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Record identifier : 566066
Personal Name - Primary Intelectual Responsibility : Britt, Margaret Mary
Title and statement of responsibility : Organizational commitment, the glass ceiling and New England higher education executive positions [Thesis]
Publication, Distribution,Etc. : Nova Southeastern University, 2002
Language of the Item : eng
Dissertation of thesis details and type of degree : D.B.A.
Body granting the degree : , Nova Southeastern University
Summary or Abstract : The objective of this study was to review the relationship between organizational commitment and women's career advancement in New England higher education executive positions specifically to see if a glass ceiling existed. The sample consisted of executive administrators (Deans, Vice-Presidents, Presidents, Provosts, Chancellors, Executive Directors, College Officers, etc.) from all the various types of colleges and universities found in the six state New England region.The study results demonstrated that there is no evidence of a formal glass ceiling. Female executives in New England are being encouraged into the top positions in higher education. Gender was a significant predictor of facilitators for executive positions in higher education for the New England region. Commitment was significant with gender. Normative and continuance commitment was positively related to career advancement. This is consistent with the Myers, Allen and Smith (1993) results on organizational commitment.The results are also consistent with some of the findings in the Lyness and Thompson (2000) study on the glass ceiling. Having a good track record, mentoring, and developmental assignments are all significant facilitators for career advancement for New England higher education executive positions. Executive women in New England have these facilitators. However, men were older, had more education, and greater organizational tenure.There are problems as indicated by the type of comments on the survey. For higher education employees to be more productive and motivated, then genuine career advancement should happen not merely to be in compliance with federal and state laws, but because it makes good management sense and everyone will benefit..
Information of biblio record : TL
 
 
 
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