scholarly journals Barriers to Women's Career Advancement in the New Zealand Hospitality Industry

2021 ◽  
Author(s):  
◽  
Leah Macpherson
Keyword(s):  
New Zealand ◽  
Glass Ceiling ◽  
Hospitality Industry ◽  
Cultural Beliefs ◽  
Ceiling Effect ◽  
Female Leadership ◽  
Structured Interviews ◽  
Career Women ◽  
Management Positions ◽  
Service Sectors

<p>The glass ceiling effect is a widely researched phenomenon that highlights the multi-layered barriers to women’s exclusion in senior management positions internationally. Traditionally, research has focused on evidence for the deficit in women’s promotion in predominately corporate spheres with minimal inclusion of service sectors. The following research will address a key literature gap in the context of New Zealand, with an analysis of the glass ceiling barriers for career women in the hospitality industry. The qualitative study utilised a postmodern feminist lens and included 13 semi-structured interviews with current female duty managers in the localised Wellington, NZ region. The study found that the glass ceiling effect was maintained for female managers through the production of misogynistic cultures, gender-stereotyping, and old boys’ networks that functioned on intersectional levels. Obstacles were produced through customers, industry norms, and organisational practices that minimised participants ability to perform general operations, garner promotions, or access support in detrimental circumstances. The research concludes that women’s professional development is hindered due to the interplay of workplace structures, broader socio-cultural beliefs, and resistance to female leadership. Based on the findings, recommendations for further emphasis on equitable and ethical industry practices are outlined to address the glass ceiling effect, thereby increasing employee investment and retention.</p>

scholarly journals Barriers to Women's Career Advancement in the New Zealand Hospitality Industry

2021 ◽  
Author(s):  
◽  
Leah Macpherson
Keyword(s):  
New Zealand ◽  
Glass Ceiling ◽  
Hospitality Industry ◽  
Cultural Beliefs ◽  
Ceiling Effect ◽  
Female Leadership ◽  
Structured Interviews ◽  
Career Women ◽  
Management Positions ◽  
Service Sectors

<p>The glass ceiling effect is a widely researched phenomenon that highlights the multi-layered barriers to women’s exclusion in senior management positions internationally. Traditionally, research has focused on evidence for the deficit in women’s promotion in predominately corporate spheres with minimal inclusion of service sectors. The following research will address a key literature gap in the context of New Zealand, with an analysis of the glass ceiling barriers for career women in the hospitality industry. The qualitative study utilised a postmodern feminist lens and included 13 semi-structured interviews with current female duty managers in the localised Wellington, NZ region. The study found that the glass ceiling effect was maintained for female managers through the production of misogynistic cultures, gender-stereotyping, and old boys’ networks that functioned on intersectional levels. Obstacles were produced through customers, industry norms, and organisational practices that minimised participants ability to perform general operations, garner promotions, or access support in detrimental circumstances. The research concludes that women’s professional development is hindered due to the interplay of workplace structures, broader socio-cultural beliefs, and resistance to female leadership. Based on the findings, recommendations for further emphasis on equitable and ethical industry practices are outlined to address the glass ceiling effect, thereby increasing employee investment and retention.</p>

scholarly journals The Glass Ceiling: Career Progression Barriers for Female Employees in the South African Hospitality Industry

2020 ◽  
pp. 1077-1093
Author(s):  
Tinaye Mwashita ◽  
Nanikie Zungu ◽  
Diane Abrahams
Keyword(s):  
South African ◽  
Glass Ceiling ◽  
Hospitality Industry ◽  
Key Factors ◽  
The South ◽  
Structured Interviews ◽  
Online Questionnaire ◽  
Corporate Hierarchy ◽  
Management Positions ◽  
Uniform Solution

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.

scholarly journals Reality checks for career women: An interpretevist paradigm

2019 ◽  
pp. 1-22
Author(s):  
Mary Anthony ◽  
Werner Soontiens
Keyword(s):  
Law Enforcement ◽  
Phenomenological Approach ◽  
Self Determination ◽  
Structured Interviews ◽  
Critical Question ◽  
Career Women ◽  
The Public ◽  
Gendered Leadership ◽  
Management Positions ◽  
Organisational Process

