Glass Ceiling and Glass Escalator - An Ultimate Gender Divide in Urban Vicinity

Amudha, R.; Motha, L. Cresenta Shakila; Selvabaskar, S.; Alamelu, R.; Surulivel, S. T.

doi:10.17485/ijst/2016/v9i27/97620

Cited by 7 publications

(16 citation statements)

References 11 publications

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“…[60] poses that there is a marginal progression of women to a specific level in the hierarchy of the organization before they are confronted with the cliff which aborted their vision of attaining the higher echelon; hence, women represent a minimal fraction at the managerial level when compared to their male counterpart as a result of a few factors ranging from cultural preconception, issues related to family, lack of opportunity to networks, and influences of the organization. According to [61], corporate women are disturbed as a result of subsist corporate norms and the inability to secure a reputable job and stated organizational norms and "women home-maker" as the main hindrance to their advancement of career. Therefore, this study proposes that: Hypothesis 1.…”

Section: Grit and Subjective Career Success I-deals And Glass Ceilingmentioning

confidence: 99%

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How Impactful Are Grit, I-Deals, and the Glass Ceiling on Subjective Career Success?

Popoola

Karadaş

2022

Sustainability

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Due to the ever-changing organizational and societal conditions that make reliance on external definitions of success unworkable or undesirable, subjective career success has remained a critical topic in careers studies. Among the drivers of subjective career success, research has identified personality traits and job resources as essential sources. Grit, in the form of a personality trait, together with I-deals (job resource) and perceptions of employees’ glass ceiling can provide new insights regarding factors, which can heighten employees’ subjective career success. Therefore, the main purpose of the study is to investigate the direct and indirect effect of grit on each dimension of subjective career success via I-deals and perceptions of the glass ceiling. Surveys from 221 female security forces from both private and public sector in Oyo state, Nigeria, were collected and the data was analyzed using the smartPLS. The results showed that grit is positively related to I-deals, glass ceiling and career satisfaction, but not to happiness, psychological wellbeing, and work engagement. I-deals mediated the relationship between grit and subjective career success’ dimensions, while the glass ceiling did not. This study was able to infer that personality trait (grit) has much to relate with how women perceive the existence of the glass ceiling in their organization.

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Section: Grit and Subjective Career Success I-deals And Glass Ceilingmentioning

confidence: 99%

“…According to [61], corporate women are dissatisfied with the current corporate norm and insufficient opportunities to secure a fulfilling job, citing "cultural norm" and "womenhome maker" as the main barriers to their advancement. However, Ref.…”

Section: Glass Ceiling and Subjective Career Successmentioning

confidence: 99%

How Impactful Are Grit, I-Deals, and the Glass Ceiling on Subjective Career Success?

Popoola

Karadaş

2022

Sustainability

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“…According to Amudha, Motha, Selvabaskar, Alamelu, and Surulivel (2016), women in the corporate sector are traumatized due to the existing corporate culture and lack of prospects to find successful careers and highlighted ‘culture involved inside the organization’ and ‘women’s capacity-building nature’ as the major obstacles to their career advancement. Kumar (2016) stated that although women are representing managerial positions in almost all the sectors, it would be very untimely to confirm that the women in India have razed the glass ceiling because the Indian society is still dominated by men.…”

Section: Review Of Literature and Hypotheses Formulationmentioning

confidence: 99%

Glass Ceiling for Women and Work Engagement: The Moderating Effect of Marital Status

Sharma¹,

Kaur

2019

FIIB Business Review

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Women face several obstacles and barriers in order to attain high managerial positions as compared to men. They struggle to get fair representation in corporate boards and higher management levels. This is known as ‘glass ceiling’. The present study aims to explore the level of glass ceiling for women (GCW) in terms of its three major barriers, that is, personal barriers, organizational barriers and societal barriers among women managers working in the Indian service sector and identify the impact of GCW on their work engagement level as well as the moderating effect of marital status (single or married) on the relationship of GCW and work engagement. A total of 553 women managers working in the three major industries of the service sector, that is, banking, hospitality and information technology (IT), operating in the state of northern India (Punjab) were selected by using multistage sampling technique. The hypotheses were tested through one-sample t-test and moderated hierarchical regression analysis using ‘Statistical Package for Social Sciences’. It was apparent from the findings of the study that the women managers face glass ceiling in terms of organizational and societal barriers at an above-average level. The study also revealed that the organizational and societal barriers had a major impact of 39 per cent on work engagement. Additionally, marital status of the women managers acted as a moderator between the organizational and societal barriers of GCW and their work engagement level. On the basis of the results, the study provides recommendations to raze the GCW in terms of organizational barriers and societal barriers and to increase the work engagement level among the women managers.

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“…A few studies in India have postulated women's experiences with CA (Amudha, Motha, Selvabaskar, Alamelu & Surulivel, 2016;Kumar, 2016;Patwardhan, Mayya & Joshi, 2016). Amudha et al (2016) examined the obstacles to career development of women employees in Information Technology (IT) companies in Chennai. They also pointed out that women in the corporate sector are drained because of the existing corporate cultures.…”

Section: Review Of Literaturementioning

confidence: 99%

Examining the New Dimensions of Career Advancement of Women Employees

Verma

2018

Global Business Review

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Growth of career is becoming more important to an employee of the modern age. The assessment of career advancement (CA) provides such valuable information. It is quite relevant to mention that men and women employees follow different career paths. To a man his job is always important. However, a woman keeps her family on first priority and her employment on second priority. The review of available literature reveals that some studies have highlighted CA of women employees. Most of them are conceptual in nature and pursue the concept of the glass ceiling. Consequently, the research gap emerges as there is a lack of empirical work in this regard. Total absence about the measurement of CA of women employees in the Indian context amplifies this existing knowledge gap. Thus, this study tries to identify the new dimensions of CA and finally proposes a model for practical adoption. With the sample of 182 female bank employees from Uttarakhand state, exploratory factor analysis (EFA) ultimately discovers three dimensions of CA, namely future aspirations (FA), present satisfaction and career orientation (CO). Cronbach’s alpha values report high reliabilities for these dimensions and the CA instrument as a whole. In the end, conclusion, limitations and future research agenda have also been discussed.

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Glass Ceiling and Glass Escalator - An Ultimate Gender Divide in Urban Vicinity

Cited by 7 publications

References 11 publications

How Impactful Are Grit, I-Deals, and the Glass Ceiling on Subjective Career Success?

How Impactful Are Grit, I-Deals, and the Glass Ceiling on Subjective Career Success?

Glass Ceiling for Women and Work Engagement: The Moderating Effect of Marital Status

Examining the New Dimensions of Career Advancement of Women Employees

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