The Causes and Effects of a Glass Ceiling on the South Korean Female Workforce

Sengdouangchanh Soukkanda (2023) The Causes and Effects of a Glass Ceiling on the South Korean Female Workforce. Pénzügyi és Számviteli Kar.

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Absztrakt (kivonat)

<p dir="ltr" style="text-align:left;">Women’s exclusion from high-level employment due to the phenomenon of the glass ceiling has become a serious issue on a global scale. In South Korea, the obstacle is even more substantial since gender equality has not yet become a priority. The traditional role and expectations toward South Korean women are strongly ingrained in the minds of many people. The word Djip-saram is still being used to call a wife, which means a home person, while a husband is being called Bakat-Yangban or a man outside. This means gender stereotype of women's roles in society still exists. Women are expected to stay home, take care of children, and do housework while men have to financially support the family. This explained why South Korean women are underrepresented in executive, managerial, and leadership roles in the workforce which relate to the glass ceiling phenomenon, resulting in vertical discrimination against women in the workforce.&nbsp;</p><p dir="ltr" style="text-align:left;">My dissertation aim is to gain a better understanding of the glass ceiling phenomenon by investigating both its causes and possible effects on the South Korean female workforce. More specifically, this study has two objectives. Firstly, South Korean cultural constrain such as Confucianism, rational capital, military service, Chaebols, and working culture as some of the aspects that created a gender stereotypes and discriminations against female workforce which allowed me to assume that South Korean organizational culture is gender bias. Therefore, I investigated gendered organizational culture as one of the elements that can contribute to the causes of the glass ceiling, as recommended by Elacqua et al. (2009) (i.e., Hypothesis 1). Secondly, I examined the effects of South Korean female employees’ perception of the glass ceiling on the work-to-family conflict in correlation to job engagement, job satisfaction, job strain, and intention to quit (i.e., Hypothesis 2).&nbsp;</p><p dir="ltr" style="text-align:left;">These hypotheses were tested through a quantitative research questionnaire by asking 68 employees (mostly female) who currently work in various business sectors across Seoul, South Korea. My data analysis will be based on results from my questionnaire to evaluate the correlation between the causes of South Korean female employees’ perception of the glass ceiling and the effects of it on the work-to-family conflict in relation to job strain, intention to quit, job engagement, and job satisfaction. My first hypothesis result is a positive correlation between gendered organizational culture is correlated to the perception of the glass ceiling. My second hypothesis result shows that work-to-family is positively correlated to the perception of the glass ceiling, which in turn resulted in a moderate correlation to job strain, a strong correlation to intention to quit and job engagement and a weak correlation to job satisfaction.&nbsp;</p><p dir="ltr" style="text-align:left;">Based on my findings, I addressed the South Korean glass ceiling toward the female workforce that exists because of gendered organizational culture through the emergence of differential treatment in the workplace. This results in a negative effect on work-to-family conflict in correlating to job engagement, job satisfaction, job strain, and intention to quit. I recommend that some strategies such as developing glass ceiling awareness programs, eliminating in appropriate behaviours, etc., can be implemented by organizations or employers to eliminate or reduce the perception of the glass ceiling. As well as women themselves are also crucial participants in breaking down this invisible barrier relating to the glass ceiling and its effects.&nbsp;</p><p dir="ltr" style="text-align:left;">I applied the correlational coefficient research method to test the involvement of my variables. However, this approach only allows me to predict the relationship between them and it does not explain the causes and effects between my variables. Therefore, further research has to be done to have an in-depth understanding of this topic by adopting different approaches for data analysis and measurement.&nbsp;</p><p dir="ltr" style="text-align:left;">The significant limitation of my research is language the barriers because my sample demographic is based in South Korea, and I am incapable of speaking the language. Therefore, the quantitative questionnaire is the only approach for data collection. However, these barriers do not make my study invalid because I had done a pilot interview to check whether the questionnaire is understandable and answerable or not. This way I can avoid the imperfection that could manipulate the result.<br></p>

Intézmény

Budapesti Gazdasági Egyetem

Kar

Pénzügyi és Számviteli Kar

Tanszék

Menedzsment Tanszék

Tudományterület/tudományág

NEM RÉSZLETEZETT

Szak

Gazdálkodási és menedzsment

Konzulens(ek)

Mű típusa:	diplomadolgozat (NEM RÉSZLETEZETT)
Kulcsszavak:	gender inequality, glass ceiling, human resource management, organizational culture, work to family conflict
SWORD Depositor:	Archive User
Felhasználói azonosító szám (ID):	Archive User
Rekord készítés dátuma:	2024. Jan. 24. 15:45
Utolsó módosítás:	2024. Jan. 24. 15:45

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