پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 25 |
| تعداد شماره‌ها | 967 |
| تعداد مقالات | 8,017 |
| تعداد مشاهده مقاله | 13,585,560 |
| تعداد دریافت فایل اصل مقاله | 9,621,079 |
ارائه الگوی شکاف جنسیتی در شرکت ملی گاز ایران | ||
| مطالعات اجتماعی روان شناختی زنان | ||
| مقاله 3، دوره 22، شماره 1 - شماره پیاپی 78، فروردین 1403، صفحه 67-100 اصل مقاله (1.14 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22051/jwsps.2023.41772.2677 | ||
| نویسندگان | ||
| میترا عزتی* 1؛ سید سبحان لواسانی2؛ ولی الله دینی3؛ مریم صمدیار4 | ||
| 1این مقاله برگرفته از طرح کاربردی ویژه شرکت ملی گاز ایران است. دانشیار گروه مدیریت و برنامه‌ریزی آموزشی، دانشکده روان‌شناسی و علوم تربیتی، دانشگاه تهران، تهران، ایران. (نویسنده مسئول) ezati.m@ut.ac.ir | ||
| 2رییس پژوهشهای منابع انسانی و تحول اداری شرکت ملی گاز ایران، تهران، ایران. Lavasani_s@nigc.ir | ||
| 3مدیر مهندسی ساختار شرکت ملی گاز ایران، تهران، ایران. dini@nigc.ir | ||
| 4کارشناس پژوهشهای منابع انسانی شرکت ملی گاز ایران، تهران، ایران. samadyar_m@nigc.ir | ||
| چکیده | ||
| شکاف جنسیتی از گفتمان‌های اساسی معاصر در سازمان ها می باشد. هدف پژوهش حاضر، شناسایی مولفه ها و ارائه الگوی شکاف جنسیتی در حوزه منابع انسانی است. هدف این پژوهش، کاربردی و از نظر روش، کیفی و بر اساس رویکرد، داده بنیاد است. مشارکت کنندگان، 55 نفر از زنان شرکت ملی گاز ایران بوده، که با توجه به اشباع نظری و با توجه به روش نمونه گیری هدفمند انتخاب شده اند. برای گردآوری داده ها از مصاحبه نیمه ساختار یافته استفاده شد. طبق یافته ها، ناکارآمدی مدیریتی، تبعیض در سازوکارهای حمایتی، عدم فرصت سازی برای زنان، بی عدالتی در برخورداری از امکانات، بی عدالتی در استخدام، بی عدالتی در ساختار سازمانی و بی عدالتی در ارتقا سازمانی به عنوان عوامل علی، مشکلات زندگی شخصی زنان، ناکارآمدی ساختار کلان و قوانین و مقررات تبعیض آمیز به عنوان عوامل زمینه ای، ضعف در فرهنگ جامعه و فرهنگ سازمانی به عنوان عوامل مداخله گر و اصلاح فرهنگ جامعه و فرهنگ سازمانی، اصلاح فرایندهای ارتقاء، بهره مندی برابر از امکانات، برابری سازمانی، فرصت سازی برای زنان، توسعه سازوکارهای حمایتی، مدیریت حرفه ای، توجه به زندگی شخصی زنان، برابری در استخدام، باز تدوین قوانین و مقررات و کارآمدی ساختار کلان به عنوان راهبردها و کاهش بازده سازمانی، کاهش تعهد سازمانی و کاهش بهره وری سازمانی به عنوان پیامدها مشخص گردید. طبق یافته ها، شکاف جنسیتی تحت اثر عوامل مختلفی هستند، ولی عوامل مذکور در تعامل با ادراک تبعیض آمیز در حمایت گری سازمانی از زنان شکل می گیرند. | ||
| کلیدواژه‌ها | ||
| شکاف جنسیتی؛ مدیریت منابع انسانی؛ نظریه برخاسته از داده ها؛ شرکت ملی گاز ایران | ||
| عنوان مقاله [English] | ||
| Presenting the Model of Gender Gap in National Gas Company of Iran | ||
| نویسندگان [English] | ||
| Mitra Ezati1؛ Seyyed Subhan Lavasani2؛ Wali Allah Dini3؛ Maryam Samadiar4 | ||
| 1Associate Professor, Department of Educational Administration and Planning, Faculty of Psychology and Education, University of Tehran. Tehran, Iran. ezati.m@ut.ac.ir. (Corresponding Author) | ||
| 2Head of Human Resources Research and Administrative Transformation of National Gas Company of Iran, Tehran, Iran. Lavasani_s@nigc.ir | ||
| 3Director of Structural Engineering of National Gas Company of Iran. Tehran, Iran. dini@nigc.ir | ||
| 4Human Resources Research Expert of Iran National Gas Company. Tehran, Iran. samadyar_m@nigc.ir | ||
| چکیده [English] | ||
