WOMENS CAREER GROWTH AND TOP POSITIONS FACTORS DETERMINED BY LITERATURE

http://dx.doi.org/10.31703/gsr.2022(VII-II).20      10.31703/gsr.2022(VII-II).20      Published : Jun 2022
Authored by : Bushra Shafqat , Kashif Rathore , Yaamina Salman

20 Pages : 181-193

References

  • Arthur, M. a. (1990). The boundaryless career as a new employment principle. in Arthur, M.G. and Rousseau, D.M. (Eds), The Boundaryless Career, Oxford.
  • Bevelander, D., & Page, M. J. (2011). Ms. Trust:Gender, Networks and Trust— Implications for Management and Education. Academy of Management Learning and Education. 10(4), 623-642.
  • Bombuwela, P. &. (2013). Effects of Glass Ceiling on Women Career Development in Private Sector Organizations-Case of Sri Lanka. Journal of Competitiveness. 5(2), 3-19. https://doi.org/10.7441/joc.2013.02.01
  • Brass, D. J. (2004). Taking stock of networks and organizations: A multi-level approach. Academy of Management Journal. 47(6), 795- 817. https://doi.org/10.5465/20159624
  • Castano, C., Martín, J., Vázquez, S., & Martínez, J. L. (2010). Female executives and the glass ceiling in Spain. International Labour Review, 149(3), 343–360. https://doi.org/10.1111/j.1564913x.2010.00090.x
  • Cheung, F. M., & Halpern, D. F. (2010). Women at the top: Powerful leaders define success as work + family in a culture of gender. American Psychologist, 65(3), 182–193. https://doi.org/10.1037/a0017309
  • Chovwen, C. (2007). Barriers to acceptance, satisfaction and career growth. Women in Management Review, 22(1), 68–78. https://doi.org/10.1108/09649420710726238
  • Dainty, A. R. J., Bagilhole, B. M., & Neale, R. H. (2000). A grounded theory of women’s career under-achievement in large UK construction companies. Construction Management and Economics, 18(2), 239–250. https://doi.org/10.1080/014461900370861
  • Magrane, D., Helitzer, D., Morahan, P., Chang, S., Gleason, K., Cardinali, G., & Wu, C.-C. (2012). Systems of Career Influences: A Conceptual Model for Evaluating the Professional Development of Women in Academic Medicine. Journal of Women’s Health, 21(12), 1244–1251. https://doi.org/10.1089/jwh.2012.3638
  • Dowdy, J. K. (2011). Lessons from a black woman administrator: "I’m still here". career development international.
  • Eagly, S. J., & Alice H.. (2002). Role Congruity Theory of Prejudice Toward Female Leaders. Psychological Review. 109(3), 573-598. https://doi.org/10.1037/0033-295X.109.3.573
  • Ellemers, N. R. (2012). Women in high places: when and why promoting women into top positions can harm them individually or as a group (and how to prevent this). Research in Organizational Behavior. 32, 163-187. https://doi.org/10.1016/j.riob.2012.10.003
  • Ellemers, N., Heuvel, H., Gilder, D., Maass, A., & Bonvini, A. (2004). The underrepresentation of women in science: Differential commitment or the queen bee syndrome? British Journal of Social Psychology, 43(3), 315–338. https://doi.org/10.1348/0144666042037999
  • Eran Shor, a. A. (2012). A Paper Ceiling: Explaining the Persistent Underrepresentation of women in Print Media . American Sociological Review. 80(5), 960-984. https://doi.org/10.1177/00031224155969
  • Fagenson, E. (1990). At the heart of women and management research: Theoretical and methodological approaches and their biases. Journal of Business Ethics. 9, 267-274. https://doi.org/10.1007/BF00380326
  • Fagenson-Eland, E., & Baugh, G. (2000). Career paths, Networking and Mentoring. journal of Human Resouce Management.
  • Foschi, M. (2000). Double Standards for Competence: Theory and Research. Annual Review of Sociology, 26(1), 21–42. https://doi.org/10.1146/annurev.soc.26.1.21
  • Garavan, T. N., O’Brien, F., & O’Hanlon, D. (2006). Career advancement of hotel managers since graduation: a comparative study. Personnel Review, 35(3), 252–280. https://doi.org/10.1108/00483480610656685
  • Gelissen, J., & de Graaf, P. M. (2006). Personality, social background, and occupational career success. Social Science Research, 35(3), 702– 726. https://doi.org/10.1016/j.ssresearch.2005.06.005
  • Girvan, N. (2007). Power Imbalances and Development Knowledge. North South Institute.
  • Hakim, C. (2006). Women, careers, and work-life preferences. British Journal of Guidance & Counselling, 34(3), 279–294. https://doi.org/10.1080/03069880600769118
  • Heilman, M., & Stemm, P. (2007). Gender stereotypes in the workplace: Obstacles to women’s career progress. In S. J. Correll (Ed.), Social psychology of gender: Advances in group processes. Oxford, UK: Elsevier, 47-77.
  • Funnell, R., & Chi Dao, H. (2013). Journeys to the top: women university rectors in Vietnam. Gender in Management: An International Journal, 28(5), 299–312. https://doi.org/10.1108/gm-11-2012-0094
