This qualitative study explores the interrelationship between perceived gender discrimination and its antecedents and consequences while examining the concept of the glass ceiling that presents some barriers to the career advancement of Bahraini female workers in the banking sector. The study examines female bankers’ perception of the existence of both gender discrimination and the glass ceiling concept in this sector. It first examines the factors that cause such phenomena at three different levels namely societal, institutional and individual. The study then verifies the effects of some identified antecedents i.e. whether they foster or lower the perceived gender discrimination and how such effects happen. Furthermore, the study examines the same factors to ascertain if they are barriers that hinder women’s career advancement or enablers that support their advancement as there is a lack of empirical studies on the effect of the factors of the three mentioned levels to women’s career advancement especially in non-western context (Tlaiss, 2010; Hejase et al., 2013; Yokkongdi & Benson, 2005). The study also examines the consequences of perceived gender discrimination that occurs at the individual level. Some previous studies related to this research topic adopted the quantitative approach, hence; this is a qualitative based research that examines the perception of the respondents whose experiences and opinions expound the context. This led to understanding subjective areas such as respondents’ emotions and experiences that address the nature of perceived gender discrimination and the concept of glass ceiling in the Bahraini banking sector, focusing on “How” and “Why” type of questions instead of stressing on the quantities. The existing literature of gender discrimination especially about the area of underrepresentation of female workers in higher positions especially in financial services sector including banking is minimal. (Bruckmuller & Branscombe, 2010; Elumti et al., 2009; Durbin & Conley, 2010). This approach unveils the research questions by conducting in-depth semi-structured interviews with 26 Bahraini females as most of the previous studies examined both male and female perceptions while this research focusing at female only to make it more gender specific. The respondents hold managerial and non-managerial positions in both Islamic and conventional banks in the kingdom of Bahrain. The aim of the interview was to extract their perceptions on the factors and the consequences of gender discrimination as well as the barriers and challenges that hinder their advancement to higher managerial levels. The study captures the factors and the consequences of gender discrimination as well as the most common barriers that impede the Bahraini females’ career advancement within an Islamic and Arabic cultural context. The themes that emerged from the analysis are used to discuss the research issues in the light of previous research findings from different empirical studies. This study identifies different ways of finding factors of perceived gender discrimination and their effects as well as the challenges that may hinder the women’s career advancement in this sector. This study discovers that perceived gender discrimination exists in the Bahraini banking sector especially in areas such as hiring preference and receiving of benefits and compensations. This study also unearths the existence of glass ceiling, which is related to the gender inequality in the advancement opportunities to higher positions especially in the areas such as obtaining a promotion and holding managerial positions in the banks. The study finds out various factors that cause the perceived gender discrimination and the glass ceiling in the Bahraini banking sector which are classified at three levels as explained above.

Bien que les femmes aient toujours fait partie des composantes de la main-d’oeuvre d’une entreprise et y jouent toujours un rôle prépondérant, il faut dire que, dans les postes décisionnels, elles ont été considérablement sous-représentées. La barrière entre cadres intermédiaires et cadres supérieurs, baptisée le « plafond de verre », est aujourd’hui, presque aussi infranchissable qu’il y a 20 ans, quand une multitude de femmes diplômées sont entrées dans le monde des affaires. L’objet de cette recherche vise à identifier pourquoi le taux des femmes présentes dans les instances de haute direction des banques libanaises reste-t-il si minime. La présente étude va consister à analyser la corrélation entre les aspirations professionnelles des femmes, leur ambition d’accéder aux plus hauts échelons de l’entreprise et le phénomène du plafond de verre. Par ailleurs, cette étude va approfondir l’examen des styles de leadership adoptés par les femmes et mesurer l’impact du style adopté sur la progression réalisée dans la carrière choisie. Nous prendrons l’exemple du Moyen-Orient et particulièrement du Liban où le secteur bancaire est soucieux de réduire les inégalités professionnelles. Cependant les différenciations entre hommes et femmes persistent. De multiples facteurs, certains explicites, telle la formation ou la mobilité, d’autres plus implicites, comme les horaires de travail ou la maternité, semblent se combiner et se renforcer mutuellement pour expliquer des évolutions de carrière moins favorables chez les femmes. Un questionnaire à choix fermé a été diffusé sur un site Web sécurisé à des femmes cadres dans 6 banques opérant au Liban afin de déterminer la relation entre les variables dépendantes et indépendantes relevées. Les hypothèses ont été validées déterminants ainsi divers facteurs qui affectent l’existence du plafond de verre. / Women have always been an inherent part of the workforce. They have been playing a fundamental role throughout history; however, they have been considerably underrepresented in top management positions. The existent barrier between middle and top management positions entitled “Glass Ceiling” remains almost as impassable as it has been 20 years ago, even though the number of educated women who have entered the labor market has substantially increased. The purpose of this research is to identify why the number of women in the top management positions of the Lebanese banks remains minim. As such, the primary object lies in analyzing the correlation between the aspiration and ambition of women to access the highest levels in the organization’s hierarchy and the glass ceiling phenomena. Moreover, this study focuses on the leadership styles adopted by these women; it aims at measuring the impact of the adopted style on the hierarchical advancement in the chosen career. In Lebanon, the banking sector is eager to reduce professional discrepancies; however, these gaps remain existent between men and women. Several factors, some of which are explicit – such as training & development and mobility, others implicit such as the working schedules and the maternity leaves, interact and interrelate to explain the less favorable career paths that women face. A close-ended questionnaire has been communicated throughout a secured website to middle management women in 6 banks operating in Lebanon in order to determine the relationship between the identified dependant and independent variables. The hypothesis statements were accepted as true; stipulating that several factors affect the perpetuity of the glass ceiling.

