The role of glass ceiling in women's promotion to managerial positions from the perspective of faculty members at Iran University of Medical Sciences

Ramezani, Ghobad; Pourbairamian, Ghadir; Goharinezhad, Salime; Norouzi, Azam; Keshavarzi, Mohammad Hasan; Sohrabi, Zohreh

doi:10.4103/jehp.jehp_111_21

Search citation statements

Order By: Relevance

Paper Sections

Select...

Methods1

Citation Types

Supporting

Mentioning

Contrasting

Year Published

2023

Publication Types

Select...

Article1

Relationship

Self Cite0

Independent1

Authors

Journals

Cited by 1 publication

(1 citation statement)

References 13 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…As shown in Table 1, most of the interviewees ( N = 14, 60.86%) were male. This may be explained by the contextual fact that female employees are less likely to get managerial and executive positions in Iranian organizations (Gilavand and Mohammadzadeh, 2018; Ramezani et al ., 2021). The average age of the interviewees was 42.5 years.…”

Section: Methodsmentioning

confidence: 99%

A qualitative study of diversity management practices in Iran's private sector organizations

Ganji

Rahimnia

Ahanchian

et al. 2023

EDI

View full text Add to dashboard Cite

PurposeThis paper aims to examine diversity management (DM) practices in leading private-sector organizations in Iran.Design/methodology/approachThe study draws on in-depth interviews with 23 human resource management (HRM) executives and supervisors in nine private sector companies in Iran, and presents the analysis conducted using MAXQDA software.FindingsThe results categorize DM practices into four subsystems of HRM, i.e. recruitment and selection, training, performance management, and reward management. These practices indicate the inclusion of diversity-sensitive criteria and consideration of equal opportunity in the HRM subsystems.Originality/valueThe findings advance a contextual understanding of DM in a developing country. Considering DM practices in HRM subsystems may provide an effective way to help managers address workforce diversity in organizations.

show abstract

Section: Methodsmentioning

confidence: 99%