Einloggen

Thematische Bibliographien / Glass ceiling / Zeitschriftenartikel

Um die anderen Arten von Veröffentlichungen zu diesem Thema anzuzeigen, folgen Sie diesem Link: Glass ceiling.

Zeitschriftenartikel zum Thema „Glass ceiling“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 9. Juni 2025

Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an

Wählen Sie eine Art der Quelle aus:

Machen Sie sich mit Top-50 Zeitschriftenartikel für die Forschung zum Thema "Glass ceiling" bekannt.

Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.

Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.

Sehen Sie die Zeitschriftenartikel für verschiedene Spezialgebieten durch und erstellen Sie Ihre Bibliographie auf korrekte Weise.

1

Srivastava, Shalini, Poornima Madan, and 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, no. 4 (July 2020): 217–29. http://dx.doi.org/10.1177/0306307020938976.

Der volle Inhalt der Quelle

Annotation:

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.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

2

Powell, Gary N., and D. Anthony Butterfield. "The glass ceiling: what have we learned 20 years on?" Journal of Organizational Effectiveness: People and Performance 2, no. 4 (December 7, 2015): 306–26. http://dx.doi.org/10.1108/joepp-09-2015-0032.

Der volle Inhalt der Quelle

Annotation:

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.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

3

Chandra, Bhuvana. "Glass Ceiling." Annals of Internal Medicine 131, no. 6 (September 21, 1999): 437. http://dx.doi.org/10.7326/0003-4819-131-6-199909210-00008.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

4

Williams, Ruth, H. Dunbar Hoskins, and Flora Lum. "Glass Ceiling?" Ophthalmology 115, no. 3 (March 2008): 595–595. http://dx.doi.org/10.1016/j.ophtha.2007.10.020.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

5

Saleem, Sharjeel, Asia Rafiq, and Saquib Yusaf. "Investigating the glass ceiling phenomenon." South Asian Journal of Business Studies 6, no. 3 (October 2, 2017): 297–313. http://dx.doi.org/10.1108/sajbs-04-2016-0028.

Der volle Inhalt der Quelle

Annotation:

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.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

6

Kochar, Indu, and Venkateswaran Dr. C. "Women Glass Ceiling: Barriers and strategies." International Journal of Psychosocial Rehabilitation 24, no. 04 (February 28, 2020): 1611–21. http://dx.doi.org/10.37200/ijpr/v24i4/pr201269.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

7

Durst, Judit, Zsanna Nyírő, Fanni Dés, and Julianna Boros. "Racial glass ceiling." Intersections 8, no. 2 (July 30, 2022): 12–40. http://dx.doi.org/10.17356/ieejsp.v8i2.1048.

Der volle Inhalt der Quelle

Annotation:

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.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

8

Angier, Natalie. "The glass ceiling." ACM SIGACT News 22, no. 3 (June 1991): 38–40. http://dx.doi.org/10.1145/126537.126540.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

9

Mackowiak, P. A., and J. A. Boulant. "Fever's Glass Ceiling." Clinical Infectious Diseases 22, no. 3 (March 1, 1996): 525–36. http://dx.doi.org/10.1093/clinids/22.3.525.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

10

Tokunaga, H., and T. Graham. "The "glass ceiling"." IEEE Potentials 16, no. 2 (1997): 17–23. http://dx.doi.org/10.1109/mp.1997.581382.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

11

Bastida Domínguez, María, Elena Rivo-López, and Mónica Villanueva-Villar. "‘The glass ceiling’." Organizational Dynamics 48, no. 4 (October 2019): 100706. http://dx.doi.org/10.1016/j.orgdyn.2019.02.008.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

12

Lenell, Wayne Martin. "The Glass Ceiling." Critical Perspectives on Accounting 6, no. 6 (December 1995): 534. http://dx.doi.org/10.1006/cpac.1995.1049.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

13

De, Guzman Raizza, Mark Joseph Coro, Castro Antonio Norberto De, Buenaventura Kenneth San, Anietan Relevo, Charmish Esteves, and Jowenie Mangarin. "PRESENT BUT NOT POWERFUL: GLASS CEILING ON THE CAREER DEVELOPMENT OF SELECTED LGBTQIA+ EMPLOYEES." GUILD OF EDUCATORS IN TESOL INTERNATIONAL RESEARCH JOURNAL 2, no. 1 (February 27, 2024): 14. https://doi.org/10.5281/zenodo.10777356.