| Gender gap is one of the basic contemporary discourses in organizations. The aim of the current research is to identify the components and provide a model of the gender gap in the field of human resources. The purpose of this research is applied, qualitative in terms of method, and based on the grounded theory approach. The participants were 55 women from Iran's National Gas Company, selected according to theoretical saturation and the purposeful sampling method. A semi-structured interview was used to collect data. According to the findings, management inefficiency, discrimination in support mechanisms, lack of opportunities for women, injustice in having facilities, injustice in employment, injustice in organizational structure, and injustice in organizational promotion were identified as causal factors. Problems in women's personal lives, inefficiency of the macro structure, and discriminatory laws and regulations were identified as background factors. Weakness in societal and organizational culture were identified as intervening factors. Consequences identified include neglect of human capital, weak organizational culture, a culture of discrimination in society, inefficient processes, unfair distribution of facilities, organizational injustice, missed opportunities for women, weak support mechanisms, neglect of women's management, little attention to the balance between work and life, unfair employment of women, discriminatory implementation of laws and regulations, inefficient use of macro-structure strategies, reduced organizational efficiency, reduced organizational commitment, and reduced organizational productivity. The gender gap is influenced by various factors, but these factors are formed in interaction with a discriminatory perception and lack of organizational support for women. Gender Gap, Human Resource Management, Grounded Theory, Qualitative Approach, National Gas Company of Iran Introduction During recent years, in the oil and gas industry, the indiscriminate reduction of women and the lack of replacement of women, as well as the low mobility and unbalanced job promotion of women in managerial and decision-making fields, have characterized this industry. Correcting this process requires a change in mentality among senior managers and human resources of the oil and gas industry. Therefore, the current research seeks to understand the perceptions and subjective experiences of women in the areas of participation, salary, and promotion, as well as the conditions and contexts (causal, intervening, contextual, and process) influencing the perception of the gender gap and its consequences for women in the National Gas Company of Iran. Methodology The aim of the current research is to identify the components and provide a model of the gender gap in the field of human resources. The purpose of this research is applied, qualitative in terms of method, and based on the foundational data approach. The participants were 55 women from the National Gas Company of Iran, selected according to theoretical saturation and the purposeful (with maximum diversity) and theoretical (emergence of underlying theory) sampling methods. A semi-structured interview was used to collect data. Before conducting the interview, the objectives of the research were fully explained, and the satisfaction of the participants was the main condition of the interviews. The interview duration was between 40 and 60 minutes. Then, constant comparisons with theoretical coding, including open, axial, and selective coding, were used for data analysis. Within the framework of the paradigm model, the conditions, contexts, strategies, and consequences of the gender gap were discussed. Finally, all the categories were selected and integrated around a central category in the selective coding stage and were regularly linked to other categories using the storytelling technique. Findings According to the findings, management inefficiency, discrimination in support mechanisms, lack of opportunities for women, injustice in having facilities, injustice in employment, injustice