東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

The Impact of Perceived Sexism in Wo...

Herzberg, Julia,

Linked to FindBook

Google Book

Amazon

博客來

The Impact of Perceived Sexism in Workplace Promotions and Wage Equity for Female Leaders /

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Impact of Perceived Sexism in Workplace Promotions and Wage Equity for Female Leaders // Julia Herzberg.
Author:	Herzberg, Julia,
Description:	1 electronic resource (40 pages)
Notes:	Source: Masters Abstracts International, Volume: 85-06.
Contained By:	Masters Abstracts International85-06.
Subject:	Educational leadership. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30819020
ISBN:	9798381168181

The Impact of Perceived Sexism in Workplace Promotions and Wage Equity for Female Leaders /
Herzberg, Julia,

The Impact of Perceived Sexism in Workplace Promotions and Wage Equity for Female Leaders /Julia Herzberg. - 1 electronic resource (40 pages)

Source: Masters Abstracts International, Volume: 85-06.

Previous research prompts the need to explore the perceived impact of sexism on female leaders in Fortune 500 companies regarding promotions and wage equity. Previous research has failed to significant systematic sexist perceptions across the largest Fortune 500 companies and how these perceptions are impacted by several factors including Intersectionality Evaluation Theory, Ambivalent Sexism Theory, and Power-Related Gender-Role Ideology. This thesis aims to explore these variables further as they relate to female versus male perceived sexism ratings. The necessity for this has been prompted by numerous sources that have explored the lower rates of female promotions and the ramifications of this as they pertain to lateral progression within organizations. The definitions of various forms of sexism will provide more insight into the existence of the glass ceiling and intersectionality along with traditional gender roles as they relate to these definitions. This thesis concludes with potential sources of resolution pertaining to negotiations, training, mentorship, and education programs, diverse hiring practices, flexible work arrangements, transparent pay practices and legal reforms. Through exploring these resolution strategies, a broader organizational and individual analysis of female perceived sexism can be explored.

English

ISBN: 9798381168181Subjects--Topical Terms:

529436
Educational leadership.
Subjects--Index Terms:

Sexism

The Impact of Perceived Sexism in Workplace Promotions and Wage Equity for Female Leaders /
LDR:02740nmm a22004453i 4500 001 2397785
005 20250522101506.5
006 m o d
007 cr|nu||||||||
008 251215s2023 miu||||||m |||||||eng d
020 $a 9798381168181
035 $a (MiAaPQD)AAI30819020
035 $a AAI30819020
040 $a MiAaPQD $b eng $c MiAaPQD $e rda
100 1 $a Herzberg, Julia, $e author. $3 3767655
245 1 0 $a The Impact of Perceived Sexism in Workplace Promotions and Wage Equity for Female Leaders / $c Julia Herzberg.
264 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2023
300 $a 1 electronic resource (40 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Masters Abstracts International, Volume: 85-06.
500 $a Advisors: Swenson, David Committee members: Goodson, Melissa.
502 $b M.B.A. $c The College of St. Scholastica $d 2023.
520 $a Previous research prompts the need to explore the perceived impact of sexism on female leaders in Fortune 500 companies regarding promotions and wage equity. Previous research has failed to significant systematic sexist perceptions across the largest Fortune 500 companies and how these perceptions are impacted by several factors including Intersectionality Evaluation Theory, Ambivalent Sexism Theory, and Power-Related Gender-Role Ideology. This thesis aims to explore these variables further as they relate to female versus male perceived sexism ratings. The necessity for this has been prompted by numerous sources that have explored the lower rates of female promotions and the ramifications of this as they pertain to lateral progression within organizations. The definitions of various forms of sexism will provide more insight into the existence of the glass ceiling and intersectionality along with traditional gender roles as they relate to these definitions. This thesis concludes with potential sources of resolution pertaining to negotiations, training, mentorship, and education programs, diverse hiring practices, flexible work arrangements, transparent pay practices and legal reforms. Through exploring these resolution strategies, a broader organizational and individual analysis of female perceived sexism can be explored.
546 $a English
590 $a School code: 0614
650 4 $a Educational leadership. $3 529436
650 4 $a Sexuality. $3 816197
653 $a Sexism
653 $a Workforce
653 $a Promotion
653 $a Wage equity
653 $a Female leaders
690 $a 0454
690 $a 0510
690 $a 0211
690 $a 0449
710 2 $a The College of St. Scholastica. $b Management. $e degree granting institution. $3 3767656
720 1 $a Swenson, David $e degree supervisor.
773 0 $t Masters Abstracts International $g 85-06.
790 $a 0614
791 $a M.B.A.
792 $a 2023
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30819020