  • Insch, G. S., McIntyre, N., & Napier, N. K. (2008). The Expatriate Glass Ceiling: The Second Layer of Glass. Journal of Business Ethics, 83(1), 19–28. https://doi.org/10.1007/s10551-007-9649-0.
  • Jalalzai, F. (2008). Women Rule: Shattering the Glass Ceiling. Politics and Gender.
  • Jogulu, U. D., & Wood, G. J. (2006). The role of leadership theory in raising the profile of women in management. Equal Opportunities International, 25(4), 236–250. https://doi.org/10.1108/02610150610706230
  • Johnson, S. K., Murphy, S. E., Zewdie, S., & Reichard, R. J. (2008). The strong, sensitive type: Effects of gender stereotypes and leadership prototypes on the evaluation of male and female leaders. Organizational Behavior and Human Decision Processes, 106(1), 39–60. https://doi.org/10.1016/j.obhdp.2007.12.002
  • Joiner, T. B. (2004). The effects of mentoring on perceived career success, commitment and turnover intentions. The Journal of American Academy of Business.
  • Lyons, S. T., Schweitzer, L., Ng, E. S. W., & Kuron, L. K. J. (2012). Comparing apples to apples. Career Development International, 17(4), 333–357. https://doi.org/10.1108/13620431211255824
  • Linehan, M., & Walsh, J. S. (2001). Key Issues in the Senior Female International Career Move: A Qualitative Study in a European Context. British Journal of Management, 12(1), 85–95. https://doi.org/10.1111/1467- 8551.00187
  • Lyness, K. S., & Judiesch, M. K. (1999). Are Women More Likely to Be Hired or Promoted into Management Positions? Journal of Vocational Behavior, 54(1), 158–173. https://doi.org/10.1006/jvbe.1998.1646
  • Mainiero, L. A., & Sullivan, S. E. (2005). Kaleidoscope careers: An alternate explanation for the “opt-out“ revolution. Academy of Management Perspectives, 19(1), 106–123. https://doi.org/10.5465/ame.2005.15841962
  • Mintzberg, H. (2001). The yin and the yang of managing. Organizational Dynamics, 29(4), 306–312. https://doi.org/10.1016/s0090- 2616(01)00035-3
  • Rishani, M., Mallah, M., Houssami, S., & Ismail, H. (2015). Lebanese perceptions of the glass ceiling. Equality, Diversity and Inclusion: An International Journal, 34(8), 678–691. https://doi.org/10.1108/edi-11-2014-0082
  • O'Brien, T. N., & O'Hanlon, D. (2006). Career advancement of hotel managers since graduation: a comparative study. Personnel Review Emerald. 35(3), 252-280. https://doi.org/10.1108/00483480610656685
  • Omair, K. (2010). Typology of career development for Arab women managers in the United Arab Emirates. Career Development International, 15(2), 121–143. https://doi.org/10.1108/13620431011040932
  • O'Neil, D. A., Hopkins, M. M., & Sullivan, S. E. (2011). Do women's networks help advance women's careers?: Differences in perceptions of female workers and top leadership. Career Development International. 16(7), 733-754. https://doi.org/10.1108/13620431111187317
  • Parella, S., Petroff, A., & Solé, C. (2013). The Upward Occupational Mobility of Immigrant Women in Spain. Journal of Ethnic andMigration Studies, 39(9), 1365–1382. https://doi.org/10.1080/1369183x.2013.815395
  • Ryan, M. K., Alexander Haslam, S., & Postmes, T. (2007). Reactions to the glass cliff. Journal of Organizational Change Management, 20(2), 182–197. https://doi.org/10.1108/09534810710724748
  • Sidani, Y. M., & Al Hakim, Z. T. (2012). Work– family conflicts and job attitudes of single women: a developing country perspective. The International Journal of Human Resource Management, 23(7), 1376–1393. https://doi.org/10.1080/09585192.2011.579919
  • Snilstveit, B., Oliver, S., & Vojtkova, M. (2012). Narrative approaches to systematic review and synthesis of evidence for international development policy and practice. Journal of Development Effectiveness, 4(3), 409–429. https://doi.org/10.1080/19439342.2012.710641
  • Timberlake, S. (2005). Social capital and gender in the workplace. Journal of Management Development, 24(1), 34–44. https://doi.org/10.1108/02621710510572335
  • Walsh, J. (2012). Not Worth the Sacrifice? Women’s Aspirations and Career Progression in Law Firms. Gender, Work & Organization, 19(5), 508–531. https://doi.org/10.1111/j.1468- 0432.2012.00607.x
  • Wendt, H., Euwema, M. C., & van Emmerik, I. J. H. (2009). Leadership and team cohesiveness across cultures. The Leadership Quarterly, 20(3), 358–370. https://doi.org/10.1016/j.leaqua.2009.03.005
  • Steyn, E., & White, K. J. (2011). Navigating the “invisible nets”: challenges and opportunities for women in traditionally male-dominated South Asian newsrooms. Asian Journal of Communication, 21(4), 409–426. https://doi.org/10.1080/01292986.2011.574712
  • Whitehead, S. (2001). Woman as Manager: A Seductive Ontology. Gender, Work & Organization, 8(1), 84–107. https://doi.org/10.1111/1468-0432.00123

