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Women and Politics – The Glass Ceiling  [PDF]
Irina Zamfirache
Journal of Comparative Research in Anthropology and Sociology , 2010,
Abstract: The role of women in modern politics is a subject that needs further insight, considering the growthin number of women that nowadays have relevant political positions on the international stage.There are studies today that emphasize the equality issue and all that is gender role related, but ourinterest is to analyze the women representation in power related positions. Due to the fastmodernization of the political environment and the rapid spreading of the feminist way of thought,several authors took interest in the gender differences in politics. The article follows some keydimensions in understanding the gender-role in politics: the glass ceiling, the role of the media indrawing the image of the woman politician, the gender affinity effect. In the end we would like topoint out the differences for men and women in exploiting the opportunities and securing the positions of power.
Is There a ‘Glass Ceiling’ for Female Managers in Singapore Organizations?
Vlado Dimovski,Miha ?kerlavaj,,Mandy Mok Kim Man
Management , 2010,
Abstract: This study presents an overview of glass-ceiling type barriers inorganizations based on the perceptions of a sample of Singaporemid-level women managers. Previous studies indicated the existenceof a glass ceiling in organizations and presented strategicrecommendations with regard to what corporations could do toremove or reduce the glass ceiling. This study investigates howwomen in middle management perceive their career advancementopportunities and what they consider their organizations tobe doing to support their advancement. Glass ceiling and informalstructures in the organizations will be analyzed from the aspectsof corporate climate, corporate practices, and corporate culture.The relevant questions are derived from the model developed byBergman and Hallberg (2002). This study aims to answer whetherthere is a glass ceiling present in Singapore companies. The studybegins with an introduction of the concept of a glass ceiling thatprevents women from advancing, and then continues with previousstudies on corporate climate, corporate practices and corporateculture, and data analysis of samples from Singapore organizations.The findings show that women middle managers inSingapore organizations face a glass ceiling in their working environmentwhich, for example, inhibits the promotion of femalemanagers, and entails a barrier to the career development opportunitiesof women presents that women do not have enough organizationalsupport, including networking, mentoring, and familyfriendly initiatives.
What Are the "Glass Ceiling" Barriers Effects on Women Career Progress in Jordan?  [cached]
Excimirey Amer Al-Manasra
International Journal of Business and Management , 2013, DOI: 10.5539/ijbm.v8n6p40
Abstract: The purpose of this paper is to explore the impact of the glass ceiling barriers represented by the organizational practices and the existence of male culture, and the impact of family, social commitments on women career progress in Jordan. A sample of – working mid-level women managers in Jordan are selected to answer a questionnaire on glass ceiling barriers and family and social commitments. The results showed that the impact of the glass ceiling is more significant than the impact of family and social commitments on women career progress in Jordan. Glass ceiling term is a new concept for the Jordanian audience, because there is no real interests to explore this kind of issues, for that reason we can not find previous researches that explore the glass ceiling as a phenomenon that affects the women career progress in Jordan.
The Comparison of Glass Ceiling Perception of Employees Working in Public and Private Enterprises  [PDF]
Hanifi Sever
American Journal of Industrial and Business Management (AJIBM) , 2016, DOI: 10.4236/ajibm.2016.65054
Abstract: Glass ceiling syndrome can be described as invisible and unbreakable barriers that keep a special group, such as women or any minorities, from progressing in their professional career, regardless of their ability or qualifications. Unseen barriers prevent women from promotion and, workforce. Gender-based discrimination in promotions is more intense at higher levels, but it is felt in every stage of business life. In this study, the glass ceiling perception of men and women employees working in public and private sectors was targeted by evaluating some variables. As a result of the study, it is expressed that women confront the glass ceiling syndrome much more than men. The factors affecting the glass ceiling were identified as gender, age, marital status, promotion, working in public or private sector and additional income.
The ‘Glass Ceiling’ Phenomenon for Malaysian Women Accountants
Zubaidah Zainal Abidin,Azwan Abdul Rashid,Kamaruzaman Jusoff
Asian Culture and History , 2009, DOI: 10.5539/ach.v1n1p38
Abstract: Apparently it was claimed that organisations are often not build to accommodate women’s values, primarily because they entered organisations relatively late, and work in a relatively narrow range of occupations. Given this scenario, men and women experience organisational cultures very differently and perceive gender discrimination as an issue. The number of women with children participating in the paid workforce has increased markedly over recent decades, but many workplaces have not altered their expectations or provided work policies to allow women to balance work and family responsibilities There is considerable and increasing agreement that what in fact keeps women back are invisible and artificial barriers that prevent qualified individuals from advancing within their organisations and reaching their full potential – the ‘glass ceiling’ phenomenon. Although women in Malaysia now represent 44.5% of the working population and are just as academically qualified as men, they are grossly under-represented at the senior management positions. This study attempts to discover the obstacles that keep women from rising above certain level in the organisations in an effort to raise both their individual self-worth and the level of their contribution to economic development.
