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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 Revista de Administração FACES Journal is the property of Revista de Administracao FACES Journal 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 Polizei & Wissenschaft is the property of Verlag für Polizeiwissenschaft 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.)

Using national survey and interview data from women patrol officers in the United States, we assess whether women are underrepresented in the upper ranks of policing because they are self-selecting out of promotions. With only 42% of the survey sample reporting a desire to promote, we indeed find evidence that many policewomen are either delaying or forgoing promotions. Among those who were eligible for promotion, the most common reasons given for waiting to promote were the desire to keep one's current shift and to gain more experience. Based on our findings, we offer recommendations for reducing gendered barriers to promotion and increasing gender diversity in the upper ranks of law enforcement. [ABSTRACT FROM AUTHOR]

The Struggle for achieving gender equality has been undertaken in the international and national levels through the commitment of the United Nation (UN) on 30% women quota in politics and public positions. In reality, women are far lag behind due to the so-called ‘gender glass ceiling, a metaphor of ‘invisible barriers refer to ‘glass’ through which women can see higher positions but cannot reach them which is insinuated with ‘ceiling’. The root-causes are deeply rooted in cultural values and social practices whereby patriarchy and religion are dialectically amalgamated. Unless there is a theological breakthrough to a women-friendly interpretations, glass ceiling is unbreakable. This paper aims at examining the extend to which Islamic sholars, especially women in Islamic higher education in Indonesia, contribute to dismatling patriachal biases from religious traditions upholding the glass-ceiling. Before observing the initiatives taken to break the glass ceiling, the paper discusses the phenomenon of manifestation of the existence of the gender glass ceiling and the roots of why the ceiling has been so far upheld. The study reveals that there is a positive correlation between the rising theological discourses voiced by women religious scholars and the vertical mobility of women in public positions as the pathway by then the gender glass ceiling is broken. [Perjuangan kesetaraan gender dilakukan di tingkat internasional maupun nasional dengan komitmen Perserikatan Bangsa-Bangsa tentang kuota 30% bagi perempuan dalam politik dan publik. Pada kenyatannya, perempuan masih tertinggal jauh karena rintangan yang disebut ‘atap kaca’, suatu perumpamaan hambatan yang tidak seperti kaca, perempuan dapat melihat posisi lebih tinggi tetapi sulit menembusnya. Akar masalahnya ada pada nilai budaya dan praktik sosial dan teologi berkelindan. Tanpa ada terobosan teologis yang ramah perempuan, fenomena ‘atap kaca’ sulit dipecahkan. Studi ini menganalisis sejauh manakah kontribusi para intelektual Islam, terutama perempuan di perguruan tinggi Islam di Indonesia mampu menggeser bias dalam tradisi agama yang menguatkan ‘atap kaca’. Sebelum mengkaji upaya-upaya yang dilakukan untuk menggeser atau meruntuhkan atap kaca bias jender, tulisan ini mendiskusikan terlebih dahulu bentuk-bentuk manifestasi keberadaan atau berdirinya atap kaca bias jender dan akar atap tersebut. Dalam studi ini ditemukan korelasi positif antara meningkatnya diskursus teologis yang disuarakan perempuan dan meningkatnya mobilitas vertikal perempuan pada posisi publik yang diharapkan dapat memecahkan atap kaca gender tersebut.]

In this paper is discussed the so-called “glass ceiling hypothesis”, which argues that women's performance and salary levels are artificially limited by reason of sex, instead of due to their preferences when choosing their studies and occupation according to their interests and self-perceived competence. The educational and occupational behaviors of the Spanish population of both sexes during the last two decades are shown, highlighting that in both cases they offer a stable and consistent structure that can hardly be forced exogenously.

Glass ceiling refers to the obstruction of opportunities for female employees to get promoted to higher positions, despite being qualified and having achievements, due to gender discrimination. This study aimed to identify the relationship between gender stereotypes and self-efficacy with the glass ceiling phenomenon experienced by female civil servants in Central Java. Sixty female civil servants were involved as samples. This study used three instruments: glass ceiling scale (α = 0.855), gender stereotypes scale (α = 0.933), and self-efficacy scale (α = 0.879). The data was processed using linear regression analysis. The findings revealed that there was a strong correlation (r = 0.803) between gender stereotypes (β1 = 0.377) and self-efficacy (β2 = -0.431) with the glass ceiling phenomenon experienced by female civil servants in Central Java.

