Thematische Bibliographien / Glass ceiling

Auswahl der wissenschaftlichen Literatur zum Thema „Glass ceiling“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 9. März 2023

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Zeitschriftenartikel zum Thema "Glass ceiling":

Chandra, Bhuvana. „Glass Ceiling“. Annals of Internal Medicine 131, Nr. 6 (21.09.1999): 437. http://dx.doi.org/10.7326/0003-4819-131-6-199909210-00008.

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Williams, Ruth, H. Dunbar Hoskins und Flora Lum. „Glass Ceiling?“ Ophthalmology 115, Nr. 3 (März 2008): 595–595. http://dx.doi.org/10.1016/j.ophtha.2007.10.020.

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Srivastava, Shalini, Poornima Madan und Vartika Kapoor Dhawan. „Glass ceiling – An illusion or realism? Role of organizational identification and trust on the career satisfaction in Indian organizations“. Journal of General Management 45, Nr. 4 (Juli 2020): 217–29. http://dx.doi.org/10.1177/0306307020938976.

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The motivation of the present study is to investigate the association between perceived glass ceiling and career satisfaction among Indian managers. The study examined the impact of glass ceilings at the career satisfaction level of employees mediated by organization identification and organizational trust. The sample for the present study embraces 237 middle level managers representing organizations in Delhi/NCR. For data analysis, descriptive statistics, correlation and regression were used. Results illustrate that a significant and negative relationship is found between glass ceiling and career satisfaction which implies that if employees feel that glass ceiling exists in the organization, their career satisfaction will be less. The results validate that the impact of glass ceiling decreases after introducing the mediating effects of trust and organizational identification on career satisfaction. The subsistence of the glass ceiling in the organizations will indirectly be fortified due to inadequacies in networking, mentoring, flexible working hours and family friendly initiatives. Therefore, modifying the human resource policies and practices and altering the organizational culture and attitudes of executives shall help organizations preserve their extremely able women workforce.

Powell, Gary N., und D. Anthony Butterfield. „The glass ceiling: what have we learned 20 years on?“ Journal of Organizational Effectiveness: People and Performance 2, Nr. 4 (07.12.2015): 306–26. http://dx.doi.org/10.1108/joepp-09-2015-0032.

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Purpose – The purpose of this paper is to consider the current status of women in management and explanations offered for this status in light of a rare empirical field study of the “glass ceiling” phenomenon the authors conducted about 20 years ago. Design/methodology/approach – The authors review the study’s key arguments, unexpected results, and implications for organizational effectiveness (which have been largely ignored). The authors then review what has transpired and what has been learned about the glass ceiling phenomenon since. Findings – The nature of glass ceilings has remained essentially stable over a 20-year period, although further explanations for them have flourished. Research limitations/implications – More scholarly examinations of ways to shatter glass ceilings and thereby enhance organizational effectiveness are recommended. Practical implications – Organizations, human resources directors, and internal decision makers need to adopt practices that foster “debiasing” of decisions about promotions to top management. Social implications – Societies need to encourage organizations to adopt ways to shatter glass ceilings that continue to disadvantage women. Originality/value – A systematic review and analysis of the present-day implications of an early study of the glass ceiling phenomenon has not previously been conducted.

Kochar, Indu, und Venkateswaran Dr. C. „Women Glass Ceiling: Barriers and strategies“. International Journal of Psychosocial Rehabilitation 24, Nr. 04 (28.02.2020): 1611–21. http://dx.doi.org/10.37200/ijpr/v24i4/pr201269.

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Saleem, Sharjeel, Asia Rafiq und Saquib Yusaf. „Investigating the glass ceiling phenomenon“. South Asian Journal of Business Studies 6, Nr. 3 (02.10.2017): 297–313. http://dx.doi.org/10.1108/sajbs-04-2016-0028.

