Littérature scientifique sur le sujet « Career progression for women »
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Articles de revues sur le sujet "Career progression for women"
Ismail, Maimunah, et Mariani Ibrahim. « Barriers to career progression faced by women ». Gender in Management : An International Journal 23, no 1 (8 février 2008) : 51–66. http://dx.doi.org/10.1108/17542410810849123.
Texte intégralvan der Wal, Jessica E. M., Rose Thorogood et Nicholas P. C. Horrocks. « Collaboration enhances career progression in academic science, especially for female researchers ». Proceedings of the Royal Society B : Biological Sciences 288, no 1958 (8 septembre 2021) : 20210219. http://dx.doi.org/10.1098/rspb.2021.0219.
Texte intégralBiju, Seena, Khyati Shetty et Jason R. Fitzsimmons. « Perceived barriers to career progression amongst female students : evidence from India and the United Arab Emirates ». Gender in Management : An International Journal 36, no 6 (18 juin 2021) : 697–713. http://dx.doi.org/10.1108/gm-06-2020-0197.
Texte intégralZainal Abidin, Zubaidah, Frances Penafort Ponnu et Marzlin Marzuki. « Impediments to women accountants' career progression in Malaysia ». Social and Management Research Journal 3, no 2 (1 décembre 2006) : 57. http://dx.doi.org/10.24191/smrj.v3i2.5114.
Texte intégralO’Connell, Christine, et Merryn McKinnon. « Perceptions of Barriers to Career Progression for Academic Women in STEM ». Societies 11, no 2 (24 mars 2021) : 27. http://dx.doi.org/10.3390/soc11020027.
Texte intégralKirton, Gill. « Alternative and parallel career paths for women : the case of trade union participation ». Work, Employment and Society 20, no 1 (mars 2006) : 47–65. http://dx.doi.org/10.1177/0950017006061273.
Texte intégralAroguz, Ayse Zehra. « Progression towards a challenging, but worthwhile career ». Pure and Applied Chemistry 91, no 4 (24 avril 2019) : 729–32. http://dx.doi.org/10.1515/pac-2018-0804.
Texte intégralJogulu, Uma, et Glenice Wood. « Women managers' career progression : an Asia Pacific perspective ». Gender in Management : An International Journal 26, no 8 (8 novembre 2011) : 590–603. http://dx.doi.org/10.1108/17542411111183893.
Texte intégralHirayama, Megumi, et Senaka Fernando. « Organisational barriers to and facilitators for female surgeons’ career progression : a systematic review ». Journal of the Royal Society of Medicine 111, no 9 (septembre 2018) : 324–34. http://dx.doi.org/10.1177/0141076818790661.
Texte intégralKobus-Olawale, Judy, Chris Schachtebeck et Nelesh Dhanpat. « Investigating career progression experiences of women into top management at a South African bank ». EUREKA : Social and Humanities, no 3 (31 mai 2021) : 28–40. http://dx.doi.org/10.21303/2504-5571.2021.001778.
Texte intégralThèses sur le sujet "Career progression for women"
Lambrechts, Maryke. « Patriarchy and female career progression : do women maintain the status quo ? » Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80453.
Texte intégralMini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
Busby, Nicole Ellen. « Access to employment and career progression for women in the European labour market ». Thesis, University of Glasgow, 2006. http://theses.gla.ac.uk/3749/.
Texte intégralHlophe, Duduzile Rosemary. « The perception of women regarding career barriers within a municipality in the KwaZulu-Natal region ». Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4001.
Texte intégralThe aim of this research study was to assess the existence and impact of career barriers on women in a municipal environment and to understand whether career salience explains some of the differences in the perception of career barriers. To answer the research hypothesis, permission was obtained from the municipal management to embark on the study and the respondents were notified in writing of the purpose and benefits of the study. A cross-sectional, convenience sample of 89 female employees in post levels one to ten was used. The survey questionnaire consisted of a demographical questionnaire, The Career Barriers Inventory-Revised (CBI-R) (Swanson, Daniels & Tokar, 1996) and a career salience scale. The statistical analyses included descriptive, inferential statistics and analysis of variance. The data was also subjected to a Scheffe’s test to determine the differences in perceptions. The results (N = 89) of this study do not support the hypothesis that there is a significant difference between age and women’s experiences of sex discrimination as a career barrier. The first and second hypothesis, which meant to prove a significant relationship between career salience and career barriers and a significant difference in women’s perceptions of career barriers based on their career salience, was partially accepted
Ballard, Velma J. « Gender and representative bureaucracy| The career progression of women managers in male-dominated occupations in state government ». Thesis, Virginia Commonwealth University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3703956.