Abstract Background Around the world, there is a significant difference in the proportion of women with access to leadership in healthcare with respect to men. This article studies gender imbalance and wage gap in managerial, executive, and directive job positions at the Mexican National Institutes of Health. Methods Cohort data were described using a visual circular representation and modeled using a generalized linear model. Analysis of variance was used to assess model significance, and posterior Fisher’s least significant differences were analyzed when appropriate. Results This study demonstrated that there is a gender imbalance distribution among the hierarchical position at the Mexican National Health Institutes and also exposed that the wage gap exists mainly in the (highest or lowest) ranks in hierarchical order. Conclusions Since the majority of the healthcare workforce is female, Mexican women are still underrepresented in executive and directive management positions at national healthcare organizations.

There is a growing number of women who enter the workforce, and an increasing number of top leadership positions remain limited. This questionable situation has been identified by scholars as “glass ceiling” and researchers revealed that there are invisible barriers which women are facing when they are trying to climb up the leadership ladder. The main purpose of this study is to explore the glass ceiling concept and female career advancement in the ready-made garment industry in Sri Lanka. This study used in-depth narrative interviews and observation for data collection and eleven female employees were purposively approached and interviewed. Narratives were used to collect and analyze the qualitative data. Findings revealed that there were three main influences, namely individual barriers, organizational barriers and social barriers for women to get into the top leadership positions. The study gives some recommendations on how organizations, individuals and society can simplify the development of female advancement into the top leadership positions.

We have progressed to a phase where there is very little difference between men and women, but the reality in many countries is that women are looked down as the inferior gender and not given career opportunities to explore. They are not let into the decision-making roles at the organization even when they have an equal qualification, experience and skill. They are placed low in the hierarchy which allows them to witness the functions at the higher level of the organization but restricts them from participating in them. There are a lot of factors like cultural, socio-demographic factors and society itself that influence this disparity in the organization. These contributory factors create the glass ceiling phenomenon at the workplace, thereby generating emotional and psychological imbalances in women employees. This is a conceptual paper aiming to explore the concept and impact of mindfulness, and various concepts of mindfulness could be used as an emotional aid to treat the psychological effects of the glass ceiling. It further explains some of the mindful concepts like mindful walking, mindful life and mindfulness-based stress reduction technique in treating some of the psychological and emotional issues like depression, anxiety, frustration, traumatic experiences, adjustment issues, addiction, stress, low self-esteem, low self-confidence and aggression. It also elucidates adopting mindfulness techniques in real organizational scenarios where women are constantly discriminated because of their gender and opportunities are taken away.

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 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.)

The purpose of this study is to examine the effects of women's glass ceiling perception on work engagement and service-orientated behavior. This study assessed the level of a glass ceiling perception among the female upscale hotel employees and how it affects their work engagement and service-oriented behavior. Data were collected from 214 employees of upscale hotels in Seoul, South Korea and used for data analysis. The study found that the glass ceiling perception was negatively related to work engagement and service orientation. [ABSTRACT FROM AUTHOR]

Objective: this study aims to identify strategies and actions of female managers to break the glass ceiling, as well as evidencing management practices to be carried out by organizations. Methodology/Approach: A descriptive, qualitative survey was carried out based on the promoting factors of the glass ceiling. The survey was applied to female managers, resulting in 62 valid responses. Results: The study points out that the strategies and actions of female managers to break the glass ceiling include: family-based education, professional qualification, legitimacy through competence and results, self-confidence, and female empowerment. Study's Limitation/Implication: The first limitation concerns the sample size. Highlighted management practices to be executed by companies are: standardizing the promotion criteria, training policy, employee development program, company awareness of the benefits of diversity in management, and equal pay. Study's Originality/Value: It presents evidence on the glass ceiling phenomena faced by female managers. The study also shows ways that organizations can combat gender inequality at work.

