Research Article
BibTex RIS Cite

Perceived Organizational Barriers of Female Education Administrators About Their Career Progression in Turkish Republic of Northern Cyprus

Year 2021, Volume: 2021 February, Volume 10, 187 - 199, 05.02.2021
https://doi.org/10.14686/buefad.843133

Abstract

The study seeks to investigate the perceived organizational barriers on women career progression in Turkish Republic of Northern Cyprus (TRNC). A descriptive survey was carried out in an attempt to examine the barriers that female face in educational organizations when trying to empower their careers. The sample of the study were composed 21 women who were selected randomly. The data were collected using quantitative research model. Descriptive statistics and analysis of variance were used to explain the results. The results revealed that the female education administrators career advancement was not affected by biological make up of female in family live % 57.14 (N=12) and female education administrators perceived their career progression to be not affected by male dominated hierarchies in the workplace %71.43 (N=15). In addition, the biological make up of women was not block from any promotions while female moving up the senior positions in the workplace %76.19 (N= 16). However, the results revealed that female education administrators face with career barriers during their career advancement % 76.19 (N=16). The results revealed that female education administrators overcame challenges in their career progression while they persisted in gender equality, empathy, patience, responsible decision making, collaboration and Corporation with men and seeking legal right in the workplace. In addition, the participants stated that there was no prejudice about female biological make up against of female career progressions in the educational organizational settings of TRNC %66.67 (N=14). However, female education administrators need organizational support in TRNC. They should confront the challenge and responsibility of identifying work-live balance requirements which should provide adequate opportunities with male education administrators.

Supporting Institution

N.A.

Project Number

N.A.

Thanks

Thank you for considering my submission.

References

  • Acker, J. 2006. Inequality regimes gender, class, and race in organizations. Gender & society 20(4): 441–464.
  • Adamson, S. J., Doherty, N., & Viney, C. (1998). The meanings of career revisited. British Journal of Management, 9, 251-259.
  • Bailyn, L. 2003. Academic Careers and Gender Equity: Lessons Learned from MIT. Gender, Work and Organization 10(2): 137–153.
  • Alica E. Kaufmann (2018), Women in Management and Life Cycle –Aspects that Limit or Promote Getting to the Top – 2008.
  • Babbie, E. & Mouton, J. The practice of social research (SA edition). Cape Town: Oxford University Press.
  • Bhatnagar, D., & Swamy, R. (1995). Attitudes toward women as managers. Human Relations, 48, 1285-1307.
  • Cook, A., and C. Glass. 2014. Women and Top Leadership Positions: Towards an Institutional Analysis. Gender, Work and Organization 21(1): 91–103.
  • Cohen, L.E., Broscha, J.P., & Haveman, H.A. (1998). And then there were more? The effect of organizational sex composition on the hiring and promotion of managers. American Sociological Review, 63(5), 711-727.
  • Cordano M, Scherer Owen C (2002) Attitude towards women as managers. Women in Management Review, 17(2):51-60
  • Dreher, G. F., & Ash, R. A. (1990). A comparative study of mentoring among men and women in managerial, professional and technical positions. Journal of Applied Psychology, 75, 539-546.
  • European Commission, (European Commission). 2019. See Figures. Statistics and Indicators on Gender Equality: Office for Official Publications of the European Communities, European Commission.
  • Hall, D. T., Briscoe, J. P., & Kram, K. E. (1997). Identity, values and learning in the protean career. In C. L. Cooper & S. E. Jackson (Eds.), Creating tomorrow’s organizations (pp. 321-335). London: John Wiley.
  • Hausmann, R., R.D. Hausmann, L. Tyson, and B. Zahidi. 2012. The Global Gender Gap Report. World Economic Forum.
  • HULTIN, MIA, 2003. “Some Take the Glass Escalator, Some Hit the Glass Ceiling? Career Consequences of Occupational Sex Segregation.” Work & Occupations, 30 (1), 30-61.
  • International Labor Organization, (ILO). 2019. See Figures. Statistics and Indicators on Gender Equality in labor Market: Office for Official Publications of the International Labor Organization.
  • Kabasakal, H. “Women in Management Worldwide”, Nisan 2004, Chapter 5, P. 273-293, Ashgate Publishing Company, www.ashgate. com.
  • Kaufmann, G., Isaksen, S. G., & Lauer, K. (1996). Testing the “glass ceiling” effect on gender differences in upper level management: The case of innovator orientation. European Journal of Work and Organizational Psychology, 5, 29-41.
  • Mainiero, L. A. (1994). Getting anointed for advancement: The case of executive women. Academy of Management Executive, 8(2), 53-67.
  • Machado-Taylor, M., and Ö. Özkanli. 2013. Gender and Academic Careers in Portuguese and Turkish Higher Education Institutions. Education and Science 38(169): 346–356.
  • Ragins, B. R., Townsend, B., & Mattis, M. (1998). Gender gap in the executive suite. Academy of Management Executive, 12, 28-42.
  • Schneer, J. A., & Reitman, F. (1995). The impact of gender as managerial careers unfold. Journal of Vocational Behavior, 47, 290-315.
  • Tharenou, P. (1999b). Is there a link between family structures and women’s and men’s managerial career advancement? Journal of Organizational Behavior, 20, 837-863.
  • Vinkenburg, C.J., M.L. van Engen, A.H. Eagly, and M.C. Johannesen-Schmidt. 2011. An Exploration of Stereotypical beliefs about Leadership Styles: Is Transformational Leadership a route to Women’s promotion? The Leadership Quarterly 22(1): 10–21.
  • United Nations, (UN). 2030 Agenda. See Figures. Statistics and Indicators on Gender Equality in Sustainable Development Goals (SDGs): Office for Official Publications of the United Nation.
  • Wentling.RM., (2003). The career development and aspiration of women in middle management revisited. Female Management 18(6):311-324.

