's influence for the individual's growth. The authors encourage extending research to other sectoral and national contexts.Practical implicationsThe research sets out the key barriers that can be overcome with the help of individual, organisational and societal practices. This provides a comprehensive list of practices that can be adopted by the organisations (in the ICT and beyond), as well as the policy makers on the societal level.Social implicationsAddressing the issues of gender balance and women's career advancement in one of the fastest growing industries (ICT) has profound social implications. Qualitative research has shown how the barriers can be overcome at different levels of the social system.Originality/valueThe paper marks one of the first attempts to introduce a three-level approach to addressing the intrapersonal and environmental barriers to the advancement of women's careers with a particular focus on the ICT sectoral context.

The Perceived Glass Ceiling and Intention to Stay: An Empirical Study on Female Employees

Women are usually considered as underrepresented in all positions whether it be politics or business, and academics field has no exception in this regard. Using data on careers of distance learning institutes in Pakistan, we have studied gender differences regarding the decision to stay at university positions. This study investigates the glass-ceiling as a barrier to women advancement in distance learning educational institutes and how much they are motivated to stay in their organizations. An already developed questionnaire for glass ceiling and intention to stay were used for collecting the data from 250 female employees. SPSS-24 is used for data analysis. The findings witnessed that females working in distance learning institutes face a glass ceiling to some extent in their respective organizations which prevents them in promotion to senior level positions. Results indicate that 68% female employee believe that glass celling effect is existed in their organizations. This study claimed that glass ceiling has a negative impact on intention to stay in the organization. The study concluded that organizations in masculine culture/society like Pakistan face lower intention of female employees to stay in organizations due to the glass ceiling barriers. The report provides recommendations for creating a work-place environment through more progressing developmental policies.

Equal Representation Does Not Mean Equal Opportunity: Women Academics Perceive a Thicker Glass Ceiling in Social and Behavioral Fields Than in the Natural Sciences and Economics.

In the study of women in academia, the focus is often particularly on women’s stark underrepresentation in the math-intensive fields of natural sciences, technology, and economics (NTE). In the non-math-intensive of fields life, social and behavioral (LSB) sciences, gender issues are seemingly less at stake because, on average, women are well-represented. However, in the current study, we demonstrate that equal gender representation in LSB disciplines does not guarantee women’s equal opportunity to advance to full professorship—to the contrary. With a cross-sectional survey among N = 2,109 academics at mid-level careers (i.e., assistant and associate professors) in the Netherlands, we test the hypothesis that in LSB (more than NTE), female academics perceive to hit a “thicker” glass ceiling—that is, they see a sharper contrast between the high representation of women at the lower compared to the top levels. We test whether this predicts female academics’ lower estimated chances to reach full professorship relative to men in LSB (but not NTE). We introduce a novel perceived glass ceiling index (GCI), calculated based on academics’ perceptions of the share of women and men in their direct work environment minus their perceptions of gender ratio among full professors in their field. Results confirm that the perceived glass ceiling is thicker in the non-math-intensive LSB compared to math-intensive NTE fields. Furthermore, only in LSB (but not NTE), women perceived a thicker glass ceiling than men. Moreover, only among female academics, the thicker the perceived glass ceiling, the lower their estimated chances to become full professor 1 day. Combined, a moderated mediation showed that for women only, a thicker perceived glass ceiling in LSB compared to NTE disciplines predicted their lower estimated chances to advance to full professor level. No such mediation occurred for men. We conclude that women’s higher numerical representation in LSB disciplines does not negate a male-dominant normative standard about academic leadership and success. Paradoxically, the perceived odds for female academics to reach the top of their field are lower in fields where they are relatively highly represented, and this may pose unique barriers to women’s perceived opportunities for career success.

Underrepresentation of Women Managers in the Boardroom: Evidence from the Sri Lankan Financial Sector

Despite the satisfactory progression of women in workforce over the years, recognition of women in the upper echelons of the finance sector is still falling behind. This study examines the impediments that hinder women's representation in the boardrooms in Sri Lankan private sector finance organizations using Ragins and Sundstrom's (1989) four levels of analysis as the theoretical lens. We employed thematic analysis to explain how the individual, interpersonal, organizational, and social level factors affect the participation and progression of the female workforce. Perceived glass ceiling, individual role choices, the inadequacy of role models and mentoring, lack of networking opportunities, gendered organizational structures and socio-cultural norms were identified as pivotal factors affecting the glass ceiling. Understanding the interrelationship between these factors helps us to better understand the phenomenon of female leadership in organizations.

