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Metaphors Describing the Gendered Organization in the Career Advancement of Women: An Integrative Review

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  • Sara Rocio Huaman-Morillo

    (CENTRUM Católica Graduate Business School, Pontificia Universidad Católica del Perú, Lima 15088, Peru
    EBHC South America: A JBI Affiliated Group, Lima 15023, Peru)

  • Kara Lynette Vander Linden

    (EBHC South America: A JBI Affiliated Group, Lima 15023, Peru
    Institute for Research and Theory Methodologies, Poway, CA 92064, USA
    Department of Research, Saybrook University, Pasadena, CA 91103, USA)

  • Patrick Albert Palmieri

    (EBHC South America: A JBI Affiliated Group, Lima 15023, Peru
    South American Centre for Qualitative Research, Universidad Norbert Wiener, Lima 15046, Peru
    College of Nursing and Health Sciences, Excelsior University, Albany, NY 12203, USA
    College of Graduate Health Studies, A.T. Still University, Kirksville, MO 63501, USA)

Abstract

Worldwide, gender equality remains a barrier for women seeking career advancement in corporations. Despite the globalization of corporate social responsibility programs, women have not achieved positional parity with men within the managerial hierarchy. The purpose of this integrative review was to investigate the breadth of the gendered organization literature, summarize the evidence, and inform future research about the career advancement of women in privately owned and publicly traded corporations. Twelve databases were searched between January 1990 and December 2023 for published evidence. Of the 1914 documents screened, 55 articles were included in this review. The gendered organization literature is slowly evolving as a critical area for management research even though fully developed substantive and formal theories are lacking. However, gendered organizations can be conceptualized for theoretical development as a constellation of metaphors embedded in the corporate culture. These metaphors include firewalls, glass ceilings, glass cliffs, glass escalators, labyrinths, queen bees and beehives, and sticky floors. Notably, few intervention studies were reported in the literature. Corporate social responsibility programs had a surprisingly limited impact on eliminating deep-seated structural attributes contributing to gendered organizations. Therefore, management scholars need to engage in theoretical development and research to advance a comprehensive theory of the gendered organization, and studies should investigate why the identified metaphors continue to adversely impact the career advancement of women despite the presence of corporate social responsibility programs. Finally, existing evidence needs to be translated into intervention recommendations for policymakers and corporate leaders.

Suggested Citation

  • Sara Rocio Huaman-Morillo & Kara Lynette Vander Linden & Patrick Albert Palmieri, 2024. "Metaphors Describing the Gendered Organization in the Career Advancement of Women: An Integrative Review," Administrative Sciences, MDPI, vol. 14(9), pages 1-21, August.
    • Handle: RePEc:gam:jadmsc:v:14:y:2024:i:9:p:196-:d:1466053
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    References listed on IDEAS

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    1. Tanskanen, Kari & Ahola, Tuomas & Aminoff, Anna & Bragge, Johanna & Kaipia, Riikka & Kauppi, Katri, 2017. "Towards evidence-based management of external resources: Developing design propositions and future research avenues through research synthesis," Research Policy, Elsevier, vol. 46(6), pages 1087-1105.
    2. Alessandro Gioffré & Alessandro Tampieri & Antonio Villanacci, 2021. "Private versus public companies with strategic CSR," Journal of Economics, Springer, vol. 133(2), pages 129-166, July.
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