AbstractThis paper reflects on the latent organisational process that leads tothe scarcity of women in senior positions. Utilising characteristics of legitimisation, institutionalisation and self-determination theories the paper observes how women manage upward mobility. Subsequently, it was important to investigate the mid-level cohorts, as there lies the critical question triggering the anomaly. Focusing on the public sector with an interest in gendered organisations, the study examines law enforcement. Conversely, the aim of this paper is to focus on why there is a continued dearth in the number of policewomen at top level positions in USA and Australia. A qualitative study with a phenomenological approach is applied. Semi-structured interviews are conducted with 40 policewomen in mid-management positions in American and Australian law enforcement. It further aims to explore the linkages of the ongoing paucity of gendered leadership in organisations, questioning how these will influence women's ability to advance to higher-level positions.

scholarly journals Glass Ceiling Effect and Women Career: Determining factors in Higher Education Institutions

sjesr ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 1-8
Author(s):  
Farhat Abbas ◽  
Nargis Abbas ◽  
Uzma Ashiq
Keyword(s):  
Glass Ceiling ◽  
Population Sample ◽  
Sampling Technique ◽  
Ceiling Effect ◽  
Faculty Members ◽  
Blind Review ◽  
Determining Factors ◽  
Management Positions ◽  
Vertical Segregation ◽  
Multistage Sampling

The glass ceiling is a vertical segregation of women from top positions and hinders women's advancement in organizations at top positions. The study was focused to investigate the effect of the determining factors on the glass ceiling in the career advancement of women in HEIs. The study was quantitative and a multistage sampling technique was used to draw the population sample of the study. Total 154 faculty members from three public sector universities were selected. To achieve the research objectives, descriptive statistics, test of independence, and multiple regression analysis were applied to investigate the significant predictors of the glass ceiling effect. The results revealed that there was an association between the gender of the faculty member and the designation. Further, the factors "Perceived discrimination" (β = .134, p < .01) and "Male dominating culture' (β = .295, p < .001) were found the significantly determined the glass ceiling. Based on the findings of the study it was recommended that to control the glass ceiling effect for women, HEIs must include the blind review-based promotion and selection criteria at least for top management positions.

scholarly journals Exploring Female Leadership Advancement in Chinese Corporations:   Selection for Senior Positions through Headhunting

2021 ◽  
Author(s):  
◽  
Li Yan
Keyword(s):  
Qualitative Methodology ◽  
Cultural Beliefs ◽  
Academic Research ◽  
Deep Understanding ◽  
Female Leadership ◽  
Organizational Level ◽  
Female Leaders ◽  
Structured Interviews ◽  
Political Factors ◽  
Chinese Context

<p>Leadership diversity has evoked tremendous debate for decades. This includes the profitability and creativity of organizations and the realization of social capital. In this regard, governments have initiated numerous programs to increase gender equality in leadership positions. A wealth of academic research has also been conducted to investigate factors influencing the paucity of women in the elite leadership group. One noticeable element at the organizational level is the way in which female leaders are selected. Given the increasing proportion of leadership selection conducted through headhunters, this thesis aims at investigating how headhunting influences female leadership progression in the Chinese context.  Because the research focuses on meanings and interpretations of female headhunting practices, it employed a qualitative methodology. Consequently, 13 in-depth interviews were carried out in China. In order to make the results more representative, the diverse sample was dispersed not only in Mainland China but in Taiwan. The semi-structured interviews enabled the researcher to gain a deep understanding of how females are selected as well as the underlying elements that can exert influence on the selection results.  The findings revealed that the headhunting of female leaders is not a simple or straightforward process. It is influenced by contextual constraints, the recruitment and selections used by headhunters, and no doubt, headhunters’ competency. Also, these issues are influenced by cultural beliefs, economic, and political factors in the Chinese context. Among them, political factors are powerful and interact with cultural and economic factors. They produce gendered results.</p>

scholarly journals Exploring Female Leadership Advancement in Chinese Corporations:   Selection for Senior Positions through Headhunting

