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Factors Inhibiting Female Managers’ Advancement To Senior Positions

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  • IRIS RON

    (Alexandru Ioan Cuza University, Faculty of Economics and Business Administration, IaÅŸi, Romania)

Abstract

This literature review will examine the internal and external factors that hinder female managers' advancement to senior positions in the Israeli labor market. The cultural framework consists of several main elements that guide gender roles. During the COVID-19 period, women experienced more difficulties associated with the new constraints and guidelines than men in workplaces. The review is divided into internal and external factors in four main areas: sociology, economics, human capital, and legislation. The glass ceiling for a female manager is created in an organization whose structure is not suitable for the inclusion of women and mothers. From an early age, boys and girls experience different attitudes according to gender, social expectations, perception of themselves, social disparities, economic dependence, and discrimination. Changing the perception of gender roles in all areas of life may change workplace culture. Legislation and enforcement may create a gender balance in public and private sectors.

Suggested Citation

  • Iris Ron, 2020. "Factors Inhibiting Female Managers’ Advancement To Senior Positions," Review of Economic and Business Studies, Alexandru Ioan Cuza University, Faculty of Economics and Business Administration, issue 26, pages 99-122, December.
    • Handle: RePEc:aic:revebs:y:2020:j:26:roni
    DOI: 10.47743/rebs-2020-2-0005
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    References listed on IDEAS

    as
    1. Frances J. Milliken & Elizabeth W. Morrison & Patricia F. Hewlin, 2003. "An Exploratory Study of Employee Silence: Issues that Employees Don’t Communicate Upward and Why," Journal of Management Studies, Wiley Blackwell, vol. 40(6), pages 1453-1476, September.
    2. Agneta H Fischer & Mariska E Kret & Joost Broekens, 2018. "Gender differences in emotion perception and self-reported emotional intelligence: A test of the emotion sensitivity hypothesis," PLOS ONE, Public Library of Science, vol. 13(1), pages 1-19, January.
    3. Duguid, Michelle, 2011. "Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?," Organizational Behavior and Human Decision Processes, Elsevier, vol. 116(1), pages 104-115, September.
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