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Purpose The purpose of this paper is to identify hurdles in women’s rise up the organizational ladder through the epistemic concept of the glass ceiling phenomenon. The secondary aim is to determine how the glass ceiling effect results in women’s failure to secure equal representation in high-ranking executive positions in comparison to males. The study intends to come up with empirical evidences to advance plausible justifications and support for the organizations to manage their workforce with the sense of egalitarianism. Design/methodology/approach The questionnaire is administered to a sample of 210 respondents including CEOs, directors, managers, assistants, accountants, doctors and teachers from public and private sectors. The variables that influence the glass ceiling phenomenon are gender (female) represented on the board of directors (BODs), stereotypical behavior and training and development of females to measure the glass ceiling effect. Further, this influence is examined regarding the selection and promotion of the females as candidates, as well as female effectiveness at work. To verify the glass ceiling phenomenon, multiple linear regression analyses with the ordinary least square method are used. Findings Drawing on the perspective of the social role theory, the authors identify plausible causes of the glass ceiling phenomenon in the Asian context. The results show the presence of glass ceiling, particularly characterizing its effects on the selection and promotion of the female candidates and their effectiveness. The authors found that glass ceiling was negatively related to both female effectiveness and “selection and promotion.” It was also identified that research variables such as lesser women’s representation on the BODs, training and development and stereotypical attitude toward women promote glass ceiling. Research limitations/implications The larger sample and data collection from different cultures would have assured more generalizability. The glass ceiling is affected by numerous variables; other factors can also be explored. Practical implications Organizations must consider competitive females in their selection and promotion decision making. Asian countries, especially developing countries such as Pakistan, need to develop policies to encourage active participation of the female workforce in upper echelon. The equal employment policies will reduce the dependency ratio of females, consequently driving the country’s economic growth. Social implications Societies need to change their stereotype attitudes toward women and encourage them to use their potential to benefit societies by shattering glass ceilings that continue to place women at a disadvantage. Developing a social culture that advances women empowerment will contribute to social and infrastructure development in Asian countries. Originality/value This paper adds a thought-provoking attitude of organizations in South Asia, especially in Pakistani societies that play a role in creating a glass ceiling, more so to shatter it even in 2016. This study compels firms in Pakistan and other Asian regions to use unbiased practices by investigating the impact of glass ceiling on female effectiveness that has not previously been conducted in the Asian context. To the best of the authors’ knowledge, the study of glass ceiling in Pakistani context is first in the literature.

Durst, Judit, Zsanna Nyírő, Fanni Dés und Julianna Boros. „Racial glass ceiling“. Intersections 8, Nr. 2 (30.07.2022): 12–40. http://dx.doi.org/10.17356/ieejsp.v8i2.1048.

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According to the neoliberal mantra, anyone who is willing to work hard can get ahead in our society. In an era when belief in the myth of meritocracy has become widespread, greater social mobility would represent the promise of escape from rising social inequality. This paper challenges this myth and offers insight into the fallacy of individualized explanations of the role of merit in social ascension. Drawing on 103 interviews with first-in-family (FIF) minority Roma graduates in Hungary, and using the lens of intersectionality, it explores the hidden barriers to career advancement for those Roma professionals whose parents do not have a degree. The paper shows how the intersections of class and racialised minority status matter in relation to what career one has in the labour market. It illuminates why FIF Roma professionals can rarely enter elite occupations and why, career wise, they tend to concentrate in jobs dealing with Roma issues. It explores the effect of the dynamic interaction of structural hidden mechanisms and the Roma’s response/adaptation to them that contribute both to Roma professionals’ labour market segmentation and to the phenomenon of the glass ceiling. The paper calls these two characteristics of the labour market situation of the FIF Roma graduates the racial glass ceiling.

Angier, Natalie. „The glass ceiling“. ACM SIGACT News 22, Nr. 3 (Juni 1991): 38–40. http://dx.doi.org/10.1145/126537.126540.

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Mackowiak, P. A., und J. A. Boulant. „Fever's Glass Ceiling“. Clinical Infectious Diseases 22, Nr. 3 (01.03.1996): 525–36. http://dx.doi.org/10.1093/clinids/22.3.525.

