Thematische Bibliographien / Glass ceiling / Zeitschriftenartikel
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Zeitschriftenartikel zum Thema „Glass ceiling“

Autor: Grafiati
Veröffentlicht am 4. Juni 2021
Zuletzt aktualisiert am 7. Juli 2024

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1

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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2

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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3

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.
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4

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.
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5

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.
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6

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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7

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.
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8

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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9

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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10

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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11

Bastida Domínguez, María, Elena Rivo-López und Mónica Villanueva-Villar. „‘The glass ceiling’“. Organizational Dynamics 48, Nr. 4 (Oktober 2019): 100706. http://dx.doi.org/10.1016/j.orgdyn.2019.02.008.

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12

Lenell, Wayne Martin. „The Glass Ceiling“. Critical Perspectives on Accounting 6, Nr. 6 (Dezember 1995): 534. http://dx.doi.org/10.1006/cpac.1995.1049.

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13

Martin, Vivien. „Book Review: Costs of the Glass Ceiling: Shattering the Glass Ceiling“. Industry and Higher Education 7, Nr. 1 (März 1993): 54–55. http://dx.doi.org/10.1177/095042229300700114.

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14

Lathabhavan, Remya, und Senthil Arasu Balasubramanian. „Glass Ceiling and women employees in Asian organizations: a tri-decadal review“. Asia-Pacific Journal of Business Administration 9, Nr. 3 (04.09.2017): 232–46. http://dx.doi.org/10.1108/apjba-03-2017-0023.

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Purpose The purpose of the paper is to review and analyse different glass ceiling studies conducted in different Asian countries during the three decades after the introduction of the metaphor. It also describes the antecedents and the consequences of the glass ceiling. Design/methodology/approach The method chosen for the study was a computerised search of available materials using the keywords relating to glass ceiling in Asia and latest reports from international organisations. Findings The perception of glass ceiling existence in Asian countries has been sorted out region-wise. Different factors for glass ceiling have been categorised under different theories. Research limitations/implications The study includes a multiregional aspect of glass ceiling, which will be useful for further studies in this area. The limitation of the study is that it did not assess the awareness and influence of glass ceiling in each industry. Practical implications Since the study showed glass ceiling practices in different countries in Asia, it might help policy makers for making proper decisions for breaking of glass ceiling. Social implications The study may be a part of empowering women as it analyses areas of inequality and finds out antecedents. Originality/value This paper is the first to shed light on glass ceiling on a multicultural and multiregional aspect.
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15

Thiranagama, Waruni. „IS GENDER PLAYS A ROLE IN WORKPLACE?“ JBFEM 4, Nr. 1 (19.05.2021): 1–8. http://dx.doi.org/10.32770/jbfem.vol41-8.

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Women participation in the workplace has increased dramatically in recent years, yet the women in the the highest positions of the organizations are still rare. Women face greater barriers that are different from those of their male counterparts when moving up the career ladder. Glass-ceiling refers to situations where the advancement of a qualified person within the hierarchy of an organization is halted at a particular level. The paper discusses the glass ceiling of women employees and the nature of the glass ceiling among the women in society. Further it provides a critical analysis on the glass ceiling by giving empirical evidence from different authors. Evidence shows that glass ceiling is still prevalent around the world. However, cooperates do not believe the existence of glass ceiling, which makes the situation worse by hiding reality. They argued that glass-ceiling effect is a myth created by society. Moreover, it is argued that the lack of women employees in the top positions of the organizations is not because of the glass-ceiling was there but because the factors within the women employees hinder their movements to the top positions in the organizations. Hence glass ceiling remains still debatable.
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16

Septiana, Ade Nuri, und Rina Herlina Haryanti. „Glass Ceiling pada Pekerja Perempuan: Studi Literatur“. Jurnal Ilmu Sosial dan Humaniora 12, Nr. 1 (30.04.2023): 168–77. http://dx.doi.org/10.23887/jish.v12i1.58384.

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Partisipasi perempuan dalam posisi manajemen puncak yang masih rendah menyebabkan munculnya fenomena glass ceiling di lingkungan kerja. Perempuan masih mengalami hambatan transparan yang menyebabkan mereka kesulitan untuk menapaki jenjang karier strategis di perusahaan atau organisasi. Tujuan dari penelitian adalah untuk mengetahui faktor-faktor penyebab dari glass ceiling, strategi yang perlu dilakukan dan kondisi pasca glass ceiling. Penelitian ini merupakan studi literatur tentang fenomena glass ceiling yang dialami oleh perempuan. Dengan menggunakan teknik traditional review (tidak sistematis) pada 10 jurnal internasional yang membahas topik terkait glass ceiling dari tahun 2019 sampai 2022. Hasil dari penelitian didapatkan bahwa terdapat berbagai macam faktor-faktor penyebab munculnya glass ceiling yang terjadi baik di sektor swasta dan publik. Faktor-faktor tersebut meliputi faktor dari dalam diri perempuan, faktor dari perusahaan atau organisasi di mana perempuan bekerja, dan faktor preferensi. Oleh karena itu, dalam menghadapi glass ceiling perlu adanya strategi yang harus dilakukan untuk menghilangkan fenomena ini. Akan tetapi, meskipun perempuan sudah mampu menghilangkan glass ceiling. Mereka masih tetap mendapatkan tantangan lainnya seperti prasangka dan stereotip negatif, perlakuan diskriminasi, perasaan kesepian, dan peran ganda.
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17