Jämställdhet är någonting som diskuteras flitigt i politiska debatter. Det blir bättre och bättre världen över men kvinnor ses fortfarande inte ha lika mycket inflytande över beslutsfattande processer som män. Maktpositionerna domineras än idag av män och Sverige är ett av de länder som ännu inte har haft en kvinnlig statsminister. Den här studien bygger på en kvalitativ forskningsmetod genom semistrukturerade intervjuer utförda med kvinnor i Sveriges riksdag. Studien identifierar vilka upplevelser kvinnor i Sveriges riksdag har gällande förväntningar på kvinnor, bemötande mot kvinnor samt deras möjligheter till höga positioner i politiken. Den ser också över hur de själva upplever sin maktposition samt hur makten är könad. Studien undersöks med de Globala Målen, närmare bestämt delmål 5.5, som grund. Tidigare forskning visar hur kvinnor har det betydligt svårare än män gällande att både ta sig in och stanna kvar i politiken samt uppnå ledarskapsroller. Ett intersektionellt perspektiv är i stort sett frånvarande i den tidigare forskningen, därför har den här studien ett fokus på det. Genom en analys utifrån de teoretiska utgångspunkterna homo- och heterosocialitet, glastak, intersektionalitet, ojämlikhetssystemet samt genussystemet identifieras problematik kring det motstånd kvinnor inom politiken möter samt den rådande könsmaktsordningen. Resultatet visar bland annat att kvinnor i riksdagen i stort begränsas inom politiken men att de trots detta ändå är de mäktigaste kvinnorna i Sverige. Studien bidrar till en ökad förståelse för olika maktförhållanden inom svensk politik samt ger en insyn i hur det egentligen kommer sig att Sverige ännu inte har haft en kvinnlig statsminister. / Gender equality is something that is frequently discussed in political debates. It’s getting better all over the world, but women are still not seen to have as much influence over decision-making processes as men. The positions of power are still dominated by men and Sweden is one of the countries that has not yet had a female prime minister. This study is based on a qualitative research method through semi-structured interviews conducted with women in the Swedish Parliament. The study identifies what experiences women in the Swedish Parliament have regarding expectations of women, treatment towards women and their opportunities to reach high positions in politics. It also focuses on how the women themselves perceive their position of power as well as how the power is gendered. The study is examined with The Sustainable Development Goals, more specifically sub-goal 5.5, as the basis. Previous research shows how women have a much harder time than men in terms of both entering and stay in politics and achieving leadership roles. An intersectional perspective is to a high degree absent in previous research, so this study has a specific focus on it. An analysis based on the theoretical principles of homo- and heterosociality, glass ceiling, intersectionality, the inequality system and the gender system identifies problems regarding the resistance women in politics encounter and the prevailing gender power system. The results show, among other things, that women in the Swedish Parliament are largely limited in politics, but that they are nevertheless the most powerful women in Sweden. The study contributes to an increased understanding of different power relations in Swedish politics and gives an insight into why Sweden has not yet had a female prime minister.

