Through the Glass Ceiling: Prospects for the Advancement of Women in the Federal Civil Service

Naff, Katherine C.

doi:10.2307/976669

Cited by 115 publications

(120 citation statements)

References 19 publications

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“…Studies have shown that women are underrepresented in upper-level supervisory, management, and senior executive positions of federal employment (Cornwell & Kellough, 1994;Guy, 1993;Lewis, 1988Lewis, , 1994Naff, 1994;Swift 1992Swift -1993. The glass ceiling refers to artificial barriers that block the advancement of women and minorities to upper-level managerial and executive positions within organizations.…”

mentioning

confidence: 99%

Are Women Underrepresented as Leaders of Nonprofit Organizations?

Pynes

2000

Review of Public Personnel Administration

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Despite the predommance offemale employees and volunteers in nonprofit organizations, research indicates that there are fewer women serving as chief executive officers and board members when compared to the number of men in those positions This exploratory study revealed that in this sample of respondents there were more female duef executives and fiscal officers heading nonprofits than men. However, consistent with other studies, there were fewet female board members and fewer women serving as board presidents and treasures. This issue is relevant for public administrators as more and more government services are being contracted out to nonprofit organizations. Public administrators must not forget the importance of social representativeness in promoting the legitimacy of public service The article concludes with suggestions for future research on recruiting female board members e nonprofit sector has always been a predominantly female work force. Of the 9.1 million paid employees of the nonprofit sector in 1994, 68 percent of the employees were women (Hodgkinson, Weitzman, Abrahams,

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mentioning

confidence: 99%

Are Women Underrepresented as Leaders of Nonprofit Organizations?

Pynes

2000

Review of Public Personnel Administration

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“…In 1974, women made up only 2% of the SES (Naff, 1994). In 1990, almost 20 years later, the number had increased to 11% (Naff, 1994), and in 2008, they occupied 29.1% of positions in the SES (Harris, 2009).…”

Section: Looking Through the Glassmentioning

confidence: 97%

The Glass Ceiling Revisited

Caceres-Rodriguez

2011

Administration & Society

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Gender continues to shape organizational life in profound ways. Theorizing about gender in public institutions has been scarce. This article is an attempt to reinsert gender in our research agenda. First, macro-level theories of gender in organizations are discussed; then, the literature in public administration is surveyed. The author contends that the theory of representative bureaucracy provides a tremendous theoretical platform for understanding gender's sociocultural forces as well as normative avenues and prospects for change. Such an approach will move us beyond description (i.e., lack of representation) to a better understanding of how gender is deployed and acquires signification in organizational life.

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“…De nombreuses recherches sur le plafonnement de carrière des femmes ont été réalisées, tant au Canada qu'aux États-Unis, tant dans le secteur privé que public. Plusieurs de ces recherches ont porté sur le plafonnement dans l'administration publique (Naff 1994;Lemire et Des Marais 1998) mais peu se sont penchées sur l'avancement des femmes dans les entreprises du secteur primaire où elles sont encore très peu présentes, surtout dans les postes de direction et de gestion 8 . Les études sur le plafond de verre portent sur deux aspects: la nature des barrières qui limitent la progression des femmes et la o 2, automne 2003 92 perception des femmes elles-mêmes sur le traitement qui leur est réservé dans le milieu de travail (Lemire et Des Marais 1998).…”

Section: Le «Plafond De Verre»unclassified

Perceptions de femmes cadres dans une entreprise typiquement masculine1

Eliev

Bernier

2005

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Résumé Depuis une dizaine d’années, plusieurs recherches ont porté sur l’articulation travail-famille avec l’objectif d’expliquer pourquoi un si petit nombre de femmes accèdent à des postes de cadre ou de gestionnaire dans les entreprises. D’autres études se sont penchées sur le rapport entre l’organisation, la culture de l’entreprise comme telle et le fait d’être une femme en poste de responsabilité. Elles arguent qu’une culture typiquement masculine dans l’entreprise est un obstacle de taille à l’avancement des femmes dans la hiérarchie organisationnelle: c’est la fameuse thèse du «plafond de verre» développée depuis les années quatre-vingt. La présente recherche montre la perception que les femmes cadres ont de leur milieu de travail et d’elles-mêmes, lorsqu’elles occupent un poste de responsabilité dans des entreprises typiquement masculines du secteur industriel.

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Through the Glass Ceiling: Prospects for the Advancement of Women in the Federal Civil Service

Cited by 115 publications

References 19 publications

Are Women Underrepresented as Leaders of Nonprofit Organizations?

Are Women Underrepresented as Leaders of Nonprofit Organizations?

The Glass Ceiling Revisited

Perceptions de femmes cadres dans une entreprise typiquement masculine1

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