Theory and Evidence on the Glass Ceiling Effect Using Matched Worker-firm Data

2005 ◽  
Author(s):  
Mohamed Jellal ◽  
Christophe J. Nordman ◽  
Francois-Charles Wolff
Keyword(s):  
Glass Ceiling ◽  
Ceiling Effect ◽  
Firm Data

scholarly journals Evidence on the glass ceiling effect in France using matched worker-firm data

2008 ◽  
Vol 40 (24) ◽  
pp. 3233-3250 ◽  
Author(s):  
Mohamed Jellal ◽  
Christophe J. Nordman ◽  
François-Charles Wolff
Keyword(s):  
Glass Ceiling ◽  
Ceiling Effect ◽  
Firm Data

Weight discrimination and the glass ceiling effect among top US CEOs

2009 ◽  
Vol 28 (2) ◽  
pp. 179-196 ◽  
Author(s):  
Patricia V. Roehling ◽  
Mark V. Roehling ◽  
Jeffrey D. Vandlen ◽  
Justin Blazek ◽  
William C. Guy
Keyword(s):  
Glass Ceiling ◽  
Ceiling Effect ◽  
Weight Discrimination

Glass Ceilings in Portugal?

2010 ◽  
Vol 1 (2) ◽  
pp. 1-18 ◽  
Author(s):  
Raquel Mendes
Keyword(s):  
Wage Inequality ◽  
Glass Ceiling ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Gender Segregation ◽  
Ceiling Effect ◽  
Wage Distribution ◽  
Women's Wages ◽  
Gender Based ◽  
Women's Role

Despite the evidence of female progress with regard to women’s role in the labor market, gender inequality remains. Women are still less likely to be employed than men, occupational gender segregation continues, and females continue to earn less than males. The gender wage gap remains wide in several occupational sectors, among which is the information technology (IT) sector. This paper focuses the determinants of gender wage inequality. More precisely, it investigates for statistical evidence of a glass ceiling effect on women’s wages. Based on the quantile regression framework, the empirical analysis extends the decomposition of the average gender wage gap to other parts of the earnings distribution. The main objective is to empirically test whether gender-based wage discrimination is greater among high paid employees, in line with glass ceiling hypothesis. Larger unexplained gaps at the top of the wage distribution indicate the existence of a glass ceiling effect in Portugal.

The Glass Ceiling Effect

Social Forces ◽  
2001 ◽  
Vol 80 (2) ◽  
pp. 655-681 ◽  
Author(s):  
D. A. Cotter ◽  
J. M. Hermsen ◽  
S. Ovadia ◽  
R. Vanneman
Keyword(s):  
Glass Ceiling ◽  
Ceiling Effect

Glass Ceiling Effect on Working Woman

2018 ◽  
Vol 24 (7) ◽  
pp. 5156-5158
Author(s):  
Kelli Gillespie ◽  
Balasundram Maniam ◽  
Geetha Subramaniam
Keyword(s):  
Glass Ceiling ◽  
Ceiling Effect ◽  
Working Woman

scholarly journals Is There a Glass Ceiling in Morocco? Evidence from Matched Worker-Firm Data

2009 ◽  
Vol 18 (4) ◽  
pp. 592-633 ◽  
Author(s):  
C. J. Nordman ◽  
F.-C. Wolff
Keyword(s):  
Glass Ceiling ◽  
Firm Data

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

sjesr ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 1-8
Author(s):  
Farhat Abbas ◽  
Nargis Abbas ◽  
Uzma Ashiq
Keyword(s):  
Glass Ceiling ◽  
Population Sample ◽  
Sampling Technique ◽  
Ceiling Effect ◽  
Faculty Members ◽  
Blind Review ◽  
Determining Factors ◽  
Management Positions ◽  
Vertical Segregation ◽  
Multistage Sampling

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. Based on the findings of the study it was recommended that to control the glass ceiling effect for women, HEIs must include the blind review-based promotion and selection criteria at least for top management positions.

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