Shrestha, Indira. „Is There a Glass Ceiling in Nepalese Commercial Banks?“ International Journal of Scientific Research and Management 11, Nr. 02 (27.02.2023): 4641–49. http://dx.doi.org/10.18535/ijsrm/v11i02.em12.

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This paper aims to ascertain whether there are glass ceilings in Nepalese commercial banks. All of the female branch managers employed by Nepalese commercial banks made up the study's population. 144 women branch managers from commercial banks were taken as the sample size. The sample was drawn from the population using simple random sampling. Information from respondents was gathered through the use of a standardized questionnaire. The survey's questions were based on questions that were derived from (Bergman & Hallberg, 2000). With the aid of statistical techniques like percentage and frequency, a descriptive research approach was used. The glass ceiling variables that could impact women's career growth were corporate culture, corporate climate, and corporate practice. The findings showed that women generally had favorable perceptions of the glass ceiling factors (corporate culture, corporate climate, and corporate practices) that contribute to the presence of the glass ceiling. limitation of the study is that only female branch managers were included in the sample. The implications and scope for the future researcher are also covered.
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18

Davin, Anna, und Anna Clark. „Before the Glass Ceiling“. Women's Review of Books 13, Nr. 3 (Dezember 1995): 13. http://dx.doi.org/10.2307/4022337.

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19

Westgarth, David. „Breaking the glass ceiling“. BDJ In Practice 35, Nr. 6 (06.06.2022): 5. http://dx.doi.org/10.1038/s41404-022-1161-9.

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20

Emerson, Sharon, und Phyllis D. Coley. „Glass Ceiling: Bump, Bump“. Science 269, Nr. 5229 (08.09.1995): 1328. http://dx.doi.org/10.1126/science.269.5229.1328.b.

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21

Swift, Eleanor, und Ann Branigar Hopkins. „Shattering the Glass Ceiling“. Women's Review of Books 14, Nr. 4 (Januar 1997): 16. http://dx.doi.org/10.2307/4022606.

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22

Yglesias, Helen, und Sylvia Jukes Morris. „Through the Glass Ceiling“. Women's Review of Books 15, Nr. 4 (Januar 1998): 5. http://dx.doi.org/10.2307/4022794.

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23

Chernesky, Roslyn H. „Examining the Glass Ceiling“. Administration in Social Work 27, Nr. 2 (21.07.2003): 13–18. http://dx.doi.org/10.1300/j147v27n02_02.

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24

Isaac, Carol A., Anna Kaatz und Molly Carnes. „Deconstructing the Glass Ceiling“. Sociology Mind 02, Nr. 01 (2012): 80–86. http://dx.doi.org/10.4236/sm.2012.21011.

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25

Levin, Sharon G. „Through the glass ceiling“. Nature Medicine 11, Nr. 2 (Februar 2005): 113–14. http://dx.doi.org/10.1038/nm0205-113.

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26

Prasad, Kiran. „Cracking the Glass Ceiling“. Media Asia 33, Nr. 3-4 (Januar 2006): 229–33. http://dx.doi.org/10.1080/01296612.2006.11726835.

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27

Hollander, Nicole. „Above the Glass Ceiling“. Journal of Feminist Family Therapy 10, Nr. 3 (29.12.1998): 65–70. http://dx.doi.org/10.1300/j086v10n03_05.

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28

Caceres-Rodriguez, Rick. „The Glass Ceiling Revisited“. Administration & Society 45, Nr. 6 (05.12.2011): 674–709. http://dx.doi.org/10.1177/0095399711429104.

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29

Hatt, Sue. „Negotiating the glass ceiling“. Women's History Review 8, Nr. 3 (01.09.1999): 549–88. http://dx.doi.org/10.1080/09612029900200437.

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30

Watanabe, Myrna E. „Through the Glass Ceiling?“ Journal of Biomedical Science 4, Nr. 2-3 (1997): 125–26. http://dx.doi.org/10.1159/000456975.