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Tokunaga, H., und T. Graham. „The "glass ceiling"“. IEEE Potentials 16, Nr. 2 (1997): 17–23. http://dx.doi.org/10.1109/mp.1997.581382.

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Dissertationen zum Thema "Glass ceiling":

Da, Ros Alessia <1995&gt. „In case of emergency break the Glass Ceiling. A legal analysis of glass ceiling and sexual harassment in the workplace“. Master's Degree Thesis, Università Ca' Foscari Venezia, 2019. http://hdl.handle.net/10579/16207.

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La violenza contro le donne è una delle forme di ineguaglianza più oppressive che si espande a livello globale. L'elaborato analizzerà in primo luogo la violenza come fenomeno sociale, approfondendo le origini e lo sviluppo della stessa e della violenza basata sul genere. Si concentrerà, in seguito, sulla violenza commessa nel luogo di lavoro e le discriminazioni, in particolare le molestie sessuali e la segregazione occupazionale, sia orizzontale che verticale. Particolare attenzione verrà posta sul fenomeno del soffitto di cristallo, l'indice utilizzato come unità di misura e le conseguenze di tale problema. Infine, si analizzerà il quadro giuridico internazionale ed Europeo contro le molestie sessuali e le misure di contrasto al fenomeno del glass ceiling, con conseguenti considerazioni sull’effettività delle stesse.

Morris, Samantha A. „Examining Gender Differences in Hitting the Glass Ceiling and Riding the Glass Escalator“. Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1273151857.

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Baker, Cortney. „Women leaders in healthcare| Going beyond the glass ceiling“. Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3739568.

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Between 2004 and 2014, healthcare jobs were among the fastest growing occupations in the U.S, adding 4.3 million positions and expected job growth of 30.3%. The majority of the healthcare workforce is overwhelmingly dominated by women. However, when it comes to leadership positions, especially executive and board levels, females are considerably underrepresented. Interestingly, though, women, more than men, are reported to demonstrate traits such as transparency, compassion, and support for teamwork, which would benefit organizations as they venture into the future of healthcare delivery. In recent years, women have made minimal entry into the highest ranks of managerial positions of healthcare in American corporations. The purpose of this phenomenological qualitative study was to identify experiences, barriers, and obstacles that women in healthcare organizations have overcome in their efforts to obtain successful leadership positions. Ten women in varying capacities of healthcare leadership positions from across the United States engaged in open-ended interviews to discuss what obstacles and adversities they have faced and conquered to advance to their levels of leadership. The data focused on career paths, obstacles, leadership qualities, demographics, and experiences. The participants identified their perceived leadership styles to be centered around the importance of communication and what they deemed soft skills, suggesting a different style from their male counterparts. The results of this study confirmed that even in the 21st century, career barriers such as family responsibilities, gender, lack of self-confidence, and current career challenges continue to exist for women seeking executive leadership positions in the healthcare field. Keywords: women?s leadership, healthcare, leadership barriers, obstacles

Myers, Cheryl. „Perceptions of the Glass Ceiling Effect in Community Colleges“. ScholarWorks@UNO, 2010. http://scholarworks.uno.edu/td/1273.

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The purpose of this study was to determine the existence of a glass ceiling effect within community colleges by examining faculty, staff and administrator's perceptions of a glass ceiling as it relates to the advancement of women at their institutions. This was done by using a cross-sectional survey administered electronically to faculty, staff and administrators in community colleges in the United States who were members of the American Association of Community Colleges. Four hundred fifty seven participants provided responses for the study. Results of ANOVA of perceptions of facilitators and barriers to advancement revealed there was a significant difference in perception between genders related to barriers to advancement, with females finding internal structural/job opportunities and organizational culture presenting more obstacles to advancement than males. Males significantly agreed more than females that a positive attitude toward women existed in their institutions. Females significantly agreed more than males that barriers hindered the advancement of women and that a glass ceiling existed in their institutions. Multiple regression analysis indicated gender was a significant predictor of perceptions of internal structural and organizational culture barriers to advancement. Work profile characteristics were not found to be significant predictors of the perception of facilitators or barriers. Logistic regression analysis indicated neither individual characteristics nor work profile characteristics were able to predict denial of promotion. These findings may be used to encourage those in authority who are able to make hiring and policy decisions to more closely examine the organizational structure, culture and climate in their institutions to foster an atmosphere conducive to productive work environments for all employees.

