The Comparison of Glass Ceiling  Perception of Employees Working in  Public and Private Enterprises

Sever, Hanifi

doi:10.4236/ajibm.2016.65054

Cited by 12 publications

(17 citation statements)

References 9 publications

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“…Moreover, the type of sector (i.e., public or private) seems to influence the perception of the glass ceiling. Indeed, Sever (2016) found that those who worked in private sectors claimed that they felt a glass ceiling effect more than those who worked in the public sector. As we conducted our study within a private company, it would be interesting to replicate it with other samples coming from the public sector.…”

Section: Discussionmentioning

confidence: 99%

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

Babic

Hansez

2021

Front. Psychol.

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Despite significant promotion of diversity in companies, as well as legislation for equal opportunities for women and men, it must be noted that women still remain largely in the minority in decision-making positions. This observation reflects the phenomenon of the glass ceiling that constitutes vertical discrimination within companies against women. Although the glass ceiling has generated research interest, some authors have pointed out that theoretical models have made little attempt to develop an understanding of this phenomenon and its implications. Therefore, our study aims to fill this gap and to better understand the phenomenon of the glass ceiling by considering both its antecedents and its possible consequences. More precisely, we extend the model developed by Elacqua et al. (2009), proposing a more comprehensive model including organizational gender culture as a third factor (in addition to situational and interpersonal issues) in the emergence of the glass ceiling through the perception of differential treatment. We also investigated the glass ceiling’s consequences for organizational attitudes and well-being at work by considering work-to-family conflict (WFC) as a possible mediator. We surveyed 320 women in managerial positions in a Belgian organization. Our study highlights the importance of all three factors in the emergence of the perception of differential treatment and, ultimately, the perception that a glass ceiling exists. Moreover, our results show that WFC fully mediates the effects of the glass ceiling on job strain and job engagement, and partially mediates the effects of the glass ceiling on job satisfaction and intention to quit.

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Section: Discussionmentioning

confidence: 99%

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

Babic

Hansez

2021

Front. Psychol.

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“…Another aim of the study was to examine whether the marital status moderates the relationship between GCW and work engagement where marital status was found to significantly moderate the relationship in case of organizational and societal barriers. This may be due to the fact that after marriage, women are more occupied with their family responsibilities (Buddhapriya, 2009; Jordan & Zitek, 2012; Sever, 2016). Further, Kiaye and Singh (2013) concluded that married women faced the problem of mobility and were unwilling to relocate that hindered their career advancement.…”

Section: Discussionmentioning

confidence: 99%

“…According to Singh and Terjesen (2008), women working in Europe and Western countries lacked desirable qualities such as ambition, assertiveness, confidence and influential behaviour as compared to their counterparts, which were necessary traits for management positions. Another study conducted in Istanbul by Sever (2016) stated that while considering women’s cognitive or behavioural dimensions, women were found to be more prone to fatigue sensations, occupational burnout and professional deterioration. The study also identified cynicism in women’s personal perception, exhaustion, lack of enthusiasm and withdrawals as distorting motivational factors in their life.…”

Section: Review Of Literature and Hypotheses Formulationmentioning

confidence: 99%

“…Buddhapriya (2009) found that as compared to single women, married and single women (either widow or separated) faced more obstacles in their career advancement due to the commitment towards their family responsibilities that greatly affected their work-life challenges as well as their career decisions. Another study by Sever (2016) suggested that married women with job and household responsibilities experienced extra barriers and suggested that the roles of women (single or married) in the society changed the priorities of women and affected their glass ceiling perception. Further, in contrast to the previously mentioned studies, Baruch and Barnett (1987) revealed that with multiple life roles (e.g., employee, wife, mother), women experienced less depression and high self-confidence as compared to the unmarried, unemployed or childless women.…”

Section: Review Of Literature and Hypotheses Formulationmentioning

confidence: 99%

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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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“…Majority of women being recruited for upper-level positions were exposed to high risk of failure. Sever (2016) expressed that women confront the glass ceiling syndrome much more than men. The factors affecting the glass ceiling were identified as gender, age, marital status, promotion, working in the public or private sector and additional income.…”

Section: Studies Related To Psychological Glass Ceilingmentioning

confidence: 99%

Cultural Variations in the Glass Ceiling Effect: A Review

Radhakrishnan¹

2019

ajs

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Gender Disparity is a universal phenomenon. The effect is more evident in an organisational setup. Two common forms of gender disparity are sticky floor effect and glass ceiling effect. Glass ceiling effect refers to the barriers that prevent women from progressing to the higher positions in the organisations. It can lead to differences in pay and may prevent women from climbing up the career ladder. The barriers may be psychological, social or organisational. The paper discusses the presence of glass ceiling across different cultures and its implications.

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The Comparison of Glass Ceiling Perception of Employees Working in Public and Private Enterprises

Cited by 12 publications

References 9 publications

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

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

Cultural Variations in the Glass Ceiling Effect: A Review

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