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Copyright of Omer Halisdemir Universitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Omer Halisdemir University, Faculty of Economics & Admistrative Sciene and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Mediterranean Journal of Sport Science (MJSS) is the property of Mediterranean Journal of Sport Science (MJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of the study is to determine the effect of glass ceiling, power distance, occupational self-efficacy and role model in the career advancement of women. The study is designed in quantitative research design and relational survey model. The research is carried out on female employees working in public hospitals of Ordu Provincial Directorate of Health. The data collection process is collected between 2 March 2022 and 11 April 2022 through convenient sampling method. The sample consists of 324 female health employees. Data is analyzed using SPSS 25 and PROCESS macro statistics software. The relationship among the variables is identified by using correlation and regression analysis. Correlation and regression analysis are applied to determine the relationship between the variables. The research findings reveal positive relationships between female employees' career advancement, and occupational self-efficacy and role model. The findings also exhibit that there are negative relationships between female employees' career advancement, and glass ceiling and power distance. In addition, the findings show that there is a positive relationship between the glass ceiling perception of female employees and power distance, but a negative relationship with the role model. On the other hand, no significant relationship is found between the glass ceiling perception of female employees and occupational self-efficacy. According to the results of the mediation test conducted through the PROCESS macro, the glass ceiling perception of female employees has a mediating effect in the relationship between career advancement and, role model and power distance. [ABSTRACT FROM AUTHOR]

Although female employment rate in working life is high today, it is unfortunately not possible to see the same rate in managerial staff. Barriers to women's promotion to senior executive positions are based on gender, roles, stereotypes and prejudices, defined as invisible barriers in the glass ceiling concept. The fact that female workforce, has been more involved in working life in recent years necessitates to conduct a study on the concept of glass ceiling. The aim of this study is to examine the concept of "glass ceiling" by considering the theoretical information in this matter and the results of the studies conducted around the world. In this regard, this study aims to reveal can be done in the process of struggling with the glass ceiling, drawing attention to the gender-related stereotypes, prejudices, female workforce abroad and in Turkey, glass ceiling factors leading to these barriers, the measures that can be taken against the barriers and regulations. For this purpose, many studies conducted on this issue in different countries have been examined. These studies have shown that the ‘glass ceiling’ effect makes its presence felt in organizations that are actively present in professional working life all over the world. The results obtained from these studies also reveal that this situation negatively affects the careers of female employees and brings about important problems in their daily working lives.

ÖZ: Türkiye’de yiyecek ve içecek sektörü; “emek yoğun” olduğu kadar son yıllarda “kadın yoğun” bir sektör haline gelmiştir (Tükeltürk ve Perçin, 2008). Türkiye’de turizm sektörü içerisinde, istihdam edilen kadın çalışan sayısı, diğer sektörlere göre daha yüksektir. Bunun nedeni olarak da; kadınların turizm sektörü içerisinde bilgi ve becerisine dayanan iş alanlarının daha fazla olması söylenebilmektedir (Şit, 2016). TÜİK (Türkiye İstatistik Kurumu) verilerine göre Türkiye’de; 15 yaş ve üzeri birey sayısı toplamda 59 milyon 894 bin olup; bu sayının 29 milyon 649 bini erkek, 30 milyon 244 bini ise kadındır. Söz konusu nüfus içerisinde iş gücüne katılan erkek sayısı 21 milyon 484 bin iken, bu sayı kadınlarda 10 milyon 159 bine düşmektedir. Bu durum, Türkiye’de kadınların iş gücüne katılımın düşüklüğünü göstermektedir. 2017 yılında kadınların iş gücüne katılım oranı ise % 33,6’dır. 2019 Ağustos ayı verilerine göre; Türkiye’de konaklama ve yiyecek içecek işletmelerinde çalışan toplam kayıtlı çalışan sayısı 110150 kişidir. Bu sayısının içerisinde kadın çalışan sayısı 25813’dür. Bu sayılar mevsimlik işçilerden arındırılmış sayılardır. ABSTRACT: The food and beverage sector in Turkey; as well as being "labor intensive", has become a "women-intensive" sector in recent years (Tükeltürk and Perçin, 2008). The number of female employees employed in the tourism sector in Turkey is higher than in other sectors. As the reason for this; it can be said that women have more job fields based on their knowledge and skills in the tourism sector (Şit, 2016). According to TUIK (Turkish Statistical Institute) data, in Turkey; The number of individuals aged 15 and over is 59 million 894 thousand in total; 29 million 649 thousand of this number are men and 30 million 244 thousand are women. While the number of men participating in the labor force in this population is 21 million 484 thousand, this number decreases to 10 million 159 thousand for women. This shows the low participation of women in the labor force in Turkey. The labor force participation rate of women in 2017 was 33.6%. According to the data of August 2019; The total number of registered employees working in accommodation and food and beverage businesses in Turkey is 110150. The number of female employees in this number is 25813. These numbers are excluding seasonal workers.