Kuzey Kıbrıs Türk Cumhuriyeti’nde Kadın Eğitim Yöneticilerinin Kariyer İlerlemeleri Konusunda Örgütsel Engel Algıları

Year 2021, Volume: 2021 February, Volume 10, 187 - 199, 05.02.2021
https://doi.org/10.14686/buefad.843133

Abstract

Yapılan araştırmanın amacı Kuzey Kıbrıs Türk Cumhuriyeti (KKTC) eğitim kurumlarında görev yapmakta olan kadın yöneticilerin toplumsal cinsiyet eşitliğine göre kadın rollerinin kariyerlerini etkileyip etkilemediğine ilişkin görüşlerinin belirlenmesi ve olası kariyer engelleri ile baş edebilme stratejilerine ilişkin algılarının incelenmesini amaçlamaktadır. Nitel araştırma deseni kullanılan bu çalışmada katılımcılar ile yarı yapılandırılmış odak grup görüşmesi yapılmıştır. Bu çalışmada seçilen örneklem rastgele örnekleme modeli ile seçilmiştir. Çalışma kapsamında, Lefkoşa ilçe sınırı içerisindeki toplam 21 kadın eğitimci ile görüşülmüştür. Bu çalışmada, katılımcıların % 57.14 ‘ü (N=12) aile içindeki kadın rolünün kariyerini etkilemediğini belirtmiştir. Bununla birlikte, katılımcılar kariyer gelişimlerinin makam sıralaması üzerindeki erkek egemen yapılanmanın kariyer gelişimi üzerinde bir etkisi olmadığını %71.43 (N=15) ve üst makamlara atanmalarında bir engel teşkil etmediğini %76.19 (N= 16) belirtmişleridir. Buna karşın, katılımcılar, kariyer gelişimleri sürecinde karşılaştıkları kariyer engelleri ile cinsiyet eşitliği yaklaşımı, empati, sabır, akılcı kararlar, karşı cinsleri ile birlik ve beraberlik, haklarının farkında tavır ile baş edebilmişlerdir. Sonuç olarak katılımcılar, genel olarak kadın rolüne karşı bir ön yargı olduğundan fakat Kuzey Kıbrıs Türk Cumhuriyetinde kadına karşı bir ön yargı olmadığını belirtmişlerdir %66.67 (N=14).

Project Number

N.A.

