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ARTIFICIAL OBSTACLES CREATES FAILURE PERCEPTION AT MANAGEMENT POSITIONS OF WOMEN IN EDUCATIONAL INSTITUTIONS

Yıl 2020, Cilt: 29 Sayı: 3, 310 - 333, 26.10.2020

Öz

Today,
although various advances have been made to overcome the problem of gender
discrimination and glass ceiling, it is seen that these problems persist in
high rates in practice. Gender discrimination can occur both in the private
sector and in public institutions. One of these institutions is educational
institutions. It is seen that women come to management positions at very low
rates comparing to men. In this study, it is aimed to reveal the artificial
barriers that create the perception of women teachers' access to the management
position and the perception of being unsuccessful in the management. Content
analysis, a qualitative research method was used as a method, frequency and
category analysis techniques were applied in order for analysis. In accordance
with, 399 comments in a social media network were categorized in terms of their
frequency. According to the results of the analysis, it was seen that women
failed to manage due to reasons such as being egoist, acting with emotions,
being emotional, capricious, complex, polite, soft, thoughtful ”.

Kaynakça

  • Adler, N. J. (1993). An international perspective on the barriers to the advancement of women managers. Applied Psychology, 42(4), 289-300.
  • Budworth, M. H., & Mann, S. L. (2010). Becoming a leader: The challenge of modesty for women. Journal of Management Development, 29(2), 177-186
  • Cotter, D. A., Hermsen, J. M., Ovadia, S., & Vanneman, R. (2001). The glass ceiling effect. Social forces, 80(2), 655-681.
  • Cottingham, J., Fonn, S., García-Moreno, C., Gruskin, S., Klugman, B., Mwau, A. N., ... & World Health Organization. (2001). Transforming health systems: gender and rights in reproductive health: a training manual for health managers. In Transforming health systems: gender and rights in reproductive health: a training manual for health managers/Jane Cottingham...[et al.]; edited by TK Sundari Ravindran.
  • Curtis, M., Schmid, C., & Struber, M. (2012). Gender diversity and corporate performance. Credit Suisse, Research Institute.
  • Derks, B., Van Laar, C., & Ellemers, N. (2016). The queen bee phenomenon: Why women leaders distance themselves from junior women. The Leadership Quarterly, 27(3), 456-469.
  • Dezsö, C. L., & Ross, D. G. (2012). Does female representation in top management improve firm performance? A panel data investigation. Strategic Management Journal, 33(9), 1072-1089.
  • Eagly, A. H. (2007). Female leadership advantage and disadvantage: Resolving the contradictions. Psychology of women quarterly, 31(1), 1-12.
  • Eagly, A. H., & Carli, L. L. (2003). The female leadership advantage: An evaluation of the evidence. The leadership quarterly, 14(6), 807-834.
  • Ellemers, N., Van den Heuvel, H., De Gilder, D., Maass, A., & Bonvini, A. (2004). The underrepresentation of women in science: differential commitment or the queen bee syndrome? British Journal of Social Psychology, 43(3), 315-338.
  • Fiermani, J. (1990, December). Do women manage differently? Fortune, 115- 118.
  • Foley, S., Ngo, H. Y., & Loi, R. (2006). Antecedents and consequences of perceived personal gender discrimination: A study of solicitors in Hong Kong. Sex Roles, 55(3-4), 197-208.
  • Haslam, S. A., & Ryan, M. K. (2008). The road to the glass cliff: Differences in the perceived suitability of men and women for leadership positions in succeeding and failing organizations. The Leadership Quarterly, 19(5), 530-546.
  • Heikes, E. J. (1991). When men are the minority: The case of men in nursing. The Sociological Quarterly, 32(3), 389-401.
  • Herrbach, O., & Mignonac, K. (2012). Perceived gender discrimination and women’s subjective career success: The moderating role of career anchors. Relations Industrielles/Industrial Relations, 67(1), 25-50.
  • Hoobler, J. M., Hu, J., & Wilson, M. (2010). Do workers who experience conflict between the work and family domains hit a “glass ceiling?”: A meta-analytic examination. Journal of Vocational Behavior, 77(3), 481-494.
  • Hultin, M., & Szulkin, R. (1999). Wages and unequal access to organizational power: An empirical test of gender discrimination. Administrative Science Quarterly, 44(3), 453-472.
  • Johnson, C., Long, J., & Faught, S. (2014). The Need to Practice What We Teach: The Sticky Floor Effect in Colleges of Business in Southern US Universities. Journal of Academic Administration in Higher Education, 10(1), 27-33.
  • Kanter, R.M. (1977). Men and Women of the Corporation. Basic Books, New York, NY.
