Examining women's career progression barriers

It is been half a century women’s progression in professional career has been in a debate. Yet today, only scant percent of women are able to make their way at leadership and decision making positions at higher education institutions across the globe. However, women career in higher education has be...

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Main Author:	Tasnuva, Alam
Format:	Thesis
Language:	eng eng
Published:	2018
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/7553/1/s821074_01.pdf https://etd.uum.edu.my/7553/2/s821074_02.pdf
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id	my-uum-etd.7553
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Hassan, Zuraida
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Tasnuva, Alam Examining women's career progression barriers
description	It is been half a century women’s progression in professional career has been in a debate. Yet today, only scant percent of women are able to make their way at leadership and decision making positions at higher education institutions across the globe. However, women career in higher education has been of little concern to researchers. The purpose of this study is to examine the relationship between gender stereotype, work-family conflict, social-cultural beliefs, individual characteristics and organizational support with women’s career progression barriers among female staffs in a public university in Malaysia. This quantitative approach research has collected data from 264 female staffs of a public university using questionnaire survey. The study analyzes collected data utilizing Pearson correlation and multiple regression model to identify the relationship and test the hypothesis. The findings of the study reveal that gender stereotype, work-family conflict, and organizational support significantly influence the career progression barriers of female staffs. On the other hand, social-cultural beliefs and individual characteristics found to have an insignificant association, thus it does not affect career progression barriers of women staffs. This finding is believed to be logical in the context of Malaysia since it is a very inclusive and liberal nation. Finally, the study suggests that parental care leaves, childhood lessons and security (both social and physical) could be considered in analyzing in the future study.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Tasnuva, Alam
author_facet	Tasnuva, Alam
author_sort	Tasnuva, Alam
title	Examining women's career progression barriers
title_short	Examining women's career progression barriers
title_full	Examining women's career progression barriers
title_fullStr	Examining women's career progression barriers
title_full_unstemmed	Examining women's career progression barriers
title_sort	examining women's career progression barriers
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2018
url	https://etd.uum.edu.my/7553/1/s821074_01.pdf https://etd.uum.edu.my/7553/2/s821074_02.pdf
_version_	1747828232995995648
spelling	my-uum-etd.75532021-08-11T07:42:46Z Examining women's career progression barriers 2018 Tasnuva, Alam Hassan, Zuraida School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment It is been half a century women’s progression in professional career has been in a debate. Yet today, only scant percent of women are able to make their way at leadership and decision making positions at higher education institutions across the globe. However, women career in higher education has been of little concern to researchers. The purpose of this study is to examine the relationship between gender stereotype, work-family conflict, social-cultural beliefs, individual characteristics and organizational support with women’s career progression barriers among female staffs in a public university in Malaysia. This quantitative approach research has collected data from 264 female staffs of a public university using questionnaire survey. The study analyzes collected data utilizing Pearson correlation and multiple regression model to identify the relationship and test the hypothesis. The findings of the study reveal that gender stereotype, work-family conflict, and organizational support significantly influence the career progression barriers of female staffs. On the other hand, social-cultural beliefs and individual characteristics found to have an insignificant association, thus it does not affect career progression barriers of women staffs. This finding is believed to be logical in the context of Malaysia since it is a very inclusive and liberal nation. 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Examining women's career progression barriers

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