Ekström, Hagevall Sandra. „Shattering the glass ceiling to ensure a sustainable future“. Thesis, Högskolan i Gävle, Industriell ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36556.

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Brunner, Tiffany Caywood. „A Study of Advancement| Female Superintendents Breaking the Glass Ceiling“. Thesis, Lindenwood University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13811718.

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The purpose of this study was to examine the career progression of female superintendents located in southwest Missouri. The inequitable balance of women represented at the highest levels of district leadership is a national, state, and local concern (American Association of School Superintendents [AASA], 2015). Women who do ascend to the superintendent's positions, despite the odds, are in the minority (Brunner & Grogan, 2007). A qualitative, narrative research lens was used in this study to capture individual career accounts and interpretations of career advancement of the female superintendent. Data collection centered on personal, one-on-one interviews with female superintendents located throughout the southwestern region of Missouri. The primary and guiding research questions for this study were focused on self-efficacy, mentorship, pivotal conversations, and goal setting using the theoretical framework of social cognitive career theory (Lent, 2005). A series of common themes emerged from the interviews and produced a clear understanding of the path the female superintendents traveled to assume the most important decision-making role in their respective school districts. Key themes which emerged were mentorship, crucial conversations, goal setting and outcome expectancies, and leading with the heart. Participants indicated they had developed a strong sense of self-efficacy, which led to broader goals and career advancements. In future research, it is imperative to analyze opportunities women have which help shape, encourage, and support other women moving into the role of superintendent.

Blum, Dvora. „How can we use an organisational intervention to break the glass ceiling? : the case study of the 'breaking the glass ceiling' programme in municipalities in Israel“. Thesis, University of Sussex, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.559236.

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This research addresses the question of using organisational intervention in order to break the 'glass ceiling' for women within organisations. The research focuses on the factors and the processes that had an impact upon the implementation of an organisational intervention program that aimed to create a change regarding the glass ceiling, in two municipalities in Israel. The "Breaking the Glass Ceiling Programme" aimed to include organisations in the efforts to create a change in the status of women within the organisational world and was developed based on five assumptions: (1) Organisations strive for effectiveness (2) Organisations recognise the value of realising the human resources potential as contributory to effectiveness (3) Organisations do not understand that the glass ceiling leads to non-realisation of human resources (4) Organisations that understand this will search for a modus operandi to minimise the phenomenon (5) The organisations will adopt the modus operandi and act accordingly. The aim of the research was to learn if we are able to convince organisations' decision makers to see the glass ceiling as an organisational problem that harms the organisation's effectiveness and then find out if and how we can use organisational interventions in order to introduce a change in this regard. The adoption of a qualitative research enabled an in-depth view of the researched events-- the two case studies-- by using a variety of information sources and a wide range of tools. In fact. the use of the case study method revealed a new perspective on the phenomena of the glass ceiling that would not have been achieved if a quantitative survey had been carried out. An analysiS of the findings shows that it is possible to address the glass ceiling as an organisational problem and it is possible to "educate" the organisation (the decision-makers) into regarding the issue as injurious to the effective functioning of the organisation. In light of this, it seems to be possible to contend with the glass ceiling through organisational intervention. At the same time, because of the complexity of the Issue such organisational intervention requires special attention and strictness at each of Its phases: from the preliminary preparations of examining the organisational environment to the monitoring and implementation stage. The resistance to breaking the glass ceiling is not just about sexism, but about the social expectations in particular societies and the ways in which organisations work and are resistant to change anyway - be it change about gender or anything else. iii Those who deal with gender inequality must use all means at their disposal, especially in Israel where the society is a society with a sense of contInuous existential threat. The complexity of an immigrant society with many different cultures creates a unique climate for the glass ceiling problem as well as the issue of gender differences and inequality. Therefore, striving only for correct legislation and its enforcement or only for increasing women's awareness of the issue is giving up in advance on any attempt to enlist the organisations and their leaders in the struggle.

