FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W177359849> ?p ?o ?g. }

• W177359849 endingPage "391" @default.
• W177359849 startingPage "380" @default.
• W177359849 abstract "INTRODUCTION From past to present, in all ages of life, women have collaborated with men, yet their contribution has not enjoyed the same appreciation as men's contribution and women have remained in the secondary position. While it has been very difficult for women to get access to more prestigious professions and getting promotion in those professions, women's working at relatively low positions has been seen more natural (Bayrak & Mohan, 2001). Especially, women longing for higher rank positions confronted with, as it were a glass ceiling and as a result women have been represented at more responsible administrative positions with limited numbers (Ankan, 2003). The statistics indicate that in spite of social development and changes, there are still some obstacles that prevent women from taking an active part in administration. Patriarchal and male power has shaped the construction of leadership, its culture, discourse, image and practice for centuries (Reay & Ball, 2000). Numerous reasons have been cited as deterrents to women's advancement; for example, lack of general management and line experience, less exposure to assignments that involve risk and high visibility, difficulty in adapting to the corporate culture(McDonald & Hite, 1998), and lack of a clear career strategy, gender discrimination (Can, 2004). In the past we, men, ignored the presence of women. Then, we counted them numerically and reported their numbers as neutral assessments of truth (Blount, 1995). After that, we questioned them in our positivist surveys and aggregated their responses with men's, assuming their views and experiences were the same as men's. After many years, we realized that they might be different, so we designed research that focused specifically on them, but our methods still were andocentric and our questions still were based on male views (Bell, 1988; Shakeshaft 1987 cited by Skrla, 2000). Gender stereotypes may play an active role in prejudice and discrimination against women. In general, according to the traditional gender roles, men are seen as dominant, independent, competitive, and capable of leadership, interested in business; women, on the other hand, are seen as submissive, dependent, caring, good at domestic tasks and child rearing, less competent than men and unsuited for authority or leadership (Geis, 1993). Consistent with these gender stereotypes, in the traditional gender roles, men are seen as the breadwinner and women are seen as the homemaker in the family. The gender stereotypes and roles also affect the type of work which is considered appropriate for women. Women are seen as most suitable for human service jobs such as nursing, teaching, social work and domestic work; for men, on the other hand, the most suitable jobs are involving leadership and strength-management, politics and manual labor (Basow, 1992). In general, top management positions represent high-salary, high status and high-power and require leadership skills which are seen as masculine and are seen as appropriate for men. The barriers towards women get stricter as they reach higher positions (Beydogan, 2001). These prejudices are based on the established judgments about sexuality. Men are considered to be successful managers, which leads to fewer numbers of woman managers at higher ranks. It is commonly accepted that women are different from men and they could not carry out an efficient management. Some of the other prejudices against women are: they are not eager to work, they are not devoted to their career as men are, they are not enough strong and resistant, they could not work for long hours or they could not stay for work falling beyond a staff member's normal, regular job assignment, they do not have the capacity to decide, they are very sensitive (Ataay, 1997). That women could not adapt the hard working conditions of a manager's life, that they could not integrate their responsibilities at home and at work are further prejudices against women (Soyuttirk, 2001). …" @default.
• W177359849 created "2016-06-24" @default.
• W177359849 creator A5074654292 @default.
• W177359849 date "2008-03-22" @default.
• W177359849 modified "2023-09-24" @default.
• W177359849 title "Factors Preventing Women's Advancement in Management in Turkey." @default.
• W177359849 hasPublicationYear "2008" @default.
• W177359849 type Work @default.
• W177359849 sameAs 177359849 @default.
• W177359849 citedByCount "9" @default.
• W177359849 countsByYear W1773598492014 @default.
• W177359849 countsByYear W1773598492015 @default.
• W177359849 countsByYear W1773598492017 @default.
• W177359849 countsByYear W1773598492018 @default.
• W177359849 crossrefType "journal-article" @default.
• W177359849 hasAuthorship W177359849A5074654292 @default.
• W177359849 hasConcept C107993555 @default.
• W177359849 hasConcept C128706718 @default.
• W177359849 hasConcept C144024400 @default.
• W177359849 hasConcept C15744967 @default.
• W177359849 hasConcept C17744445 @default.
• W177359849 hasConcept C199539241 @default.
• W177359849 hasConcept C2779674044 @default.
• W177359849 hasConcept C94625758 @default.
• W177359849 hasConcept C98147612 @default.
• W177359849 hasConceptScore W177359849C107993555 @default.
• W177359849 hasConceptScore W177359849C128706718 @default.
• W177359849 hasConceptScore W177359849C144024400 @default.
• W177359849 hasConceptScore W177359849C15744967 @default.
• W177359849 hasConceptScore W177359849C17744445 @default.
• W177359849 hasConceptScore W177359849C199539241 @default.
• W177359849 hasConceptScore W177359849C2779674044 @default.
• W177359849 hasConceptScore W177359849C94625758 @default.
• W177359849 hasConceptScore W177359849C98147612 @default.
• W177359849 hasIssue "3" @default.
• W177359849 hasLocation W1773598491 @default.
• W177359849 hasOpenAccess W177359849 @default.
• W177359849 hasPrimaryLocation W1773598491 @default.
• W177359849 hasRelatedWork W141523044 @default.
• W177359849 hasRelatedWork W1488699238 @default.
• W177359849 hasRelatedWork W1525745761 @default.
• W177359849 hasRelatedWork W1578570286 @default.
• W177359849 hasRelatedWork W178149496 @default.
• W177359849 hasRelatedWork W1889490365 @default.
• W177359849 hasRelatedWork W193758135 @default.
• W177359849 hasRelatedWork W2058280910 @default.
• W177359849 hasRelatedWork W2187569140 @default.
• W177359849 hasRelatedWork W2296913566 @default.
• W177359849 hasRelatedWork W2319752682 @default.
• W177359849 hasRelatedWork W2332431152 @default.
• W177359849 hasRelatedWork W2754263175 @default.
• W177359849 hasRelatedWork W2791328753 @default.
• W177359849 hasRelatedWork W281828568 @default.
• W177359849 hasRelatedWork W2901543498 @default.
• W177359849 hasRelatedWork W2996828058 @default.
• W177359849 hasRelatedWork W3145576472 @default.
• W177359849 hasRelatedWork W3190566204 @default.
• W177359849 hasRelatedWork W2620297310 @default.
• W177359849 hasVolume "128" @default.
• W177359849 isParatext "false" @default.
• W177359849 isRetracted "false" @default.
• W177359849 magId "177359849" @default.
• W177359849 workType "article" @default.