in organizational structure, and injustice in organizational promotion are identified as causal factors. Problems in women's personal lives, inefficiency of the macro structure, and discriminatory laws and regulations are identified as background factors. Weakness in societal and organizational culture is identified as intervening factors. The consequences include neglecting human capital, weak organizational culture, a culture of discrimination in society, inefficient processes, unfair distribution of facilities, organizational injustice, missed opportunities for women, weak support mechanisms, neglect of women's management, little attention to the balance between work and life, unfair employment of women, discriminatory implementation of laws and regulations, inefficient use of macro structure strategies, reduction of organizational efficiency, reduction of organizational commitment, and reduction of organizational productivity. According to the findings, the gender gap is influenced by various factors, but these factors are formed in interaction with discriminatory perceptions and lack of organizational support for women. Result One of the most important concerns raised by the participants as an effective causal factor is injustice in organizational promotion. From the point of view of women, it is possible to help lay the groundwork for their promotion through the identification of talented women and the increase of women's participation in administrative missions. Additionally, scoring based on people's competencies and performance and evaluation based on capabilities can lead to the improvement of promotion processes. On the other hand, the issue of perceived discrimination in salaries and wages (overtime and missions, etc.) has created concerns for women, which can be addressed by establishing justice in the compensation and employee bonus systems. One of the background conditions affecting the gender gap is the problems of women's personal lives. From the point of view of women, proving their abilities in the workplace and following the example of successful female managers can help them deeply believe in their multifaceted talents and abilities. In addition, weakness in society's culture and organizational culture is one of the intervening factors that affects the formation of the gender gap. From the point of view of women, this can be addressed through the reformation of family culture and societal norms. The most important consequences of the gender gap are the reduction of organizational efficiency, reduction of organizational commitment, and reduction of organizational productivity. According to the participants, believing in women's abilities and creating opportunities for action can help create opportunities for women and improve organizational efficiency, commitment, and performance. Finally, the category that best analyzes the process of women's understanding and interpretation of the gender gap in Iran's National Gas Company is "lack of organizational support for women," which was considered the central category. References Ahmadi, S. & Heydari, A. (2013). Investigating gender differences in feeling insecure. Strategic Research and Social Order, 7(1), 31-44. (In Persian) Arshad, S. H. (2020). Gender discrimination and job satisfaction. International Journal of Scientific Research and Management, 8(5), 4136-4150. Ashely O’Brien Sara. gender wage gap. April 2015. https://money.cnn.com /2015/04/13/ news/economy/equal-pay-day-2015/ Azam Azadeh, M. & Mushtaqian, M. (2015). Barriers to women's participation in the process of social development. Iran's Social Issues, 7(1), 55-31. (In Persian) Babaei Zakliki, M. A. (2005). Challenges for women to be promoted to managerial positions in government organizations. Modarres Human Scienes, 10(46), 45-81. (In Persian) BenYishay، A.