Emerald | Gender in Management: An International Journal

Measuring women's beliefs about glass ceilings: development of the Career Pathways Survey

Paul Smith, Nadia Crittenden, Peter Caputi — 2012-03-09 00:00:00.0

Abstract

Purpose - Purpose - The purpose of this study is to develop a new measure called the Career Pathways Survey (CPS) which allows quantitative comparisons of women's beliefs about glass ceilings. Design/methodology/approach - Design/methodology/approach - A 34-item version of the CPS was completed by 243 women from all levels of management, mostly in Australia. An expanded 38-item CPS was administered to another sample of women (N = 307).Findings - Findings - Analyses of data from both studies yielded a four factor model of attitudes to glass ceilings: resilience, acceptance, resignation and denial. The factors demonstrated good internal consistency.Practical implications - Practical implications - The CPS allows a comparison of positive attitudes towards seeking promotions via resilience and denial scores, and provides feedback on negative attitudes towards seeking promotions via resignation and acceptance scores. Originality/value - Originality/value - Due to the scarcity of measures of glass ceiling beliefs, this study makes a major contribution to the literature on women’s beliefs about barriers to career advancement.

Sex Stereotyping Managerial Positions: A Cross-Cultural Comparison between Egypt and the USA

Abdel Moneim Elsaid, Eahab Elsaid — 2012-03-09 00:00:00.0

Abstract

Purpose - The purpose of this paper is to examine how men and women sex stereotype managerial positions and how they view women in managerial roles in Egypt and the USA in order to provide meaningful cross cultural comparisons.Design/methodology/approach - The study uses surveys that utilize the Schein Descriptive Index and the Women as Managers Scale (WAMS) to compare perceptions on women in managerial positions in Egypt and the USA. The sample consists of 553 Egyptian and 324 American management students.Findings - The results show that in the Egyptian sample both males and females held negative views of women managers. However, in the USA sample, women held more favourable views of women managers than did their male counterparts. In the Egyptian sample the English section female students had a more positive perception of female managers than their Arabic section counterparts.Research limitations/implications - The sample is limited to management students in Egypt and the USA. The Middle East includes countries with different cultures, such as Israel. About 10% of Egypt’s population are Christians who do not necessarily share the same cultural beliefs as the country’s Muslim majority. Practical implications - Our study helps donor countries better direct their aid programs when it comes to promoting gender equality and championing women’s rights in the Middle East.Originality/value - Our contribution was to study the perceptions of female leaders in Egypt, an Arab, Muslim, Middle Eastern country. The gender research on countries with conservative cultures, such as Egypt, is an area that remains mostly unexamined. Our study aims to provide researchers and practitioners with a better understanding of the position of Egyptian women in management.

Career Advancement and Gender Equity in Healthcare Management

Tracey A. LaPierre, Mary K Zimmerman — 2012-03-09 00:00:00.0

Abstract

Purpose - This study analyzes the conditions for career advancement in healthcare management and examines factors that may be impeding gender equity. We do this by (1) assessing gender differences in the odds of being promoted to senior management and analyzing the relative impact of individual, organizational and family level variables in accounting for gender inequity, (2) examining gender differences in experiences of perceived gender discrimination and sexual harassment, as well as attitudes regarding gender equity in senior management, and (3) exploring gender differences in aspirations for senior management. Design/methodology/approach - ANOVA, ?2 and logistic regression were used to analyze data from 685 respondents to the 2006 Gender and Careers in Healthcare Management Survey. Findings - Women were significantly less likely to be promoted to senior management even after controlling for individual, organizational and family level characteristics. One-third of women healthcare managers in our study reported perceived gender discrimination in the past five years. Less than half of male healthcare managers were supportive of increasing the proportion of women in senior management positions, while over 80% of women were. Among those not yet promoted women were significantly less likely than their male peers to aspire to senior management positions. Research limitations/implications - The cross-sectional nature of the data do not allow for the precise testing of the causal direction of observed relationships.Originality/value - Objective and subjective measures of gender equity were evaluated. Our broad approach demonstrated that factors restraining gender equity operate on multiple levels and highlights the relative importance of family factors.

Six Ways of Seeing the Elephant: The Intersection of Sex, Gender, and Leadership

Gary N. Powell — 2012-03-09 00:00:00.0

Abstract

Purpose - The purpose of this paper is to review six different ways that have been used to "see the elephant" that constitutes the intersection of sex, gender, and leadership.Design/methodology/approach - The proportions of women in positions of power and authority, leader preferences, leader stereotypes, attitudes toward women as leaders, linkages of leadership theories to gender stereotypes, and sex differences in leader behaviour and effectiveness are reviewed.Findings - The managerial playing field continues to be tilted in favor of men and behaviours associated with the masculine gender stereotype, a phenomenon that occurs despite what leadership theories and field evidence would suggest.Research limitations/implications - Future research should continue to track trends in proportions, preferences, stereotypes, attitudes, behaviour, and effectiveness pertaining to the intersection of sex, gender, and leadership. Scholars should not limit themselves in the kinds of research methods they apply to this task.Practical implications - The challenge for organisations is to take advantage of and develop the capabilities of all individuals in leader roles and then create conditions that give leaders of both sexes an equal chance to succeed. The goal should be to enhance the likelihood that all people, women and men, will be effective in leader roles.Originality/value - This review encourages scholars to share what they have learned from their own ways of seeing, in this journal and elsewhere, and to listen carefully to what other scholars have to share.