scholarly journals Effect of Glass Ceiling on Women’s Career Development in Banks Operating in Pokhara Metropolitan City

2019 ◽  
Vol 12 (1) ◽  
pp. 100-110
Author(s):  
Bijay Lama
Keyword(s):  
Career Development ◽  
Glass Ceiling ◽  
Influencing Factor ◽  
General Purpose ◽  
Work And Family ◽  
Survey Method ◽  
Job Responsibilities ◽  
Metropolitan City ◽  
Female Employees ◽  
Nepali Women

 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.

scholarly journals The Impact of Glass Ceiling on Career Development of Executive Level Female Employees in Financial Sector in Kandy District

2018 ◽  
pp. 1-11
Author(s):  
Lourdes Dilakshini Victor ◽  
Faizal Antanat Shamila
Keyword(s):  
Career Development ◽  
Glass Ceiling ◽  
Labour Force ◽  
Financial Sector ◽  
Cultural Factors ◽  
Labour Force Participation Rate ◽  
Individual Family ◽  
Female Employees ◽  
Executive Level ◽  
The Impact

In Sri Lanka even though women represent more than half of the population, their labour force participation rate is less than men. Men's participation in the labour force is twice as women's. In recent years women and gender issues have become a major area of concern. Even seminars, workshops and conferences are being held over the world to discuss women issues and women advancement in all spheres of life, still it exists the barriers for women career development. This study was entirely design by centering the focal problem of impact of glass ceiling on career development. This study also attempts to identify the contribution factors which create the glass ceiling effect on women career development. The study was conducted to find out the impact of glass ceiling on women career development of executive level female employees in Financial Sector in Kandy district and hypotheses were developed to find out whether there is a significant impact of individual, family, organisational and cultural factors on women career development. The data were collected from 144 executive level female respondents out of 157 executive level female employees in Financial Sector at Kandy district with a structured questionnaire. For presenting and analysing the data both descriptive and inferential statistics were used through SPSS 19.0 version and the results were derived. The major finding of this study revealed that the glass ceiling and women career development has small negative relationship and individual, family and cultural factors have a significant impact on women career development while organisational factors have an insignificant impact on women career development. Further, in this study Adjusted R2 of women career development is 0646. It is explained that 64.6% of women career development is explained by glass ceiling. The conclusion was finally made that there are significant impact of the glass ceiling on women career development of executive level female employees in the financial sector at Kandy district.

Glass Ceiling: Heating Back Women

2021 ◽  
Vol 3 (10) ◽  
pp. 41-46
Author(s):  
Padma Kapoor ◽  
Vikramjit Kaur
Keyword(s):  
Private Sector ◽  
Glass Ceiling ◽  
Social Issues ◽  
Demographic Data ◽  
Work And Family ◽  
Hospital Organization ◽  
Double Burden ◽  
Women In The Workplace ◽  
Banking Education ◽  
Female Employees

In India men and women rights are equal but Women have to work twice as much as men to get recognition, high qualifications alone do not guarantee satisfying careers, as working women carry the double burden of work and family and often face conflicts and stressful situations in their life as well as in their career when family, society, and situations stop their growth then it becomes the form of glass ceiling which heats the back of women and try to stop their growth. The purpose of this study is to clear the image that how glass ceiling heating women and become an obstacle to their carrier path. The present study is a fair attempt to present the current situation of women in the workplace. In this paper, I have tried to summarize the journey of women who have faced issues like gender inequality, discrimination, social issues, and harassment at the workplace. The population of the study comprises all the female employees working in the private sector of the Delhi NCR region. The sample size for this study is 345 women (banking, education, hospital, organization) from the private sector. To collect the response from the respondent the questionnaire and interview tools are used. With the help of the percentage analysis method demographic data are analyzed and to measure the degree of agreeableness the composite/mean score and standard deviation were calculated. Thus selected mean score implies that respondents favor that particular statement. It has been observed that the Mean score of Statement 1i.e. At the workplace due to sexual harassment by their male colleagues or bosses women prefer to change the job rather than victimizing again and again is highest. Limitations of the study are that it considered only female employees and covered only the Delhi NCR region.