Der volle Inhalt der Quelle

Annotation:

To improve oneself and grow professionally, career development has been found to be crucial, as it serves as a roadmap for the professional growth of employees. However, a barrier, known as the glass ceiling, hinders the progress of employees, especially those in the LGBTQIA+ community. This study explores the impact of the glass ceiling on the career development of selected LGBTQIA+ individuals, shedding light on the barriers faced by this community in the workplace. The researchers used a qualitative multiple-case study and selected ten (10) LGBTQIA+ participants from large enterprises via the judgmental sampling technique. Through thematic analysis, psychological impact, workplace discomfort, lack of recognition, and career progress challenges emerged as the impacts of the glass ceiling on the participants. Strategies for overcoming glass ceiling barriers, such as resilience, self-reflection, and community support, are identified. Thus, the study found that glass ceilings are really evident in the context of businesses. With this, the proposed advocacy plan in the study suggests interventions like workplace inclusion training, mentorship networks, and seminars on employee rights. Furthermore, it emphasizes the call for ongoing research and advocacy efforts to dismantle barriers and cultivate workplaces that not only embrace diversity but also provide equitable opportunities for career growth.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

14

Lathabhavan, Remya, and Senthil Arasu Balasubramanian. "Glass Ceiling and women employees in Asian organizations: a tri-decadal review." Asia-Pacific Journal of Business Administration 9, no. 3 (September 4, 2017): 232–46. http://dx.doi.org/10.1108/apjba-03-2017-0023.

Der volle Inhalt der Quelle

Annotation:

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.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

15

Thiranagama, Waruni. "IS GENDER PLAYS A ROLE IN WORKPLACE?" JBFEM 4, no. 1 (May 19, 2021): 1–8. http://dx.doi.org/10.32770/jbfem.vol41-8.

Der volle Inhalt der Quelle

Annotation:

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.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

16

Martin, Vivien. "Book Review: Costs of the Glass Ceiling: Shattering the Glass Ceiling." Industry and Higher Education 7, no. 1 (March 1993): 54–55. http://dx.doi.org/10.1177/095042229300700114.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

17

Septiana, Ade Nuri, and Rina Herlina Haryanti. "Glass Ceiling pada Pekerja Perempuan: Studi Literatur." Jurnal Ilmu Sosial dan Humaniora 12, no. 1 (April 30, 2023): 168–77. http://dx.doi.org/10.23887/jish.v12i1.58384.

Der volle Inhalt der Quelle

Annotation:

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.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

18

Shrestha, Indira. "Is There a Glass Ceiling in Nepalese Commercial Banks?" International Journal of Scientific Research and Management 11, no. 02 (February 27, 2023): 4641–49. http://dx.doi.org/10.18535/ijsrm/v11i02.em12.

Der volle Inhalt der Quelle

Annotation:

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.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

19

Foley, Sharon, Deborah L. Kidder, and Gary N. Powell. "The Perceived Glass Ceiling and Justice Perceptions: An Investigation of Hispanic Law Associates." Journal of Management 28, no. 4 (August 2002): 471–96. http://dx.doi.org/10.1177/014920630202800401.

Der volle Inhalt der Quelle

Annotation:

This study examined the relationship between the perceived glass ceiling, perceptions of promotion fairness, and attitudinal outcomes for a sample of Hispanic lawyers. The results showed that gender and perceptions of ethnic discrimination were positively related to perceptions of a glass ceiling, whereas the proportion of Hispanic law associates in the organization was negatively related to a perceived glass ceiling. The perceived glass ceiling was negatively related to perceptions of promotion fairness, which in turn were positively related to perceived career prospects and negatively related to intentions to leave. Overall, perceived glass ceiling had a substantial impact on turnover intentions. Implications are discussed.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

20

Mwashita, Tinaye, Nanikie Zungu, and Diane Abrahams. "The Glass Ceiling: Career Progression Barriers for Female Employees in the South African Hospitality Industry." December 2020, no. 9(5) (December 31, 2020): 1077–93. http://dx.doi.org/10.46222/ajhtl.19770720-70.

Der volle Inhalt der Quelle

Annotation:

This study examined the glass ceiling phenomenon in the South African hospitality industry, with a particular focus on four hotels in Gauteng. The primary aim was to investigate the different perspectives held on the glass ceiling by exploring the key factors inhibiting women in the hospitality industry from proceeding to the next level of the corporate hierarchy, and, ultimately, to reach senior executive positions. Data was collected through informal semi-structured interviews and an online questionnaire that was targeted at men and women in lower to top management positions within the different hotels. The key findings show that the glass ceiling indeed exists, as a fluid and dynamic phenomenon, which takes on various ever-evolving shapes within different work environments. Many women resonated with the nature of the glass ceiling. The literature depicts the glass ceiling as an overarching and all-encompassing phenomenon affecting women. The study sheds more light on the circumstantial nature of the glass ceiling and shows that certain factors exacerbate the effects of the ‘glass ceiling’ phenomenon. A study found that a combination of variables affected the careers of women and their work life balance. The study revealed that the circumstantial nature of the glass ceiling and its dynamic nature makes it impossible for there to be a uniform solution to navigating one’s career around it or to shatter it. This finding challenges the existing view of the glass ceiling and how women should be attempting to shatter it.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