References

  • Arthur, M. a. (1990). The boundaryless career as a new employment principle. in Arthur, M.G. and Rousseau, D.M. (Eds), The Boundaryless Career, Oxford.
  • Bevelander, D., & Page, M. J. (2011). Ms. Trust:Gender, Networks and Trust— Implications for Management and Education. Academy of Management Learning and Education. 10(4), 623-642.
  • Bombuwela, P. &. (2013). Effects of Glass Ceiling on Women Career Development in Private Sector Organizations-Case of Sri Lanka. Journal of Competitiveness. 5(2), 3-19. https://doi.org/10.7441/joc.2013.02.01
  • Brass, D. J. (2004). Taking stock of networks and organizations: A multi-level approach. Academy of Management Journal. 47(6), 795- 817. https://doi.org/10.5465/20159624
  • Castano, C., Martín, J., Vázquez, S., & Martínez, J. L. (2010). Female executives and the glass ceiling in Spain. International Labour Review, 149(3), 343–360. https://doi.org/10.1111/j.1564913x.2010.00090.x
  • Cheung, F. M., & Halpern, D. F. (2010). Women at the top: Powerful leaders define success as work + family in a culture of gender. American Psychologist, 65(3), 182–193. https://doi.org/10.1037/a0017309
  • Chovwen, C. (2007). Barriers to acceptance, satisfaction and career growth. Women in Management Review, 22(1), 68–78. https://doi.org/10.1108/09649420710726238
  • Dainty, A. R. J., Bagilhole, B. M., & Neale, R. H. (2000). A grounded theory of women’s career under-achievement in large UK construction companies. Construction Management and Economics, 18(2), 239–250. https://doi.org/10.1080/014461900370861
  • Magrane, D., Helitzer, D., Morahan, P., Chang, S., Gleason, K., Cardinali, G., & Wu, C.-C. (2012). Systems of Career Influences: A Conceptual Model for Evaluating the Professional Development of Women in Academic Medicine. Journal of Women’s Health, 21(12), 1244–1251. https://doi.org/10.1089/jwh.2012.3638
  • Dowdy, J. K. (2011). Lessons from a black woman administrator: "I’m still here". career development international.
  • Eagly, S. J., & Alice H.. (2002). Role Congruity Theory of Prejudice Toward Female Leaders. Psychological Review. 109(3), 573-598. https://doi.org/10.1037/0033-295X.109.3.573
  • Ellemers, N. R. (2012). Women in high places: when and why promoting women into top positions can harm them individually or as a group (and how to prevent this). Research in Organizational Behavior. 32, 163-187. https://doi.org/10.1016/j.riob.2012.10.003
  • Ellemers, N., Heuvel, H., Gilder, D., Maass, A., & Bonvini, A. (2004). The underrepresentation of women in science: Differential commitment or the queen bee syndrome? British Journal of Social Psychology, 43(3), 315–338. https://doi.org/10.1348/0144666042037999
  • Eran Shor, a. A. (2012). A Paper Ceiling: Explaining the Persistent Underrepresentation of women in Print Media . American Sociological Review. 80(5), 960-984. https://doi.org/10.1177/00031224155969
  • Fagenson, E. (1990). At the heart of women and management research: Theoretical and methodological approaches and their biases. Journal of Business Ethics. 9, 267-274. https://doi.org/10.1007/BF00380326
  • Fagenson-Eland, E., & Baugh, G. (2000). Career paths, Networking and Mentoring. journal of Human Resouce Management.
  • Foschi, M. (2000). Double Standards for Competence: Theory and Research. Annual Review of Sociology, 26(1), 21–42. https://doi.org/10.1146/annurev.soc.26.1.21
  • Garavan, T. N., O’Brien, F., & O’Hanlon, D. (2006). Career advancement of hotel managers since graduation: a comparative study. Personnel Review, 35(3), 252–280. https://doi.org/10.1108/00483480610656685
  • Gelissen, J., & de Graaf, P. M. (2006). Personality, social background, and occupational career success. Social Science Research, 35(3), 702– 726. https://doi.org/10.1016/j.ssresearch.2005.06.005
  • Girvan, N. (2007). Power Imbalances and Development Knowledge. North South Institute.
  • Hakim, C. (2006). Women, careers, and work-life preferences. British Journal of Guidance & Counselling, 34(3), 279–294. https://doi.org/10.1080/03069880600769118
  • Heilman, M., & Stemm, P. (2007). Gender stereotypes in the workplace: Obstacles to women’s career progress. In S. J. Correll (Ed.), Social psychology of gender: Advances in group processes. Oxford, UK: Elsevier, 47-77.
  • Funnell, R., & Chi Dao, H. (2013). Journeys to the top: women university rectors in Vietnam. Gender in Management: An International Journal, 28(5), 299–312. https://doi.org/10.1108/gm-11-2012-0094
  • Insch, G. S., McIntyre, N., & Napier, N. K. (2008). The Expatriate Glass Ceiling: The Second Layer of Glass. Journal of Business Ethics, 83(1), 19–28. https://doi.org/10.1007/s10551-007-9649-0.