References

  • Acker, J. 2006. Inequality regimes gender, class, and race in organizations. Gender & society 20(4): 441–464.
  • Adamson, S. J., Doherty, N., & Viney, C. (1998). The meanings of career revisited. British Journal of Management, 9, 251-259.
  • Bailyn, L. 2003. Academic Careers and Gender Equity: Lessons Learned from MIT. Gender, Work and Organization 10(2): 137–153.
  • Alica E. Kaufmann (2018), Women in Management and Life Cycle –Aspects that Limit or Promote Getting to the Top – 2008.
  • Babbie, E. & Mouton, J. The practice of social research (SA edition). Cape Town: Oxford University Press.
  • Bhatnagar, D., & Swamy, R. (1995). Attitudes toward women as managers. Human Relations, 48, 1285-1307.
  • Cook, A., and C. Glass. 2014. Women and Top Leadership Positions: Towards an Institutional Analysis. Gender, Work and Organization 21(1): 91–103.
  • Cohen, L.E., Broscha, J.P., & Haveman, H.A. (1998). And then there were more? The effect of organizational sex composition on the hiring and promotion of managers. American Sociological Review, 63(5), 711-727.
  • Cordano M, Scherer Owen C (2002) Attitude towards women as managers. Women in Management Review, 17(2):51-60
  • Dreher, G. F., & Ash, R. A. (1990). A comparative study of mentoring among men and women in managerial, professional and technical positions. Journal of Applied Psychology, 75, 539-546.
  • European Commission, (European Commission). 2019. See Figures. Statistics and Indicators on Gender Equality: Office for Official Publications of the European Communities, European Commission.
  • Hall, D. T., Briscoe, J. P., & Kram, K. E. (1997). Identity, values and learning in the protean career. In C. L. Cooper & S. E. Jackson (Eds.), Creating tomorrow’s organizations (pp. 321-335). London: John Wiley.
  • Hausmann, R., R.D. Hausmann, L. Tyson, and B. Zahidi. 2012. The Global Gender Gap Report. World Economic Forum.
  • HULTIN, MIA, 2003. “Some Take the Glass Escalator, Some Hit the Glass Ceiling? Career Consequences of Occupational Sex Segregation.” Work & Occupations, 30 (1), 30-61.
  • International Labor Organization, (ILO). 2019. See Figures. Statistics and Indicators on Gender Equality in labor Market: Office for Official Publications of the International Labor Organization.
  • Kabasakal, H. “Women in Management Worldwide”, Nisan 2004, Chapter 5, P. 273-293, Ashgate Publishing Company, www.ashgate. com.
  • Kaufmann, G., Isaksen, S. G., & Lauer, K. (1996). Testing the “glass ceiling” effect on gender differences in upper level management: The case of innovator orientation. European Journal of Work and Organizational Psychology, 5, 29-41.
  • Mainiero, L. A. (1994). Getting anointed for advancement: The case of executive women. Academy of Management Executive, 8(2), 53-67.
  • Machado-Taylor, M., and Ö. Özkanli. 2013. Gender and Academic Careers in Portuguese and Turkish Higher Education Institutions. Education and Science 38(169): 346–356.
  • Ragins, B. R., Townsend, B., & Mattis, M. (1998). Gender gap in the executive suite. Academy of Management Executive, 12, 28-42.
  • Schneer, J. A., & Reitman, F. (1995). The impact of gender as managerial careers unfold. Journal of Vocational Behavior, 47, 290-315.
  • Tharenou, P. (1999b). Is there a link between family structures and women’s and men’s managerial career advancement? Journal of Organizational Behavior, 20, 837-863.
  • Vinkenburg, C.J., M.L. van Engen, A.H. Eagly, and M.C. Johannesen-Schmidt. 2011. An Exploration of Stereotypical beliefs about Leadership Styles: Is Transformational Leadership a route to Women’s promotion? The Leadership Quarterly 22(1): 10–21.
  • United Nations, (UN). 2030 Agenda. See Figures. Statistics and Indicators on Gender Equality in Sustainable Development Goals (SDGs): Office for Official Publications of the United Nation.
  • Wentling.RM., (2003). The career development and aspiration of women in middle management revisited. Female Management 18(6):311-324.
There are 25 citations in total.

Details

Primary Language English
Subjects Studies on Education
Journal Section Articles
Authors

Gülyüz Debeş 0000-0003-3931-4501

Ali Tatar 0000-0002-6695-1437

Mehmet Abacılar 0000-0002-7267-0797

Project Number N.A.
Publication Date February 5, 2021
Published in Issue Year 2021 Volume: 2021 February, Volume 10

Cite

APA Debeş, G., Tatar, A., & Abacılar, M. (2021). Perceived Organizational Barriers of Female Education Administrators About Their Career Progression in Turkish Republic of Northern Cyprus. Bartın University Journal of Faculty of Education, 2021 February, Volume 10(Issue 1), 187-199. https://doi.org/10.14686/buefad.843133

All the articles published in the journal are open access and distributed under the conditions of CommonsAttribution-NonCommercial 4.0 International License 

88x31.png


Bartın University Journal of Faculty of Education