were utilized from entry level positions to vice presidents to measure how women fared under female vs male mentors …. Findings – Women with female mentor supervisors earn less than with male mentor supervisors. The disparity is even greater the … younger the protégée. If the trend shown in this research continues, wages may drop for women in high levels of the …

insights into glass ceilings – the obstacles hindering women reaching the top levels of organizations. Design … discussed. They are classified according to whether or not they infer women play a role in creating glass ceilings. Findings … – It is concluded that most metaphor‐linked explanations focus on discrimination and prejudice towards women seeking …

Purpose – This paper takes a social constructionist approach to explore how highly skilled women workers in Sri Lanka … understandings of women's careers in diverse socio‐cultural contexts. Design/methodology/approach – This paper is based on one …‐to‐one in‐depth interviews with 24 Sri Lankan women in early, mid and late career. Findings – The findings reveal how the women …

dominance orientation (SDO) interact to influence perceptions of women as managers in egalitarian and non‐egalitarian countries … scales measuring SDO, PD and Attitude toward Women as Managers to US and Kuwaiti men in college. The study hypotheses were … related to a favorable attitude toward women as managers in both the US and Kuwait. It was also found that perceptions of PD …

match the preferences of unemployed women, whom the authors conceptualize as competitive resources. Design … European country, Cyprus. Data were collected from both unemployed women and managers in organizations, using group interviews … organizations differ from those preferred by unemployed women. Nonetheless, specific organizational competencies affect positively …

. The study specifically concentrated on the barriers to the upward mobility of women, based on constructs such as social … organisations on how to facilitate the growth of women in senior management. Design/methodology/approach – This study comprises a … distributed to a group of women who met the respondent specifications. In order to obtain a larger sample, snowball sampling was …

uncover how the ideal candidate for top management is defined in and through search practices, and discuss how and why women … top management is reinforced. Findings – The ways in which gender is “done” and women are excluded from top management are … consultants in their efforts to introduce female candidates to the process and to increase the number of women in top management …

women. Firms that have been listed for longer in the stock market and have more seats in their boards are more likely to … have women directors in these boards, suggesting gender inequality in the 99 companies surveyed. Research limitations … to increase the number of women in boards of directors. Originality/value – This study fulfils an identified need to know …

‐career progress regardless of gender. Findings – Differences are apparent out of the starting gate for women in early‐career stages … development programs may play in supporting women's early‐career success and the need to advise young women to negotiate more … findings suggest that concerted focus on support for women students' development may enhance their early‐career outcomes …