Texte intégralThe tenets of representative bureaucracy suggest that the composition of the bureaucracy should mirror the people it serves including women in order to influence the name, scope, and implementation of public policies. Women account for the largest segment of the workforce and have attained more education and advanced education than men. Although there have been steady increases in executive leadership positions, management positions, professional and technical positions in most occupations, women are still underrepresented in mid-to-upper management in male-dominated occupations. When women are under-represented in mid-to-upper levels of management in government, there are implications regarding representative bureaucracy.
Through the use of qualitative methods, this study examined the career progression experiences of women who were successful in reaching mid-to-upper levels of management in male-dominated occupations in state government. Specifically, the study explored how women perceive various occupational factors including their rates of participation, experiences, gender, roles within the bureaucracy, interactions with their coworkers, leaders and organizational policies, personal influence, and decision-making abilities.
The findings revealed that women experience various barriers to career progression in male-dominated occupations, but find mechanisms to navigate obstacles imposed by the negative consequences of tokenism. The findings indicate that although women have been successful in reaching mid-to-upper level management in male-dominated occupations, they do so in institutions, regional, district, field or offices with fewer overall employees where they have less opportunity to have influence on overall agency-wide policy decisions. The decision-making power is limited to implementation strategies of agency-wide policies within their smaller domains or geographical area of responsibility.
Nesbitt, Amy, et Adrienne Evertson. « The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force ». Thesis, Monterey California. Naval Postgraduate School, 2004. http://hdl.handle.net/10945/1711.
Texte intégralWomen in the military are considered a minority population. Recent numbers reflect a 16% representation by women in the total Armed Forces population, with the Air Force displaying the largest proportion (17%), while the Marine Corps has the smallest proportion (6%). Multiple Defense organizations have expressed concern about the progression of women officers into senior leadership positions and the barriers they face to their continued success in the military. This thesis explores the officer career path experienced by women officers progressing through the ranks, primarily during the mid-level grades of Captain (O-3) through Lt Colonel (O-5). It specifically examines women in the United States Marine Corps and Air Force because these two branches of service currently maintain the smallest and largest proportion of women, respectively. The researchers examined the demographic composition of the individual service communities and conducted personal interviews with mid-level (O-3 to O-5) and senior (O-6 and above) officers to investigate any commonalities paralleling the military to the civilian sector. Specifically, this inquiry looks at the "glass ceiling" effect and any strong similarities or differences that may exist between the Marine Corps and the Air Force. Resulting information is expected to reveal a better understanding of military women's career progression and factors that may exist in today's Armed Services, which influence their decision to continue or separate from the military.
Captain, United States Air Force
Major, United States Marine Corps
Pryce, Patricia. « Banking on a level playing field : the role of social capital in the promotion process to MD in a major investment bank : is it different for women ? » Thesis, Cranfield University, 2013. http://dspace.lib.cranfield.ac.uk/handle/1826/8271.
Texte intégralEvertson, Adrienne Nesbitt Amy. « The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force / ». Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Mar%5FEvertson.pdf.
Texte intégralWatson, Kimberly Ann. « The Role of Mentoring, Family Support and Networking in the Career Trajectory of Female Senior Leaders in Health Care and Higher Education ». Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1205778756.
Texte intégralHorsford, Bernard I. « Career progression of black managers ». Thesis, Cranfield University, 2003. http://hdl.handle.net/1826/4275.
Texte intégralDexter, Barbara. « Career progression and the first line manager ». Thesis, University of Derby, 2003. http://hdl.handle.net/10545/292113.
Texte intégralLivres sur le sujet "Career progression for women"
Hayes, Jenifer. The access and career progression of female managers in Dublin city hotels. Dublin : University College Dublin, 1988.
Trouver le texte intégralAsch, Beth J. A new look at gender and minority differences in officer career progression in the military. Santa Monica, CA : RAND, 2012.