The aim of this diploma thesis is to analyse in detail the issue of the position of women in top management positions in the Czech Republic. The theoretical part of the thesis focus mainly on the legislation and mapping of the current situation of the issue. The thesis also examines gender, gender identity and gender mainstreaming, all of those terms are defined in detail in the text. The first part of the theses builds an important theoretical base and explains terms such as glass ceiling and the mentioned gender mainstreaming. The work also investigates the issue of equal pay and employment of women. The practical part of the thesis contains its own qualitative research that was done with specific top managers in the selected company. The aim of the practical part is to compare the theoretical concepts of the position of women on the Czech labour market with the situation in a particular Czech company. During the research are investigated both opinions of top managers on the nationwide situation as well as the situation within the company. Based on the research results, the research questions are answered and recommendations for improving the current position of women on the Czech labour market are formulated.

No description available.

La thèse présente l’étude de deux cas nationaux, la Russie et la France, dont les contextes et les genèses des situations présentes sont spécifiques. On suppose que malgré un héritage historique et des institutions politiques différents, les ordres de genre en Russie et en France passent par des étapes semblables. De telles ressemblances sont conditionnées par le fait que la politique publique maintient un ordre de genre inégal et ceci trouve son application dans les structures politiques elle-mêmes, qui représentent une forme pyramidale. Le modèle de l’ordre de genre, propose un cadre théorique heuristique non seulement pour analyser les relations de genre dans les sociétés contemporaines et dans les institutions, mais aussi dans le cadre historique. La thèse a pour objectif d'explorer les différentes facettes de la construction des rapports de genre comme rapports politiques en fournissant à la fois des outils théoriques, une perspective historique, et des études de cas contemporains. La démarche comparative permet de porter un regard décentré sur la réalité propre nationale des rapports de genre, et de questionner des éléments qui peuvent paraître évidents d’un point de vue strictement interne. / This thesis discusses the gender order of two national cases studies – Russia and France. The current situations with regards to gender order are specific to each country and have evolved from differing contexts. However, this thesis proposes that the development of gender order has passed through similar stages, both in Russia and France, despite different historical backgrounds and political systems. In addition, it is proposed that resemblances in the development of gender order are primarily affected by public policy in both countries which supports an order of gender equality. This politically-influenced gender inequality is reflected by the political structure which forms a pyramid structure. The gender order model provides a heuristic theoretical framework in which to analyse gender-relations in the contemporary societies and institutions of each country; along with the opportunity to examine gender-relations from an historical perspective. The aim of this research is to investigate the different facets of the development of gender-relations within a political context in Russia and France. The research methodology incorporates a consideration of the theoretical background to gender-relations, the impact of each country’s development on gender order from an historical viewpoint, and reviews of contemporary case studies. Importantly, a comparative study of this kind allows the idea of national identity to be appraised from an objective viewpoint.

