While the role of women in the workforce has increased exponentially in recent decades, this has failed to provide equal employment opportunities between the sexes, and this disparity is the basis of the glass ceiling phenomenon and the scope of this study. The perception of the glass ceiling is influenced by four factors, namely denial, resignation, resilience and acceptance, as revealed by the Career Pathway Survey (CPS).
INTRODUCTION TO FEMALES’ PERCEPTION OF THE GLASS CEILING
- INTRODUCTION
- PROBLEM STATEMENT
- OBJECTIVES OF THE STUDY
- Primary objectives
- Theoretical objectives
- Empirical objectives
- RESEARCH DESIGN AND METHODOLOGY
- Literature review
- Empirical study
- Statistical analysis
- ETHICAL CONSIDERATIONS
- CHAPTER CLASSIFICATION
- CONTRIBUTION OF THE STUDY
- CONCLUSION
Determine the relationship between factors that influence women's perception of the glass ceiling within the South African business environment. The purpose of the questionnaire was to determine women's perception of the glass ceiling within the South African business environment.
LITERATURE REVIEW ON FEMALES’ PERCEPTION OF THE GLASS
INTRODUCTION
EXPLORING THE BUSINESS ENVIRONMENT
- Defining the business environment
- Understanding the role of business management in the business
- Contextualising leadership within business management
- The role of female leadership in business management
AN OVERVIEW OF FEMALE LEADERSHIP
- Defining female leadership
- The contribution of female leadership in business management
- Challenges of female leadership in business management
- Policies that impact female leadership
THE GLASS CEILING PHENOMENON
- Defining the concept glass ceiling
- A global perspective on the glass ceiling
- A South African perspective on the glass ceiling
- The application of the glass ceiling within the business environment context
- Females and the glass ceiling in business management
- Females’ perceptions of the glass ceiling in business management
- Acceptance
- Resignation
- Denial
- Resilience
CONCLUSION
RESEARCH DESIGN AND METHODOLOGY
- INTRODUCTION
- RESEARCH DESIGN AND APPROACH
- SAMPLING STRATEGY
- Target population
- Sampling frame
- Sampling method
- Sample size
- DATA COLLECTION METHOD
- Questionnaire design
- Question format
- Pre-testing of the questionnaire
- Administration of the questionnaire
- PRELIMINARY DATA ANALYSIS
- STATISTICAL ANALYSIS
- Inferential statistics
- Reliability analysis
- Validity analysis
- Descriptive analysis
- Correlation analysis
- CONCLUSION
Additionally, a clear description of the methodology and research design that was followed is included in Chapter 3, providing a clear description of the sample size, population, sampling method, sampling frame and research instrument.
RESULTS OF THE EMPIRICAL ANALYSIS OF FEMALES’
INTRODUCTION
DEMOGRAPHIC PROFILE OF FEMALES WORKING IN THE BUSINESS
- Age at last birthday
- Current marital status
- Highest qualification obtained
- Current work position
- Number of years at current employer
- Number of years in current position
- Number of years’ work experience
PERCEPTIONS OF FEMALES TOWARDS THE GLASS CEILING IN
- Results of females’ perceptions of the glass ceiling: Denial
- Descriptive statistics of denial
- Factor analysis of denial
- Results of females’ perception of the glass ceiling: Resignation
- Descriptive statistics of resignation
- Factor analysis of resignation
- Results of females’ perception of the glass ceiling: Resilience
- Descriptive statistics of resilience
- Factor analysis of resilience
- Results of females’ perceptions of the glass ceiling: Acceptance
- Descriptive statistics of acceptance
- Factor analysis of acceptance
RELATIONSHIP BETWEEN THE FACTORS THAT INFLUENCE
- Correlation between marital status and the CPS factors
- Correlation between qualification and the CPS factors
- Correlation between management level and the CPS factors
- Correlation between demographic items and the CPS factors
- Correlation between the CPS factors
CONCLUSION
CONCLUSIONS AND RECOMMENDATIONS ON FEMALES’
INTRODUCTION
Similarly, within the business environment, there are barriers and societal and/or corporate pressures that restrict women from advancing in their careers, just as men do (Mathur-Helm Davidson & Burke, 2011:9). These barriers have come to be known as the glass ceiling, an unbreakable barrier that hinders the advancement or promotion of women in the corporate hierarchy, regardless of their qualifications (Federal Glass Ceiling Commission, 1995; Sever, 2016: 577). A biased corporate culture and male-dominated policies force women to choose between a family life and a career (Khwela et al.