The Perception of Glass Ceiling and its Impact on Interpersonal Conflicts in a Masculine Culture: Mediating Role of Self-Efficacy

Recently, the phenomenon of gender equality and representation of women in top managerial positions is one of the heightened issues. Although, there is substantial advancement in the presence of women in the workforce, yet the representation of women is limited upper echelons of the organizations. The main aim of present research is to seek the association between perception of glass ceiling and interpersonal conflict with mediating role of self-efficacy and moderating role of masculinity. Cultural norms play a vital role to construct beliefs regarding gender inequalities. A recent study on gender inequalities and Glass Ceiling has suggested for a further investigation on the aforesaid topic in different context. Research methodology is aimed at highlighting the adopted design for the current research by explaining the significance of implied research design in the light of prior researches. In a cross-sectional study, data were collected using a questionnaire from 316 female employees working in different organizations across Pakistan. Results indicate that Glass Ceiling perception is significantly related with interpersonal conflict and self-efficacy. Similarly, the mediating role of self-efficacy was also established between Glass Ceiling perceptions and interpersonal conflict and moderating role of masculinity was also established. Results are discussed with implications both for theory and industry. The current study has focused on mediation of self-efficacy and moderation of masculinity.

Technological awareness and glass ceiling among women professionals

Despite the statistics indicating that females have made enormous advances in career, inequality in pay and promotions still elude them. They can see the top but cannot get the top. Hostile environment and deviant work place where professions like programming is considered 'brogramming', and is mostly a male dominated field, women competency is still a reality there. The data has been collected from select branches of J&K Bank, India by administering a questionnaire containing the statements regarding two variables, viz., technology know-how and the perception of glass ceiling. The data collected through research instruments was analysed through descriptive statistics and some advanced statistical methods were also employed to draw reliable interpretations. On the whole, outcome of the study confirmed that there is a lack of technological awareness among women and after application of various statistical measures it has been found that this component significantly impacts their level of glass ceiling.

Glass ceiling – An illusion or realism? Role of organizational identification and trust on the career satisfaction in Indian organizations

The motivation of the present study is to investigate the association between perceived glass ceiling and career satisfaction among Indian managers. The study examined the impact of glass ceilings at the career satisfaction level of employees mediated by organization identification and organizational trust. The sample for the present study embraces 237 middle level managers representing organizations in Delhi/NCR. For data analysis, descriptive statistics, correlation and regression were used. Results illustrate that a significant and negative relationship is found between glass ceiling and career satisfaction which implies that if employees feel that glass ceiling exists in the organization, their career satisfaction will be less. The results validate that the impact of glass ceiling decreases after introducing the mediating effects of trust and organizational identification on career satisfaction. The subsistence of the glass ceiling in the organizations will indirectly be fortified due to inadequacies in networking, mentoring, flexible working hours and family friendly initiatives. Therefore, modifying the human resource policies and practices and altering the organizational culture and attitudes of executives shall help organizations preserve their extremely able women workforce.

TECHNOLOGICAL AWARENESS AND GLASS CEILING AMONG WOMEN PROFESSIONALS

Despite the statistics indicating that females have made enormous advances in career, inequality in pay and promotions still elude them. They can see the top but cannot get the top. Hostile environment and deviant work place where professions like programming is considered 'brogramming', and is mostly a male dominated field, women competency is still a reality there. The data has been collected from select branches of J&K Bank, India by administering a questionnaire containing the statements regarding two variables, viz., technology know-how and the perception of glass ceiling. The data collected through research instruments was analysed through descriptive statistics and some advanced statistical methods were also employed to draw reliable interpretations. On the whole, outcome of the study confirmed that there is a lack of technological awareness among women and after application of various statistical measures it has been found that this component significantly impacts their level of glass ceiling.