Roman, Michelle. „Relationships Between Women's Glass Ceiling Beliefs, Career Advancement Satisfaction, and Quit Intention“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3830.

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Research on the glass ceiling shows that women may encounter obstacles in their pursuit of high-level management positions. The purpose of this quantitative study was to test the explanatory style theoretical framework by examining relationships between women's glass ceiling beliefs, career advancement satisfaction, and quit intention and to determine whether satisfaction with career advancement opportunities mediated the relationship between glass ceilings beliefs and quit intention. Data were collected from 179 working women in the public or private sector and women who exited the public or private sector job market within the past 5 years via Web-based surveys. Glass ceiling beliefs were assessed using the Career Pathways Survey (CPS), career advancement satisfaction was assessed using the Career Satisfaction Measure, and quit intention was assessed using the Intention to Quit Scale and data were analyzed using multiple regression and correlational statistical techniques. Findings indicated significant relationships between the principal variables. Results also showed that career advancement satisfaction had a significant mediating effect on denial, resilience, and acceptance glass ceiling beliefs and quit intention. Findings may be used to help women understand how their glass ceiling beliefs and career satisfaction drivers influence their reaction to workplace events and may be used by employers to implement proactive retention strategies.

Horner, Susan. „The 'glass-ceiling' phenomenon in the career development of successful academic women“. Thesis, Sheffield Hallam University, 2004. http://shura.shu.ac.uk/19830/.

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The research makes an original contribution to social psychology theory related to the success of academic women in higher education. The literature review reveals that there are differing views on the reasons for women failing to break through the glass ceiling in the higher education setting. Some authors concentrate on the environmental factors that are having an effect on women. Others concentrate on the effects of patriarchal organisational structures. Fewer commentators make reference to the notion of the female psyche. The existence of the glass ceiling phenomenon in the higher education setting is attributed to psychological, cultural, and technical factors. Little primary research has been conducted on the perceptions of female academics at the middle management level in the higher education setting, and much of the published work is anecdotal in nature. It is the aim of this research to give new insights into the perceptions of women at middle management level. The research makes no prior assumptions about the nature or categorisation of the mental constructions that emerge, but produces a more informed and sophisticated perceptual map. It investigates the respondents' perceptions of the glass ceiling phenomenon in relation to the features of their lifeworld. The research uses the essences of the lifeworld approach to analyse the views and feelings of the women participants. The perceptions that emerge from the research include the issue of a long term juggling act that the respondents have to achieve to be successful (Temporality). The women also demonstrate a ruthless pursuit for a voice in an increasingly difficult environment (Selfhood). The relationship of the women to other people in their lives is one of the most important findings in the research. The women always find that they have a series of bitter-sweet relationships with others and often feel guilt about missed opportunities (Sociality). The respondents also demonstrate that they feel that it is better to have suffered hardship to enable them and others to progress (Embodiment). One of the respondents graphically illustrates the development of academic women with reference to the metaphor - the relay race in time which emphasises the importance of influence and mentoring that the respondents think is important but often find difficult to achieve (Spatiality). The women often appear to have conflicting projects and address this issue with passion which often leads to conflict (Project). The language that the women use often portrays their disappointment with the emerging emphasis on management and administration rather than research and discovery (Discourse). The accounts do have some flashes of joy and celebration but overall they tend to epitomise feelings of sadness and regret. The thesis ends by suggesting that there are certain typologies for successful academic women based on their relationship to others or their inner psychological state. These are used to make some suggestions in relation to practical steps that could be taken to help women to achieve greater academic success. The new insights in the thesis will hopefully enable organisations to take positive steps to encourage more women into senior academic posts.