The lack of adequate support causes stress, which forces some women to completely abandon their careers, and as a result, women are labeled as incapable of functioning in the business environment (Amaechi, 2018: 154). Previous studies have shown that feminine traits are very beneficial and useful in a business environment, as female leadership contributes to business growth and success (Mishra & Mishra, 2016:61; Decker &. Cangemi, 2018:30; Chang & Milkman, 2020: 6). Women's perception of the glass ceiling was identified by Smith et al. 2012:68), influenced by four factors: denial, resignation, resilience and acceptance, which address women's positive and negative attitudes towards career advancement.
This is a tool that can help businesses to bridge gaps in their leadership (Smith et al and consequently formed part of this study's endeavor to establish women's perception of the glass ceiling within the South African business context. The results of this study can therefore help in the development of effective strategies for the business environment to benefit from female leadership This chapter provides an overview of the study (§5.2); discusses the main results of the research (§5.3); motivates the relevance of the contribution of the study (§ 5.4); provides recommendations for businesses to break the glass ceiling (§5.5); and highlights the limitations experienced in this research study, and opportunities identified for future research (§5.6).
SUMMARY OF THE CHAPTERS
However, some women feel more motivated to succeed and pursue a career in the presence of these barriers, and this drives them to work even harder (Sever Bhojwani, 2020:55). The business environment was examined in section 2.2, and thoroughly dissected by defining the business environment (§2.2.1); understanding of the role of business management in the business environment (§2.2.2); contextualizing the role of business management in the business environment (§2.2.3); and the role of female leadership in business management (§2.2.4). The application of the glass ceiling within the business environment (§2.4.4) provided insight into how gender-biased views form part of the business environment and operating culture, which is then reflected in its effects on women in business management (§2.4).5).
They are measured in section 2.4.7 on the basis of the four factors that influence women's perception of the glass ceiling, as developed through the Career Pathways Survey (CPS). The sampling strategy in section 3.3 established the target population, which consisted of women who work in the South African business community and have access to growth opportunities in their organization (section 3.3.1). The sample frame of this study consisted of women within the South African business world (§3.3.2).
This study used a non-probability snowball sampling method to collect data through an online questionnaire distributed on social media sites (WhatsApp, LinkedIn, Facebook) (§3.3.3). A validated scale (CPS) was used for this study, so the questionnaire did not require rigorous pre-testing (§3.4.3). Regarding the statistical analysis and data interpretation, the empirical results of this study are presented in Chapter 4 in accordance with the empirical objectives formulated in Chapter 1.
MAIN RESULTS OF THE STUDY
Therefore, the statistics confirmed the presence of the CPS factors, confirming previous studies and the reviewed literature. This resulted in an improved and more accurate outcome of women's perception of the glass ceiling in the South African business world. The third empirical goal was addressed in section 4.4, namely to verify the correlation between the CPS factors influencing women's perceptions, as measured by Spearman's rank-order correlation analysis.
The results indicated association between marital status and the CPS factors (§4.4.1), which is a new finding in this study. The results indicated a positive relationship between academic qualifications and the CPS factors (§4.4.2), which revealed a new finding of this study. A positive correlation was found between the demographic items and the CPS factors (§4.4.4), where women's perception of opportunities for promotion and growth (denial) increased in relation to the number of years of work at their current employer.
