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modern times. They have carved a niche for themselves, in what is believed to
‘Glass Ceiling’ phenomena. In this context, the present study was designed to
1990) and P.G.I. Well-being Scale (Verma & Verma, 1989) were
administered to all the female executives to assess these variables. The results
work set-up. Moreover, the females who perceived more gender bias in their
High Glass Ceiling perceivers also showed poor well being. The obtained
findings are very alarming in the sense that there is a dire need to change the
up. Extensive research work is also required to melt this ‘Glass Ceiling Myth’
in order to reshape their attitude and shatter this barrier so that every one in
modern times. There have been infact two phases in the life of women-period
of subjection and the period of liberalization. The former stretched for a long
period and the latter has caught its pace. With more and more women
becoming educated and aware of their rights, the times are changing. Adam
be predominately a male domain. They are all trendsetters in their own right.
at the same time they remained in lower job categories than men. But now the
scenario has totally changed. These females have made inroads into non-
& Harquail, 1991; Strober, 1982; Wood, Corcoran & Courant, 1993) that
friendly policies in work set-up to retain them. However, who choose non-
traditional jobs do face special constraints in the work place like isolation,
organisational behaviour. This term has two parts, Glass + ceiling. ‘Glass’ is a
normally an unwritten and unofficial policy. This term was coined by the
describe the apparent barriers that prevent women from reaching the top of
the corporate hierarchy; and it is ten years since the American government
barrier that keeps minorities and women from rising to the upper ranks of the
specific type of discrimination that effect the higher echelons more than the
bottom... known as the ‘sticky floor effect’... which prevents women and
six major factors that perpetuate glass ceiling and other areas, i.e., lack of
manager. Despite the gains women have made, negative attitudes and
stressful situation which adversely affects her commitment towards job which
organization (Mowday, Porter & Steers, 1982). In 1990, Allen & Meyer
overcome more barriers than men to gain membership. But in the current era,
present study, the ‘Glass Ceiling’ construct has been operationized in terms of
categories, i.e., high glass ceiling perceivers (having high perception of sex-
biased attitude towards their job) and low glass ceiling perceivers (having low
debilitating impact upon the well being of a person. The perceived glass
physical, mental and social well-being and not merely the absence of disease
positive affect and negative affect (Diener, Suh, Lucas & Smith, 1999). It is
about woman as managers can have an effect on the mentoring and support
that male executives were not comfortable being supervised by their women
boss (Catalyst, 1996; Tharenou, 1991). Despite research showing men and
gender biased perception of males lowers down the well-being of females and
2002). Taking this into view that whether ‘Glass Ceiling’ is a reality or a
society, is a big question mark and needs to be pondered over. Taking this
perspective into mind, the present research aimed to study and make a
Hypotheses :
study :
(1) There would be significant difference between the high and low
Method
Sample
Design
A two independent group design was used. One group (n=100) was
of high glass ceiling perceivers or those who could not cross the barrier and
the second group (n=100) was of those women who crossed the barrier (low
Tools
decision making etc. The higher the score, the lower is the glass
ceiling and lower the score, the higher is the glass ceiling.
(3) PGI General Well being Scale (Verma & Verma, 1989) : It
rapport establishment, they were briefed regarding the nature and objectives
of study. All the tests were individually administered on each subject. They
from various MNCs. Out of 350 females, 100 were categorized as ‘high glass
ceiling perceivers (based upon the median score)’ and 100 as ‘low glass
perceivers after data collection, the scoring was done as per the manual’s
guidelines.
The objective of the present study was to assess and compare the
organizational commitment and well being of high glass ceiling and low glass
ceiling perceivers.
executives perceived as high glass ceiling perceivers (H.G.C.P.) and low glass
high glass ceiling perceivers was 9.81 and 5.13 respectively while the
respective X and σ in case of low glass ceiling perceivers was 13.75 and
1.46. The obtained values clearly showed that low glass ceiling perceivers had
set-up (as the scoring shows that the higher the scores, the low is the
which is significant at .01 level. The obtained results supported the first
hypothesis. The above findings are in the line of findings of Eagly & Karan
(2002) who talked about the principle of ‘role incongruity’ present in the
going to be turn out as a ‘glass ceiling sufferer’ rather than a ‘glass escalator’
(Liff & Ward, 2001). Even traditional views also do not regard women as less
13.99, 13.99 and 13.50 respectively. With their respective SD as 4.56, 4.26
and 4.41. But in case of low glass ceiling perceivers their respective X and
SD were 46.48, 44.85 and 45.41 for mean values and 3.00, 3.31 and 3.05
ceiling. But there are number of theoretical studies (Hadden, 2000; Fiornia,
2002) on ‘Shattering the glass ceiling’ that indirectly report about certain
the transparent barrier in a work place which hinders them to reach at top
level.
perceivers were 5.4 and 2.01 respectively followed by 19.98 and 2.74 as
showed that the higher the score, the higher would be the well-being. Shek
(1992) studied Chinese females and found that the quality of existence and
(1994) reported that well known negative epithets like ‘dragon lady’ and
‘battle axe’ applied to any powerful woman in work set-up lowers down their
psychological well being. The above findings clearly reveal that females have
discrimination.
hospitals, schools, colleges, corporate world etc. But this present study has
congenial climate to female employees in their work set-up which is free from
gender discrimination. The need of an hour is to melt this ‘Glass Ceiling’ and
References
Ontario.
Allen, N.J. and Meyer, J.P. (1990). The measurement and antecedents of
Catalyst (2005). Women “take care” men “take charge”. Stereotyping of U.S.
Jossey-Bass.
Cox, T.H. and Harquail, P. (1991). Effects of ethic group cultural difference
Dienner, E., Suh, E.M., Lucas, R.E. and Smith, H.L. (1999). Subjective
276-302.
Eagly, A.H. and Karan, S.J. (2002). Gender and the effectiveness of leaders:
Eagly, A.H. and Klousky, B.G. (1992). Gender and the evaluation of leaders:
Hymomitz, C. and Schellhardt, T. (1986). The Glass Ceiling. The Wall Street
Psychology, 6, 121-134.
Liff, S. and Ward, K. (2001). Distorted views through the glass ceiling: The
Strober, L.K. (1982). All the right stuff: A comparison of female and male
251-260.
14
Table No.1 Mean, Standard Deviation and t-value of High Glass Ceiling
and Low Glass Ceiling perceivers
** p < 0.01
16
Table No. 2 Mean, Standard deviation and t-value of high glass ceiling
perceivers (HGCP) and low glass ceiling perceivers (LGCP)
in relation to organisational commitment (Normative,
Affective and Continuance) and well-being.
Variable Mean MD SD t
** p<0.01