Cette thèse de doctorat examine les principales défaillances du marché du travail qui entraînent que les travailleurs n’arrivent pas à obtenir la pleine rémunération potentielle qui corresponde à leur capital humain. Il y a « inefficacité salariale » lorsque le salaire obtenu est inférieur au maximum atteignable. Dans un tel cas, les salariés reçoivent un salaire injuste par rapport au capital humain disposé. Cela décourage à investir dans son capital humain ce qui aura tendance à réduire la productivité totale, à affaiblir la compétitivité et à nuire à la croissance économique du pays. La contribution que nous apportons à travers ce travail est de trois ordres. Dans un premier temps, nous proposons un nouveau regard par rapport à l’intégration des jeunes sur le marché du travail. Plutôt que d’examiner si les individus obtiennent un contrat de travail stable ou non, nous adoptons une approche qui s’intéresse à la qualité de l’appariement « emploi – compétences » de jeunes entrant fraîchement dans la vie active. Nos travaux fournissent des résultats empiriques qui mettent en évidence les différentes théories de recherche d’emploi. Dans un second temps, en raison du considérable défi que représente l'identification et l'évaluation des pratiques discriminatoires sur le marché du travail, nous proposons une approche innovatrice et efficace pour examiner le phénomène du plafond de verre (barrière invisible à l’accès des postes de décision mieux rémunérés). Dans la dernière partie de cette thèse, nous proposons un modèle économétrique théorique qui améliore la correction du problème de biais de sélection pour les modèles de frontière stochastique. / This doctoral thesis addresses issues related to employees’ imperfect information on the labour market and discrimination, generally all direct consequences of labour underpayment or “earnings inefficiency”. Workers are in a situation of earnings inefficiency when they do not receive the full potential remuneration corresponding to their human capital endowment: unfair pay for greater stock of human capital. This situation is problematic from a policy-makers point of view as it could weaken work incentives, discourage investments in human capital, and harm economic growth and competitiveness. It could also widen inequality within the society and contribute to the increase in relative poverty.The contribution we make through this work is threefold. First, we examine the integration of young people into the labour market from a new angle. Instead of examining whether individuals obtain stable employment or not, we use an approach that focuses on the quality of the job matching for young people entering the workforce and lacking labour market information. This first chapter provides empirical evidence on job search theories. In a second chapter, because of the considerable challenge of identifying and assessing discriminatory practices in the labour market, we propose an innovative and effective approach to examine the phenomenon of the glass ceiling (an invisible barrier to management positions associated with higher earnings). Finally, the last part of this doctoral thesis is devoted to improving the econometric approach we use. We propose a theoretical econometric model that improves correction for sample selection bias with stochastic frontier models.

趨勢預測專家約翰•奈思比在新作《亞洲大趨勢》中預言了亞洲當前風起雲湧的八大趨勢，其中一項即為『男性褪色→女性頭角崢嶸』。近年來，愈來愈多的女性由私領域邁入公領域，她們在職場上或甚至是政壇上，經常有讓人聒目相看的傑出表現；在一向由男性主導、陽剛價值至上的組織環境中，女性領導人為日漸僵化的組織運作，注入了一股源頭活水。她們的「另類觀點與作風」，使人們開始重新省思許多過往習以為常的想法及做法，而「女性領導」亦已成為研究領導的一個新方向。本研究於第一章，說明研究動機與目的、方法與限制、架構與內容。第二章，則由典範變遷的觀點分析女性領導產生的背景。第三章，是關於女性領導的文獻分析。探討男女有別領導風格的成因、女性領導的特質，並點出本文的重心－希望重建一個男女均衡的領導新模式，以「男女兼性」的「人性觀點」來詮釋領導。第四章，是關於女性領導的實證分析。筆者訪談了五位公部門女主管、五位私部門女主管，以及一位婦女研究學者、一位婦女團體領導人，希望將實務面與第三章的文獻分析互相對照比較。於此章並歸納出若干這些傑出女領導人職涯發展成功的關鍵性因素；以及欲突破女性領導的困境，女性自身及社會環境尚待補強努力之處。第五章，為本研究之結論。將文獻檢視及訪談結果進行重點摘要，並提出關於後續研究展望的一些建議及方向。

