Existe qualquer lugar ideal para mulheres trabalhadores? mulheres e teto de vidro: uma visão multi-cultural
Palavras-chave:
Teto de vidro, multicultural, estereótipos, mulheresResumo
As restrições que impedem as mulheres de subir na escada corporativa são o tema principal deste trabalho de pesquisa. O teto de vidro é identificado e destacado como uma questão importante e global, não só por diferentes mulheres em todo o mundo, mas também por diferentes pesquisadores e acadêmicos, e pode ter um impacto muito negativo sobre os negócios e as sociedades. Esta pesquisa enfoca o teto de vidro que pode restringir as mulheres, especialmente a partir das posições de topo. Este trabalho de pesquisa tentará refletir a visão multicultural do teto de vidro e escala de sua existência em diferentes regiões do globo. A natureza deste artigo é empírica, ao passo que, para realizar análises empíricas multiculturais, selecionamos três empresas de diferentes partes do mundo e estudamos seus casos. Com a ajuda de um questionário cuidadosamente elaborado, os funcionários da empresa são contatados, e suas respostas são analisadas sob a luz da literatura disponível e perspectivas teóricas. Com base numa análise cuidadosa, foi tirada uma conclusão que leva a sugestões valiosas que são apresentadas no final. As sugestões subjacentes ajudariam a lidar com a questão de uma maneira melhor.
Downloads
Referências
Auster, E. R. (1993). Demystifying the Glass Ceiling: Organizational and Interpersonal Dynamics of Gender Bias?, Business and the Contemporary World 5, 47–68.
Becker, L.B., Lauf, E., Lowrey, W. (1999). Differential employment rates in the journalism and mass communication labor force based on gender, race and ethnicity: exploring the impact of affirmative action, Journalism & Mass Communication Quarterly, Vol. 76 No. 4, pp. 631-45
Bertrand, M., Black, S., Jensen, S., Lleras-Muney, A. (2015). Breaking the glass ceiling.
Bombuwela, P., Alwis, A. A. (2013). Effects of glass ceiling on women career development in private sector organizations-Case of Sri Lanka. Journal of Competitiveness, 5(2).
Bu, N., McKeen, C. A. (2001). Work goals among male and female business students in Canada and China: The effects of culture and gender. International Journal of Human Resource Management, 12, 166–183
Combs, G. M. (2003). The duality of race and gender for managerial African American women: Implications of informal social networks on career advancement. Human Resource Development Review, 2, 385–405.
Comeau, D. J., Griffith, R. L. (2005). Structural interdependence, personality, and organizational citizenship behavior: An examination of person–environment interaction. Personnel Review, 34, 310–330.
Cooper, C. L., Lewis, S. (1995). Working together: Men and women in organizations. Leadership & Organization Development Journal, 16, 29–31.
Gordon, J.R., Whelan, K.S. (1998), Successful professional women in mid-life: How organizations can more effectively understand and respond to the challenges, Academy of Management Executive, Vol. 12 No. 1, Pp. 8-27.
Herminia, I. (1992). Homophily and differential returns: Sex differences in network Structure and access in an advertising firm. Administrative Science Quarterly, 37, 422–447.
International Labour Office report, 2004
Jost, J. T., Kay, A. C. (2005). Exposure to benevolent sexism and complementary gender stereotypes: Consequences for specific and diffuse forms of system justification. Journal of Personality and Social Psychology, 88, 498–509.
Kanter, R.M. (1977). Men and Women of the Corporation. New York: Basic Books.
Klenke, K. (1996). Women and Leadership: A contextual perspective, Springer, New York, NY.
Kumari, V. (2014). Problems and challenges faced by urban working women in India (Doctoral dissertation).
Lathabhavan, R., Balasubramanian, S. A. (2017). Glass Ceiling and women employees in Asian organizations: a tri-decadal review. Asia-Pacific Journal of Business Administration, 9(3), 232-246.
Lublin, J. S. (1996). Women at Top Still are Distant from CEO Jobs, Wall Street Journal (Feb. 28), B2, B8
Maier, M. (1997). Invisible privilege: What white men don?t see”, The Diversity Factor, summer, Pp. 28-33
Powell, G.N. (1990). One More Time: Do Male and Female Managers Differ? Academy of Management Executive, Vol. 4, pp. 68-75.
Ragins, B.R., Townsend, B., Mattis, M. (1998). Gender gap in the executive suite: CEOs and female executives report on breaking the glass ceiling, Academy of Management Executive, Vol. 12 No. 1, Pp. 28-42.
Sias, P. M., Smith, G., Avdeyeva, T. (2003). Sex and sex-composition differences and similarities in peer workplace friendship development. Communication Studies, 54, 322–340
Van Vianen, A. E. M. (2000). Person-organization fit: The match between newcomers? and recruiters? preferences for organizational cultures. Personnel Psychology, 53, 113–149.
Warner, M., Goodall, K. (2010). [Eds.] Management Training and Development in China, London and New York, NY: Routledge.