  • Kee, H. J. (2006). Glass ceiling or sticky floor? Exploring the Australian gender pay gap. Economic Record, 82(259), 408-427.
  • Kuhn, P., & Shen, K. (2012). Gender discrimination in job ads: Evidence from china. The Quarterly Journal of Economics, 128(1), 287-336.
  • Mavin, S. (2008). Queen bees, wannabees and afraid to bees: no more ‘best enemies’ for women in management? British Journal of Management, 19, S75-S84.
  • Metz, I., & Tharenou, P. (2001). Women’s career advancement: The relative contribution of human and social capital. Group & Organization Management, 26(3), 312-342.
  • Morgan, M. S. (2017). Glass ceilings and sticky floors: Drawing new ontologies. Cultures without Culturalism: The Making of Scientific Knowledge.
  • Morrison, A. M., White, R. P., & Van Velsor, E. (1987). The narrow band. Leadership in Action, 7(2), 1-7.
  • Ngo, H. Y., Tang, C. S. K., & Au, W. W. T. (2002). Behavioural responses to employment discrimination: A study of Hong Kong workers. International Journal of Human Resource Management, 13(8), 1206-1223.
  • Pande, R., & Ford, D. (2012). Gender quotas and female leadership.
  • Porter, N. B. (2006). Re-defining Superwoman: An essay on overcoming the maternal wall in the legal workplace. Duke J. Gender L. & Pol'y, 13, 55.
  • Powell, G. N., & Butterfield, D. A. (1994). Investigating the “glass ceiling” phenomenon: An empirical study of actual promotions to top management. Academy of Management Journal, 37(1), 68-86.
  • Ryan, M. K., & Haslam, S. A. (2007). The glass cliff: Exploring the dynamics surrounding the appointment of women to precarious leadership positions. Academy of Management Review, 32(2), 549-572.
  • Sabharwal, M. (2013). From glass ceiling to glass cliff: Women in senior executive service. Journal of Public Administration Research and Theory, 25(2), 399-426.
  • Smith, P., Caputi, P., & Crittenden, N. (2012). A maze of metaphors around glass ceilings. Gender in Management: an international journal, 27(7), 436-448.
  • Spaid, E. L. (1993). Sticky floor keeps many women in low-paying jobs. The Christian Science Monitor, 13. https://www.csmonitor.com/1993/0713/13122.html Erişim Tarihi: 20.06.2019
  • Spangler, E., Gordon, M. A., & Pipkin, R. M. (1978). Token women: An empirical test of Kanter's hypothesis. American Journal of Sociology, 84(1), 160-170.
  • Still, L. V. (1997). Glass ceilings, glass walls and sticky floors: Barriers to career progress for women in the finance industry.
  • Tan, J. (2008). Breaking the “bamboo curtain” and the “glass ceiling”: The experience of women entrepreneurs in high-tech industries in an emerging market. Journal of Business Ethics, 80(3), 547-564.
  • Torchia, M., Calabrò, A., & Huse, M. (2011). Women directors on corporate boards: From tokenism to critical mass. Journal of Business Ethics, 102(2), 299-317.
  • Vaillancourt, T. (2013). Do human females use indirect aggression as an intrasexual competition strategy? Philosophical Transactions of the Royal Society B: Biological Sciences, 368(1631), 20130080.
  • Valcour, M., & Ladge, J. J. (2008). Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations. Journal of vocational behavior, 73(2), 300-309.
  • Williams, C. L. (1992). The glass escalator: Hidden advantages for men in the “female” professions. Social problems, 39(3), 253-267.
  • Williams, C. L. (1995). Still a man's world: Men who do women's work (Vol. 1). Univ of California Press.
  • Williams, C. L. (2013). The glass escalator, revisited: Gender inequality in neoliberal times, SWS feminist lecturer. Gender & Society, 27(5), 609-629.
  • Wilson-Kovacs, D. M., Ryan, M., & Haslam, A. (2006). The glass-cliff: women's career paths in the UK private IT sector. Equal Opportunities International, 25(8), 674-687.
  • Wingfield, A. H. (2009). Racializing the glass escalator: Reconsidering men's experiences with women's work. Gender & Society, 23(1), 5-26.
  • Wright, E. O., Baxter, J., & Birkelund, G. E. (1995). The gender gap in workplace authority: A cross-national study. American sociological review, 407-435.
  • Wrigley, B. J. (2002). Glass ceiling? What glass ceiling? A qualitative study of how women view the glass ceiling in public relations and communications management. Journal of Public Relations Research, 14(1), 27-55.
  • Yoder, J. D. (1991). Rethinking tokenism: Looking beyond numbers. Gender & Society, 5(2), 178-192.
  • Yoder, J. D., & Sinnett, L. M. (1985). Is it all in the numbers? A case study of tokenism. Psychology of Women Quarterly, 9(3), 413-418.
  • Yoder, J. D., Adams, J., & Prince, H. T. (1983). The price of a token. JPMS: Journal of Political and Military Sociology, 11(2), 325.
  • Zimmer, L. (1988). Tokenism and women in the workplace: The limits of gender-neutral theory. Social problems, 35(1), 64-77.