Odendal, Matthys Johannes. „Beyond the glass ceiling: Towards a multi-sensory definition of functional literacy“. University of the Western Cape, 2017. http://hdl.handle.net/11394/6253.

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Philosophiae Doctor - PhD (Linguistics, Language and Communication)
The world is becoming increasingly visual (Kress, 2009:1).The visually literate viewer should be able to gather data, place it in context, and determine its validity. A huge visual world opened up for the users of new technology. It is therefore no surprise that definitions of literacy have placed a huge premium on the reader to be able to interpret visual cues. Even in its simplest definition, the ability to read and write, the understanding of the concept of literacy is based on the visual. Although new literacies and recent orthographies also emphasise the role of context and the interaction of different modalities and learning history, like the social practice approach, it also focus on literacy events in which the written word is still the fundamental focus. In other words, (visual) texts remain the point of departure rather than seeing the written word as one part of a larger 'material ecology' of signs and meanings. This means that the majority of studies in the field of literacy focus on the individual's ability to interpret the visual and neglects how other senses permute in literacy events.

Mehr Quellen

Bücher zum Thema "Glass ceiling":

Donald, Anabel. Glass ceiling. Bath: Chivers, 1995.

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Wyckoff, C. J. Glass ceiling. Redmond, WA: Goodfellow Press, 1994.

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Deverell, Rita Shelton. Smoked glass ceiling. Toronto, Ont: Playwrights Guild of Canada, 2006.

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Donald, Anabel. The glass ceiling. London: Macmillan, 1994.

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Donald, Anabel. The glass ceiling. New York: St. Martin's Press, 1995.

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Donald, Anabel. The glass ceiling. Thorndike, ME: G.K. Hall, 1995.

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King, Christine. Through the glass ceiling. Sevenoaks: Tudor Business Publishing, 1993.

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King, Christine Elizabeth. Through the glass ceiling. [London]: Tudor Business Pub., 1993.

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United States. Office of Federal Contract Compliance Programs, Hrsg. The glass ceiling initiative. Washington, D.C: U.S. Dept. of Labor, Employment Standards Administraton, Office of Federal Contract Compliance Programs, 1997.

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Sophie, Bissonnette, Hrsg. The glass ceiling [videorecording]. Montreal: National Film Board of Canada, 1993.

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Buchteile zum Thema "Glass ceiling":

Chotpradit, Thanavi. „Shattering Glass Ceiling“. In The Routledge Companion to Art and Activism in the Twenty-First Century, 75–90. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003159698-7.

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İnal-Cavlan, Gözde, und Şenay Sahil Ertan. „The glass ceiling“. In Dark Sides of Organizational Life, 97–120. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781003376972-6.

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Lester, Lucille A. „The 1990s: The Glass Ceiling“. In Women and the Practice of Medicine, 109–44. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-74139-6_5.

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Espinosa, María Paz, Eva Ferreira und Winfried Stute. „Discrimination, Binomials and Glass Ceiling Effects“. In Springer Proceedings in Mathematics & Statistics, 149–60. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-41582-6_11.

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Espinosa, María Paz, und Eva Ferreira. „Hierarchical Organizations and Glass Ceiling Effects“. In From Statistics to Mathematical Finance, 429–40. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50986-0_21.

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„Glass Ceiling“. In The International Encyclopedia of Higher Education Systems and Institutions, 551. Dordrecht: Springer Netherlands, 2020. http://dx.doi.org/10.1007/978-94-017-8905-9_300264.

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Naff, Katherine C. „Glass Ceiling“. In Defining Public Administration, 339–41. Routledge, 2018. http://dx.doi.org/10.4324/9780429501074-34.

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Baker, David, und Bernadette Casey. „The ‘glass ceiling’“. In Eve on Top, 143–53. Elsevier, 2011. http://dx.doi.org/10.1016/b978-1-84334-495-7.50009-1.