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31

Cotter, D. A., J. M. Hermsen, S. Ovadia und R. Vanneman. „The Glass Ceiling Effect“. Social Forces 80, Nr. 2 (01.12.2001): 655–81. http://dx.doi.org/10.1353/sof.2001.0091.

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32

Rai, Saagarika. „Beyond the Glass Ceiling“. NHRD Network Journal 2, Nr. 2 (April 2008): 11–14. http://dx.doi.org/10.1177/0974173920080203.

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33

Hertz-Picciotto, I., und M. Hatch. „Glass ceiling: bump, bump“. Science 269, Nr. 5229 (08.09.1995): 1328. http://dx.doi.org/10.1126/science.7660111.

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34

Powell, Kendall. „Beyond the glass ceiling“. Nature 448, Nr. 7149 (Juli 2007): 98–100. http://dx.doi.org/10.1038/nj7149-098a.

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35

Baker, Yvonne. „Smashing the glass ceiling“. SecEd 2015, Nr. 25 (Oktober 2015): 8–9. http://dx.doi.org/10.12968/sece.2015.25.8.

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36

BAXTER, JANEEN, und ERIK OLIN WRIGHT. „THE GLASS CEILING HYPOTHESIS“. Gender & Society 14, Nr. 2 (April 2000): 275–94. http://dx.doi.org/10.1177/089124300014002004.

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WRIGHT, ERIK OLIN, und JANEEN BAXTER. „THE GLASS CEILING HYPOTHESIS“. Gender & Society 14, Nr. 6 (Dezember 2000): 814–21. http://dx.doi.org/10.1177/089124300014006008.

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38

Emerson, S., und P. D. Coley. „Glass Ceiling: Bump, Bump“. Science 269, Nr. 5229 (08.09.1995): 1328. http://dx.doi.org/10.1126/science.269.5229.1328-a.

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39

Schneider, Mary Ellen. „Nudging Medicine's Glass Ceiling“. Hospitalist News 5, Nr. 4 (April 2012): 22. http://dx.doi.org/10.1016/s1875-9122(12)70091-3.

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40

JACOBS, MADELEINE. „Glass Ceiling in Academia?“ Chemical & Engineering News 74, Nr. 24 (10.06.1996): 3. http://dx.doi.org/10.1021/cen-v074n024.p003.

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41

Tilly, Hervé, Gilles Salles, Thierry J. Molina, René-Olivier Casasnovas, Franck Morschhauser und Bertrand Coiffier. „Through the Glass Ceiling“. Journal of Clinical Oncology 36, Nr. 9 (20.03.2018): 923. http://dx.doi.org/10.1200/jco.2017.76.3961.

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42

Dawson, Trudie. „Raising the glass ceiling“. Dental Nursing 12, Nr. 6 (02.06.2016): 332–34. http://dx.doi.org/10.12968/denn.2016.12.6.332.

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43

Falah, Ghadeer, Abram Giller, Danielle Gutman und Gil Atzmon. „Breaking the Glass Ceiling“. Gerontology 66, Nr. 4 (2020): 309–14. http://dx.doi.org/10.1159/000505995.

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44

Grant, Valerie J. „An adaptive glass ceiling“. Psychology, Evolution & Gender 2, Nr. 1 (Januar 2000): 81–85. http://dx.doi.org/10.1080/14616660050082942.

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45

Palmer, Barbara, und Dennis Simon. „The Political Glass Ceiling“. Women & Politics 23, Nr. 1-2 (01.05.2001): 59–78. http://dx.doi.org/10.1300/j014v23n01_05.

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46

Kropf, Martha E., und John A. Boiney. „The Electoral Glass Ceiling“. Women & Politics 23, Nr. 1-2 (01.05.2001): 79–103. http://dx.doi.org/10.1300/j014v23n01_06.

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47

Lyle, Victoria. „Breaking pharmacy's glass ceiling“. Journal of the American Pharmacists Association 62, Nr. 6 (November 2022): 1750–51. http://dx.doi.org/10.1016/j.japh.2022.09.022.

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48

Damman, Kevin, und Jeffrey Testani. „Breaking the Glass Ceiling“. JACC: Heart Failure 10, Nr. 11 (November 2022): 871–73. http://dx.doi.org/10.1016/j.jchf.2022.08.017.

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49

Ditton, D. „Smashing the glass ceiling“. Cornell Hotel and Restaurant Administration Quarterly 33, Nr. 1 (Februar 1992): CO2. http://dx.doi.org/10.1016/0010-8804(92)90033-2.

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50

Watanabe, Myrna E. „Through the glass ceiling?“ Journal of Biomedical Science 4, Nr. 2-3 (März 1997): 125–26. http://dx.doi.org/10.1007/bf02255603.

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