Bibliografías temáticas / Glass ceiling / Artículos de revistas

Artículos de revistas sobre el tema "Glass ceiling"

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Autor: Grafiati
Publicado: 4 de junio de 2021
Última modificación: 7 de julio de 2024

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1

Chandra, Bhuvana. "Glass Ceiling". Annals of Internal Medicine 131, n.º 6 (21 de septiembre de 1999): 437. http://dx.doi.org/10.7326/0003-4819-131-6-199909210-00008.

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2

Williams, Ruth, H. Dunbar Hoskins y Flora Lum. "Glass Ceiling?" Ophthalmology 115, n.º 3 (marzo de 2008): 595–595. http://dx.doi.org/10.1016/j.ophtha.2007.10.020.

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3

Srivastava, Shalini, Poornima Madan y 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, n.º 4 (julio de 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. y D. Anthony Butterfield. "The glass ceiling: what have we learned 20 years on?" Journal of Organizational Effectiveness: People and Performance 2, n.º 4 (7 de diciembre de 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 y Saquib Yusaf. "Investigating the glass ceiling phenomenon". South Asian Journal of Business Studies 6, n.º 3 (2 de octubre de 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 y Venkateswaran Dr. C. "Women Glass Ceiling: Barriers and strategies". International Journal of Psychosocial Rehabilitation 24, n.º 04 (28 de febrero de 2020): 1611–21. http://dx.doi.org/10.37200/ijpr/v24i4/pr201269.

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7

Durst, Judit, Zsanna Nyírő, Fanni Dés y Julianna Boros. "Racial glass ceiling". Intersections 8, n.º 2 (30 de julio de 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, n.º 3 (junio de 1991): 38–40. http://dx.doi.org/10.1145/126537.126540.

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9

Mackowiak, P. A. y J. A. Boulant. "Fever's Glass Ceiling". Clinical Infectious Diseases 22, n.º 3 (1 de marzo de 1996): 525–36. http://dx.doi.org/10.1093/clinids/22.3.525.

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10

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

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11

Bastida Domínguez, María, Elena Rivo-López y Mónica Villanueva-Villar. "‘The glass ceiling’". Organizational Dynamics 48, n.º 4 (octubre de 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, n.º 6 (diciembre de 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, n.º 1 (marzo de 1993): 54–55. http://dx.doi.org/10.1177/095042229300700114.

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14

Lathabhavan, Remya y Senthil Arasu Balasubramanian. "Glass Ceiling and women employees in Asian organizations: a tri-decadal review". Asia-Pacific Journal of Business Administration 9, n.º 3 (4 de septiembre de 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, n.º 1 (19 de mayo de 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 y Rina Herlina Haryanti. "Glass Ceiling pada Pekerja Perempuan: Studi Literatur". Jurnal Ilmu Sosial dan Humaniora 12, n.º 1 (30 de abril de 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, n.º 02 (27 de febrero de 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 y Anna Clark. "Before the Glass Ceiling". Women's Review of Books 13, n.º 3 (diciembre de 1995): 13. http://dx.doi.org/10.2307/4022337.

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19

Westgarth, David. "Breaking the glass ceiling". BDJ In Practice 35, n.º 6 (6 de junio de 2022): 5. http://dx.doi.org/10.1038/s41404-022-1161-9.

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20

Emerson, Sharon y Phyllis D. Coley. "Glass Ceiling: Bump, Bump". Science 269, n.º 5229 (8 de septiembre de 1995): 1328. http://dx.doi.org/10.1126/science.269.5229.1328.b.

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21

Swift, Eleanor y Ann Branigar Hopkins. "Shattering the Glass Ceiling". Women's Review of Books 14, n.º 4 (enero de 1997): 16. http://dx.doi.org/10.2307/4022606.

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22

Yglesias, Helen y Sylvia Jukes Morris. "Through the Glass Ceiling". Women's Review of Books 15, n.º 4 (enero de 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, n.º 2 (21 de julio de 2003): 13–18. http://dx.doi.org/10.1300/j147v27n02_02.

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24

Isaac, Carol A., Anna Kaatz y Molly Carnes. "Deconstructing the Glass Ceiling". Sociology Mind 02, n.º 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, n.º 2 (febrero de 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, n.º 3-4 (enero de 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, n.º 3 (29 de diciembre de 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, n.º 6 (5 de diciembre de 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, n.º 3 (1 de septiembre de 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, n.º 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 y R. Vanneman. "The Glass Ceiling Effect". Social Forces 80, n.º 2 (1 de diciembre de 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, n.º 2 (abril de 2008): 11–14. http://dx.doi.org/10.1177/0974173920080203.

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33

Hertz-Picciotto, I. y M. Hatch. "Glass ceiling: bump, bump". Science 269, n.º 5229 (8 de septiembre de 1995): 1328. http://dx.doi.org/10.1126/science.7660111.

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34

Powell, Kendall. "Beyond the glass ceiling". Nature 448, n.º 7149 (julio de 2007): 98–100. http://dx.doi.org/10.1038/nj7149-098a.

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35

Baker, Yvonne. "Smashing the glass ceiling". SecEd 2015, n.º 25 (octubre de 2015): 8–9. http://dx.doi.org/10.12968/sece.2015.25.8.

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36

BAXTER, JANEEN y ERIK OLIN WRIGHT. "THE GLASS CEILING HYPOTHESIS". Gender & Society 14, n.º 2 (abril de 2000): 275–94. http://dx.doi.org/10.1177/089124300014002004.

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37

WRIGHT, ERIK OLIN y JANEEN BAXTER. "THE GLASS CEILING HYPOTHESIS". Gender & Society 14, n.º 6 (diciembre de 2000): 814–21. http://dx.doi.org/10.1177/089124300014006008.

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38

Emerson, S. y P. D. Coley. "Glass Ceiling: Bump, Bump". Science 269, n.º 5229 (8 de septiembre de 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, n.º 4 (abril de 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, n.º 24 (10 de junio de 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 y Bertrand Coiffier. "Through the Glass Ceiling". Journal of Clinical Oncology 36, n.º 9 (20 de marzo de 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, n.º 6 (2 de junio de 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 y Gil Atzmon. "Breaking the Glass Ceiling". Gerontology 66, n.º 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, n.º 1 (enero de 2000): 81–85. http://dx.doi.org/10.1080/14616660050082942.

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45

Palmer, Barbara y Dennis Simon. "The Political Glass Ceiling". Women & Politics 23, n.º 1-2 (1 de mayo de 2001): 59–78. http://dx.doi.org/10.1300/j014v23n01_05.

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46

Kropf, Martha E. y John A. Boiney. "The Electoral Glass Ceiling". Women & Politics 23, n.º 1-2 (1 de mayo de 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, n.º 6 (noviembre de 2022): 1750–51. http://dx.doi.org/10.1016/j.japh.2022.09.022.

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48

Damman, Kevin y Jeffrey Testani. "Breaking the Glass Ceiling". JACC: Heart Failure 10, n.º 11 (noviembre de 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, n.º 1 (febrero de 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, n.º 2-3 (marzo de 1997): 125–26. http://dx.doi.org/10.1007/bf02255603.

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