Copyright of Journal of Social Sciences Research / Sosyal Bilimler Arastirmalari Dergisi is the property of ODU Journal of Social Sciences Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Akademik Hassasiyetler is the property of Huzeyfe Suleyman Arslan and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of KADEM Journal of Women's Studies is the property of Women & Justice Association / Kadin & Demokrasi Dernegi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The food and beverage sector in Turkey; as well as being "labor intensive", has become a "women-intensive" sector in recent years (Tükeltürk and Perçin, 2008). The number of female employees employed in the tourism sector in Turkey is higher than in other sectors. As the reason for this; it can be said that women have more job fields based on their knowledge and skills in the tourism sector (Şit, 2016). According to TUIK (Turkish Statistical Institute) data, in Turkey; The number of individuals aged 15 and over is 59 million 894 thousand in total; 29 million 649 thousand of this number are men and 30 million 244 thousand are women. While the number of men participating in the labor force in this population is 21 million 484 thousand, this number decreases to 10 million 159 thousand for women. This shows the low participation of women in the labor force in Turkey. The labor force participation rate of women in 2017 was 33.6%. According to the data of August 2019; The total number of registered employees working in accommodation and food and beverage businesses in Turkey is 110150. The number of female employees in this number is 25813. These numbers are excluding seasonal workers. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Social Sciences (IJSS) / Uluslararasi Sosyal Bilimler Dergisi is the property of International Journal of Social Science and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Istanbul Commerce University Journal of Social Sciences / İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi is the property of Istanbul Commerce University Journal of Social Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Mediterranean Journal of Gender & Women's Studies (KTC) / Akdeniz Kadın Çalışmaları ve Toplumsal Cinsiyet Dergisi is the property of Mediterranean Journal of Gender & Women's Studies (KTC) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of KADEM Journal of Women's Studies is the property of Women & Justice Association / Kadin & Demokrasi Dernegi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Omer Halisdemir Universitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Omer Halisdemir University, Faculty of Economics & Admistrative Sciene and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Çalışma yaşamında, çalışanlar ve yönetici davranışları karşılıklı olarak bireylerin anlık mutluluklarına yansıyabilmektedir. Dolayısıyla iş yaşamında yöneticilerin kaba davranışları, çalışanların kendilerini nasıl hissettiklerine önemli ölçüde etki edebilmektedir. Bu çerçevede, işyeri kabalığının çalışanların öznel iyi oluş haline etkisini belirlemek amacıyla bir araştırma yapılmıştır. Veriler, literatüre dayalı geliştirilen bir anket ile derlenmiştir. Anket, 2017 yılı Ocak-Mart ayları arasında kolayda örnekleme yöntemi kullanılarak, Mersin ilindeki kamu ve özel sektör kurumlarında çalışan 477 kişiye yüz yüze ve e-posta yoluyla uygulanmıştır. Verilerin analizinde; tanımlayıcı istatistiklerin yanı sıra faktör ve regresyon analizlerinden faydalanılmıştır. Yönetici kabalığındaki bir birimlik artışın çalışanın genel öznel iyi oluş halini 0,215 birim azaltırken, iş arkadaşlarından kaynaklı kabalığın 0,150 birim azalttığı tespit edilmiştir. İşyeri kabalığının çalışanların öznel iyi oluşlarını %9 oranında açıklayabildiği bulunmuştur. Makale, yöneticilerin işletme başarısında çalışan mutluluğunun yadsınamaz bir gerçek olduğunu dikkate almaları ve bu nedenle de ilişkilerde kabalığın yerinin nezakete bırakılmasına ilişkin önerilerle son bulmaktadır.