Ce travail propose une réflexion sur les obstacles, souvent "invisibles", qui contribuent à maintenir les femmes aux niveaux inférieurs de la hiérarchie professionnelle. Ce phénomène a été baptisé « plafond de verre ». L’asymétrie des profils professionnels entre hommes et femmes est interrogée à partir d’une approche constructiviste multidisciplinaire profitant des contributions conjointes de l’histoire, de la philosophie, de la sociologie et de la psychologie sociale. L'introduction théorique propose une réflexion sur les déterminants historiques et psychosociaux de l’asymétrie du masculin et du féminin dans leurs rapports au pouvoir et au travail. Les théories des Représentations Sociales (Moscovici, 1961), de l'Identité Sociale (Tajfel & Turner, 1986) serviront de cadre conceptuel à l’ensemble du travail. Les antécédents psychosociaux du « plafond de verre » sont étudiés au travers d’une série de 6 études. La première explore le vécu et les représentations des femmes évoluant dans un contexte professionnel masculin tel que la politique et montre l’existence chez elles d’une tension entre les normes instrumentales en vigueur dans ce contexte et l’approche relationnelle qu’elles voudraient promouvoir. La deuxième et la troisième études explorent respectivement les représentations sociales de l’« emploi idéal pour soi » et de la « réussite » chez des jeunes universitaires (garçons et filles) en partant du présupposé qu’afin de mieux comprendre les stratégies différenciées de mobilité ascendante chez les deux sexes, il est important d’interroger les représentations sociales liées à la sphère professionnelle que les uns et les autres possèdent avant d’y être intégré-e-s. Enfin, trois études empiriques testent l’hypothèse générale selon laquelle la sous-représentation des femmes aux niveaux supérieurs de la hiérarchie sociale pourrait résulter des discordances qui existent entre, d’une part, les normes de genre endossées par les individus (i.e. féminine vs. masculine) ainsi que le niveau d’identification au genre et, d’autre part, les normes sous-tendant la culture des organisations. Les résultats suggèrent l’existence d’une telle incompatibilité normative et de son impact potentiel sur les stratégies de mobilité ascendante./Adopting a constructivist and multidisciplinary perspective, the present dissertation questions the “hidden obstacles” contributing to maintain women in the lower positions of the professional ladder, a phenomenon called “glass ceiling”. Framing our work in the social representations theory (Moscovici, 1961) and the social identity theory (Tajfel & Turner, 1986), we address the asymmetry in men’s and wome’s careers trough 6 study. Study 1 explores the representations of Belgian politician women with regard to their personal professional experiences and their relation to the normatively masculine political functioning. Furthermore, a second set of studies starts from the idea that, in order to understand women’s and men’s professional mobility strategies, we have to take social representations related to the professional domain into account. Hence, study 2 and 3 explore respectively the social representations of « an own ideal job » and of « a successful life » amongst young students of both sexes. Finally, studies 4, 5, and 6 test the general hypothesis that the lack of women in positions of power could be partially due to the incongruence between potentially conflicting social norms. Namely, while work settings seem to induce a social norm favoring instrumental social orientations, women socialization is still characterized by the existence of prescriptions about relational orientations. Results suggest the existence of this normative inconsistency together with its potential impact on women’s professional mobility strategies. / Doctorat en Sciences Psychologiques et de l'éducation / info:eu-repo/semantics/nonPublished

Sverige anses vara ett av Europeiska unionens mest jämställda länder där kvinnor och män ska ha lika möjligheter i arbetslivet. Jämställdhetslagen och diskrimineringslagen har stiftats i syfte att bland annat främja kvinnor och mäns lika rättigheter samt förhindra och motverka könsbaserade skillnader på arbetsmarknaden. Trots lagstiftning finns det tydliga skillnader i karriärutveckling mellan kvinnor och män. Syftet med studien är att studera hur kvinnor på olika arbetsplatser med en jämn intern könsfördelning upplever sina möjligheter till avancemang, kvinnornas antaganden av strategier för att hantera upplevd ojämlikhet samt hur kvinnornas självbild har kommit att påverkas till en följd av dessa upplevelser. Det empiriska materialet baseras på sju kvalitativa semistrukturerade intervjuer som analyserats genom Chodorows teori om mödrars roll i reproduktionen av könsnormer och Bergmans beskrivning av vertikal och intern segregering. Flera mekanismer samverkar och resulterar iatt kvinnorna upplever barriärer för avancemang och karriärutveckling på sina arbetsplatser på grund av deras könstillhörighet vilket vidare bidragit till antagandet av strategier för att få legitimitet. Dessa upplevelser har bidragit till ifrågasättandet av kvinnornas kompetens som vidare haft en negativ påverkan på deras självbild. / Sweden is considered as one of the European Union's most equal countries where women and men should have equal opportunities at the labor market. The Gender Equality Act and the Discrimination Act have been enacted to promote equal rights for women and men and to prevent gender segregation at the labor market and in workplaces. Despite these laws, there are still differences in career development between women and men. The purpose of this study is to illustrate how women at different workplaces experience their opportunities for advancement, women's assumptions of strategies for dealing with inequality and how women's self-image has been affected as a result of their experiences. The empirical material is based on seven semi-structured interviews analyzed through Chodorow's theory the reproduction of mothering to analyze the reproduction of gender norms and Bergman's description of vertical and internal segregation. The results of the study show that women experience barriers to advancement and career development at their workplaces based on their gender, which has further contributed to the adoption of strategies to gain legitimacy. These experiences have contributed to a negative impact on women's self-image which has manifested in constant questioning of women's competence and capability at work based on traditional norms.