Addressing the Gender Gap: Women’s Perceived Barriers to Pursuing STEM Careers

This national study used the Delphi method to identify perceived barriers women face in the pursuit of STEM careers. The study used a series of three web-based questionnaires. The first round of the study used a questionnaire with an open-ended question to facilitate the generation of a wide array of response categories. In round two, respondents were asked to rate the 24 perceived barriers from round one on a Likert-type scale and to make changes as necessary. In round three, respondents were asked to provide a dichotomous indication of whether they agreed or disagreed with each of the items. Consensus on 22 perceived barriers was reached after three rounds. The major barriers identified by the respondents were: male domination of STEM careers, lack of awareness of educational and career opportunities, STEM education and toys directed at boys, a lack of female mentors/role models, minimization of barriers, personal expectations, the time required to become proficient in a STEM field, lack of encouragement from men, and the perceived glass ceiling of women in STEM careers. It is recommended that future research focus on the efficacy of formal, informal, and non-formal education models toward increasing awareness of educational and career opportunities in STEM. Researching effective methods to recruit and retain females in STEM degree programs is also suggested.

여행사 직원의 유리천장 인식이 조직공정성 지각에 미치는 영향

This study is to identify the relationship between the perception of glass ceiling and organizational justice perceived by employees of travel agency. Through various theoretical approaches to glass ceiling, the concept was established to set up a research model, and the significant differences and influences between the recognition and organizational justice of glass ceiling were to contribute to the travel agency's right personnel organization culture and provide basic data on human resources management. Questionnaires were distirbuted a total of 200 copies from January 30 to 30 March, 2019. The number of collected copies was 177 in total, from which 23 ineffective copies were excluded. Total 177 copies were used for an emprical analysis with SPSS 22.0 and hypotheses were examined using multiple regression analysis. The theoretical background of the study and the results of the study through empirical analysis are as follows. Analysis of the impact relationship between the perception of glass ceiling and organizational justices of travel agents showed that 'procedural justice' had a negative effect on the 'welfare' factor and 'distributive justices' had a negative effect on the 'promotion' factor, respectively. The results of this study suggest practical implications by providing basic data on how travel agents should utilize and develop female human resources and what they need to do so.

Career Choice, Barriers, and Prospects of Asian American Social Workers

The current study explored factors influencing career choices of Asian American social workers and assessed if their personal characteristics and career-related experiences affected their perceived glass ceiling, perception of ethnic discrimination, and perception of career prospects. A total of 208 Asian American social work administrators, supervisors, practitioners and graduate social work students participated in a comprehensive online survey. Participants provided basic demographic and career-related information and completed a set of measures to explore their reasons of choosing social work as their career, and their career perceptions and prospects. Correlation analyses and multiple regression analyses were used to identify predictors of their perception of ethnic discrimination, perceived glass ceiling, and perception of career prospects. The findings showed that altruistic reasons were very important to extremely important in their choice of social work as their career. Social work idealism was found to associate positively with both altruistic reasons and professional concerns of choosing social work. There was a significant relationship between participant’s immigration status and family influence on their career choice. Those who were not born in the U.S. were more likely to be influenced by their family in their career choice than those who were born in in the U.S. Those whose parents were not born in the U.S. were more likely to be influenced by their family expectations on their career choice than either of their parents was born in the U.S. Perceptions of organizational fairness was found to be a strong predictor of perceived glass ceiling, perception of ethnic discrimination, and perception of career prospects. Implications of the findings for social work education and future research were discussed.

Classification of Organizations’ Level Of Glass Ceiling Within The Frame of Contingencies: A Comparative Example From Education and Health Sectors

Gender inequality encountered worldwide, also visibly exists in organizations as a problem. The entire global workforce bears signs of gender discrimination. Women occupy much fewer managerial positions when compared with men. Women work in organizations in low hierarchy and less responsible jobs, and are paid lower wages. The situation of women who are not given a chance for promotion in organizations, is depicted figuratively by a transparent barrier. The barriers, which invisibly hinder women from rising in the organizational levels are mentioned as glass ceiling in the literature. This study is an investigation into the way several chosen contingencies affect the perception of glass ceiling in women. The industry which the organization belongs, socialization provided by the family, whether the organization is in the public or private sector, women’s marital status, number of children, and the establishment date of the organization are the selected micro and macro contingencies. These contingencies show in which situations women’s perception of glass ceiling increase or decrease and thus provide a way for classification. In this research a comparative analysis of women’s perception of glass ceiling in the health and education sectors has been carried out. The above cited sectors have been chosen to make a comparison between a sector which can be traditionally accepted as women’s field and a sector which can be regarded as outside of this field. A glass ceiling questionnaire was answered by women in these sectors and the results supported the previous arguments of the literature.