EĞİTİM KURUMLARINDAKİ KADINLARIN İDARİ POZİSYONLARDA BAŞARISIZLIK ALGISINI YARATAN YAPAY ENGELLER

Yıl 2020, Cilt: 29 Sayı: 3, 310 - 333, 26.10.2020

Öz

Günümüzde cinsiyet
ayrımcılığı ve cam tavan problemini aşmaya yönelik çeşitli ilerlemeler
sağlanmasına rağmen pratikte bu problemlerin yüksek oranlarda devam ettikleri
görülmektedir. Cinsiyet ayrımcılığı gerek özel sektörde gerekse de kamu
kurumlarında ortaya çıkabilmektedir. Bu kurumlardan biri de eğitim kurumlarıdır.
Kadınların erkeklere göre çok düşük oranlarda idarecilik pozisyonlarına
geldikleri görülmektedir. Bu çalışmada, kadın öğretmenlerin idarecilik
pozisyonuna erişimi ve idarecilik konusunda başarısız görülme algısını yaratan yapay
engellerin ortaya çıkarılması amaçlanmıştır. 
Çalışmada nitel bir araştırma yöntemi olan içerik analizi yapılmış,
sıklık ve kategori analiz teknikleri kullanılmıştır. Bu doğrultuda bir sosyal
medya ağında yer alan 399 yorum sıklık durumlarına göre kategoriye ayrılmıştır.
Analiz sonuçlarına göre kadınların “egolu olmaları, duygularıyla hareket
etmeleri, duygusal, kaprisli, kompleksli, kibar, yumuşak, düşünceli olmaları” gibi
nedenlerden dolayı idarecilik yapmada başarısız oldukları görülmüştür.