Workplace ostracism and work-to-family conflict among female employees: moderating role of perceived organisational support

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Survey Method ◽  
Content Type ◽  
Female Employee ◽  
Workplace Ostracism ◽  
Perceived Organisational Support ◽  
Female Employees ◽  
The Relationship

Purpose Based on the conservation of resources theory, this study aims to develop and test the relationship between workplace ostracism and the work-to-family conflict of a female employee. And, it assumes that the direct link between workplace ostracism and the work-to-family conflict of a female employee is moderated by perceived organizational support. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multi-source data from 226 Korean female employees. Findings The results suggest the following. First, workplace ostracism was positively associated with the work-to-family conflict of a female employee. Second, there was a stronger positive relationship between workplace ostracism and work-to-family conflict for female employees with low as opposed to those with high levels of perceived organizational support. Originality/value To the best of author’s knowledge, this study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and the work-to-family conflict of a female employee.

Consequences of Submissive Loyalty Corporations: An Empirical Analysis of Korean Female Employees’ Perception

2019 ◽  
Vol 34 (2) ◽  
pp. 51-74
Author(s):  
Kim Hwayeon ◽  
Nam Taewoo
Keyword(s):  
Life Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Office Work ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Overtime Work ◽  
Female Employees ◽  
Work Family

The number of female employees in the Korean workforce has risen. However, the Korean corporate climate, characterized by collectivism, hierarchism, and senior and masculine privilege, leads them to experience worklife conflict and even halt their careers. This climate stems from a social and organizational culture deeply rooted in traditional Confucianism. In Korea, where housework and childcare have long been considered the province of women, female employees find it more difficult to balance office work and family life. The Korean corporate climate welcomes overtime work, and women who work outside the home must juggle this and family responsibilities. We conceptualize behavior such as acquiescing to overtime work as submissive loyalty and elucidate work-family conflict and decreasing job and life satisfaction as consequences thereof. The analysis, based on a structural equation model, revealed that submissive loyalty increases work-family conflict, which decreases job and life satisfaction.

scholarly journals Degree of Practicing Administrative Creativity by Education District Managers as Perceived by Department Heads and Administrators in the Districts of Mafraq Governorate

2021 ◽  
Vol 12 (22) ◽  
pp. 19-34
Author(s):  
Salwa Ayed Al-Salihi
Keyword(s):  
Statistical Methods ◽  
Training Programs ◽  
Educational Leaders ◽  
Demographic Variables ◽  
Survey Method ◽  
Department Heads ◽  
Male And Female ◽  
Female Employees ◽  
Standard Deviations ◽  
Descriptive Survey

The study aimed to assess the perceptions of department heads and administrators regarding the degree to which Educational District Managers practice administrative creativity in the districts of Mafraq governorate. To achieve this objective, the study followed the descriptive survey method, and used a questionnaire to collect data from the study sample which was selected from a population of 240 male and female employees (40 heads and 200 employees in education districts of Mafraq governorate). The sample consisted of (150) participants (25 department heads and 125 male and female employees). The data was analyzed by the use of statistical methods, such as means, standard deviations, the analysis of multiple variance and the method of Scheffe.  The study findings revealed that the participants' degree of perception was moderate, and that there were differences in their perceptions according to their different demographic variables. The study recommended preparing and designing training programs to develop the performance of educational leaders in education districts to implement the requirements of administrative innovation and creativity.

scholarly journals INFLUENCE OF CAREER DEVELOPMENT, WORK ENVIRONMENT, COMPENSATION AND IT’S IMPLICATION ON JOB SATISFACTION OF PERMANENT LECTURER AT MARITIME COLLEGES IN DKI JAKARTA

2020 ◽  
Vol 1 (3) ◽  
pp. 384-396
Author(s):  
Ali Muktar Sitompul ◽  
Marhalinda Marhalinda ◽  
Anoesyirwan Moeins
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Work Environment ◽  
Structural Equation ◽  
Research Method ◽  
Equation Modeling ◽  
Survey Method ◽  
Development Work ◽  
Exogenous Variables ◽  
Descriptive Survey

This study aims to analyze and prove the Influence Career Development, Work Environment, Compensation and it’s implication on job satisfaction of permanent lecturer of maritime colleges in DKI Jakarta both partially and simultaneously. The research method used is descriptive survey method and explanatory survey with 253 respondents. The analysis of the data used is Structural Equation Modeling (SEM), consisting of career development, work environment and compensation as exogenous variables, job satisfaction as an endogenous variable. Based on the partially and simultaneous research that Career development, work environment and compensation have a positive and significant effect on job satisfaction with a contribution (R2) of 92 %. Work environment has the most dominantt effect on the job satisfaction of lecturers at maritime colleges in DKI Jakarta.

