The U.S. Department of Labor’s Federal Glass Ceiling Commission (FGCC) issued two reports in 1995 that showed glass ceiling barriers blocking females’ promotions to executive-level positions in American businesses. In 2011, glass ceiling barriers continued to be identified in the literature as a means of excluding all but a minority of females from CEO positions in American companies. The purpose of this quantitative study with a correlational research design was to determine if significant relationships exist between the percentage of senior leadership positions filled by women in small and medium-sized businesses in Georgia and Florida and three process variables thought to impede or foster the selection of female candidates. The processes that were tested are impediments to promotion, operating policies, and policy enforcement activities. A web-based survey was used to collect data.
The sample population was drawn from human resources executives. A priori and post hoc power analysis were performed to establish an adequate size sample based on statistical analyses, not population. The actual number of complete responses was 72. Of the 72 subjects, 60 were female (83%) and 12 were male (17%). Spearman rho correlation tests revealed a statistically significant relationship between the percentage of senior leadership positions filled by women and the number of perceived impediments as well as compliance activities. There was no statistically significant relationship between the percentage of senior leadership positions filled by women and operating policies.
|Commitee:||Dilts, Rachel, Hutkin, Ronald|
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 74/07(E), Dissertation Abstracts International|
|Subjects:||Womens studies, Management, Labor relations, Gender studies|
|Keywords:||Feminism, Gender discrimination, Gender equity, Glass ceiling, Promotion, Self-efficacy, Women executives|
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