Analysis on the Behavior of Female Employees in the hospitality industry in the Glass Ceiling : Using Q Methodology

2020 ◽  
Vol 32 (2) ◽  
pp. 361-375
Author(s):  
Mi-Jung Kim ◽  
Yeonu Lee
Keyword(s):  
Glass Ceiling ◽  
Q Methodology ◽  
Hospitality Industry ◽  
Female Employees

scholarly journals Happiness at Work and Motivation for a Sustainable Workforce: Evidence from Female Hotel Employees

2021 ◽  
Vol 13 (14) ◽  
pp. 7778
Author(s):  
Arzu Atan ◽  
Hale Ozgit ◽  
Fatos Silman
Keyword(s):  
Hospitality Industry ◽  
Employment Practices ◽  
Hotel Employees ◽  
North Cyprus ◽  
Challenging Environment ◽  
Female Employees ◽  
Employee Happiness

Employment practices that support happiness at work are critical tools for developing a sustainable workforce. In today’s challenging environment, both economically and environmentally, the contribution of a sustainable workforce, which is the most critical asset for hospitality businesses to survive and succeed, cannot be ignored. This study explores the effects of motivational dimensions on happiness at work. These relationships were evaluated using the SPSS for Windows 25.0 and AMOS 23.0 programs. For this purpose, data were collected from 271 female employees in various four- and five-star hotels in North Cyprus. As predicted, the results revealed that motivational dimensions affect the dimensions of happiness at work. This study confirmed that a better understanding of employees’ needs and demands would encourage motivation and result in happier employees. The findings offer important implications for hospitality industry organizations seeking to maximize employee happiness in the workplace and strive for the sustainability of their workforce.

Corporate Climate and Glass Ceiling in the Hospitality Industry: The Women's Point of View

2021 ◽  
pp. 183-203
Author(s):  
Theodoros Stavrinoudis ◽  
Leonidas Maroudas ◽  
Maria Doumi ◽  
Anna Kyriakaki ◽  
Eleni Vlassi
Keyword(s):  
Glass Ceiling ◽  
Hospitality Industry ◽  
Point Of View

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.

Women empowerment, attitude toward risk-taking and entrepreneurial intention in the hospitality industry

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chanin Yoopetch
Keyword(s):  
Theory Of Planned Behavior ◽  
Planned Behavior ◽  
Risk Taking ◽  
Hospitality Industry ◽  
Positive Attitude ◽  
Entrepreneurial Intention ◽  
Influential Factors ◽  
Entrepreneurial Intentions ◽  
Content Type ◽  
Female Employees

Purpose First, this study aims to investigate the factors affecting entrepreneurial intentions. Second, it is to identify the influential factors with the highest influence on entrepreneurial intention. Design/methodology/approach The sample of the current study was female employees in various hospitality firms, including restaurants, hotels and wellness services. The questionnaire was developed based on past research studies and was tested for reliability prior to the full set of data collection. To represent the early to mid-level career women in hospitality, female employees with at least one-year experience from hospitality businesses, such as restaurants and hotels, participated in the study and total usable samples were 416. Findings The findings demonstrated that attitude toward risk-taking, self-efficacy, subjective norm and empowerment is significantly influential to the entrepreneurial intention of the women in the hospitality industry. Based on the data analysis, attitude toward risk-taking has the highest influence on entrepreneurial intention. In other words, with a positive attitude toward risk-taking, female employees showed the greatest tendency to start their own business. Research limitations/implications The current study extended the theory of planned behavior in that it can be used to explain the women’s entrepreneurial intention with subjective norms, attitudes and self-efficacy. The study also highlighted the flexibility of the theory in allowing the researchers to add external variables to help further investigate the relationships among all the factors in the models. Practical implications To highlight the opportunity to promote more equality and diversity in the business management environments, the results from the study promoted the roles of women entrepreneurs to support hospitality business development. One of the most influential factors is the attitude toward risk-taking. This suggested that with the positive attitude toward risk, the respondents have higher entrepreneurial intentions. Promoting and sharing the success stories of female entrepreneurs can affect the attitude of female employees and raise their interests toward becoming entrepreneurs. Originality/value The current study provided a unique investigation on the early to mid-level career hospitality female employees to explore their intention to be entrepreneurs. This research offered the extension of the theory of planned behavior in the context of entrepreneurship.

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 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.

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

2018 ◽  
Vol 7 (1) ◽  
pp. 1556
Author(s):  
Chibuzor Uchenna Onuoha
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Glass Ceiling ◽  
Educational Status ◽  
Personal Attributes ◽  
Cross Sectional ◽  
Public Sector Organizations ◽  
Female Employees ◽  
Organizational Tenure ◽  
Job Position

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.

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.

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