Trouver le texte intégralAlexander, Elsie. The impact of training on career progression of female and male employees in local authorities. Gaborone, Botswana : SIDA, 1992.
Trouver le texte intégralPoland, Fiona. Women and senior management : A research study of career barriers and progression in the library and information sector. London : Library Association, 1996.
Trouver le texte intégralOffice, General Accounting. Women in the military : Career progression not a current problem but concerns remain : briefing report to the Chairman, Subcommittee on Military Personnel and Compensation, Committee on Armed Services, House of Representatives. Washington, D.C : U.S. General Accounting Office, 1989.
Trouver le texte intégralWallner, Rosemary. Progressive careers. Vero Beach, Fla : Rourke, 1991.
Trouver le texte intégralCarberry, Christine. An analysis of the impact that human resource management policies, practices and procedures have had on the career progression of women in the Northern Ireland Housing Executive. [s.l : The Author], 1997.
Trouver le texte intégralBethlem and Maudsley NHS Trust. The Maudsley career progression for nurses. [Beckenham] : Bethlem& Maudsley NHS Trust, 1994.
Trouver le texte intégralDexter, Barbara. Career progression and the first line manager. [Derby : University of Derby], 2003.
Trouver le texte intégralMalliaté, Paul A. C. The extraordinary administrator : Career progression for law firm managers. [S. I.] : Association of Legal Administrators, 2003.
Trouver le texte intégralChapitres de livres sur le sujet "Career progression for women"
Woodfield, Ruth. « Women and Career Progression : Ambition, Success and Choice ». Dans What Women Want from Work, 175–96. London : Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230590243_6.
Texte intégralDosunmu, Akinola George, et Mpho Dichaba. « Lifelong Learning and Career Progression of Women in Nigeria ». Dans The Education Systems of Africa, 1–20. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-43042-9_18-1.
Texte intégralDosunmu, Akinola George, et Mpho Dichaba. « Lifelong Learning and Career Progression of Women in Nigeria ». Dans The Education Systems of Africa, 401–20. Cham : Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-44217-0_18.
Texte intégralHenkel, Mary. « Gender Equality in Academic Career Progression : A Matter of Time ? » Dans The Changing Role of Women in Higher Education, 195–207. Cham : Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-42436-1_10.
Texte intégralLühe, Josefine. « In Search of the Glass Ceiling : What Mechanisms and Barriers Hinder Qualified Women from Progressing in Academia ? » Dans Paths to Career and Success for Women in Science, 79–91. Wiesbaden : Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-04061-1_5.
Texte intégralElton, Caroline, et Nicole J. Borges. « Career progression and support ». Dans Understanding Medical Education, 421–31. Chichester, UK : John Wiley & Sons, Ltd, 2013. http://dx.doi.org/10.1002/9781118472361.ch29.
Texte intégralElton, Caroline, et Nicole J. Borges. « Career Progression and Support ». Dans Understanding Medical Education, 471–83. Chichester, UK : John Wiley & Sons, Ltd, 2018. http://dx.doi.org/10.1002/9781119373780.ch32.
Texte intégralHolton, Viki, et Fiona Elsa Dent. « Career Promoters ». Dans Women in Business, 50–65. London : Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137008398_4.
Texte intégralHolton, Viki, et Fiona Elsa Dent. « Career Barriers ». Dans Women in Business, 66–77. London : Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137008398_5.
Texte intégralGrant, Annie. « Academic Achievement and Career Progression ». Dans The Role of Student Services in Higher Education, 35–79. Cham : Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-81439-7_2.
Texte intégralActes de conférences sur le sujet "Career progression for women"
Sathija, P. K., S. Rajaram, V. K. Arora, B. Gupta et N. Goel. « Evaluation of biomarkers p16ink4a/ki-67 in cervical cytology for diagnosis of cervical intraepithelial neoplasia ». Dans 16th Annual International Conference RGCON. Thieme Medical and Scientific Publishers Private Ltd., 2016. http://dx.doi.org/10.1055/s-0039-1685267.
Texte intégralAndam, Aba Bentil. « Balancing Family and Career ». Dans WOMEN IN PHYSICS : 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128262.
Texte intégralDasgupta, Arundhati. « Negotiating a career in physics ». Dans WOMEN IN PHYSICS : 6th IUPAP International Conference on Women in Physics. AIP Publishing, 2019. http://dx.doi.org/10.1063/1.5110156.