This paper examines the gender labor market inequality by focusing on changes in the male and female earnings gap in Mongolia, a resource‐rich transition country. Economic growth has accelerated based on a boom in the mining sector since the mid‐2000s. However, the gender wage gap has widened substantially over the past decade. We use published data from the labor force surveys in 2008 and 2018 to investigate gender wage gaps among full‐time workers at the mean and across the entire distribution. We find strong evidence of the glass ceiling, but without a sticky floor. Sectoral gender segregation and work–family reconciliation policies may be the leading causes of the glass ceiling. [ABSTRACT FROM AUTHOR]

The current study proposes a model to analyze the factors that facilitate or impede women's access to management positions in the hospitality industry, including individual-level (perception of women's leadership skills and experience), institutional-level (organizational misconceptions of women, stereotypes and organizational cultural barriers) and interactional-level (work-life balance). Data were collected from women managers in 261 hotels in Madrid and the headquarters of the top 25 Spanish hotel chains. The conceptual model was tested by partial least squares (SmartPLS 3.0). The results indicate the three levels of influence on women being promoted to management positions, institutional-level factors being the main barriers in discrimination. [ABSTRACT FROM AUTHOR]

In spite of several efforts started by the Government of India, often women are victimized at home and work place. Purpose of the present study was to find out multiple issues that women have to encounter in form of various challenges and barriers, which create hurdle in work-life balance of Indian women. All together 502 women, working in different sectors, have participated in this study. Instruments were designed to measure the challenges of working women at work place. Data analysed using descriptive statistics, factor analysis, Pearson's correlation, and SEM. Result of factor analysis revealed three major factors, related to issues and challenges encountered by working women in India. They were: glass ceiling, dual responsibilities, and gender discrimination. Frequency distribution has discovered that working women developed health related issues due to dual responsibilities. [ABSTRACT FROM AUTHOR]

Background: Ensuring gender equality in faculty representation at medical academic meetings is important as it is linked to career development, building networks, increasing visibility, and reputation. The objective of this study was to analyze the gender representation among the faculty and abstract presenters at the Indian Rheumatology Association's (IRA) Annual Conferences (IRACONs). Methods: Gender representation among faculty (speakers and chairpersons from India and abroad) and the first author among abstract presenters in the past 10 years (IRACONs 2010–2019) was tabulated. Ratio and proportion of gender representation in these categories were calculated and compared in the two time frames of 2010–2014 and 2015–2019. Trends of female gender representation as faculty and abstract presenters were also compared with trend of enrollment of female life members of the IRA. Results: Female faculty from India constituted 127/627 (20%) and 91/567 (16%) as speakers and chairpersons respectively, with combined representation (speakers and chairpersons) of 18.5% ± 2.34% (mean) over the past 10 years with only few orations (4 out of 29). Widening of gender gap in speaker representation was noted in the latter 5 years' time period of 2015–2019 (23% [3.3:1] vs. 18% [4.6:1]). More females became life members of the IRA in the period 2015–2019, and though a similar positive trend was also noted in female abstract presenters, it was not seen in the female faculty representation. Conclusion: This study confirms that gender gap exists in the representation of female faculty at IRACONs. A systematic approach is required to address this issue by sensitizing the members and developing relevant policies. [ABSTRACT FROM AUTHOR]

Copyright of Online Journal of Art & Design is the property of Online Journal of Art & Design 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 Regiokutatas Szemle is the property of University of Debrecen 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.)