  • Jalalzai, F. (2008). Women Rule: Shattering the Glass Ceiling. Politics and Gender.
  • Jogulu, U. D., & Wood, G. J. (2006). The role of leadership theory in raising the profile of women in management. Equal Opportunities International, 25(4), 236–250. https://doi.org/10.1108/02610150610706230
  • Johnson, S. K., Murphy, S. E., Zewdie, S., & Reichard, R. J. (2008). The strong, sensitive type: Effects of gender stereotypes and leadership prototypes on the evaluation of male and female leaders. Organizational Behavior and Human Decision Processes, 106(1), 39–60. https://doi.org/10.1016/j.obhdp.2007.12.002
  • Joiner, T. B. (2004). The effects of mentoring on perceived career success, commitment and turnover intentions. The Journal of American Academy of Business.
  • Lyons, S. T., Schweitzer, L., Ng, E. S. W., & Kuron, L. K. J. (2012). Comparing apples to apples. Career Development International, 17(4), 333–357. https://doi.org/10.1108/13620431211255824
  • Linehan, M., & Walsh, J. S. (2001). Key Issues in the Senior Female International Career Move: A Qualitative Study in a European Context. British Journal of Management, 12(1), 85–95. https://doi.org/10.1111/1467- 8551.00187
  • Lyness, K. S., & Judiesch, M. K. (1999). Are Women More Likely to Be Hired or Promoted into Management Positions? Journal of Vocational Behavior, 54(1), 158–173. https://doi.org/10.1006/jvbe.1998.1646
  • Mainiero, L. A., & Sullivan, S. E. (2005). Kaleidoscope careers: An alternate explanation for the “opt-out“ revolution. Academy of Management Perspectives, 19(1), 106–123. https://doi.org/10.5465/ame.2005.15841962
  • Mintzberg, H. (2001). The yin and the yang of managing. Organizational Dynamics, 29(4), 306–312. https://doi.org/10.1016/s0090- 2616(01)00035-3
  • Rishani, M., Mallah, M., Houssami, S., & Ismail, H. (2015). Lebanese perceptions of the glass ceiling. Equality, Diversity and Inclusion: An International Journal, 34(8), 678–691. https://doi.org/10.1108/edi-11-2014-0082
  • O'Brien, T. N., & O'Hanlon, D. (2006). Career advancement of hotel managers since graduation: a comparative study. Personnel Review Emerald. 35(3), 252-280. https://doi.org/10.1108/00483480610656685
  • Omair, K. (2010). Typology of career development for Arab women managers in the United Arab Emirates. Career Development International, 15(2), 121–143. https://doi.org/10.1108/13620431011040932
  • O'Neil, D. A., Hopkins, M. M., & Sullivan, S. E. (2011). Do women's networks help advance women's careers?: Differences in perceptions of female workers and top leadership. Career Development International. 16(7), 733-754. https://doi.org/10.1108/13620431111187317
  • Parella, S., Petroff, A., & Solé, C. (2013). The Upward Occupational Mobility of Immigrant Women in Spain. Journal of Ethnic andMigration Studies, 39(9), 1365–1382. https://doi.org/10.1080/1369183x.2013.815395
  • Ryan, M. K., Alexander Haslam, S., & Postmes, T. (2007). Reactions to the glass cliff. Journal of Organizational Change Management, 20(2), 182–197. https://doi.org/10.1108/09534810710724748
  • Sidani, Y. M., & Al Hakim, Z. T. (2012). Work– family conflicts and job attitudes of single women: a developing country perspective. The International Journal of Human Resource Management, 23(7), 1376–1393. https://doi.org/10.1080/09585192.2011.579919
  • Snilstveit, B., Oliver, S., & Vojtkova, M. (2012). Narrative approaches to systematic review and synthesis of evidence for international development policy and practice. Journal of Development Effectiveness, 4(3), 409–429. https://doi.org/10.1080/19439342.2012.710641
  • Timberlake, S. (2005). Social capital and gender in the workplace. Journal of Management Development, 24(1), 34–44. https://doi.org/10.1108/02621710510572335
  • Walsh, J. (2012). Not Worth the Sacrifice? Women’s Aspirations and Career Progression in Law Firms. Gender, Work & Organization, 19(5), 508–531. https://doi.org/10.1111/j.1468- 0432.2012.00607.x
  • Wendt, H., Euwema, M. C., & van Emmerik, I. J. H. (2009). Leadership and team cohesiveness across cultures. The Leadership Quarterly, 20(3), 358–370. https://doi.org/10.1016/j.leaqua.2009.03.005
  • Steyn, E., & White, K. J. (2011). Navigating the “invisible nets”: challenges and opportunities for women in traditionally male-dominated South Asian newsrooms. Asian Journal of Communication, 21(4), 409–426. https://doi.org/10.1080/01292986.2011.574712
  • Whitehead, S. (2001). Woman as Manager: A Seductive Ontology. Gender, Work & Organization, 8(1), 84–107. https://doi.org/10.1111/1468-0432.00123

