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Identifying and Prioritizing Glass Ceiling Factors in Women's Career Advancement Using Fuzzy Inference System

Ameneh Malmir ^*¹

1- Department of Management, FARAHAN Branch, Islamic Azad University, FARAHAN, Iran , amenehmalmir@yahoo.com
2- Department of Management, FARAHAN Branch, Islamic Azad University, FARAHAN, Iran

Abstract: (568 Views)

Purpose: This research was carried out with the purpose of identifying and ranking the components of the glass ceiling in the career development path of female employees of Education Department of the Central Province of Iran.
Methodology: In terms of purpose, this research was developmental-applied and in terms of methodology, it was exploratory. In the first step, we identified the components of glass ceiling and career development path through desk research methods. Then, we validated the components with the help of experts. Finally, we ranked them by applying Fuzzy analysis approach.
Findings: Results indicate that gender organizational climate, prioritization of mother’s job against motherhood role, organizational lobbying taboo, men’s inclination to power, low organizational status of women, men’s higher position in the power game, and organizational policies are the most noticeable components of glass ceiling.
Originality: Regarding conceptuality, we employed a comprehensive approach and tried to explain, for the first time in Iran, the components of glass ceiling relevant to career development path. In terms of methodology, ranking the components through Fuzzy analysis method is another contribution of this research.
Recommendations: The mere presence of women in public settings is not enough to break the glass ceiling; whereas they need to improve their job skills, strengthen their professional roles, and create communication networks so that they can secure their career advancement and occupy higher organizational positions.

Keywords: Glass Ceiling, Development, Career Path, Female Employees, Education.

Type of Study: Research | Subject: Administrative structures
Received: Mar 01 2024 | Accepted: Nov 09 2024

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