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Hinchman, Mark. „Modernism’s glass ceiling“. In Shaping the American Interior, 179–93. Routledge, 2018. http://dx.doi.org/10.4324/9781315520735-13.

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Inouye, Todd M., Jeffrey A. Robinson und Amol M. Joshi. „Does a Federal Glass Ceiling Have Differential Effects on Female and Male Technology Entrepreneurs?“ In Advances in Human Resources Management and Organizational Development, 109–31. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9163-4.ch005.

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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.

Konferenzberichte zum Thema "Glass ceiling":

Schluter, Natalie. „The glass ceiling in NLP“. In Proceedings of the 2018 Conference on Empirical Methods in Natural Language Processing. Stroudsburg, PA, USA: Association for Computational Linguistics, 2018. http://dx.doi.org/10.18653/v1/d18-1301.

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Stoica, Ana-Andreea, Christopher Riederer und Augustin Chaintreau. „Algorithmic Glass Ceiling in Social Networks“. In the 2018 World Wide Web Conference. New York, New York, USA: ACM Press, 2018. http://dx.doi.org/10.1145/3178876.3186140.

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Hassan, Naeemul, Manash Kumar Mandal, Mansurul Bhuiyan, Aparna Moitra und Syed Ishtiaque Ahmed. „Can women break the glass ceiling?“ In ASONAM '19: International Conference on Advances in Social Networks Analysis and Mining. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3341161.3343701.

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Lee, Seungyeol, Myeongsu Gil, Kyeyoung Lee, Sangheon Lee und Changsoo Han. „Design of a Ceiling Glass Installation Robot“. In 24th International Symposium on Automation and Robotics in Construction. International Association for Automation and Robotics in Construction (IAARC), 2007. http://dx.doi.org/10.22260/isarc2007/0044.

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Johnson, Steven G., Mihai Ibanescu, Maksim A. Skorobogatiy, Ori Weisberg, Torkel D. Engeness, Marin Soljacic, Steven A. Jacobs, John D. Joannopoulos und Yoel Fink. „Breaking the glass ceiling: hollow OmniGuide fibers“. In Symposium on Integrated Optoelectronic Devices, herausgegeben von Ali Adibi, Axel Scherer und Shawn-Yu Lin. SPIE, 2002. http://dx.doi.org/10.1117/12.463884.

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Momin, Tytiana Tamy, Sandeep Singh und Tanu Sharma. „Glass Ceiling: Existing Position and Future Directions“. In 2022 IEEE Delhi Section Conference (DELCON). IEEE, 2022. http://dx.doi.org/10.1109/delcon54057.2022.9753116.

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Stanislawek, Tomasz, Anna Wróblewska, Alicja Wójcicka, Daniel Ziembicki und Przemyslaw Biecek. „Named Entity Recognition - Is There a Glass Ceiling?“ In Proceedings of the 23rd Conference on Computational Natural Language Learning (CoNLL). Stroudsburg, PA, USA: Association for Computational Linguistics, 2019. http://dx.doi.org/10.18653/v1/k19-1058.

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Lucas, Ana, und Diana Dias. „GLASS CEILING IN ACCOUNTING PROFESSION: MYTH OR REALITY?“ In 14th International Technology, Education and Development Conference. IATED, 2020. http://dx.doi.org/10.21125/inted.2020.1483.

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Ertan, Şenay Sahil, und Gözde İnal Cavlan. „Investigating the Glass Ceiling Phenomenon: From a Societal Perspective“. In 7th International Conference on Gender Studies: Gender, Space, Place & Culture. Eastern Mediterranean University, 2019. http://dx.doi.org/10.33831/gspc19/384-395/25.

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Van der Wilt, Frits Martin, Frits VanderWilt und Dieter Hildebrandt. „Breaking the glass ceiling in human safety behaviours awareness“. In SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2008. http://dx.doi.org/10.2118/111557-ms.

