2009
DOI: 10.1007/s11162-009-9128-9
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What Do We Know About Glass Ceiling Effects? A Taxonomy and Critical Review to Inform Higher Education Research

Abstract: The concept of ''glass ceiling effects'' has emerged in social science research in general and higher education in particular over the past 20 years. These studies have described the impediments that women and people of color encounter in their quest for senior-level positions (e.g., CEOs) in society as glass ceiling effects. Literature, both empirical and non-empirical, has provided broad and varied interpretations of glass ceiling effects. In turn, the literature is less-than-settled on the application of gl… Show more

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Cited by 127 publications
(109 citation statements)
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References 63 publications
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“…While an interesting observation, the real issue is what drives it: Do women have different preferences concerning outside jobs or are they discriminated against in the moonlighters' job market? As in the literature on glass ceiling effects and gender discrimination in general (for a recent review, see Jackson and O'Callaghan 2009), separating these two explanations is critical for public policy implications. To address this issue, it may be fruitful to complement current analyses with more detailed study -for example, via (semi-)structured interviews -of participants at both sides of the moonlighting job market in terms of application behaviour, job offering, acceptance/rejection decisions, etc.…”
Section: Discussion and Open Issuesmentioning
confidence: 99%
“…While an interesting observation, the real issue is what drives it: Do women have different preferences concerning outside jobs or are they discriminated against in the moonlighters' job market? As in the literature on glass ceiling effects and gender discrimination in general (for a recent review, see Jackson and O'Callaghan 2009), separating these two explanations is critical for public policy implications. To address this issue, it may be fruitful to complement current analyses with more detailed study -for example, via (semi-)structured interviews -of participants at both sides of the moonlighting job market in terms of application behaviour, job offering, acceptance/rejection decisions, etc.…”
Section: Discussion and Open Issuesmentioning
confidence: 99%
“…Gender inequality is a complex problem that causes considerable disagreement among researchers over causes and remedies (Jackson & O'Callaghan, 2009). Like the studies by Timmers, Willemsen, and Tijdens (2010) and Ballenger (2010), the barriers are organized according to three factors-cultural, institutional and individual-that contribute to their creation.…”
Section: Barriers To Women's Advancement In Higher Education Administmentioning
confidence: 99%
“…Women are more likely than men to hold part-time or adjunct positions (Curtis, 2011;Glazer-Raymo, 2008;Penney et al, 2007;West & Curtis, 2006). Approximately 44% of full-time faculty positions go to women (National Center for Education Statistics, 2016), but they are more likely to be at 2-year colleges than doctoral granting institutions (Jackson & Leon, 2010;Jackson & O'Callaghan, 2009;West & Curtis, 2006). "The proportion of full-time faculty members with non-tenure-track appointments has steadily increased" (Curtis, 2011, p. 2) since 1996.…”
Section: )mentioning
confidence: 99%
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