، Jones، M.، Kondylis، F.، & Mobarak، A. M. (2020). Gender gaps in technology diffusion. Journal of Development Economics. 143، 102-138 Bidar Bakhtnia, N. & Jarjarzadeh, A. (2018). Investigating factors affecting gender wage discrimination in Iran. Economic Research, 54(2), 285-301. (In Persian) Budhwar, P. S., Saini, D. S. & Bhatnagar, J. (2005). Women in management in the new economic environment: The case of India. Asia Pacific Business Review, 11(2), 179–193. Dan, L., Jun, W. & Jiu-cheng, M. (2009). Organizational silence: A survey on employees working in a Telecommunication Company. IEEE Xplore.ieee.org. pp. 1647-1651. Duflo, E. (2012). Women empowerment and economic development. Journal of Economic Literature, 50(4), 79-105. Gurchiek, K. (2019). Study: Global Gender Pay Gap Has Narrowed but Still Exists". SHRM. Retrieved May 25، 2020. Average Cents/Pence Earned by Women Per Dollar/Pound/Euro of Male Earnings: 95. Hazarjaribi, J., Koshiri Cherami, M., Farooqi, E. & Motahad, A. (2013). Investigating the level of feeling of social security and the factors affecting it (Tehran case study). Welfare and Social Development Planning Quarterly, 6(20) 1-42. (In Persian) Hejasea , A. & Dah, A. (2014). An Assessment of the impact of sticky floors and glass ceilings in Lebanon. Social and Behavioral Sciences,109, 954- 964. Heydari, M., Ghasemi, V., Renani, M. & Iman, M. T. (2018). Presenting a paradigm model of tax culture among taxpayers of Isfahan city (qualitative research in the field of economic sociology). Contemporary Sociological Research, 8(15), 1-35. (In Persian) Heilman, M. E. & Caleo, S. (2018). Combatting gender discrimination: A lack of fit framework. Group Processes & Intergroup Relations, 21(5), 725-744. Humility, Y. & Shujaei, M. (2016). A comparative study of the status of women in the Islamic countries of the Middle East and North Africa. Journal of Women in Development and Politics. 15(1), 123-147. (In Persian) Jahanbin, R., Babaei Aghdam, F., Roustayi, S. & Asghari Zamani, A. (2019). Analysis and measurement of the relationship between gender stereotypes and women's empowerment in urban poor areas (Case Study: Informal settlements in Ilam city). Journal of Geography and Planning, 25(77). 47-59. (In Persian) Janadele, A. & Pooya, Z. (2018). Obstacles to women's career advancement in Iran: Role requirements or structural limitations (qualitative meta-analysis of recent decade studies). Quarterly Journal of Social Sciences (Scientific), 26(84), 1-36. (In Persian) Jena, L. K., Pradhan, S. & Panigrahy, N. P. (2018). Pursuit of organisational trust: Role of employee engagement, psychological well-being and transformational leadership. Asia Pacific Management Review, 23(3), 227-234. Kalantary. A. & Faqih, I. (2013). Meta-analysis of the research done on gender inequality. Women in Culture and Art (Women's Studies), 5(1), 123-140. (In Persian) Karaca, H. (2013). An exploratory study on the impact of organizational silence in hierarchical organizations: Turkish national police case. European Scientific Journal, 9(23), 38-50. Karnadi, E. B. (2019). Is there any discrimination towards young women in ndonesia’s labor market? International Research Journal of Business Studies, 12, 69-86. Klasen, S. & Lamanna, F. (2009). The impact of gender inequality in education and employment on economic growth: new evidence for a panel of countries. Feminist Economics, 15(3), 91-132. Lan, T. & Jingxia, L. (2019). On the gender