scholarly journals The Influence of Infrastructure Management on Sports Development at State Polytechnics in Bandung

2018 ◽  
Vol 8 (1) ◽  
pp. 23
Author(s):  
Dede Sujana
Keyword(s):  
Physical Fitness ◽  
Educational Institution ◽  
Participation Rate ◽  
Sports Participation ◽  
Positive Influence ◽  
General Purpose ◽  
Survey Method ◽  
Skills Development ◽  
Infrastructure Management ◽  
Physical Fitness Test

Polytechnic as a higher educational institution trains students to be capable of becoming independent human. It is also responsible for equipping students with competence to compete in the workplace. Sport serves as a means of character and life skills development in students. It is well supported by the infrastructure management in Polytechnic.  Based on the formulation of the problem mentioned above, the general purpose of this study is to determine the effect of infrastructure management on sports development in the State Polytechnic of Bandung. This study employed quantitative approach with survey method to obtain data from questionnaires and physical fitness test. The participants of the study are 77 students from two state polytechnics in Bandung. The result from data processing and analysis showed that 95.7% of sports participation rate is influenced by infrastructure management and the rest of 4.35 is influenced by other unexplainable variables, which means that facility and infrastructure management give positive influence on sports participation.   In addition, other results showed that 93.0% of physical fitness figures are influenced by infrastructure management and 7.0% is influenced by other unexplainable variable, which means that infrastructure gives significant influence on physical fitness. It shows that if sports infrastructure is managed well, then it will greatly influence sports development.      

Does a Federal Glass Ceiling Have Differential Effects on Female and Male Technology Entrepreneurs?

2022 ◽  
pp. 1963-1979
Author(s):  
Todd M. Inouye ◽  
Jeffrey A. Robinson ◽  
Amol M. Joshi
Keyword(s):  
Glass Ceiling ◽  
Demographic Data ◽  
Federal Agencies ◽  
Federal Employees ◽  
Underrepresented Groups ◽  
Organizational Barriers ◽  
Unit Increase ◽  
Subsequent Phase ◽  
Female Employees ◽  
Negative Predictor

Glass ceilings are invisible organizational barriers encountered by underrepresented groups in large hierarchies. This chapter empirically investigates the existence and characteristics of an internal, government-wide glass ceiling for female employees using aggregate pay grade and demographic data on nearly 1.5 million U.S. Federal employees between 2001-2011. The external consequences for over 15,000 technology ventures seeking R&D funding from 12 federal agencies is explored. In this context, the researchers analyze over 50,000 grants and find that a unit increase in a novel, government-wide, glass ceiling measure is a meaningful and negative predictor of subsequent Phase II funding outcomes for Phase I grantees. More importantly, the negative external effects of the identified glass ceilings are significantly larger for women technology entrepreneurs when compared to their male counterparts.

scholarly journals Influence of Brand Loyalty in Telecommunication Sector in Pakistan

2013 ◽  
Vol 3 (3) ◽  
pp. 188
Author(s):  
Naveed Anjum ◽  
Muhammad Rizwan ◽  
Mubashir Khaleeq ◽  
Hafiz Muhammad Wasif Rasheed
Keyword(s):  
Brand Loyalty ◽  
Service Sector ◽  
Sampling Method ◽  
General Purpose ◽  
Survey Method ◽  
Telecommunication Sector ◽  
Factors Affecting ◽  
Consumer Markets ◽  
Relationship Of ◽  
Self Administered Questionnaire

Brands play a very important role in consumer markets. They bridge a relationship between the consumers and the company. Brand loyalty is a consumer’s preference to purchase a particular product or service at first or repeatedly in a competitive market. The general purpose of this study is to investigate the factors leading to brand loyalty in service sector. Specifically, we are concerned to observe the factors affecting brand loyalty in telecommunication sector of Pakistan. The sample size of 150 is taken through convenient sampling method. The survey method is used to collect the data from the respondents through self-administered questionnaire. The regression analysis approved the significant positive relationship of the proposed factors with brand loyalty. 

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