Bu çalışmanın amacı, kadınların iş yaşamında yoğunlukla karşılaştıkları fakat büyük çoğunluğunun anlamını bile bilmediği “cam tavan” terimine dikkat çekmektir. Cam tavan kavramı, 1970’lerde ABD’de “kadınların üst kademe yönetim pozisyonlarına ulaşmasını engelleyici davranışsal ve örgütsel önyargılardan kaynaklanan görünmez yapay engelleri” tanımlamak için kullanılmaya başlanmıştır. Son yirmi yılda iş dünyasında kadınların ağırlığı giderek artmasına rağmen üst düzey yönetici pozisyonlarındaki kadınların sayısı istenilen düzeyde değildir. Örgütlerde cam tavan oluşumuna yol açan unsurlar bireysel, örgütsel ve toplumsal faktörler etrafında toplanabilmektedir. Cam tavan sendromunun aşılması, toplumda kadının yerini belirleyen değerlerin, kadını çalışma yaşamına girmede cesaretlendiren bir tutumun destekleyici hale gelmesiyle mümkün olabilir.

Copyright of SPORMETRE: The Journal of Physical Education & Sport Sciences / Beden Eğitimi ve Spor Bilimleri Dergisi is the property of SPORMETRE: The Journal of Physical Education & Sport Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Günümüzde kadınlara yönelik önyargıyla ilgili farkındalık artsa da, iş hayatında, özellikle yüksek pozisyonlar söz konusuysa, önyargının gizil formları varlığını devam ettirmektedir. Cam tavan, kadınların çalıştıkları kurumlarda yükselmek istediklerinde, karşılaştıkları engelleri ifade eden ve kadınların ulaşabilecekleri en yüksek noktayı temsil eden görünmez bir bariyerdir. Yapılan güncel çalışmalar, cam tavanı aşmayı başarsalar bile kadınların ayrımcılığın farklı bir formuyla karşılaştığına işaret etmiştir: Kadınlar daha çok şirketin durumunun kötüye gittiği yani riskli durumlarda yöneticilik pozisyonuna getirilmektedir. Araştırmacılar ayrımcılığın gizil/örtük bir formu olarak değerlendirdikleri bu durumu “cam uçurum” terimiyle ifade etmiştir. Bu yazıda, çam uçurum kavramı farklı bulgulardan örneklerle açıklanmış ve farklı kuramsal yaklaşımlara değinilerek ele alınmıştır. Önyargılarla ilgili farkındalığın hem önyargılarla mücadele etmede hem de kadınların ve dolayısıyla kurumların başarısı adına oldukça önemli olması nedeniyle bu çalışmada temel olarak iş hayatında kadınlara yönelik, özellikle de örtük düzeydeki, önyargılarla ilgili farkındalığı artırmak hedeflenmiştir.

Copyright of Black Sea / Karadeniz is the property of Black Sea / Karadeniz and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Culture & Communication / Kültür ve İletişim is the property of Imge Publishing House and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of International Social Research is the property of Journal of International Social Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Omer Halisdemir Universitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Omer Halisdemir University, Faculty of Economics & Admistrative Sciene and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Women become managers less often than men do and this is explained with the concept of glass ceiling. One can claim that women cannot be managers because they are less educated than men are, leave their jobs at younger ages and have less tenure, do not work as long hours, and do not care as much about opportunities for promotion, development, responsibility and recognition from upper management as men do. The aim of this research is to find out whether the glass ceiling continues to exist even after controlling for these factors which are relatively in women's power. Based on data from 472 white-collar employees, the results of hierarchical multiple regression analyses show that the glass ceiling remains even after controlling for these variables. [ABSTRACT FROM AUTHOR]

