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 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 Glass Ceiling Factors, Job Satisfaction and Job Switching Decisions of Female Employees in Private Sector Enterprises of Bangladesh

2020 ◽  
Author(s):  
Abdul Kader Nazmul ◽  
Nazrul Islam ◽  
Md. Mahmudul Alam
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Glass Ceiling ◽  
Banking Sector ◽  
Sampling Technique ◽  
Telecommunication Sector ◽  
Women Employees ◽  
Management Positions ◽  
Female Employees ◽  
Questionnaire Surveys

Glass ceiling is an important issue in the developed world, but there are few studies on the developing world, especially on the private sector of Bangladesh. Therefore, this study aims to determine the influences of the factors of glass ceiling on the job satisfaction and job switching decisions among the female employees in the private sector of Bangladesh. This study conducted structured questionnaire surveys on 192 female employees from two private sector industries – banking and telecommunication in Bangladesh. The data were collected in December 2013 by using random sampling technique. The study used Ordered Logit and Binary Logit regressions. The study found that women employees working in banking sector hold more job satisfaction than those of telecommunication sector. Further, the study found that glass ceiling related variables has no significant relationship with the job satisfaction of women employees but there are several glass ceiling factors that statistically significantly influence on the decisions of changing or switching the existing jobs of women employees. Those who feel they are discriminated by any male colleague or being discriminated to move to higher level management positions or discriminated for promotions or holding less job security are likely to change their existing jobs. To improve the situation, several initiatives need to be taken in the organization like awareness building, standard and ethical human resource practices, strict policies for discriminatory attitudes and behavior etc.

scholarly journals Glass Ceiling Effect on Women Career Progression in Urban Pakistan

2020 ◽  
Vol 12 (2) ◽  
pp. 17-42
Author(s):  
Rozina Imtiaz ◽  
Sadia Shaikh ◽  
Syeda Qurat ul Ain
Keyword(s):  
Glass Ceiling ◽  
Gender Discrimination ◽  
Sampling Technique ◽  
Career Progression ◽  
Ceiling Effect ◽  
Work Life ◽  
Family Responsibilities ◽  
Stress Study ◽  
Notable Increase ◽  
And Gender

Regardless of the notable increase in the women workforce worldwide, their advancement toward the senior managerial designations has remained limited. The obstruction for women to achieve senior-level positions due to gender discrimination is referred to the Glass Ceiling (GC) effect. Gender discrimination persists as a constant setback globally, but it has become an acute problem in developing countries. The key objective of this study is to investigate the glass ceiling effect on women career growth in urban Pakistan. Deductive approach is used to determine the variables which support the GC effect. A total of 150 questionnaires were distributed using random sampling technique among the female employees of Karachi, out of which 100 responded. Data is analyzed using descriptive statistics with the help of SPSS. The study concluded that urban working women are drained with family responsibilities, workload and gender discrimination at work, which eventually results in inefficiency and a high degree of stress. Study findings reveal that the strongest predictor that hinder Women Career Progression (WCP) is Gender Stereotype (GS), followed by Organizational Practices (OP), and the Work-life Conflict (WLC). Based on the study findings it is recommended that the organizations in Pakistan should inculcate equality, encourage diversity in the senior management, offer the women workforce flexible-job arrangements and maternity leaves, and provide day care facilities to the children, to balance the women work-life conflicts.

Theory and Evidence on the Glass Ceiling Effect Using Matched Worker-firm Data

2005 ◽  
Author(s):  
Mohamed Jellal ◽  
Christophe J. Nordman ◽  
Francois-Charles Wolff
Keyword(s):  
Glass Ceiling ◽  
Ceiling Effect ◽  
Firm Data

Ethical climate and deviant behavior among employees of selected public and private universities: The case of the emerging country

2019 ◽  
Vol 3 (2) ◽  
pp. 30-39 ◽  
Author(s):  
Grace Oluwafunmilayo Obalade ◽  
Kayode Kingsley Arogundade
Keyword(s):  
Ethical Climate ◽  
Deviant Behavior ◽  
Private Universities ◽  
Sampling Technique ◽  
State University ◽  
Public And Private ◽  
Deviant Behaviors ◽  
University Of Technology ◽  
Multistage Sampling ◽  
Simple Regression