In addition, women's acceptance of the motivation to achieve work-life balance increased in proportion to their level of qualification. The results further revealed multiple positive correlations between the CPS factors, as confirmed by Smith et al. However, several correlations also exist between the grouped factors of the CPS scale, providing in-depth insight into the CPS factors.
CONTRIBUTION OF THE STUDY
As the abandonment of barriers that dim promotion options will increase, so will the denial of opportunities for women to grow. Acceptance showed minor significance with the other factors, but showed the same correlation between its factors, where women's acceptance of work-life balance increased, as did their acceptance of career growth. Therefore, business strategies should focus on improving women's views of the existence of the glass ceiling in terms of their growth and promotion.
This suggests that businesses should adopt more policies and structured programs to develop women's business knowledge and acumen and their motivation for career growth. The second contribution of this study will be the improved standardized and validated questionnaire that can be used in future studies on women's perception of the glass ceiling. The third contribution of this study is the grouping of the constructs into factors that provide a more accurate measure of women's perception of the glass ceiling.
This can be applied in the business environment to identify what women's perceptions are and how they can be improved to break the glass ceiling. A fourth contribution would be the correlation of CPS factors with marital status, qualification levels, and management levels, which provide a deeper insight into the factors that contribute to women's perception of the glass ceiling. This can be used to determine the perception of women, as well as to identify the role that their marital status, qualification and level of employment play in their ability to break the glass ceiling.
RECOMMENDATIONS
- Recommendations regarding denial to shatter the glass ceiling
- Recommendations regarding resignation to shatter the glass ceiling
- Recommendations regarding resilience to shatter the glass ceiling
- Recommendations regarding acceptance to shatter the glass ceiling
Although these views are enforced and expressed within the marital relationship, it is clear that those wives will experience the glass ceiling in the business environment with a negative attitude rather than an opportunity for growth. This study discovered that women in higher management levels and/or with higher qualifications showed less denial about their opportunities and inequalities to grow their careers (Figure 4-8), which can therefore be concluded that the business environment on the improving women's qualifications should focus in an attempt to break the glass ceiling. Another approach to eliminating glass ceiling denial within the business environment is to apply blind screening when reviewing promotions or new hires.
Studies have found that women value higher qualifications and recognize their value in gaining promotion in the business environment (Chisholm-Burns et al. This zero-tolerance view will increase women's confidence in the business and will lead to improvements in their productivity. The business environment must explore to motivate women's loyalty to their business to serve them longer.
Longer continuous service will benefit the business as women's acquired knowledge and skills remain within that business. The business environment should also update their job or job profiles to ensure they are gender balanced. Similarly, the results of this study confirm that these views must be addressed within the company to control these attitudes towards the glass ceiling, by addressing their corporate culture and behavior so that it promotes gender equality.
LIMITATIONS AND FUTURE RESEARCH OPPORTUNITIES
Additional childcare services can also be an incentive to offer women at their workplace within certain service or management levels. If the industry allows, on-site daycare centers can be implemented that even include after-school supervision for older children. This will eliminate family concerns of women as well as 'abused time' which they can deposit back into the business and also increase productivity.
If it is applicable to all employees, then no one is excluded, which also leads to inclusiveness and boosts morale for women who do not have children; they can also work toward their career goals even though they don't struggle with work-life balance like moms do. Another limitation is that this study did not differentiate between women in large corporate companies and those in smaller businesses to measure their perception of the glass ceiling. Likewise, geographic location, such as large cities versus small towns or rural areas, was not specified in the data collection criteria and this may result in different views or results regarding women's perceptions of the glass ceiling.
Based on these limitations, future research opportunities should consider using interviews as a data collection instrument within the same research question to see if it produces the same results. It could be useful for future research to determine whether the perceptions of women in larger cities and larger corporations differ from those of women in smaller cities and smaller companies.
REFLECTION ON THE RESEARCHER’S JOURNEY
Glass Ceiling: Shattering Women's Progress (A survey of selected commercial banks in Thane District).