Kaynakça

  • Adler, N. J. (1993). An international perspective on the barriers to the advancement of women managers. Applied Psychology, 42(4), 289-300.
  • Budworth, M. H., & Mann, S. L. (2010). Becoming a leader: The challenge of modesty for women. Journal of Management Development, 29(2), 177-186
  • Cotter, D. A., Hermsen, J. M., Ovadia, S., & Vanneman, R. (2001). The glass ceiling effect. Social forces, 80(2), 655-681.
  • Cottingham, J., Fonn, S., García-Moreno, C., Gruskin, S., Klugman, B., Mwau, A. N., ... & World Health Organization. (2001). Transforming health systems: gender and rights in reproductive health: a training manual for health managers. In Transforming health systems: gender and rights in reproductive health: a training manual for health managers/Jane Cottingham...[et al.]; edited by TK Sundari Ravindran.
  • Curtis, M., Schmid, C., & Struber, M. (2012). Gender diversity and corporate performance. Credit Suisse, Research Institute.
  • Derks, B., Van Laar, C., & Ellemers, N. (2016). The queen bee phenomenon: Why women leaders distance themselves from junior women. The Leadership Quarterly, 27(3), 456-469.
  • Dezsö, C. L., & Ross, D. G. (2012). Does female representation in top management improve firm performance? A panel data investigation. Strategic Management Journal, 33(9), 1072-1089.
  • Eagly, A. H. (2007). Female leadership advantage and disadvantage: Resolving the contradictions. Psychology of women quarterly, 31(1), 1-12.
  • Eagly, A. H., & Carli, L. L. (2003). The female leadership advantage: An evaluation of the evidence. The leadership quarterly, 14(6), 807-834.
  • Ellemers, N., Van den Heuvel, H., De Gilder, D., Maass, A., & Bonvini, A. (2004). The underrepresentation of women in science: differential commitment or the queen bee syndrome? British Journal of Social Psychology, 43(3), 315-338.
  • Fiermani, J. (1990, December). Do women manage differently? Fortune, 115- 118.
  • Foley, S., Ngo, H. Y., & Loi, R. (2006). Antecedents and consequences of perceived personal gender discrimination: A study of solicitors in Hong Kong. Sex Roles, 55(3-4), 197-208.
  • Haslam, S. A., & Ryan, M. K. (2008). The road to the glass cliff: Differences in the perceived suitability of men and women for leadership positions in succeeding and failing organizations. The Leadership Quarterly, 19(5), 530-546.
  • Heikes, E. J. (1991). When men are the minority: The case of men in nursing. The Sociological Quarterly, 32(3), 389-401.
  • Herrbach, O., & Mignonac, K. (2012). Perceived gender discrimination and women’s subjective career success: The moderating role of career anchors. Relations Industrielles/Industrial Relations, 67(1), 25-50.
  • Hoobler, J. M., Hu, J., & Wilson, M. (2010). Do workers who experience conflict between the work and family domains hit a “glass ceiling?”: A meta-analytic examination. Journal of Vocational Behavior, 77(3), 481-494.
  • Hultin, M., & Szulkin, R. (1999). Wages and unequal access to organizational power: An empirical test of gender discrimination. Administrative Science Quarterly, 44(3), 453-472.
  • Johnson, C., Long, J., & Faught, S. (2014). The Need to Practice What We Teach: The Sticky Floor Effect in Colleges of Business in Southern US Universities. Journal of Academic Administration in Higher Education, 10(1), 27-33.
  • Kanter, R.M. (1977). Men and Women of the Corporation. Basic Books, New York, NY.
  • Kee, H. J. (2006). Glass ceiling or sticky floor? Exploring the Australian gender pay gap. Economic Record, 82(259), 408-427.
  • Kuhn, P., & Shen, K. (2012). Gender discrimination in job ads: Evidence from china. The Quarterly Journal of Economics, 128(1), 287-336.
  • Mavin, S. (2008). Queen bees, wannabees and afraid to bees: no more ‘best enemies’ for women in management? British Journal of Management, 19, S75-S84.
  • Metz, I., & Tharenou, P. (2001). Women’s career advancement: The relative contribution of human and social capital. Group & Organization Management, 26(3), 312-342.
  • Morgan, M. S. (2017). Glass ceilings and sticky floors: Drawing new ontologies. Cultures without Culturalism: The Making of Scientific Knowledge.
  • Morrison, A. M., White, R. P., & Van Velsor, E. (1987). The narrow band. Leadership in Action, 7(2), 1-7.