Glass Ceiling is an invisible barrier affecting the promotion of women to higher echelons in a profession, especially women and other minorities in an organisation. Glass ceiling is any act in which individuals are dealt differently simply on the basis of their gender, rather than on the basis of their knowledge, skills or capabilities. It denies opportunities, privileges, or rewards to a person (or a group) because of gender. The current study is an effort to examine the role of social factors in strengthening the principles of glass ceiling. Social factors are the factors that affect people and various groups impacting one another through faith, customs, stereotypes, culture, social class, reference groups, focus groups etc. These factors include the various general factors at the level of human society concerned with social structure and other factors such as family work balance, organisation policy, perception of management and social processes that have an effect on the individual. The study intends to explore the various social factors that restrain women from reaching the upper ladders of academic profile. As per the requirement of the study, well-structured questionnaire was drafted. The four Public Universities from the state of Punjab constituted the sample unit namely: Punjabi University, Guru Nanak Dev University, I.K Gujral Punjab Technical University and Punjab Agricultural University. The sample size of 279 for the proposed study comprised of Professors, Associate Professors and Assistant Professors which was selected by using Proportionate Stratified Random Sampling Technique. Multiple Linear Regression models were developed by the researcher to study the reasons that prevent women from reaching the upper echelons of the academic profile. [ABSTRACT FROM AUTHOR]

Extending the work of Atkinson et al. (J. Econ. Inequal. 16, 225–256, 2018), we decompose top-earnings gender disparities into a glass-ceiling coefficient and a top-earnings gender gap. The decomposition uses that both male and female top earnings are Pareto distributed. If interpreting top-earnings gender disparities as caused by a female-specific earnings tax, the top-earnings gender gap and glass-ceiling coefficient measure the tax level and tax progressivity, respectively. Using Danish data on earnings, we show that the top-earnings gender gap and the glass-ceiling coefficient evolve differently across time, the life cycle, and educational groups. In particular, while the top-earnings gender gap has been decreasing in Denmark over the period 1980-2013, the glass-ceiling coefficient has been remarkably stable. [ABSTRACT FROM AUTHOR]

Copyright of Austral Comunicacion is the property of Austral Comunicacion 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.)

When it comes time to disagree that White male privilege exists, insisting race and gender equity is already achieved, deniers often point to prominent people of color in sports and entertainment industries. Famous figures like Oprah Winfrey, Beyonce Knowles, Jay-Z, and Lebron James may, with cursory glance, give impression that—even if fields like finance, technology, medicine, law, and politics have glass ceilings—the entertainment field provides a seemingly utopian space where the playing field has already been leveled, and the so-called American Dream of race and gender equality has assumedly arrived. Using both quantitative and qualitative data, from primary and secondary sources, we look beyond token big names to overall patterns in music, professional sports, and film arenas to document how racial and gender inequality continue to stratify entertainment industries. Our analysis demonstrates that women and people of color are conditionally accepted, at best, to entertain, provided they stay in their proverbial place—seldom owning, directing, or taking the lead, and penalized when speaking out about oppression. We end with recommendations on how to shatter glass ceilings, like inclusion riders and Rooney Rule, along with other ways to bring more women and people of color into more powerful positions in these industries. [ABSTRACT FROM AUTHOR]

India was ranked 120th by World Bank from a list of 131 countries as far as female workforce participation in 2017 is concerned (Venkatesh, 2017). Looking at it from a demographic level, there are only a few states which have a women workforce larger than the men workforce. The low percentage of working women is both a social and economic loss. According to a survey, it was seen that working women form an integral part of the junior management level comprising 16%, while women comprise only 4% each at the middle and senior levels and as far as organizational leadership positions (CEOs) are concerned they represent only 1%. This suggests that that women’s entry is proportionately large but their progression is very slow (Center for Social Research, 2009). Interestingly, there has been little research done in India around the impact of the challenges that women employees in the managerial cadre face which subsequently has a negative influence on their productivity and efficiency. During the course of this research, external factors such as the glass ceiling, discrimination at the work place, unfriendly organizational policies or internal factors like work-life balance, personal capability and perception and family and also societal factors were identified which present a challenge for women employees. The study aims to investigate the impact of these factors on women employees in terms of their efficiency and productivity ( Jamali D. , 2006). The research would be conducted for women employees in the managerial cadre in the IT, Civil and Electronics sectors across the country.