The relationship between work-family conflict and morale of female soldiers

The purpose of the present study was to investigate integrally the relationships among work-family conflict, burn out, and morale of the navy female soldiers. Also, the study illustrated whether glass ceiling moderated the relationship between burn out and soldiers morale. For this purpose, Surveys and supervisor-rating performance data of 205 navy female soldiers. It was found that the work–family conflict of females negatively influenced morale, and burn out mediated the relationship with work–family conflict and morale. Also, the perception of glass ceiling was found to control the relationship between burn out and morale. Specifically, when the women perceived glass ceiling perception high, it was confirmed that the negative influence of burn out on morale was strong. we discuss the implications of these results, study limitations, and practical suggestions for future research.

INFLUENCE OF PERCEIVED GLASS CEILING AND PERSONAL ATTRIBUTES ON FEMALE EMPLOYEES’ ORGANIZATIONAL COMMITMENT

The present study, which was designed as a cross-sectional research investigated the role of personal attributes (age, education, job position, organizational tenure) and the perceived glass ceiling on organizational commitment of senior level female employees in public sector organizations. One hundred and fifty-two female workers with a mean age of 36.6 (s.d. = 9.03) were conveniently sampled from eight public sector organizations in southwest Nigeria. Job position was categorized into three: supervisor (33.6%), middle management (51.3%) and senior management (15.1%). Their educational status ranged from national diploma to post-graduate certificates. Each respondent completed a questionnaire that contained standardized scales that measured perceived glass ceiling, organizational commitment, age, education, job position and organizational tenure. Results showed significant joint influence of age, education, job position, organizational tenure and perceived glass ceiling on organizational commitment. Perceived glass ceiling and age contributed most to organizational commitment. It was concluded that personal attributes influenced organizational commitment but perceived glass ceiling and age contributed significantly to organizational commitment.

The relationship between work-family conflict and morale of female soldiers: The mediating role of burn out and the moderating effect of glass ceiling

The purpose of the present study was to investigate integrally the relationships among work-family conflict, burn out, and morale of the navy female soldiers. Also, the study illustrated whether glass ceiling moderated the relationship between burn out and soldiers morale. For this purpose, Surveys and supervisor-rating performance data of 205 navy female soldiers. It was found that the work–family conflict of females negatively influenced morale, and burn out mediated the relationship with work–family conflict and morale. Also, the perception of glass ceiling was found to control the relationship between burn out and morale. Specifically, when the women perceived glass ceiling perception high, it was confirmed that the negative influence of burn out on morale was strong. we discuss the implications of these results, study limitations, and practical suggestions for future research.

When A Perceived Glass Ceiling Impacts Organizational Commitment And Turnover Intent: The Mediating Role Of Distributive Justice

This study investigated the relationship between a perceived glass ceiling in an organization and commitment to that organization, with the expectation that the effect would be indirect and mediated by distributive justice perceptions. The same hypothesis was put forward with turnover intent as an outcome. The study uses VIE, Equity, Social Exchange, and Social Identity Theories to frame these arguments, and in both cases, partial mediation was present. Specifically, the effect of a perceived glass ceiling on each of the dependent variables was greater alone than when considered together with perceptions of distributive justice. The analyses and findings are outlined, and implications for theory and for practice are discussed.

A study of glass ceiling effect on impression management behaviors between Korean and U.S. women managers in financial institutions

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.

The Effect of Gender on Perception of Glass Ceiling, Mediated by SRO and Attitude toward Women as Managers

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.

A Study on Women's Perception of Glass Ceiling in the Private Organizations, Pokhara

The study is intended to explore women’s perception of glass ceiling in the private organizations of Pokhara. Hundred women with different age groups working in different private organizations of Pokhara were taken as the sample. Their perception on the disparate treatment of women in organizations, behavior of their male colleagues towards them, the role of their family members in their professional growth, perception of role conflict and their aspiration towards their career advancements were asked and have been analyzed to find out if women perceive the existence of glass ceiling. In this regard, viewpoints of their male counterparts have also been taken into consideration.
 
 The Journal of Nepalese Business Studies Vol. IV, No. 1(2007) pp. 83-87