21

Maithani, Anoop, Manisha Misra, Saaylee Potnis, and Shringar Bhuwania. "The Effect of Gender on Perception of Glass Ceiling, Mediated by SRO and Attitude toward Women as Managers." Management and Labour Studies 37, no. 2 (May 2012): 107–23. http://dx.doi.org/10.1177/0258042x1203700203.

Der volle Inhalt der Quelle

Annotation:

Purpose: The purpose of this research paper is to determine the effect of Gender on Perception of Glass Ceiling, mediated by Sex Role Orientation and Attitude towards Women as Managers. Design/methodology/approach: An online survey was floated to 189 B-School students via email and social networking sights, out of which a total of 153 responses were collected and analyzed. The respondents were surveyed on their Sex Role Orientation, Attitude towards Women as Managers and Perception of Glass Ceiling. Available scales were used to measure each of these constructs. Findings: Sex Role Orientation fully mediated Gender in relation to Perception of Glass Ceiling. However Attitude towards Women as Manager does not have any effect on Perception of Glass Ceiling or Gender. Moreover SRO has a greater effect on Perception of Glass Ceiling than Gender has. It is also seen that females have a higher SRO i.e., a more modern outlook than men who have a lower value of SRO i.e., a more traditional outlook. It is also seen that higher the value of SRO, lower is the perception of glass ceiling and that females have a lower perception of glass ceiling as compared to males. Research limitations/implications: The sample space of respondents was limited to MBA School students. It does not take into account the respondents’ work experience. The current study could therefore only provide tentative conclusions. Practical implications: Once the factors affecting Perception of Glass Ceiling are determined, organizations can work accordingly to eliminate this perception of glass ceiling among its employees. Originality/value: This research has been done in the Indian Context. The scales we used to determine SRO and Perception of Glass Ceiling were designed specifically for the Indian Context. Since SRO differs widely from country to country, this research will enable us to find the link between Gender and Perception of Glass Ceiling specifically in the Indian context.

APA, Harvard, Vancouver, ISO und andere Zitierweisen

22

Davin, Anna, and Anna Clark. "Before the Glass Ceiling." Women's Review of Books 13, no. 3 (December 1995): 13. http://dx.doi.org/10.2307/4022337.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

23

Westgarth, David. "Breaking the glass ceiling." BDJ In Practice 35, no. 6 (June 6, 2022): 5. http://dx.doi.org/10.1038/s41404-022-1161-9.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

24

Emerson, Sharon, and Phyllis D. Coley. "Glass Ceiling: Bump, Bump." Science 269, no. 5229 (September 8, 1995): 1328. http://dx.doi.org/10.1126/science.269.5229.1328.b.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

25

Swift, Eleanor, and Ann Branigar Hopkins. "Shattering the Glass Ceiling." Women's Review of Books 14, no. 4 (January 1997): 16. http://dx.doi.org/10.2307/4022606.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

26

Yglesias, Helen, and Sylvia Jukes Morris. "Through the Glass Ceiling." Women's Review of Books 15, no. 4 (January 1998): 5. http://dx.doi.org/10.2307/4022794.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

27

Chernesky, Roslyn H. "Examining the Glass Ceiling." Administration in Social Work 27, no. 2 (July 21, 2003): 13–18. http://dx.doi.org/10.1300/j147v27n02_02.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

28

Isaac, Carol A., Anna Kaatz, and Molly Carnes. "Deconstructing the Glass Ceiling." Sociology Mind 02, no. 01 (2012): 80–86. http://dx.doi.org/10.4236/sm.2012.21011.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

29

Levin, Sharon G. "Through the glass ceiling." Nature Medicine 11, no. 2 (February 2005): 113–14. http://dx.doi.org/10.1038/nm0205-113.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

30

Prasad, Kiran. "Cracking the Glass Ceiling." Media Asia 33, no. 3-4 (January 2006): 229–33. http://dx.doi.org/10.1080/01296612.2006.11726835.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

31

Hollander, Nicole. "Above the Glass Ceiling." Journal of Feminist Family Therapy 10, no. 3 (December 29, 1998): 65–70. http://dx.doi.org/10.1300/j086v10n03_05.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