Georgia still faces urgent problems of women employment, level of raising women’s qualification and restricted career opportunities. It impacts economic indicators as well. Proceeding from the topicality of the problem, the goal of the research is to study the attitude towards the role of women in present-day organizations, applying complex methods of information gathering and analysis, quantitative methods of research.The conducted research and analysis of outcomes led to the conclusion that, despite progressive changes in the state and society attitude towards gender equality, still there are many controversial issues. It is a typical situation for many countries. Although women represent half of the able-bodied population worldwide, their portion in GDP is only 37%. It indicates that full utilization of women’s potential is not or cannot be accomplished. It is significant to identify the hindering reasons.The research results show that the hindering factors of women’s self-realization and career advancement in Georgia are: 61% – family, 27% – education/less qualification, 25% – stereotypes, 34% – inflexible work schedule and inconvenient conditions. The authors think that, in order for the state to make maximum utilization of women’s resources as a valuable economic and political asset, it is necessary that government work out efficient ways to create convenient conditions for women. At the same time, all companies must have labor management strategy that can bring success if all aspects of women’s work in each component will be actively applied.

The present research focuses on two interconnected gender phenomena which are often manifested in public sector: the glass ceiling and horizontal segregation, trying to establish a connection between the presence and evolution of these concepts in Central Public Administration of Romania and the implementation of gender policies and national legislation. The methodology of research consists of an exploratory study conducted using 2003-2017 data gathered from Central Public Administration institutions (ministries and subordinated institutions) concerning women in decision-making positions and uses BEIS typology, showing the influence of gender policies implemented by Romanian’ Governments from the reference period. The study’s results showed that the situation of women in decision-making positions has improved starting with 2011 when the dominance of men occupying both level 1 (positions which involve more power) and level 2 leadership positions has stopped. The data showed the existence of sectorial segregation because at higher administrative levels, men were better represented than women. From 2011 until the present, the gender ratio remained constant and equitable, because each gender occupied more than 40% of public functions at each level. This study showed that in the Central Public Administration of Romania women managed to break the glass ceiling and a form of gender equality in the core of the administration has been reached.

In the light of the so-called feminist economics, this paper’s discussion aims to point out the gender inequalities that mark the economic scenario, especially in the context of Brazilian labor market. “Glass ceiling” and “sticky floor” are two canonical metaphors used by feminist economics to designate typical situations of iniquity to which women are subject in the labor sphere worldwide. The feminist thesis is that such a configuration is due to stereotypes, gender discrimination and social constraints. Regardless of the legal guarantees that in Brazil have been created to strengthen women’s rights, based on recent empirical data we identify that these two concepts faithfully reflect the situation experienced by women in Brazil nowadays.

Does network recruitment contribute to the glass ceiling? We use administrative data from two companies to answer the question. In the presence of gender homophily, recruitment through employee referrals can disadvantage women when an old boys’ network is in place. We calculate the segregating effects of network recruitment across multiple job levels in the two firms. If network recruitment is a factor, the segregating impact should disadvantage women more at higher levels. We find this pattern, but also find that network recruitment is a desegregating force overall. It promotes women’s representation strongly at all levels, but less so at higher levels. This article shows how administrative data can be used to tackle the complex problem of gender inequality in organizations to counter the glass ceiling.

Despite significant promotion of diversity in companies, as well as legislation for equal opportunities for women and men, it must be noted that women still remain largely in the minority in decision-making positions. This observation reflects the phenomenon of the glass ceiling that constitutes vertical discrimination within companies against women. Although the glass ceiling has generated research interest, some authors have pointed out that theoretical models have made little attempt to develop an understanding of this phenomenon and its implications. Therefore, our study aims to fill this gap and to better understand the phenomenon of the glass ceiling by considering both its antecedents and its possible consequences. More precisely, we extend the model developed by Elacqua et al. (2009), proposing a more comprehensive model including organizational gender culture as a third factor (in addition to situational and interpersonal issues) in the emergence of the glass ceiling through the perception of differential treatment. We also investigated the glass ceiling’s consequences for organizational attitudes and well-being at work by considering work-to-family conflict (WFC) as a possible mediator. We surveyed 320 women in managerial positions in a Belgian organization. Our study highlights the importance of all three factors in the emergence of the perception of differential treatment and, ultimately, the perception that a glass ceiling exists. Moreover, our results show that WFC fully mediates the effects of the glass ceiling on job strain and job engagement, and partially mediates the effects of the glass ceiling on job satisfaction and intention to quit.