Facilitators of Women’s Career Advancement in Public Service: A Study in A Developing Country

Author(s):  
I. Abdul Ghani Azmi ◽  
S.H. Syed Ismail ◽  
S.A. Basir
2019 ◽  
Vol 8 (11) ◽  
pp. 308 ◽  
Author(s):  
Helen McLaren ◽  
Cassandra Star ◽  
Ida Widianingsih

Masculinist contours have legitimized male domination in Indonesia’s upper public service ranks. However, some women have managed to crack the glass ceiling. A systematic search was undertaken of seven academic databases and the Google Scholar search engine to identify facilitative features of women’s career advancement through Indonesia’s echelon ranks. Fourteen articles, representing nine studies, were identified. While policy initiatives exist to increase women’s representation and career advancement, studies consistently identified little application to practice. Patterns across the studies located women’s career advancement as an individual concern and showed that women wanting careers were expected to manage the double burden of productive and reproductive life, obtain permissions from husbands and extended family, and adopt masculine leadership traits to garner colleagues’ support. Barriers frequently outweigh opportunities for career advancement; these including entrenched homo-sociability asserting that men make better leaders. Consequently, the blocking of women’s opportunities invoked personal disappointments, resulting in women’s public denial of their leadership ambitions.


2006 ◽  
Vol 9 (4) ◽  
pp. 509-527 ◽  
Author(s):  
Eleni Apospori ◽  
Irene Nikandrou ◽  
Leda Panayotopoulou

2007 ◽  
Vol 6 (2) ◽  
pp. 22
Author(s):  
Harold Andrew Patrick

"Glass Ceiling and its Effect on Women's Career Advancement in Multinational Corporations: An Exploratory Study "


Author(s):  
Nermin Kişi

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.


2020 ◽  
Vol 39 (4) ◽  
pp. 457-475
Author(s):  
Susanne Bruckmüller ◽  
Maike Braun

Gender inequality is usually described as women’s disadvantage, only rarely as men’s advantage. Moreover, it is often illustrated by metaphors such as the glass ceiling—an invisible barrier to women’s career advancement—metaphors that often also focus on women’s disadvantage. Two studies ( N = 228; N = 495) examined effects of these different ways of framing gender inequality. Participants read about gender inequality in leadership with a focus on either women or men, and either without a metaphor ( women underrepresented vs. men overrepresented) or with a women-focused or men-focused metaphor ( glass ceiling/ labyrinth vs. old boys’ club). Metaphors caused participants to perceive gender inequality as (somewhat) more important. Regardless of metaphor use, women-focused descriptions led to more explanations of inequality focusing on women relative to explanations focusing on men, as well as to more suggestions of interventions targeting women at the expense of interventions aimed at systemic changes.


2018 ◽  
Vol 26 (1) ◽  
pp. 28
Author(s):  
Muhamad Ihwanul Muslim ◽  
Mirwan Surya Perdhana

Nowadays, women's involvement in the workforce are continues to increase. However, the number of womens participate in the upper management are still limited. Such condition might be caused by glass ceiling phenomenon – obstacles hindering women’s career advancement. This study presents antecedents of glass ceiling phenomenon both in profit and non-profit organizations. Extensive literature review were conducted to gain conclusion on factors hindering women’s career advancement. Managerial implication and opportunity for further research were discussed.


2020 ◽  
Vol 006 (01) ◽  
pp. 44-51
Author(s):  
Fitria Fitria

This study seeks to examine and to compare the patterns of women’s and men’s career advancement in a municipal government located within traditional area of the biggest matrilineal society in the world, the Minangkabau. This research employed a qualitative approach through a case study and suggests that the higher the position, the less the number of women occupying it. Further, this study also aims to explore thebarriers that impede career advancement of the female employees. Women face barriers that become more significant as they climb the hierarchical structure, including lack of experience, job segregation, work-family conflicts, and stereotypes. Applying newpolicies such as a quota system and flexible work arrangements can be implemented to address these issues. This research only studied one municipal region within the Minangkabau. Future and more extensive research can provide a more comprehensive understanding of the situation by observing more local governments


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