  • Ngo, H. Y., Tang, C. S. K., & Au, W. W. T. (2002). Behavioural responses to employment discrimination: A study of Hong Kong workers. International Journal of Human Resource Management, 13(8), 1206-1223.
  • Pande, R., & Ford, D. (2012). Gender quotas and female leadership.
  • Porter, N. B. (2006). Re-defining Superwoman: An essay on overcoming the maternal wall in the legal workplace. Duke J. Gender L. & Pol'y, 13, 55.
  • Powell, G. N., & Butterfield, D. A. (1994). Investigating the “glass ceiling” phenomenon: An empirical study of actual promotions to top management. Academy of Management Journal, 37(1), 68-86.
  • Ryan, M. K., & Haslam, S. A. (2007). The glass cliff: Exploring the dynamics surrounding the appointment of women to precarious leadership positions. Academy of Management Review, 32(2), 549-572.
  • Sabharwal, M. (2013). From glass ceiling to glass cliff: Women in senior executive service. Journal of Public Administration Research and Theory, 25(2), 399-426.
  • Smith, P., Caputi, P., & Crittenden, N. (2012). A maze of metaphors around glass ceilings. Gender in Management: an international journal, 27(7), 436-448.
  • Spaid, E. L. (1993). Sticky floor keeps many women in low-paying jobs. The Christian Science Monitor, 13. https://www.csmonitor.com/1993/0713/13122.html Erişim Tarihi: 20.06.2019
  • Spangler, E., Gordon, M. A., & Pipkin, R. M. (1978). Token women: An empirical test of Kanter's hypothesis. American Journal of Sociology, 84(1), 160-170.
  • Still, L. V. (1997). Glass ceilings, glass walls and sticky floors: Barriers to career progress for women in the finance industry.
  • Tan, J. (2008). Breaking the “bamboo curtain” and the “glass ceiling”: The experience of women entrepreneurs in high-tech industries in an emerging market. Journal of Business Ethics, 80(3), 547-564.
  • Torchia, M., Calabrò, A., & Huse, M. (2011). Women directors on corporate boards: From tokenism to critical mass. Journal of Business Ethics, 102(2), 299-317.
  • Vaillancourt, T. (2013). Do human females use indirect aggression as an intrasexual competition strategy? Philosophical Transactions of the Royal Society B: Biological Sciences, 368(1631), 20130080.
  • Valcour, M., & Ladge, J. J. (2008). Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations. Journal of vocational behavior, 73(2), 300-309.
  • Williams, C. L. (1992). The glass escalator: Hidden advantages for men in the “female” professions. Social problems, 39(3), 253-267.
  • Williams, C. L. (1995). Still a man's world: Men who do women's work (Vol. 1). Univ of California Press.
  • Williams, C. L. (2013). The glass escalator, revisited: Gender inequality in neoliberal times, SWS feminist lecturer. Gender & Society, 27(5), 609-629.
  • Wilson-Kovacs, D. M., Ryan, M., & Haslam, A. (2006). The glass-cliff: women's career paths in the UK private IT sector. Equal Opportunities International, 25(8), 674-687.
  • Wingfield, A. H. (2009). Racializing the glass escalator: Reconsidering men's experiences with women's work. Gender & Society, 23(1), 5-26.
  • Wright, E. O., Baxter, J., & Birkelund, G. E. (1995). The gender gap in workplace authority: A cross-national study. American sociological review, 407-435.
  • Wrigley, B. J. (2002). Glass ceiling? What glass ceiling? A qualitative study of how women view the glass ceiling in public relations and communications management. Journal of Public Relations Research, 14(1), 27-55.
  • Yoder, J. D. (1991). Rethinking tokenism: Looking beyond numbers. Gender & Society, 5(2), 178-192.
  • Yoder, J. D., & Sinnett, L. M. (1985). Is it all in the numbers? A case study of tokenism. Psychology of Women Quarterly, 9(3), 413-418.
  • Yoder, J. D., Adams, J., & Prince, H. T. (1983). The price of a token. JPMS: Journal of Political and Military Sociology, 11(2), 325.
  • Zimmer, L. (1988). Tokenism and women in the workplace: The limits of gender-neutral theory. Social problems, 35(1), 64-77.
Toplam 50 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Ece Yılmaz 0000-0002-0375-3505

Yayımlanma Tarihi 26 Ekim 2020
Gönderilme Tarihi 16 Eylül 2019
Yayımlandığı Sayı Yıl 2020 Cilt: 29 Sayı: 3

Kaynak Göster

APA Yılmaz, E. (2020). EĞİTİM KURUMLARINDAKİ KADINLARIN İDARİ POZİSYONLARDA BAŞARISIZLIK ALGISINI YARATAN YAPAY ENGELLER. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 29(3), 310-333.