The study was borne out of the need to assess the effect of ethical climate on deviant behavior among employees in the educational institutions and the need to ascertain whether workplace deviant behavior has a force to bear with institutional ownership. Questionnaires (375) were distributed among the academic and administrative staff of Ekiti State University (EKSU), Afe Babalola University Ado-Ekiti (ABUAD), the Federal University of Technology Akure (FUTA) and Elizade University, Ilara-Mokin (EU); selected using multistage sampling technique. Descriptive statistics (table, percentage) and inferential statistics (simple regression) were employed to analyse the data. Simple regression was used to analyse the data. Based on the test of the hypothesis, the study found that deviant behavior among employees of selected public and private universities can be significantly determined by ethical climate factors. Ethical climate contributed significantly to deviant behaviors in the public and private universities showing probability of t-statistic (.012 &.022) lesser than 5%. Hence, it is concluded that the ethical climate or wrong ethical system is the major determinant of deviant behaviors in selected public and private universities.

Weight discrimination and the glass ceiling effect among top US CEOs

2009 ◽  
Vol 28 (2) ◽  
pp. 179-196 ◽  
Author(s):  
Patricia V. Roehling ◽  
Mark V. Roehling ◽  
Jeffrey D. Vandlen ◽  
Justin Blazek ◽  
William C. Guy
Keyword(s):  
Glass Ceiling ◽  
Ceiling Effect ◽  
Weight Discrimination

scholarly journals Availability of Adequately Iodized Salt at Household Level and Associated Factors in Gondar Town, Northwest Ethiopia

2013 ◽  
Vol 2013 ◽  
pp. 1-6 ◽  
Author(s):  
Hailay Gebrearegawi Gebremariam ◽  
Melkie Edris Yesuf ◽  
Digsu Negese Koye
Keyword(s):  
Associated Factors ◽  
Sampling Technique ◽  
Cross Sectional Study ◽  
Northwest Ethiopia ◽  
Iodized Salt ◽  
Cross Sectional ◽  
Household Level ◽  
Gondar Town ◽  
Multistage Sampling ◽  
And Control

Background. Iodine deficiency has serious effects on body growth and mental development. This study assessed availability of adequately iodized salt at household level and associated factors in Gondar town, northwest Ethiopia. Methods. Community based cross-sectional study was carried out among households in Gondar town during August 15–25, 2012. Multistage sampling technique was used. Data were collected using a pretested and structured questionnaire by a face-to-face interview technique. Bivariate and multivariate analyses were performed to check associations and control confounding. Results. A total of 810 participants were participated. The availability of adequately iodized salt (≥15 parts per million) in the study area was 28.9%. Multivariate analysis showed that using packed salt (AOR (95% CI) = 9.75 (5.74, 16.56)), not exposing salt to sunlight (AOR (95% CI) = 7.26 (3.73, 14.11)), shorter storage of salt at household (AOR (95% CI) = 3.604 (1.402, 9.267)) and good knowledge of participants about iodized salt (AOR (95% CI) = 1.94 (1.23, 3.05)) were associated with availability of adequately iodized salt at household level. Conclusions. Availability of adequately iodized salt at household level was very low. Hence, households should be sensitized about importance of iodized salt and its proper handling at the household level.

scholarly journals A Study of Emotional Intelligence Based Instructional Leadership Styles and related Indicators at University Level in Pakistan

2016 ◽  
pp. 36-45
Author(s):  
Irfan Bashir Et al.,
Keyword(s):  
Emotional Intelligence ◽  
Leadership Styles ◽  
Sampling Technique ◽  
Faculty Members ◽  
Self Report ◽  
Free Communication ◽  
Descriptive Research ◽  
University Level ◽  
The Difference ◽  
And Training

The paper aimed to explore the use of different indicators of Emotional Intelligence based six leadership styles by the Heads of the Departments (HoDs) of Higher Education Institutes of Pakistan. Furthermore, the purpose was to compare self-report of HoDs regarding leadership styles and opinion of the faculty about leadership styles used by HoDs. This descriptive research used a random sampling technique to select 120 HoDs and 240 faculty members from various faculties and departments of 5 public and 5 private Sector universities of Punjab. The study used 5 point Likert Scale questionnaires based on Goleman’s leadership styles both for faculty and Heads of the Departments. Results of the study showed the difference between self-reported leadership styles of HoDs and opinion of the faculty. The study mainly suggested leadership courses and training for Heads of the Departments; strong and free communication between HoDs and the faculty; and reflective practices by Heads of the Departments.

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