Cite this article

APA

    APA : Shafqat, B., Rathore, K., & Salman, Y. (2022). Women's Career Growth and Top Positions - Factors Determined by Literature. Global Sociological Review, VII(II), 181-193. https://doi.org/10.31703/gsr.2022(VII-II).20

CHICAGO

    CHICAGO : Shafqat, Bushra, Kashif Rathore, and Yaamina Salman. 2022. "Women's Career Growth and Top Positions - Factors Determined by Literature." Global Sociological Review, VII (II): 181-193 doi: 10.31703/gsr.2022(VII-II).20

HARVARD

    HARVARD : SHAFQAT, B., RATHORE, K. & SALMAN, Y. 2022. Women's Career Growth and Top Positions - Factors Determined by Literature. Global Sociological Review, VII, 181-193.

MHRA

    MHRA : Shafqat, Bushra, Kashif Rathore, and Yaamina Salman. 2022. "Women's Career Growth and Top Positions - Factors Determined by Literature." Global Sociological Review, VII: 181-193

MLA

    MLA : Shafqat, Bushra, Kashif Rathore, and Yaamina Salman. "Women's Career Growth and Top Positions - Factors Determined by Literature." Global Sociological Review, VII.II (2022): 181-193 Print.

OXFORD

    OXFORD : Shafqat, Bushra, Rathore, Kashif, and Salman, Yaamina (2022), "Women's Career Growth and Top Positions - Factors Determined by Literature", Global Sociological Review, VII (II), 181-193

TURABIAN

    TURABIAN : Shafqat, Bushra, Kashif Rathore, and Yaamina Salman. "Women's Career Growth and Top Positions - Factors Determined by Literature." Global Sociological Review VII, no. II (2022): 181-193. https://doi.org/10.31703/gsr.2022(VII-II).20