Gender stereotype, glass ceiling and women’s career advancement: an

empirical study in service sector of Pakistan Hira Shabbir Department of

Business Administration, Government College University, Faisalabad,
Pakistan
Independent: Depemdent:
Gender stereotype Women’s career advancement

Intervening:
Glass ceiling

Independent: Gender stereotype has negative impact on women’s career advancement.

Dependent: Gender stereotype has positive impact on glass ceiling.
Intervening: Glass ceiling mediates the relationship among gender stereotype and women’s
Career advancement.

Gaps:
 The actual sample was quite small gathered from banking and telecom sector, may not be
generalized to whole population Only females group are focused in present research.
 The researcher is focusing only one sector of Pakistan i.e. service sector. The other
segments i.e. Construction sector, manufacturing sectors etc. are not covered
 Countless variables effect glass ceiling. It is not probable to incorporate all of them in a
single study. A comparative study of glass ceiling in between service and other sectors of
Pakistan can be designed on vast level.

Glass ceiling: a perspective of women working in Karachi, Pakistan

Author: Sana Mobin

Moderating:
Social norms

Independent:
Dependent:
Gender discrimination
Success of women

Intervening:
Family influence
Gaps:
 It is important to consider many limitation of the research in this area. This research
paper work on the effects of social norms, family influence, gender discrimination on the
success, skills of women.
 Situational variables are ignored
 Many researchers do research on many variables but the variables on which this research
paper works are different. This research target the working women’s of Karachi

Gender Bias at Workplace: Through Sticky Floor and Glass Ceiling: A

Comparative Study of Private and Public Organizations of Islamabad M.
Ahmad, 2 H. Naseer Department of Management Sciences, Iqra University
Islamabad Campus, Islamabad, Pakistan

Intervening:
Biasness based on gender

Independent: Dependent:

Glass ceiling Wage Gap

Moderating:
Employment privileges

Gaps:
 Due to the scarcity of time, this study limits only to certain parameters of Gender bias is
workforce
 In order to investigate Gender Discrimination in the workforce, auxiliary research can be
conducted on as Gender bias reigns from the very starting point of the recruitment.
 Numerous other factors need to be explored concerning Gender bias in workforce such as
domestic, social, religious, and political factors etc.
 It is also viable that females may not be in flowing in workforce due to these factors. We
cannot generalize this study due to limited time constraints, and accessibility more
organizations and diminutive sample size.
Gender Discrimination in Workforce and its Impact on the Employees Zahid
Ali Channar (Corresponding Author) HEC Indigenous Scholar for PhD in
Management Sciences, Isra University, Hyderabad,

Intervening:
Satisfaction and motivation
Dependent:
Independent:
Stress level in women
Gender discrimination

Moderating:
Commitment

Gaps:
 The biased behaviors was more in public organizations than in private organizations
 A negative relation between GD and S&M which means that gender discrimination
resulted in low job satisfaction and motivation.
 Gender discrimination was inversely proportional with commitment and enthusiasm

Impact ofGlass Ceiling on Women’s Career Development: A Case of Sahiwal

& Okara City HAMID MEHMOOD MS Scholar; Department of
Management Sciences

Intervening:
Management preception

Independent: Dependent:

Glass ceiling Women Career development

Moderating:
Work environment
Gaps:
 It is limited to the private sector and included only private colleges and universities of
two districts of Pakistan.
 This study needs more work not only in this but also in other sectors because attitudes
towards access of women employees to highest positions in private organizations as well
as in public organizations revealed that glass ceiling is effecting in every sector.
 Sample size may be enhanced geographically and quantity wise, a bigger division than
Okara and Sahiwal, Pakistan can be explored.

Effects of Glass Ceiling on Women Career Development in Private Sector

Organizations – Case of Sri Lanka Bombuwela P. M., De Alwis A. Chamaru

Moderating:
Age composition

Independent:
Dependent:
Glass ceiling factors
Women career development
( individual, family,
organizational & cultural)

Gaps:
 Only private sector organizations are examined
 Intervening variables are not clearly identified
Gender Based Wage Discrimination and Its Impact on Performance of Blue
Collar Workers: Evidence from Pakistan Syed Mohammad Naqi Abbas1,
Shaikh Asim Athar2, Gobind Herani3

Moderating:
Employees motivation

Independent: Dependent:

Gender differences Wage discrimination

Intervening:
Management

Gaps:
 The data was collected from the office workers not from the field workers.
 Convenience sampling is used because of time factor, therefore, the findings may not be
accurate as generalized and it would be low in external validity.
 Respondents may be biased in their responses, as they do not want to share their views
regarding the policies and procedures of the organization.
 Research has widely been limited to single-display-usage i.e. it focuses on only one
factor gender discrimination and its impact on employee productivity, therefore the
findings may not be accurate.

Glass Ceiling Effect: A Focus on Pakistani Women Farhat Shafiq

Moderating:
Access to high skill employment

Independent: Dependent:

Racial difference Career advancement of women

Intervening:
Women employment
Gaps:
 A set of recommendations enabling to enhance the existing level of WCD that is missing
in it because age compostion is not the only factor.
 They must made the perception regarding women workers as posy, emotional,
manipulative but ignore the factor that these traits may help them to become a good
leader.
 They consider the women a very effective pupil when its time to take work from them but
may ignore the factor of time management for them as they have family too.

A Qualitative Study of Pakistani Working Women’s Advancement towards

Upper Level Managerial Positions Muhammad Tahir1

INTERVENING VARIBLE

Attitude and Diversity

INDEPENDENT VARIBLE DEPENDENT VARIBLE

Sterotyping Female managers

MODERATING VARIBLE

Sterotyping

Gaps:
 The study include scope of the study, sampling, and methodology adopted which makes
the generalization of the findings difficult.
 They only focused on females for data collection and did not get data from other sources
such as subordinates to get a better picture of reality.
 The study draw non-random sample from three main industries and mainly relied on
qualitative data collected through interviews.
 In current study, small and non-random sampling along with interpretation bias remains a
limitation of the study.
 Turnover intention and glass ceiling perceptions among female workers
in IT industry in Malaysia

INTERVENING VARIBLE

Job satisfaction

INDEPENDENT VARIBLE DEPENDENT VARIBLE

Glass ceiling preception Turnover intention

MODERATING VARIBLE

Organizational commitment

Gaps:
 It may focus on job satisfaction but ignore employee commitment in reference to jab
commitment as women may have the same issues in whole world.
 The effects of glass ceiling perception on other human resource management aspects are
ignored.

Identifing the existence of glass ceiling and its impact on career development

INTERVENING VARIBLE

Family influence

INDEPENDENT VARIBLE DEPENDENT VARIBLE

Glass ceiling and gender Women career development

discrimination

MODERATING VARIBLE

Culture
We select gender discrimination and glass ceiling as independent variable because it may
directly and indirectly effects the women career development from higher managerial
level to small industrial labour worker. The culture of different demographic areas may
sometime creats strong and positive correlation between WCD and GD and GC but
mostly it is unusual as family influence may always put great impact on women working.
To explore the identification of glass ceiling effects on WCD we are chossing this topic.

REFERENCES:
https://mail.google.com/mail/u/0/#inbox/1606b8a4056379f2?projector=1