THE GLASS CEILING SYNDROME IN ORGANIZATIONAL PSYCHOLOGY
Keywords:
Organizational culture, gender discrimination, self-efficacy, leadership, organizational psychologyAbstract
The glass ceiling syndrome refers to invisible barriers that restrict the advancement of women and minority groups into leadership positions within organizations. This study examines the phenomenon from the perspective of industrial and organizational psychology by analyzing the influence of organizational culture, gender stereotypes, discrimination, and self-efficacy on career advancement. A mixed-methods approach was employed, including survey data collected from 120 employees and semi-structured interviews with 15 participants from public and private organizations. The findings indicate that discriminatory attitudes, male-dominated workplace environments, and reduced self-efficacy significantly contribute to the persistence of the glass ceiling phenomenon. Furthermore, international policy practices were reviewed to identify effective organizational and psychological interventions. The study concludes that addressing the glass ceiling requires not only structural reforms but also transformations in organizational culture, attitudes, and workplace psychology.
References
1. Гантуяа, А. (2020). Монгол Улсын хөдөлмөрийн зах зээлийн жендэрийн тэгш байдалд Ковид-19 цар тахлын үзүүлж буй нөлөө. Фридрих Эбэртийн сан.
2. Монгол Улсын Үндэсний статистикийн хороо (2020). Хөдөлмөр эрхлэлт ба жендэрийн статистик тайлан.
3. Түмэндэлгэр, С. (2022). Шийдвэр гаргах түвшин дэх эмэгтэйчүүдийн оролцооны талаарх олон нийтийн төсөөлөл [Судалгааны тайлан]. Нийгмийн бодлого хөгжил судалгааны хүрээлэн.
4. Aycan, Z. (2004). Key success factors for women in management in Turkey. Applied Psychology: An International Review, 53(3), 453–477.
5. Bandura, A. (1997). Self-efficacy: The exercise of control. W.H. Freeman.
6. Cotter, D. A., Hermsen, J. M., & Vanneman, R. (2003). The effects of occupational gender segregation on earnings inequality. Social Science Research, 32(3), 419–442.
7. Cotter, D. A., Hermsen, J. M., Ovadia, S., & Vanneman, R. (2001). The glass ceiling effect. Social Forces, 80(2), 655–681.
8. Demirbilek, T. (2007). Cinsiyet ayrımcılığı ve kadın istihdamı. Çalışma ve Toplum, 2(13), 13–28.
9. Eyüboğlu, A. (1999). Kadının toplumsal rolü ve çalışma hayatına katılımı. Türkiye İş Bankası Kültür Yayınları.
10. Foreign, Commonwealth & Development Office. (2023). Work and Opportunities for Women (WOW) programme. UK Government. https://www.gov.uk
11. Governance New Zealand. (2023). Leadership development and governance training. https://www.governancenz.org
12. Government of Canada. (2022). Women in politics and leadership. Women and Gender Equality Canada. https://women-gender-equality.canada.ca
13. Heilman, M. E. (2012). Gender stereotypes and workplace bias. Research in Organizational Behavior, 32, 113–135.
14. Kabeer, N. (2012). Women’s economic empowerment and inclusive growth: Labour markets and enterprise development. International Development Research Centre. https://idl-bnc-idrc.dspacedirect.org
15. Kavuncu, B. (2009). The glass ceiling syndrome: An application in organizations [Master’s thesis, Istanbul University].
16. Kmec, J. A. (2005). Setting occupational sex segregation in motion: Demand-side explanations of sex traditional employment. Work and Occupations, 32(3), 322–354.
17. Maume, D. J. (1999). Glass ceilings and glass escalators: Occupational segregation and race and sex differences in managerial promotions. Work and Occupations, 26(4), 483–509.
18. Ministry for Women. (2023). Leadership and governance. New Zealand Government. https://women.govt.nz
19. National Statistics Office of Mongolia. (2022). Gender statistics report. https://1212.mn
20. Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
21. Örücü, E., Kılıç, R., & Kılıç, T. (2007). Cam tavan sendromu ve kadınların üst düzey yönetici pozisyonuna yükselmelerindeki engeller: Balıkesir ili örneği. Yönetim ve Ekonomi Dergisi, 14(2), 117–135.
22. Robbins, S. P., & Judge, T. A. (2017). Organizational behavior (17th ed.). Pearson Education.
23. Roth, L. M. (2004). Selling women short: A research note on gender differences in compensation on Wall Street. Social Forces, 82(2), 783–802.
24. Serpil, Y. (2019). Kadınların iş hayatında karşılaştıkları cam tavan sendromu üzerine nitel bir araştırma [Yüksek lisans tezi, İstanbul Sabahattin Zaim Üniversitesi].
25. Tolley, E. (2019). Framed: Media and the coverage of race in Canadian politics. UBC Press.
26. United Nations Development Programme. (2023). Gender equality in Mongolia. https://www.undp.org/mongolia
27. World Bank Group. (2021). Women Entrepreneurs Finance Initiative (We-Fi). https://www.we-fi.org
28. World Economic Forum. (2022). Global gender gap report 2022. https://www.weforum.org/reports/global-gender-gap-report-2022/
29. Yaprak, Z. (2009). Kadınların çalışma hayatına katılımı ve karşılaştıkları sorunlar. Journal of Social Policy Studies, 17(17), 63–80.