Underrepresentation of Women at Academic Excellence and Position of Power: Role of Harassment and Glass Ceiling  [PDF]
Rizwana Yousaf, Rudi Schmiede
Open Journal of Social Sciences (JSS) , 2016, DOI: 10.4236/jss.2016.42023
Abstract: The study intends to comprehend the underrepresentation of women on positions of power and academic excellence in academia. The study explained the role of exploitation and harassment, which might hinder, when women were trying to climb to top hierarchical position. The majority of women supervised by male heads, sexual harassment could be used as a glass ceiling to hamper women to reach top hierarchal level. The majority participants were working on lower academic and administrative hierarchy; they were experiencing harassment throughout the hierarchical level. Similarly, they considered that harassment could contribute to the underrepresentation of women at academic excellence and a position of power.
Thou shalt not pass?: Examining the existence of an immigrant glass ceiling in Sweden, 1970-1990  [cached]
Jonas Helgertz
Demographic Research , 2011,
Abstract: The paper studies a sample of natives and 18 immigrant nationalities in the Swedish labor market between 1970 and 1990. The purpose is examining the existence of an immigrant specific glass ceiling. Results suggest a considerable overall advantage in terms of the probability of experiencing upward occupational mobility for native Swedish males. Despite this, the pattern does not correspond to the theoretical expectations of a glass ceiling. Using the ISEI classification of occupational status, the advantage experienced by Swedish males is consistent in the private manufacturing and private service sectors, compared to the experience of immigrants and women. The public sector generally suggests a similar pattern according to linguistic background. In this sector, certain groups of women are, however, observed to experience an advantage from low occupational status origins.
Segregación laboral y techo de cristal en trabajo social: análisis del caso espa ol Occupational Segregation and Glass Ceiling in Social Work: The Spanish Case  [cached]
Elena Roldán-García,Bego?a Leyra-Fatou,Leticia Contreras-Martínez
Portularia : Revista de Trabajo Social , 2012, DOI: 10.5218/prts.2012.0043
Abstract: Este trabajo parte de la hipótesis de la existencia en Trabajo Social de una segregación laboral significativa y de la presencia del denominado "techo de cristal". Los principales objetivos que guían la investigación giran en torno al estudio de las estructuras jerárquicas sobre las que se erige el desequilibrio de la representación femenina y masculina en el ámbito académico y profesional. La metodología utilizada ha sido la realización de un estudio empírico ad hoc sobre la feminización de la colegiación y la composición de las juntas directivas de los colegios profesionales, así como la estructura de los órganos de gobierno de las áreas de trabajo social de las universidades. Asimismo fuentes secundarios han permitido completar datos al respecto. Los resultados esclarecen la diferente representación de varones y mujeres en las estructuras del trabajo social y su cuantificación da cuenta de la sobrerrepresentación masculina y de la presencia de una segregación jerárquica. En las conclusiones se destaca la presencia del fenómeno de la segregación vertical y horizontal en el trabajo social y la persistencia del "techo de cristal" al igual que ocurre en otros espacios profesionales y académicos. This paper begins with the hypothesis of a significant occupational segregation and the presence of so-called "glass ceiling" in the Social Work profession. The main objectives guiding the research include the study of hierarchical structures supporting the imbalance between male and female presence in academic and professional areas. The methodology used consisted of an ad hoc empirical study on the feminization of professional association and the composition of its boards and the structure of universities governing bodies of the social work areas. Secondary sources have also allowed complete available data. The results clarify the different representation of men and women in the organizational structures of social work and its quantification accounts for a men overrepresentation and the presence of a hierarchical segregation. The conclusions highlight the presence of vertical and horizontal segregation in social work and the persistence of the "glass ceiling" as happens in other professional and academic spaces.
Book Review: Breaking the Glass Ceiling: the Stories of Three Caribbean Nurses by Jocelyn Hezekiah. (University of the West Indies Press, 2000). Trailblazers in Nursing Education: a Caribbean Perspective by Hermi Hyacinth Hewitt (Canoe Press, 2002).  [cached]
Ballance, Virginia C.
College of the Bahamas Research Journal , 2005,
Abstract: Review of two books: Breaking the Glass Ceiling: the Stories of Three Caribbean Nurses by Jocelyn Hezekiah. (University of the West Indies Press, 2000). Trailblazers in Nursing Education: a Caribbean Perspective by Hermi Hyacinth Hewitt (Canoe Press, 2002).
Deconstructing the Glass Ceiling  [PDF]
Carol A. Isaac, Anna Kaatz, Molly Carnes
Sociology Mind (SM) , 2012, DOI: 10.4236/sm.2012.21011
Abstract: Aims: There is a large body of evidence-based research illustrating the challenges faced by women who strive in male-typed careers. The purpose of this paper is to outline and integrate a review of the relevant social psychology research into a model of women’s leadership. Proposed Conceptual Argument: As leadership is stereotypically a masculine dimension, women who emulate agentic characteristics will rise into leadership. However, empirical evidence overwhelmingly illustrates the consequences to agentic women whose competence is simultaneously expected and minimized. Findings/Conclusions: This model raises awareness of complex issues in research for women including: the “promotion of ‘male’ females”, “success does not equal competence”, “agentic women sustain reactive opposition”, “the process of self-selection”, “stereotypic threat”, and “equality equals greed”. Because of the ubiquity of these cognitive distortions, awareness may mitigate antagonism and conflict to propel women into leadership roles.
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