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.

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

2020 ◽  
pp. 109-131
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.

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.

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.

Breaking the glass ceiling: opportunity for the organization

2016 ◽  
Vol 48 (6) ◽  
pp. 311-319 ◽  
Author(s):  
Debashish Kumar Sahoo ◽  
Usha Lenka
Keyword(s):  
Glass Ceiling ◽  
Gender Diversity ◽  
Diversity Initiatives ◽  
Content Type ◽  
Competitive Edge ◽  
Participation Of Women ◽  
Corporate Hierarchy ◽  
Wide Range ◽  
Female Employees ◽  
And Performance

Purpose – The purpose of this paper is to decipher the benefits of breaking the glass ceiling in the organization, providing strategies to overcome it, and discussing the benefits availed by the organization in bringing more participation from women in middle and senior level management. Design/methodology/approach – This paper critically analyses the literature on women’s contribution to the organization’s success, their barriers to their advancement to corporate hierarchy, and breaking the glass ceiling, supported by appropriate theories. Findings – Gender diversity initiatives are perquisite for an organization ' s success and performance because presence of more women in the organization increases firm’s productivity. It is because more participation of female employees offers organizations a wide range of resources, ideas, skills, and energy to the business, providing a competitive edge against the competitors. Research limitations/implications – With understanding the benefits of gender diversity initiatives, an organization will emphasize more on the development of female employees personally and professionally. This, in turn, will help organizations in terms of productivity. Originality/value – Originality and value with understanding the benefits of gender diversity initiatives in an organization can focus more on growth and development aspects of female employees by breaking the glass ceiling and recognizing their competencies, qualifications, and achievement. This will lead to more participation of women in every echelon of management, resulting in firm performance.

scholarly journals Glass ceiling pada Jurnalis Perempuan di Newsroom Media Online

2021 ◽  
Vol 9 (2) ◽  
pp. 110-119
Author(s):  
Martha Warta Silaban ◽  
Rizka Septiana
Keyword(s):  
Decision Making ◽  
Glass Ceiling ◽  
Training Programs ◽  
The Internet ◽  
Online Media ◽  
Patriarchal Culture ◽  
Female Journalists ◽  
Assistant Editor ◽  
The Media ◽  
Female Employees

The arrival of the internet has no doubt affected the media business. As of now, the amount of online media outnumbers print media. However, the presence of female journalists across online media newsrooms has not shown significance, especially in decision-making levels. This study examines female journalists working in online media. The glass ceiling theory is used in this study and coupled with the concept of jender and organizational communication. Phenomenology will be the methodology used to examine the journalists’ experience to reach the editorial leader level, editor, or assistant editor. The result of this study also showcases that media outlets with an equal amount of female and male journalists will have equal reporting duties and script editing regardless of jender. The tasks are adjusted to work schedules even with jender- related training programs given to anyone. Meanwhile, media outlets with more male journalists compared to female counterparts provide greater chances for male workers to reach the top level. Despite not annulling the chances for female journalists to reach decision-making levels. Female journalists who succeed in breaching this glass ceiling can do it by showing exceptional work performances. Female employees must be able to penetrate the patriarchal culture that still exists in several Indonesian media because the existence of female journalists provides balanced coverage regarding women.

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