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A study of the glass ceiling and str...

Chen, Li-Yu (Isabel).

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A study of the glass ceiling and strategies for women's career advancement.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	A study of the glass ceiling and strategies for women's career advancement./
作者:	Chen, Li-Yu (Isabel).
面頁冊數:	120 p.
附註:	Source: Dissertation Abstracts International, Volume: 66-04, Section: A, page: 1418.
Contained By:	Dissertation Abstracts International66-04A.
標題:	Sociology, Industrial and Labor Relations. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3171603
ISBN:	0542090082

A study of the glass ceiling and strategies for women's career advancement.
Chen, Li-Yu (Isabel).

A study of the glass ceiling and strategies for women's career advancement. - 120 p.

Source: Dissertation Abstracts International, Volume: 66-04, Section: A, page: 1418.

Thesis (Ph.D.)--Lynn University, 2005.

Analysis of existing literature indicates that women occupy approximately 50.5% of management positions in the United States. However, despite the steady growth in the number of female managers; they were mostly working in businesses' lower level jobs. This study aimed to explore which of five strategies had most positively affected women's career advancement into senior executive positions. The five specific strategies included in this study's survey built upon the existing literature which had found important strategies to be (a) Advanced Education and Training, (b) Internal Networking, (c) Career Tracking, (d) Formal Mentoring, and (e) Exceeding Performance Expectations.

ISBN: 0542090082Subjects--Topical Terms:

1017858
Sociology, Industrial and Labor Relations.

A study of the glass ceiling and strategies for women's career advancement.
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245 1 2 $a A study of the glass ceiling and strategies for women's career advancement.
300 $a 120 p.
500 $a Source: Dissertation Abstracts International, Volume: 66-04, Section: A, page: 1418.
500 $a Adviser: Laura Kozloski Hart.
502 $a Thesis (Ph.D.)--Lynn University, 2005.
520 $a Analysis of existing literature indicates that women occupy approximately 50.5% of management positions in the United States. However, despite the steady growth in the number of female managers; they were mostly working in businesses' lower level jobs. This study aimed to explore which of five strategies had most positively affected women's career advancement into senior executive positions. The five specific strategies included in this study's survey built upon the existing literature which had found important strategies to be (a) Advanced Education and Training, (b) Internal Networking, (c) Career Tracking, (d) Formal Mentoring, and (e) Exceeding Performance Expectations.
520 $a This study was conducted using a quantitative research design with an online survey tool. The 16th open-ended question used in this study identifying a new strategy "Opportunity Seeking", which was addressed in the quantitative research questions provided depth of the information the researcher collected. It used a convenience sampling of 500 women in leadership positions (from middle-level to top level management positions) who were also members of the Institute for Women's Leadership.
520 $a The multiple regression methodology used in this study determined which strategies had most positively correlated and affected women's career advancement to senior executive positions. In addition, multiple regression analysis also explored the relationships between demographic variables and the women's promotion rates as well as the relationships between demographic variables and the most effective strategy. One-Way ANOVA analysis was also used to compare means in terms of the most effective strategy for different racial groups. A total of 108 survey responses returned were valid and completed.
520 $a As a result of multiple regression analysis, Formal Mentoring was identified as the most effective promotional strategy. Additionally, there are statistically significant relationships between demographic variables and the Promotion Rate. Furthermore, there are also statistically significant relationships between demographic variables and the Formal Mentoring strategy. The results of One-Way ANOVA analysis indicated that different perceptions of the most effective promotional strategy did not exist among diverse racial groups. This study's findings provide valuable information for women aiming to break through the glass ceiling, and they contribute to women's career success opportunities.
590 $a School code: 1381.
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650 4 $a Business Administration, Management. $3 626628
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773 0 $t Dissertation Abstracts International $g 66-04A.
790 1 0 $a Hart, Laura Kozloski, $e advisor
790 $a 1381
791 $a Ph.D.
792 $a 2005
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3171603