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Berichte der Organisationen zum Thema "Glass ceiling":

Dugan, Beverly A., Jessica L. Terner, Felicity A. Tagliarini, J. A. Bayless und Helene R. Felber. The Glass Ceiling: Potential Causes and Possible Solutions. Fort Belvoir, VA: Defense Technical Information Center, Dezember 1993. http://dx.doi.org/10.21236/ada278051.

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Apland, Steven P. The Joint Campaign Glass Ceiling - Successfully Breaking the Transition Phase Barrier. Fort Belvoir, VA: Defense Technical Information Center, April 2002. http://dx.doi.org/10.21236/ada401959.

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Bukstein, Daniel, und Néstor Gandelman. Glass Ceiling in Research: Evidence from a National Program in Uruguay. Inter-American Development Bank, April 2017. http://dx.doi.org/10.18235/0000672.

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Guvenen, Fatih, Greg Kaplan und Jae Song. The Glass Ceiling and The Paper Floor: Gender Differences among Top Earners, 1981-2012. Cambridge, MA: National Bureau of Economic Research, Oktober 2014. http://dx.doi.org/10.3386/w20560.

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Bertrand, Marianne, Sandra Black, Sissel Jensen und Adriana Lleras-Muney. Breaking the Glass Ceiling? The Effect of Board Quotas on Female Labor Market Outcomes in Norway. Cambridge, MA: National Bureau of Economic Research, Juni 2014. http://dx.doi.org/10.3386/w20256.

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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM und Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Annotation:

Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.

Bell, Curtis. What Happens After Glass Ceilings Shatter? The Influence a First Female Leader Has on Women’s Representation in Elected Offices. One Earth Future Foundation, Juni 2016. http://dx.doi.org/10.18289/oef.2016.006.

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鄧, 芝珊, 惟君鄧, 詩琳陳, 寶琪林 und 琦婷袁. 為香港金融服務業的女同志和雙性戀女性僱員創造共融職場. 香港嶺南大學-文化研究及發展中心, April 2021. http://dx.doi.org/10.14793/ccrd2021002.

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職場共融是香港企業社會責任(Corporate Social Responsibility, CSR)的重要一環。職場共融指出僱主需要尊重僱員之間的多樣性，肯定僱員對工作環境的不同貢獻，並提高員工的專業水準。多元的工作場所亦需要接納來自不同背景、膚色、種族、健康狀況、性傾向和性別認同的員工。綜觀香港商業各界，向來少有女性的高層代表。女同志和雙性戀女性更因為其性別和性傾向，在職場晉升中面臨「雙重隱形天花板」(double glass ceiling) 的阻礙。透過嶺南大學創新及效益基金的資助，並與香港跨銀行同志論壇(The Hong Kong LGBT Interbank Forum)和Lesbians in Finance合作，鄧芝珊博士向正在香港金融和銀行業工作的女同志和雙性戀女性，進行了一項網絡問卷調查與兩次焦點小組訪談。研究旨在探討香港金融服務業當中，女同志和雙性戀女性所遇到的具體挑戰和障礙。我們發現，只有37%的問卷調查受訪者曾經在職場「出櫃」，亦有23%向部分關係密切的同事「出櫃」。換言之，他們對於在職場「出櫃」一事仍然有重大顧慮。企業內的LGBT+員工亦面對「隱形天花板」的晉升問題，18%的調查受訪者同意、47%有點同意存在著這種限制。問及女同志和雙性戀女性是否比男同志更難在職場上「出櫃」時，32%受訪者同意、46%表示有點同意。27%的受訪者同意、39%表示有點同意「女同志和雙性戀女性難以獲得企業的晉升」。其他結果則顯示，女同志和雙性戀女性在企業環境中難被看見、缺乏指導機會、承受更大壓力和焦慮，且擔憂女同志和雙性戀女性的身份會令她們遭受質疑。相較於順性別的女性僱員，表現陽剛的員工亦明顯要面臨更嚴格的審查。故此，即使有關多元共融的討論，一直是改善香港企業工作環境的議程之一，但在提升女同志和雙性戀女性議題的意識方面，仍然存在不足之處。