32

Caceres-Rodriguez, Rick. "The Glass Ceiling Revisited." Administration & Society 45, no. 6 (December 5, 2011): 674–709. http://dx.doi.org/10.1177/0095399711429104.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

33

Hatt, Sue. "Negotiating the glass ceiling." Women's History Review 8, no. 3 (September 1, 1999): 549–88. http://dx.doi.org/10.1080/09612029900200437.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

34

Watanabe, Myrna E. "Through the Glass Ceiling?" Journal of Biomedical Science 4, no. 2-3 (1997): 125–26. http://dx.doi.org/10.1159/000456975.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

35

Cotter, D. A., J. M. Hermsen, S. Ovadia, and R. Vanneman. "The Glass Ceiling Effect." Social Forces 80, no. 2 (December 1, 2001): 655–81. http://dx.doi.org/10.1353/sof.2001.0091.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

36

Rai, Saagarika. "Beyond the Glass Ceiling." NHRD Network Journal 2, no. 2 (April 2008): 11–14. http://dx.doi.org/10.1177/0974173920080203.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

37

Hertz-Picciotto, I., and M. Hatch. "Glass ceiling: bump, bump." Science 269, no. 5229 (September 8, 1995): 1328. http://dx.doi.org/10.1126/science.7660111.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

38

Powell, Kendall. "Beyond the glass ceiling." Nature 448, no. 7149 (July 2007): 98–100. http://dx.doi.org/10.1038/nj7149-098a.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

39

Baker, Yvonne. "Smashing the glass ceiling." SecEd 2015, no. 25 (October 2015): 8–9. http://dx.doi.org/10.12968/sece.2015.25.8.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

40

BAXTER, JANEEN, and ERIK OLIN WRIGHT. "THE GLASS CEILING HYPOTHESIS." Gender & Society 14, no. 2 (April 2000): 275–94. http://dx.doi.org/10.1177/089124300014002004.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

41

WRIGHT, ERIK OLIN, and JANEEN BAXTER. "THE GLASS CEILING HYPOTHESIS." Gender & Society 14, no. 6 (December 2000): 814–21. http://dx.doi.org/10.1177/089124300014006008.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

42

Emerson, S., and P. D. Coley. "Glass Ceiling: Bump, Bump." Science 269, no. 5229 (September 8, 1995): 1328. http://dx.doi.org/10.1126/science.269.5229.1328-a.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

43

Schneider, Mary Ellen. "Nudging Medicine's Glass Ceiling." Hospitalist News 5, no. 4 (April 2012): 22. http://dx.doi.org/10.1016/s1875-9122(12)70091-3.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

44

JACOBS, MADELEINE. "Glass Ceiling in Academia?" Chemical & Engineering News 74, no. 24 (June 10, 1996): 3. http://dx.doi.org/10.1021/cen-v074n024.p003.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

45

Tilly, Hervé, Gilles Salles, Thierry J. Molina, René-Olivier Casasnovas, Franck Morschhauser, and Bertrand Coiffier. "Through the Glass Ceiling." Journal of Clinical Oncology 36, no. 9 (March 20, 2018): 923. http://dx.doi.org/10.1200/jco.2017.76.3961.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

46

Dawson, Trudie. "Raising the glass ceiling." Dental Nursing 12, no. 6 (June 2, 2016): 332–34. http://dx.doi.org/10.12968/denn.2016.12.6.332.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

47

Falah, Ghadeer, Abram Giller, Danielle Gutman, and Gil Atzmon. "Breaking the Glass Ceiling." Gerontology 66, no. 4 (2020): 309–14. http://dx.doi.org/10.1159/000505995.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

48

Grant, Valerie J. "An adaptive glass ceiling." Psychology, Evolution & Gender 2, no. 1 (January 2000): 81–85. http://dx.doi.org/10.1080/14616660050082942.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

49

Palmer, Barbara, and Dennis Simon. "The Political Glass Ceiling." Women & Politics 23, no. 1-2 (May 1, 2001): 59–78. http://dx.doi.org/10.1300/j014v23n01_05.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

50

Kropf, Martha E., and John A. Boiney. "The Electoral Glass Ceiling." Women & Politics 23, no. 1-2 (May 1, 2001): 79–103. http://dx.doi.org/10.1300/j014v23n01_06.

Der volle Inhalt der Quelle

APA, Harvard, Vancouver, ISO und andere Zitierweisen

Wir bieten Rabatte auf alle Premium-Pläne für Autoren, deren Werke in thematische Literatursammlungen aufgenommen wurden. Kontaktieren Sie uns, um einen einzigartigen Promo-Code zu erhalten!