HAVACILIK SEKTÖRÜNDE KADIN ÇALIŞANLARIN CAM TAVAN SENDROMU VE ÖRGÜTSEL SESSİZLİK İLİŞKİSİ

Yıl 2021, , 139 - 155, 02.11.2021

Hanifi Sever

https://doi.org/10.30794/pausbed.895231

Öz

Cam tavan, kadın çalışanların iş hayatında karşılaştıkları görünmez kariyer engelleri olarak ifade edilebilir. Günümüzde kadınların hemen hemen her sektörde iş hayatında terfi, ödül gibi olumlu başarılarda karşılaştığı engeller, kadınların kariyerlerindeki konumunu ve yerini tehdit etmektedir. Bu çalışmada, kadın çalışanların cam tavan ve örgütsel sessizlik algısı incelenmiştir. Çalışmaya Van Ferit Melen ve Erzurum Havalimanında sivil havacılık sektöründe çalışan kadın çalışanlar dahil edilmiştir. Anket ve ölçek verileri SPSS (ver.20) programı ile analiz edilmiştir. Bu çalışmanın sonuçlarına göre; sivil havacılık sektöründe çalışan kadınların eğitim durumları ile cam tavan sendromu arasında fark bulunmazken, örgütsel sessizlik açısından farklılık bulunmuştur. Gelir düzeyi ile cam tavan ve örgütsel sessizlik arasında fark tespit edilmemiştir. Mesleki kıdem ile cam tavan ve sessizlik arasında istatistiksel farklılık dikkati çekmektedir. Cam tavan sendromu ile karşı karşıya kalan kadınların örgütsel sessizlik duygusunun da yüksek olduğu ifade edilmektedir.

Anahtar Kelimeler

cam tavan sevdromu, örgütsel sessizlik, sivil havacılık

THE RELATIONSHIP BETWEEN GLASS CEILING SYNDROME AND ORGANIZATIONAL SILENCE OF FEMALE EMPLOYEES IN THE AVIATION SECTOR

Öz

Glass ceiling can be expressed as invisible career barriers that women employees face in business life. Today, obstacles faced by women in almost every sector in business life in positive achievements such as promotions and awards threaten the position and place of women in their career. In this study, the perception of glass ceiling and organizational silence of female employees were examined. Female employees in the civil aviation sector at Van Ferit Melen and Erzurum Airport were included in this study. The questionnaire and scale data were analyzed with the SPSS (ver.20) software program. According to the results of this study; there was no difference between educational status and glass ceiling syndrome of women working in the civil aviation sector, but a difference was found in terms of organizational silence. No difference was found between income level and glass ceiling and organizational silence. On the contrary, a statistical difference was found between professional seniority and glass ceiling and silence. It can be stated that the organizational silence mood of women who are faced with glass ceiling syndrome is also high.

