Hoda Mojtahedzadeh; Gholamreza Memarzadeh Tehran; Ghanbar Amirnejad; Foad Makvandi; Siroos Korahi Moghadam
Abstract
Introduction
After breaking the glass ceiling and being placed in leadership positions, women face a phenomenon called the glass cliff, which is caused by the intersection of structural and psychological-social factors. This phenomenon causes a shaky and insecure management for them. The aim of ...
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Introduction
After breaking the glass ceiling and being placed in leadership positions, women face a phenomenon called the glass cliff, which is caused by the intersection of structural and psychological-social factors. This phenomenon causes a shaky and insecure management for them. The aim of this research was to identify the factors, components and indicators of women's job tenure at managerial levels and accordingly to present a conceptual model.
Method
The statistical population of the research included all those who were experts in the field of management and women, and using targeted and information-oriented sampling method, 12 people were selected as participants. In this research, in order to identify the factors of women's job tenure in managerial levels, in addition to document study and research background, fuzzy Delphi technique has been used to refine the factors and indicators. The survey was conducted in three stages and the results of each stage were refined using triangular fuzzy formulas.
Results
The results showed that the most important factors of women's job tenure at managerial levels are: evaluating and monitoring the performance of managers regardless of gender, equality in the distribution of rewards and results, access to information resources of the organization, delegation of power to women, equal commitment of men and women. Relative to the family and the ability to respond to job demands. The career stability model of female managers was designed with 9 factors and 27 indicators in three structural-organizational, behavioral-psychological, and cultural-social dimensions, which is presented as a proposed model for women's career stability at managerial levels. In this way, while analyzing the current situation, organizations can present the necessary plans and measures for systematization and continuous movement within the framework of gender equality, organizational structure in order to improve organizational communication, the development of women's individual capabilities, and gender equality.
Discussion
In general, the results of this research showed that the job tenure of female managers is made up of interwoven factors, which seems that reducing the focus on gender can be a compatible ideology in line with the job tenure of women in management levels.