Copyright of Balkan & Near Eastern Journal of Social Sciences (BNEJSS) is the property of Balkan & Near Eastern Journal of Social Sciences (BNEJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Higher Education & Science / Yüksekögretim ve Bilim Dergisi is the property of Zonguldak Bulent Ecevit Universitesi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Itobiad: Journal of the Human & Social Science Researches / İnsan ve Toplum Bilimleri Araştırmaları Dergisi is the property of Itobiad: Journal of the Human & Social Science Researches and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

For the last thirty years, there has been a high increase in the dominance of women in the business environment. Women are more active and more numbered in management and leadership positions with the aggravation of the socio-economic conditions today. There have been many researches on leadership and women. One of these research areas is the "Glass Ceiling" syndrome. This syndrome is expressed as the sum of the factors that prevent women working in managerial positions and advancing in business ladders after a certain stage. The other research clutter around studies on the differences in leadership styles. The essence of these studies is the comparison of the styles of leadership between women and men at the same. On the other hand, in the literature, there are also studies called "glass cliff" syndrome in recent years. Glass cliff syndrome is defined as the fact that women are more likely to be brought to leadership positions in risky situations than male leaders. At the same time in literature, it is also possible to find various studies involving women's behavior and communication in leadership positions. Although studies on behavior patterns are mostly in the majority, studies on language used in communication dimensions are so few. In related studies, it is observed that there are some differences in the languages the women use compared to the men. In this research, which focuses on qualitative data collection techniques, it is aimed to examine the leadership styles and the languages they use with these executives as a result of interviews with four senior women managers of BPW-Turkey member. [ABSTRACT FROM AUTHOR]

Women workers have begun to take up more get space in working life than in the past. However women workers can't take part to management staff enough. One of these reasons is glass ceiling barriers. Therefore, the study has been researched what the glass ceiling barriers and suggest solutions. Survey application which consist of two section has been made in the research. In the first part, demographic variables of the participants are determined. In the second part, asked about glass ceiling barriers. It was used that the scale developed by Örücü and his friends in the Research. 110 women and 47 men workers had participated in this study. The survey results were entered and runusing the software package of SPSS 22.0. Three sub-factors were discovered result of factor analysis. These factors were named feeling syndrome, family syndrome and role model syndrome by researcher. The relationship, between the obtained factors with gender and marital status variables, was examined in the research. According to the result of research, there is a significant relationship between gender and feelings syndrome (F=74,916 and p=,000). The gender variable has the same directional linear effect on feeling syndrome and role model syndrome (significant at the 0.05 level, p=,000). [ABSTRACT FROM AUTHOR]

The characteristics of the patriarchal family structure and maledominant society exist not only in the family life but also in the working life and in the unions and this, in turn, cause women to have some troubles. In the study, the "glass ceiling" obstacles experienced during the recruitment process and promotion process after a certain year of experience by women who confront inequalities in the working life, as in case of private life, and therefore are disadvantageous are examined. The effects of these obstacles on the inadequate representation of women in the unions that are responsible with the protection of the rights and interests of workers are examined and the causes of the fact that woman administrators are in the minority in the unions are tried to be analysed. The data for the number and ratio of woman taking part in the working life actively and those unionized are acquired from the Ministry of Labour and Social Security and the Turkish Statistical Institute. In the light of the findings, it is determined that women confront representation problems in the unions and more importantly, the problems experienced in the working life by women are ignored by the administrators of the unions. In this context, some solution proposals for the problems experienced by women in the working life, the representation problem in the unions and the problems regarding their positions in the union administration are developed. [ABSTRACT FROM AUTHOR]

