Women in leadership and the bewildering glass ceiling

Chisholm-Burns, Marie A.; Spivey, Christina A.; Hagemann, Tracy M.; Josephson, Michelle A.

doi:10.2146/ajhp160930

Cited by 96 publications

(77 citation statements)

References 32 publications

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“…Perhaps, the gender gap could be explained by at least two phenomena: the so-called glass ceiling, which is used as a metaphor for the invisible barrier that veiled the advance of women towards higher ranks within the organizations [61,62], and the implicit bias, which is based on personal believes that act based on unconscious internalized schemes and therefore often act through discriminatory unconscious participants' behaviors [63,64].…”

Section: Discussionmentioning

confidence: 99%

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Rivera-Romano¹,

Fresno²,

Hernández‐Lemus³

et al. 2020

Hum Resour Health

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Background: Around the world, there is a significant difference in the proportion of women with access to leadership in healthcare with respect to men. This article studies gender imbalance and wage gap in managerial, executive, and directive job positions at the Mexican National Institutes of Health. Methods: Cohort data were described using a visual circular representation and modeled using a generalized linear model. Analysis of variance was used to assess model significance, and posterior Fisher's least significant differences were analyzed when appropriate. Results: This study demonstrated that there is a gender imbalance distribution among the hierarchical position at the Mexican National Health Institutes and also exposed that the wage gap exists mainly in the (highest or lowest) ranks in hierarchical order. Conclusions: Since the majority of the healthcare workforce is female, Mexican women are still underrepresented in executive and directive management positions at national healthcare organizations.

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Section: Discussionmentioning

confidence: 99%

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Rivera-Romano¹,

Fresno²,

Hernández‐Lemus³

et al. 2020

Hum Resour Health

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“…Hymowitz and Schelhardt named the invisible barriers between women and senior management position as "Glass Ceiling" in 1986 (Frazier 2005;Cook, Glass 2014). Many studies confirmed that the presence of women in managerial positions improved firm value, innovation, social responsibility and also financial results (Desvaux et al 2007;Chisholm-Burns et al 2017). Fehre et al (2014) confirmed that women representation in leading positions improve the level of communication within the organisation.…”

Section: Gender Equalitymentioning

confidence: 97%

CBME 2017 Gender Equalities on the Czech Labor Market in Comparison with EU

Legnerova¹

2017

Proceedings of 5th International Scientific Conference Contemporary Issues in Business, Management and Education ‘2017

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Abstract. The paper deals with the equality of women and men in the labor market in the Czech Republic compared with the European Union in connection with the strategy for the period 2010-2015. The aim of the research was based on analysis of available statistical data to describe and assess the evolution of the situation in this area in the last five years, assess the benefits of the Strategy and to assess the achievement of the objectives that the European Commission has identified. Data is processed and analysed from the perspective of the whole of the European Union, with a focus on the Czech Republic. Based on the analysis of available statistical data, and through selected indicators described the current situation in selected areas of the issue of the achievement of the equality between women and men in the Czech labor market. The obtained data are compared to the data from 2009 and by the method of induction is evaluated the achievement of the rate of equality between women and men in the labor market and also the contribution and the rate of implementation of the strategy, the primary objective is mentioned in all areas to achieve this equality.

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“…Nevertheless, there are different mechanisms: personal resources boost their abilities to manage FWC, whereas their effects on WFC seems not to be so effective, as they continue affecting their well-being. Therefore, "well-publicized organizational policies and practices that normalize more flexible work schedules and prioritize quality of work over 'time served' would be a tremendous help in overcoming work-life obstructions to increased involvement by women in leadership roles" [97] (p. 316).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

I Am a Leader, I Am a Mother, I Can Do This! The Moderated Mediation of Psychological Capital, Work–Family Conflict, and Having Children on Well-Being of Women Leaders

et al. 2020

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Gender equality is one of the Sustainable Development Goals. Management is one of the jobs that more clearly needs a gender perspective. Women leaders have found a way around the labyrinth to get to the top, which might have developed their personal resources such as psychological capital. Women leaders experience an inter-role conflict when work and family demands are mutually incompatible, affecting negatively their well-being. This study aims to analyze the mediation role that work–family and family–work conflict plays between psychological capital and well-being (engagement and burnout) when moderated by the number of children. In total, 202 Spanish women leaders participated in the study. Results of the mediated moderation model using Model 14 of the macro PROCESS for SPSS software show that psychological capital buffers the negative effects that experiencing work–family conflict has on well-being when having children. The well-being of women leaders is not affected when dealing with family interfering work conflict and having children. As such, women leaders who have children rely on their psychological capital to successfully manage the family demands affecting their work and to reduce the negative effect of work–family conflict on their well-being. Theoretical and practical implications are discussed from the psychology of a sustainability perspective.

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Women in leadership and the bewildering glass ceiling

Cited by 96 publications

References 32 publications

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Gender imbalance in executive management positions at the Mexican National Institutes of Health

CBME 2017 Gender Equalities on the Czech Labor Market in Comparison with EU

I Am a Leader, I Am a Mother, I Can Do This! The Moderated Mediation of Psychological Capital, Work–Family Conflict, and Having Children on Well-Being of Women Leaders

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