PROFILES OF ACADEMIC ACTIVITIES AND CAREERS: DOES GENDER MATTER? AN ANALYSIS BASED ON FRENCH LIFE SCIENTIST CVS1 (original) (raw)

Glass Ceiling Effect and Women Career: Determining factors in Higher Education Institutions

sjesr

The glass ceiling is a vertical segregation of women from top positions and hinders women's advancement in organizations at top positions. The study was focused to investigate the effect of the determining factors on the glass ceiling in the career advancement of women in HEIs. The study was quantitative and a multistage sampling technique was used to draw the population sample of the study. Total 154 faculty members from three public sector universities were selected. To achieve the research objectives, descriptive statistics, test of independence, and multiple regression analysis were applied to investigate the significant predictors of the glass ceiling effect. The results revealed that there was an association between the gender of the faculty member and the designation. Further, the factors "Perceived discrimination" (β = .134, p < .01) and "Male dominating culture' (β = .295, p < .001) were found the significantly determined the glass ceiling. Base...

Career Advancement and Gender Equity in Academia

Journal of Eastern European and Central Asian Research (JEECAR)

This paper aims at exploring gender equality in career advancement. The literature suggests that family impedes females’ career progression as in Uzbekistan females mostly prioritize child-rearing over career building. However, there is no evidence that single female academics are more successful in their careers than those with families. Meanwhile, males are more likely to have career progression due to the culture-bound domination of men over women. To conduct the research, 76 non-randomly selected academic staff of Westminster International University in Tashkent (WIUT) were surveyed via a questionnaire. The analysis found no statistically significant difference between female and male career advancement. Due to the time constraints as one of the limitations of the study, the research cannot cover a big population to conclude county-wide; notwithstanding, the present research is a steppingstone for further investigation on such a thrilling and up-to-date topic as gender equality

The Glass Ceiling And Women’s Career Advancement.pdf

The last few decades have witnessed an augmented amount of women in the place of work. Over 50 percent of adult females now work; a situation that has possibly consequence in gender roles alteration. However, although there is new candidness to women participation in the workforce gender disparities still persist in the workplace. The glass ceiling is a pattern that hampers women attraction and development particularly when evaluated against the overall figure of females in the labour force. It scrutinizes gender disparities between men and women in the workplace. There are discriminations against women, generating a gender gap that checks the advancement of women into top-level managerial positions. This study focuses on the effect of the glass ceiling on women career advancement. Five hypotheses were tested on the influences of personal dynamics, relational dynamics, organizational dynamics and cultural dynamics on women career advancement. The sample size was 480 and a self-administered questionnaire was employed. Both descriptive and inferential statistics were employed in data analysis. The results depict a moderate negative relationship between the glass ceiling and women career advancement, and also confirm that personal dynamics, organizational dynamics and cultural dynamics significantly influence women career advancement. This study thus concludes that there are significant effects of the glass ceiling on women career advancement.

Equal Representation Does Not Mean Equal Opportunity: Women Academics Perceive a Thicker Glass Ceiling in Social and Behavioral Fields Than in the Natural Sciences and Economics

Frontiers in Psychology, 2022

In the study of women in academia, the focus is often particularly on women’s stark underrepresentation in the math-intensive fields of natural sciences, technology, and economics (NTE). In the non-math-intensive of fields life, social and behavioral (LSB) sciences, gender issues are seemingly less at stake because, on average, women are well-represented. However, in the current study, we demonstrate that equal gender representation in LSB disciplines does not guarantee women’s equal opportunity to advance to full professorship—to the contrary. With a cross-sectional survey amongN = 2,109 academics at mid-level careers (i.e., assistant and associate professors) in the Netherlands, we test the hypothesis that in LSB (more than NTE), female academics perceive to hit a “thicker” glass ceiling—that is, they see a sharper contrast between the high representation of women at the lower compared to the top levels. We test whether this predicts female academics’ lower estimated chances to re...

The Glass Ceiling Conundrum: Illusory belief or Barriers that impede Women�s Career Advancement in

Journal of Evolutionary Studies in Business-JESB

Given the preponderance of women in the workforce, it remained a puzzle why the entry of women into higher managerial positions remains restricted and why the syndrome of 'think manager think male is growing progressively? The objective of this paper is to examine the glass ceiling conundrum with a view of ascertain how it limits women's career advancement in the workplace. Extensive review of literature was presented and discussed. The paper revealed that women are not making it to the very top of their career not as a result of lack of requisite qualifications, and experience etc.; but as a result of factors that are rooted in cultural, societal, organizational, individual and psychological factors that inhibit women career advancement. Against the aforementioned background, the paper concludes that women advance marginally to certain level in corporate executive cadre, before they experience 'glass ceiling' that impedes their prospect of attaining senior executive position. Accordingly, women compared to men represent an insignificant fraction of those in managerial positions due to cultural prejudice, religion convictions, family related issues, individual and organizational influences. Similarly, inadequate opportunity to networks and seek sponsorship limits women progression to top managerial hierarchy. The study recommends the need to articulate policy frameworks that promote strong organizational culture and a more helpful and supportive environment to develop women leadership skills. Similarly, there is need to promote sponsorship for women in a way and manner that safeguard the relationships between sponsors and protégés.

A Conceptual Evaluation of Glass Ceiling and Glass Cliff With Regards to Female Employed In Higher Cadre

Analysis of the effects of the glass ceiling on women's career development (WCD), which enables quantitative references of women's perceptions of the glass ceiling, is the goal of this study. 125 women from all levels of academia who completed a 15-item version of the WCD with consideration for Glass Ceiling concerns. Inequalities, Uninformed, Discrimination, and Lead Positions are the WCD factor models on views towards glass ceilings that were developed from data analysis of study work. The variables showed strong internal consistency. The WCD enables a comparison of favourable attitudes regarding seeking advancements in the workplace at organisations, involvement of women in decision-making, and giving women the opportunity.This new statistic might be recommended for analyses of men's and women's opinions on gender inequality in organisations. It might be helpful in defining the organisational cultures that already exist.