discrimination in english. Advances in Language and Literary Studies, 10(3), 155-159. Ma, L., Zhai, X., Zhong, W. & Zhang, Z. X. (2019). Deploying human capital for innovation: A study of multi-country manufacturing firms. International Journal of Production Economics, 208, 241-253. Malai, P., Alwani, S. M., Zahedi, S. & Alinejad, A. (2019). A meta-analysis on the identification of obstacles to the promotion of women to management levels in Iran's government organizations. Career and Organizational Counseling, 12(1), 199-224. (In Persian) Minasyan, A., Zenker, J., Klasen, S. & Vollmer, S. (2019). Educational gender gaps and economic growth: A systematic review and meta-regression analysis. World Development, 122, 199-217. Mirmohammadi, E. (2018). 2,295 years of saying goodbye to the gender gap. February 1398 https://tejaratnews.com. (In Persian) Moon, T. W., Hur, W. M. & Hyun, S. S. (2017). How service employees’ work motivations lead to job performance: The role of service employees’ job creativity and customer orientation. Current Psychology, 1-16. Moradi, N., Alipour, F. & Ahmadi, S. (1391). Investigating the relationship between gender inequality and the gender gap in healthy life expectancy. Social Research, 5(16), 93-108. (In Persian) Nasiri Walik Bani, F. & Beheshti Rad, R. (2013). Examining the role of the glass ceiling on the reduction of perceived organizational justice. Social Studies of Women's Psychology, 12(4), 149-172. (In Persian) Ngo, H. Y., Tang, C. S. K. & Au, W. W. T. (2002). Behavioural responses to employment discrimination: A study of Hong Kong workers. International Journal of Human Resource Management, 13(8), 1206-1223 Oyemomi, O., Liu, S., Neaga, I. & Alkhuraiji, A. (2016). How knowledge sharing and business process contribute to organizational performance: Using the FSQCA approach. Journal of Business Research, 69(11), 5222-5227. Quadlin, N. (2018). The mark of a woman's record: Gender and academic performance in Hiring. American Sociological Review, 83(2), 331–360. Rachel Ngai, L. & Barbara, P. (2017). Gender gaps and the rise of the service Economy. American Economic Journal: Macroeconomics, 9(4), 1-44. Rahmani, T. & Kaveh, S. (2014). Is gender discrimination an obstacle to the economic growth of countries? Economic Research, 50(3), 593-616. (In Persian) Rifat Jah, M. & Ghorbani. S. (1390). The effect of social capital on women's career advancement. Women in Development and Politics (Women's Studies), 9(1), 117-146. (In Persian) Sadeghi, R. & Shahabi, Z. (2016). A qualitative study of obstacles and challenges of motherhood for working women in Tehran. Social Studies and Research in Iran, 6(4), 715-734. (In Persian) Safiri, K. & Baghestani, A. (2014). Examining the feeling of gender discrimination among academic staff members and factors affecting it. Iran's Higher Education, 6(3), 31-62. (In Persian) Sharabatian, M. H. (2009). Social aspects and barriers to women's employment. Peyk-e Noor, 7(3), 85-93. Shine, V. E. (2002). A global look at the psychological barriers to women's advancement in management. Journal of Social Issues, 57(4), 675-688. Shiri, A., Faraji, E. & Yasini, A. (2017). The experience of gender inequality in promotion and organizational appointments: a metaphorical reading of the glass escalator phenomenon. Women's Journal, 9(2), 1-31. (In Persian) Sia, S. K., Sahoo, B. C. & Duari, P. (2015). Gender discrimination and work engagement: Moderating role of future time perspective. South Asian Journal of Human Resources Management, 2(1), 58-84. Steel Fisher, G. K., Findling, M. G., Bleich, S. N., Casey, L. S., Blendon, R. J., Benson, J. M. & Miller, C. (2019). Gender