Burgeoning womanhood at the pyramid's bottom - Bandhan's headway

Mishra, Srichandan; Jha, Himanshu; Dande, Mayur A.; Kuchar, Pavan M.

doi:10.1504/ijhrdm.2015.071161

Cited by 3 publications

(3 citation statements)

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“…India is passing through a demographic transition, with a bulge in the working age group, which may encourage more women to enter the work force because of the decline in family size (Kumar, 2014). Moreover, India is a rapidly developing country and different institutions are working for the greater empowerment of women (Mishra et al, 2015). The service sector contributes almost half of female employment participation all over the world, of which banking provides more opportunities for women, since it values more feminine attributes such as teamwork, caring, serving and communication.…”

Section: Engagement and Satisfaction As Indicators Of The Glass Ceilingmentioning

confidence: 99%

The “Glass Ceiling” and Empowerment of Qatari Women for Employment in Qatar

2022

JALHSS

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The Qatar Leadership Center that works with the mandate of creating future leaders for the country has also followed the path of giving equal opportunity for developing male as well as female leaders in the country. The researcher having gone through the leadership training at the Qatar Leadership Center and having interacted with fellow Qatari women, feels that even through this program the dominance of men in workplaces has not been addressed and creating women leaders and women role models remains to be fulfilled. This research has helped in consolidating and highlighting from the study of the literature the effects of the Glass Ceiling and women employment in higher levels of organizations and its impact in the middle-east region in general and Qatar in particular.Besides, the research has analyzed various methods of detecting the Glass Ceiling and has adopted the survey based purposive sampling method to seek evidence of the Glass Ceiling by studying Employee Engagement and Satisfaction in Qatari organizations.Finally, the research has also highlighted that Gender Equality needs to be addressed at all levels of the organization in Qatar. The research has recommended the introduction and change in certain processes and policies that will lead to higher effectiveness rates of employment and improve engagement and satisfaction of employees with the organization.

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Section: Engagement and Satisfaction As Indicators Of The Glass Ceilingmentioning

confidence: 99%

The “Glass Ceiling” and Empowerment of Qatari Women for Employment in Qatar

2022

JALHSS

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“…Leveraging diversity involves organisations drawing upon the diversity of its members to not only benefit the organisation in terms of profit margins, but also for the individual's career experiences (Bristol and Tisdell, 2010). Balancing the rights and opportunities available to women with those of their male counterparts would achieve a qualitative improvement in society and modern day economies (Mishra et al, 2015) however there are still professional and personal circumstances that prevent women from promotion. As Pološki (2001) shows, prejudice about women's status and role in society, cultural prejudice, formal educational schemes and organisational obstacles are only the most common and most influencing constraints.…”

Section: Women and The Gc: Present Situation And Future Prospectsmentioning

confidence: 99%

Women and the glass ceiling in the community of Madrid hotel industry

Serrano

Villacé-Molinero

Ballestero

et al. 2018

IJHRDM

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The hotel industry labour market has a strong female presence, although women have limited access to management positions. The gender gap in the industry must be identified in order to overcome it. This research is based on a census designed to analyse the participation of women in management positions at the corporate headquarters of hotel chains and 3, 4 and 5 star hotels (independent and related to a chain) in the community of Madrid. The study concludes that there is a glass ceiling due to the male dominance of management and the stereotyping of certain positions (vertical and horizontal segregation). Nevertheless, a change in the trend has been observed and new positions have appeared as a result of ITCs.

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Section: Introductionmentioning

confidence: 99%

Linking women's glass ceiling beliefs and employee satisfaction: the mediation of engagement

Balasubramanian

Lathabhavan

2018

IJHRDM

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The role of employee engagement and satisfaction is very important in today's world of changing labour market, technology, and job patterns. With an increase in women participating in the labour market, understanding their attitude towards the glass ceiling and its relationship with work engagement and job satisfaction is important for individual, organisational, and societal progress. This article studies the relationship between glass ceiling beliefs and job satisfaction through the mediating role of work engagement. Four hundred twenty women employees were surveyed as the sample for this study and structural equation modelling was used to understand the relationships. The relationship between glass ceiling beliefs and job satisfaction was found to be fully mediated by work engagement. The study recommends longitudinal studies for future studies in this area.

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Burgeoning womanhood at the pyramid's bottom - Bandhan's headway

Cited by 3 publications

References 0 publications

The “Glass Ceiling” and Empowerment of Qatari Women for Employment in Qatar

The “Glass Ceiling” and Empowerment of Qatari Women for Employment in Qatar

Women and the glass ceiling in the community of Madrid hotel industry

Linking women's glass ceiling beliefs and employee satisfaction: the mediation of engagement

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