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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Autor principal:	S. D. Gurieva
Formato:	article
Lenguaje:	EN RU
Publicado:	Science and Innovation Center Publishing House 2020
Materias:	гендерное неравенство «стеклянный потолок» «стеклянный утес» «стеклянные стены» «липкий пол» отягощение вниз выталкивание Education (General) L7-991 Psychology BF1-990
Acceso en línea:	https://doaj.org/article/4b1f442e06384a4aa71b19e0805f89a4
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spelling	oai:doaj.org-article:4b1f442e06384a4aa71b19e0805f89a42021-12-02T15:58:10ZTHE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT2658-403410.12731/2658-4034-2020-4-7-11https://doaj.org/article/4b1f442e06384a4aa71b19e0805f89a42020-12-01T00:00:00Zhttp://journal-s.org/index.php/sisp/article/view/13024https://doaj.org/toc/2658-4034Through 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.S. D. GurievaScience and Innovation Center Publishing Housearticleгендерное неравенство«стеклянный потолок»«стеклянный утес»«стеклянные стены»«липкий пол»отягощение внизвыталкиваниеEducation (General)L7-991PsychologyBF1-990ENRURussian Journal of Education and Psychology, Vol 11, Iss 4, Pp 7-11 (2020)
institution	DOAJ
collection	DOAJ
language	EN RU
topic	гендерное неравенство «стеклянный потолок» «стеклянный утес» «стеклянные стены» «липкий пол» отягощение вниз выталкивание Education (General) L7-991 Psychology BF1-990
spellingShingle	гендерное неравенство «стеклянный потолок» «стеклянный утес» «стеклянные стены» «липкий пол» отягощение вниз выталкивание Education (General) L7-991 Psychology BF1-990 S. D. Gurieva THE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT
description	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.
format	article
author	S. D. Gurieva
author_facet	S. D. Gurieva
author_sort	S. D. Gurieva
title	THE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT
title_short	THE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT
title_full	THE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT
title_fullStr	THE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT
title_full_unstemmed	THE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT
title_sort	“pull-push” phenomenon as a manifestation of gender inequality in the organizational context
publisher	Science and Innovation Center Publishing House
publishDate	2020
url	https://doaj.org/article/4b1f442e06384a4aa71b19e0805f89a4
work_keys_str_mv	AT sdgurieva thepullpushphenomenonasamanifestationofgenderinequalityintheorganizationalcontext AT sdgurieva pullpushphenomenonasamanifestationofgenderinequalityintheorganizationalcontext
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THE “PULL-PUSH” PHENOMENON AS A MANIFESTATION OF GENDER INEQUALITY IN THE ORGANIZATIONAL CONTEXT

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