Anahtar Kelimeler

glass ceiling syndrome, Organizational Silence, Civil Aviation

Kaynakça

• Alparslan, A. M. & Kayalari M. (2012). Örgütsel Sessizlik: Sessizlik Davranışları ve Örgütsel ve Bireysel Etkileri, Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 4(6), 136-147.
• Bienefeld, N., & Grote, G. (2012). Silence that may kill. Aviation Psychology and Applied Human Factors, Vol.2, 1-10.
• Bildik, B. (2009). Liderlik Tarzları, Örgütsel Sessizlik Ve Örgütsel Bağlılık İlişkisi, Gebze Yüksek Teknoloji Enstitüsü Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı, Yayınlanmış Yüksek Lisans Tezi.
• Çakıcı, A. (2007). Örgütlerde sessizlik: sessizliğin teorik temelleri ve dinamikleri. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 16(1), 145-162.
• Chisholm-Burns, M. A., Spivey, C. A., Hagemann, T., & Josephson, M. A. (2017). Women in leadership and the bewildering glass ceiling. American Journal of Health-System Pharmacy, 74(5), 312-324.
• Cho, K. H., & Ko, H. S. (2010). Effect of cabin attendants' job stress on job satisfaction and organizational commitment and turnover intention in the airline service. The Journal of the Korea Contents Association, 10(7), 404-419.
• Choi, E., & Yoon, S. (2014). A study on the impact of perceived glass ceiling, organizational justice and job satisfaction among female airline employees. 4th International Conference on Tourism Research, In Conference Proceedings (Volume II), Sustainable Tourism Research Cluster University Sains Malaysia Publication, 51-57.
• Cohen, J. R., Dalton, D. W., Holder-Webb, L. L., & McMillan, J. J. (2020). An analysis of glass ceiling perceptions in the accounting profession. Journal of Business Ethics, 164(1), 17-38.
• Cotter, D.A., Hermsen, J.M., Ovadia, S., & Vanneman, R. (2001). The glass ceiling effect. Social Forces, Vol. 80, Issue 2, 655-681.
• Eagly, A. H. (2007). Female leadership advantage and disadvantage: Resolving the contradictions. Psychology of women quarterly, 31(1), 1-12.
• Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573–598.
• Faniko, K., Ellemers, N., Derks, B., & Lorenzi-Cioldi, F. (2017). Nothing changes, really: Why women who break through the glass ceiling end up reinforcing it. Personality and Social Psychology Bulletin, 43(5), 638-651.
• Gaucher, D., Friesen, J., & Kay, A. C. (2011). Evidence that gendered wording in job advertisements exists and sustains gender inequality. Journal of personality and social psychology, 101(1), 109-128.
• Greenberg, J. & Baron, R.A. (2003). Behaviour in Organisations: Understanding and Managing the Human Side of Work, 8. Pub, Prentice Hall, Pearson Education Inc. Upper Saddle River, New Jersey, USA.
• Hausknost, D. (2020). The environmental state and the glass ceiling of transformation. Environmental Politics, 29(1), 17-37.
• Hussen, A., 2004;. Principles of Environmental Economics, Routledge, Second Edition, New York.
• Kahveci, G. (2010). İlköğretim Okullarında Örgütsel Sessizlik İle Örgütsel Bağlılık Arasındaki İlişkiler, Fırat Üniversitesi Sosyal Bilimler Enstitüsü Eğitim Yönetimi Teftişi Planlaması Ve Ekonomisi Anabilim Dalı, Yayınlanmış Yüksek Lisans Tezi.
• Koenig, A. M., Eagly, A. H., Mitchell, A. A., & Ristikari, T. (2011). Are leader stereotypes masculine? A meta-analysis of three research paradigms. Psychological bulletin, 137(4), 616-642.
• Lewellyn, K. B., & Muller-Kahle, M. I. (2020). The corporate board glass ceiling: The role of empowerment and culture in shaping board gender diversity. Journal of Business Ethics, 165(2), 329-346.
• Lyness, K. S., & Heilman, M. E. (2006). When fit is fundamental: Performance evaluation and promotions of upper-level female and male managers. Journal of Applied Psychology, 91, 777–785.
• Maria, W. D.,(2006). Brother Secret, Sister Silence: Sibling Conspiracies Against Managerial Integrity, Journal of Business Ethics, 65(3), 219– 234,.
• McCarthy, F., Budd, L. and S. Ison, 2015. “Gender on the flightdeck: Experiences of women commercial airline pilots in the UK”, Journal of Air Transport Management, 47, 32-38.
• McMenemy, D., & Lee, S. (2007). Vroom's expectancy theory and the public library customer motivation model. Library Review, 56(9), 788-796.
• Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of management studies, 40(6), 1453-1476.
• Moreno-Riano, G. (2002). Experimental implications for the Spiral of Silence, The Social Science Journal, 39, 65-81.
• Morrison, E. W. & Milliken, F. J., (2000). Organizational Silince: A Barrier To Change And Development in A Pluralistic, The Academy Of Management Review, 25(4), 706-725.
• Moy, P., Domke, D. & Stamm, K. (2001). The Spiral of Silence and Public Opinion on Affirmative Action, Journalism and Mass Communication Quarterly, 78 (1): 7-25.
• Mun, E., & Jung, J. (2018). Change above the glass ceiling: Corporate social responsibility and gender diversity in Japanese firms. Administrative Science Quarterly, 63(2), 409-440.
• Nakane, I. (2006). Silence and politeness in intercultural communication in university seminars, Journal of Pragmatics, 38(11), 1811-1835.
• Noelle-Neumann, E. (1974). The Spiral of Silence, A Theory of Public Opinion, Journal of Communication, 24 (2): 43-51.
• Parijat, P., & Bagga, S. (2014). Victor Vroom’s expectancy theory of motivation–An evaluation. International Research Journal of Business and Management, 7(9), 1-8.
• Pinder C. C., & Harlos K. P. (2001). Employee Silence: Quiescence And Acquiescence As Responses To Perceived Injustice, Personnel and Human Resources Management, 20, 331- 369.
• Premeaux, S.F. & Bedeian, A.G. (2003). Breaking the Silence: The Moderating Effects of Self-Monitoring in Predicting Speaking Up in the Workplace, Journal of Management Studies, 40 (6): 1539-1562.
• Puckett, M., & Hynes, G. E. (2011). Feminine leadership in commercial aviation: Success stories of women pilots and captains. In Academic and Business Research Institute International Conference. Nashville, TN.
• Scott, R. L. (1993). Dialectical tensions of speaking and silence, Quarterly Journal of Speech, 79(1), 1-18
• Vakola, M., & Bouradas, D. (2005). Antecedents and consequences of organisational silence: an empirical investigation, Employee Relations, 27(5), 441-458.
• Van Dyne, L., Ang, S., & Botero, I.C. (2003). Conceptualizing Employee Silence and Employee Voice as Multidimensional Construct, Journal of Management Studies, 40, 1359-1392.
• Willnat, L., Lee, W. & Detenber, B.H. (2002). Individual-Level Predictors of Public Outspokenness: A Test of the Spiral of Silence Theory in Singapore, International Journal of Public Opinion Research, 14 (4): 391-412.