Copyright of Journal of the Institute of Social Sciences Cankiri Karatekin University / Çankırı Karatekin Üniversitesi Sosyal Bilimler Enstitüsü Dergisi is the property of Cankiri Karatekin University, Institute of Social Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Kadın çalışanlar iş hayatında karşılaşmış oldukları kariyer engellerini ve özellikle cam tavan sendromunu bireysel çabaları ile aşmaya başlamışlardır. Günümüzde kadınları sivil toplum kuruluşlarında, kamu görevlerinde ve örgütlerde lider ve yönetici konumunda görebilmek mümkündür. Bu olumlu gelişmelere rağmen kadınların iş hayatında kariyer yapmalarının önünde hala bir takım engeller bulunmaktadır. Tüm dünyada olduğu gibi ülkemizde de yönetici ve lider kadınların sayısı erkeklerle oranla oldukça düşüktür. Bu makale, gerek ülkemiz gerekse dünyadaki kadın çalışanların kariyerleri boyunca karşılaşmakta oldukları engelleri ve cam tavan algılamalarını incelemeyi amaçlamaktadır.

Examining the reasons why women’s presentation in senior management levels and strategically important positions is lower compared to men constitutes the aim of this study. Conducting a literature survey, the concept of “Glass Ceiling” has been explained and the obstacles confronting women in preferment to senior management positions have been presented depending on the related studies held in Turkey and other countries. In the application part of the study, under the light of the findings from the literature, a survey covering 200 employees, of whom 103 male and 97 female, has been conducted in order to find out about the opinions of employees in Balıkesir on the obstacles in question. The findings have revealed that the limited horizon of leadership and managerial capability, excessive familial responsibilities, and the “queen bee” syndrome are the main obstacles that hamper women in the progress towards senior level managerial positions.

Copyright of Amme Idaresi Dergisi is the property of Public Administration Institute for Turkey & the Middle East (TODAIE) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Kadın/Woman 2000 is the property of Kadin/Woman 2000 and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Participation of women in decision-making mechanisms, generally in social life and particularly in academia, is a fundamental and decisive factor in order to reach the desired development level. Thus, it continues to be a hot issue in political policies, which is focused on precisely. In this framework, the participation level of women in power and decision making processes in academia has been examined in the light of various statistics and found out that women's participation level was lower in comparison with men's. In this context, the reasons underlying that situation have been discussed thoroughly. Besides, in order to make detailed comparisons, statistics regarding different countries were also taken into account. Finally, glass ceiling effect, socially constructed gender roles and gender inequality have been found as significant factors that lead to lower participation levels for women. In order to overcome the negative effects of glass ceiling, various solutions have been developed. [ABSTRACT FROM AUTHOR]

Copyright of Bartin University Journal of Faculty of Economics & Administrative Sciences / Bartın Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi is the property of Bartin University, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Pamukkale Journal of Sport Sciences is the property of Pamukkale University School of Sport Sciences & Technology and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Calisma Dünyasi Dergisi is the property of Ministry of Labour & Social Security of the Republic of Turkey and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Women working in the life of society just because gender and gender roles and the responsibilities imposed on a variety of attitudes, behaviors, and face prejudice. Ascend to the upper management levels in the lives of working women because of gender does not appear in all sorts of barriers they encounter "glass ceiling" is called. Women managers confront in the face of the glass ceiling barriers to overcome it, sometimes they are forced to admit that sometimes applying various strategies. The purpose of this study is shifting toward the glass ceiling and the elements of a theoretical framework to examine strategies to overcome them and the glass ceiling glass ceiling of the elements that cause perceptions of strategies to overcome the effects of Bursa Province in the textile industry is to analyze the work of a survey of women managers. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Faculty of Political Science is the property of Journal of Faculty of Political Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

It is very hard for females to promote in career as a manager even in developed regions as many Europe and America. The factors hindering promotion of females in administration are known as glass ceiling syndrome in literature. In this study, leadership qualifications of female managers working in primary schools in Northern Cyprus, where glass ceiling syndrome is not seen, were investigated. leadership qualifications of school managers, was developed in lickert type. The questionnaire were applied to 217 primary school teachers in Girne, Nicossia, Gazimagusa, Lefke and Guzelyurt For this aim, If there are meaningful differences between the opinions of the teachers on leadership qualifications of the school managers regarding their gender, position and branch were also investigated. No meaningful difference was determined in this respect. Considering the findings, it can be concluded that female school managers have leadership qualifications . [ABSTRACT FROM AUTHOR]