2021 ◽  
Author(s):  
◽  
Li Yan
Keyword(s):  
Qualitative Methodology ◽  
Cultural Beliefs ◽  
Academic Research ◽  
Deep Understanding ◽  
Female Leadership ◽  
Organizational Level ◽  
Female Leaders ◽  
Structured Interviews ◽  
Political Factors ◽  
Chinese Context

<p>Leadership diversity has evoked tremendous debate for decades. This includes the profitability and creativity of organizations and the realization of social capital. In this regard, governments have initiated numerous programs to increase gender equality in leadership positions. A wealth of academic research has also been conducted to investigate factors influencing the paucity of women in the elite leadership group. One noticeable element at the organizational level is the way in which female leaders are selected. Given the increasing proportion of leadership selection conducted through headhunters, this thesis aims at investigating how headhunting influences female leadership progression in the Chinese context.  Because the research focuses on meanings and interpretations of female headhunting practices, it employed a qualitative methodology. Consequently, 13 in-depth interviews were carried out in China. In order to make the results more representative, the diverse sample was dispersed not only in Mainland China but in Taiwan. The semi-structured interviews enabled the researcher to gain a deep understanding of how females are selected as well as the underlying elements that can exert influence on the selection results.  The findings revealed that the headhunting of female leaders is not a simple or straightforward process. It is influenced by contextual constraints, the recruitment and selections used by headhunters, and no doubt, headhunters’ competency. Also, these issues are influenced by cultural beliefs, economic, and political factors in the Chinese context. Among them, political factors are powerful and interact with cultural and economic factors. They produce gendered results.</p>

scholarly journals A Crack in The Glass Ceiling: A Study on Promotion Bias to Top-Level Management Positions in Tacloban Academes

2018 ◽  
Vol 3 (1) ◽  
pp. 9
Author(s):  
Michael Earl B. Castroverde
Keyword(s):  
Glass Ceiling ◽  
Employment Discrimination ◽  
Diversity Management ◽  
Educational Institutions ◽  
Central Tendency ◽  
Structured Interviews ◽  
Men And Women ◽  
Working Environments ◽  
Management Positions ◽  
Research Findings

This research sought to determine whether the “glass ceiling” still existed in one of the major working environments in Eastern Visayas, Tacloban City; as well as to gain insights on one of its causes—ineffective Workforce Diversity Management. Semi-structured interviews were used to gather data with the Measures of Central Tendency used to ascertain its existence within a 10-year period in terms of (1) pay inequities between men and women and (2) frequency of women top-level managers. The research findings show that 1 out of 3 top-level managers in educational institutions in Tacloban, were women; with which 90% were positioned in lower-paying schools. The results suggest that this gender employment discrimination stems from the organizations’ approach to diversity. Of the four approaches, the most practiced were ignoring diversity and begin the process of dealing with diversity.

Theoretical Framework of Glass Ceiling

Paradigm ◽  
2017 ◽  
Vol 21 (1) ◽  
pp. 21-30 ◽  
Author(s):  
Phathara-on Wesarat ◽  
Jaya Mathew
Keyword(s):  
Glass Ceiling ◽  
Management Practices ◽  
Cultural Beliefs ◽  
Theoretical Framework ◽  
Educational Institutions ◽  
Academic Leaders ◽  
Highly Educated ◽  
Top Executives ◽  
Management Positions ◽  
Academic Women

Working women worldwide have faced career difficulties. Examples of this include women academic leaders in India where negative cultural beliefs about women moving to the top-management positions (also referred to as glass ceiling) still exist. Although they are highly educated and competent workers, they have unequal opportunities to be organizational leaders or top executives. Academic women with greater knowledge and abilities can actually perform as academic leaders, and they can support educational development of the country. Government and educational institutions should realize the potential of academic women and provide them with equal opportunities for career advancement in organizations. In order to get a better understanding of glass ceiling of India’s women academic leaders, the concepts and theories related to glass ceiling, particularly in the Asian context, are discussed in this article. It provides a theoretical framework of glass ceiling which is based on two theories of justice, namely Rawlsian theory and utilitarian theory. Educational institutions that more effectively apply the theoretical framework of justice to their management practices are hypothesized to have lesser glass ceiling problems than others.

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