Texte intégralCorbett, Julie. « Launching a Successful Physics Career : Mentoring, Evaluation, Different Career Paths, Visibility, Developing a Reputation ». Dans WOMEN IN PHYSICS : 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128258.
Texte intégralSandow, Barbara, Monika Bessenrodt-Weberpals, Corinna Kausch et Janis McKenna. « Topic 6 : Balancing Family and Career ». Dans WOMEN IN PHYSICS : The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505275.
Texte intégralNarasimhan, Shobhana, Setsuko Tajima et Jin-Hee Yoon. « Leaving and entering a career in physics ». Dans WOMEN IN PHYSICS : 4th IUPAP International Conference on Women in Physics. AIP, 2013. http://dx.doi.org/10.1063/1.4794215.
Texte intégralHartline, Beverly Karplus, Engin Arik, Marilia Caldas, Gillian Gehring, Dimitra Darambara, Annalisa Fasolino, Liv Hornekaer et Peter Melville. « Topic 2 : Launching A Successful Physics Career ». Dans WOMEN IN PHYSICS : The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505271.
Texte intégralProvidência, C., M. M. R. Costa et A. M. Eiró. « A Physics Career for Women in Portugal ». Dans WOMEN IN PHYSICS : The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505336.
Texte intégralEl-Sayed, Karimat. « My Experience in Balancing Family and Career ». Dans WOMEN IN PHYSICS : 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128376.
Texte intégralMustapha, Ramlee B., Azami Zaharim, Norhazizi Lebai Long et Fouziah Mohd. « Women in technical fields : Career decision process ». Dans 2009 International Conference on Engineering Education (ICEED). IEEE, 2009. http://dx.doi.org/10.1109/iceed.2009.5490603.
Texte intégralRapports d'organisations sur le sujet "Career progression for women"
Adda, Jerome, Christian Dustmann, Costas Meghir et Jean-Marc Robin. Career Progression, Economic Downturns, and Skills. Cambridge, MA : National Bureau of Economic Research, février 2013. http://dx.doi.org/10.3386/w18832.
Texte intégralOrtegon, John. Junior Officer Career Progression : A Reevaluation. Fort Belvoir, VA : Defense Technical Information Center, février 2009. http://dx.doi.org/10.21236/ada510346.
Texte intégralDustmann, Christian, Jean-Marc Robin, Costas Meghir et Jerome Adda. Career progression, economic downturns and skills. Cemmap, mars 2013. http://dx.doi.org/10.1920/wp.cem.2013.0613.
Texte intégralDustmann, Christian, Costas Meghir, Jerome Adda et Jean-Marc Robin. Career progression, economic downturns, and skills. Institute for Fiscal Studies, août 2013. http://dx.doi.org/10.1920/wp.ifs.2013.1324.
Texte intégralNorris Keiller, Agnes, Robert Joyce, Monica Costa Dias et Richard Blundell. What has been happening to career progression ? Institute for Fiscal Studies, juillet 2020. http://dx.doi.org/10.1920/bn.ifs.2020.bn0301.
Texte intégralTeplitzky, Martha L. Dual Army Career Couples : Factors Related to the Career Intentions of Men and Women. Fort Belvoir, VA : Defense Technical Information Center, juillet 1988. http://dx.doi.org/10.21236/ada199289.
Texte intégralGoldin, Claudia. Career and Family : College Women Look to the Past. Cambridge, MA : National Bureau of Economic Research, juillet 1995. http://dx.doi.org/10.3386/w5188.
Texte intégralHernandez, Daryle J. Building Strategic Leader Competencies into Army Officer Development and Career Progression. Fort Belvoir, VA : Defense Technical Information Center, mars 2011. http://dx.doi.org/10.21236/ada559982.
Texte intégralSumpter, Deirdre J. Career Advancement for Women : What Is the Prescribed Path for Success ? Fort Belvoir, VA : Defense Technical Information Center, mai 2010. http://dx.doi.org/10.21236/ada549379.
Texte intégralRiley, Sandra. Career supports and career mentors : an analysis of their prevalence and their relation to career success and satisfaction among a group of women lawyers. Portland State University Library, janvier 2000. http://dx.doi.org/10.15760/etd.5002.
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