It is known that the glass ceiling problem is a serious problem in organizations that prevents women from advancing to top management positions. There are many reasons behind this problem which gives harm to women's career progression. Some practices of human resources management are listed among these reasons. In this study, the glass ceiling concept will be viewed from the perspective of human resources management. In other words, the focus will be on how human resources management functions change the perception of glass ceilings of women working in organizations. In short, how the gender effect in the implementation of human resources management activities such as recruitment, career development, training, performance evaluation changes women's perception of glass ceiling is the main subject of this study. With the study, it is thought that some of the missing points in Turkish glass ceiling literature will be completed.
Gender inequality encountered worldwide, also visibly exists in organizations as a problem. The entire global workforce bears signs of gender discrimination. Women occupy much fewer managerial positions when compared with men. Women work in organizations in low hierarchy and less responsible jobs, and are paid lower wages. The situation of women who are not given a chance for promotion in organizations, is depicted figuratively by a transparent barrier. The barriers, which invisibly hinder women from rising in the organizational levels are mentioned as glass ceiling in the literature. This study is an investigation into the way several chosen contingencies affect the perception of glass ceiling in women. The industry which the organization belongs, socialization provided by the family, whether the organization is in the public or private sector, women's marital status, number of children, and the establishment date of the organization are the selected micro and macro contingencies. These contingencies show in which situations women's perception of glass ceiling increase or decrease and thus provide a way for classification. In this research a comparative analysis of women's perception of glass ceiling in the health and education sectors has been carried out. The above cited sectors have been chosen to make a comparison between a sector which can be traditionally accepted as women's field and a sector which can be regarded as outside of this field. A glass ceiling questionnaire was answered by women in these sectors and the results supported the previous arguments of the literature.
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