Women account for half of the workforce; however there is a small percentage in executive positions (Omotayo, Oladile, & Adenike, 2013). The small percentage of women in executive positions can be attributed to an invisible barrier that blocks their career advancement known as the glass ceiling (Elacqua, Beehr, Hansen, & Webster, 2009). Research on the glass ceiling has concluded effective strategies that have aided women in career advancement (Elacqua et al., 2009; Laud, Paterson & Johnson, 2013; Metz & Tharenou, 2001). Three of the top career advancing strategies supported by research includes mentoring, networking and training (Chen, 2005; Elacqua et al., 2009; Laud et al., 2013). This quantitative correlational study aimed to determine if the effective strategies of mentoring, networking, and training correlated with the career advancement of women in the beauty industry. A total of 144 female managers in the beauty industry completed the online survey administered by SurveyMonkey®. A Pearson’s r test was conducted to determine a relationship between mentoring, networking, training and the career advancement of women in the beauty industry. Additionally, a multiple regression test was conducted in order to determine the additive variance explained by mentoring networking and training. The results of the Pearson’s r determined that mentoring, networking, and training were positively correlated to the career advancement of female executives in the beauty industry. In addition, 26% of the variance in career advancement could be explained by the multiple regression model. Mentoring, however, was not significantly related to career advancement according to the multiple regression test.
|Commitee:||Isakovic, Adrienne A., Whitman, Mary F.|
|Department:||Business and Technology|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 78/05(E), Dissertation Abstracts International|
|Keywords:||Career advancement, Career strategies, Mentoring, Middle manager, Networking, Women|
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