THE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT
Through the prism of gender approach, socio-psychological phenomena that are manifested in the organization and reflect the limitations for women in the professional sphere are analyzed. We consider the so-called “glass” phenomena in the organization: “glass ceiling” in the professional career of wo...
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| Formato: | article |
| Lenguaje: | EN RU |
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Science and Innovation Center Publishing House
2020
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| Materias: | |
| Acceso en línea: | https://doaj.org/article/4b1f442e06384a4aa71b19e0805f89a4 |
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| Sumario: | Through the prism of gender approach, socio-psychological phenomena that are manifested in the organization and reflect the limitations for women in the professional sphere are analyzed. We consider the so-called “glass” phenomena in the organization: “glass ceiling” in the professional career of women; “glass walls” as a variant of horizontal gender segregation; “glass cliff” – an increase in the number of women in temporary managerial positions;” sticky floor “ – being for a long period at the initial stages of career building. Assumptions about the reasons for the existence of “glass” phenomena and other manifestations of gender inequality in the organization are grouped into two main groups. The first group explains the existence of gender inequality, based on social factors “Pull down”; the second group of factors – “push out”, is associated with organizational factors that push a working woman out of the company. At present, the question remains: why women “voluntarily” leave their jobs and what modern organizations and society can offer them in return. |
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