discrimination in the United States: Experiences of women. Health Services Research, 54, 1442-1453 Strauss, A. L. & Corbin, J. (1998). Basices of Qualititative Research: Grounded Theory Procedures and Techniques, 2nd ed,c. London: Sage. Strauss, A. & Corbin, J. (2015). Basics of Qualitative Research, Techniques and Stages of Production of Grounded Theory. Translated by Ibrahim Afshar. Tehran: Ney Publishing. (In Persian) Treas , J. & Widmer, E. D. (2000). Married women's employment over the life course: Attitudes in cross-national perspective. Social Forces, 78(4), 1409–1436 Tyler J. O. & Madeleine، E. H. (2012). The bad parents assumption: How gender stereotypes affect working mothers' reactions. Journal of Social Issues, 68(4), 704-724. Weichselbaumer, D. & Winter-Ebmer, R. (2005). A Meta-Analysis on the international gender wage gap. Journal of Economic Surveys. 19(3), 479–511. | ||
| کلیدواژه‌ها [English] | ||
| Gender gap, human resource management, theory based on data, National Gas Company of Iran | ||
| مراجع | ||
|
اشتراوس، انسلم و کربین، جولیت. (1394). مبانی پژوهش کیفی، فنون و مراحل تولید نظریه زمینه‌ای. ترجمه ابراهیم افشار. تهران: نشر نی. اعظم‌آزاده، منصوره و مشتاقیان، مرضیه. (1395). موانع مشارکت زنان در فرآیند توسعه اجتماعی. مسائل اجتماعی ایران، 7(1)، 55-31. بابایی زکلیکی، محمدعلی. (1384). چالش‌های زنان برای ارتقاء به مشاغل مدیریتی در سازمان‌های دولتی. مدرس علوم انسانی، ویژه‌نامه مدیریت. 10(46)، 81-45. بیدار بخت‌‌نیا، نازنین و جرجرزاده، علیرضا. (1398). بررسی عوامل مؤثر بر تبعیض جنسیتی دستمزد در ایران. تحقیقات اقتصادی، 54(2)، 301-285. جهان‌بین، رضا.، بابایی اقدم، فریدون.، روستایی، شهریور و اصغری زمانی، اکبر. (1399). تحلیل و سنجش رابطه کلیشه‌های جنسیتی و توانمندسازی زنان در نواحی فقیرنشین شهری (مطالعه موردی: سکونت‌گاه‌های غیررسمی شهر ایلام). جغرافیا و برنامه‌ریزی، 25(77)، 59-47. حیدری، محمد.، قاسمی، وحید.، رنانی، محسن و ایمان، محمدتقی. (1398). ارائه الگوی پارادایمی فرهنگ مالیاتی نزد مؤدیان مالیاتی شهر اصفهان (پژوهش کیفی در حوزه جامعه‌شناسی اقتصادی). پژوهشهای جامعه‌شناسی معاصر، 8(15)، 35-1. رحمانی، تیمور و کاوه، سپیده. (1394). آیا تبعیض جنسیتی عامل بازدارنده رشد اقتصادی کشورهاست؟. تحقیقات اقتصادی، 50 (3)، 616- 593. رفعت‌جاه، مریم و قربانی، سمیه. (1390). تأثیر سرمایه اجتماعی بر ارتقای شغلی زنان. زن در توسعه و سیاست (پژوهش زنان)، 9(1)، 146-117. سفیری، خدیجه و باغستانی، اعظم. (1394). بررسی احساس تبعیض جنسیتی بین اعضای هیأت علمی و عوامل موثر برآن. آموزش عالی ایران، 6(3)، 62-31. شیری، اردشیر.، فرجی، الهام و یاسینی، علی. (1397). تجربه نابرابری جنسیتی در ارتقاء و انتصابات سازمانی: خوانشی استعاری از پدیده پله برقی شیشه‌ای. پژوهشنامه زنان، 9(2)، 31-1. صادقی، رسول و شهابی، زهرا. (1396). مطالعه کیفی موانع و چالش‌های مادری زنان شاغل در شهر تهران. مطالعات و تحقیقات اجتماعی در ایران، 6(4)، 734-715. فروتن، یعقوب و شجاعی، مینا. (1396). بررسی تطبیقی وضعیت زنان در کشورهای اسلامی خاورمیانه و شمال آفریقا. مجله زن در توسعه و سیاست. 15(1)، 123-147. کلانتری عبدالحسین و فقیه، ایمانی. (1393). فراتحلیل پژوهشهای انجام شده درباره نابرابری جنسیتی. زن در فرهنگ و هنر (پژوهش زنان)، 5(1)، 140-123. مرادی، نوراله.، علی‌پور، فردین و احمدی، شکوفه. (۱۳۹۱). بررسی ارتباط بین نابرابری جنسیتی با شکاف جنسیتی امید به زندگی سالم. پژوهش اجتماعی، 5(16)، 108-93. ملایی، پخشیان.، الوانی، سیدمهدی.، زاهدی، شمس‌السادات و علی‌نژاد، علیرضا. (1399). فراتحلیلی بر شناسایی موانع ارتقاء زنان به سطوح مدیریت در سازمان‌های دولتی ایران. مشاوره شغلی و سازمانی، 12(1)، 224-199. میرمحمدی، الهام. (1398). ۲۲۹۵ سال خداحافظی با شکاف جنسیتی. بهمن ۱۳۹۸. https://tejaratnews.com/ نصیری ولیک بنی، فخرالسادات و بهشتی‌راد، رقیه. (1393). بررسی نقش سقف شیشه‌ای در کاهش عدالت سازمانی ادراک‌شده. مطالعات اجتماعی روا‌ن‌شناختی زنان، 12(4)، 172-149. هزارجریبی، جعفر.، کشوری چرمی، مصطفی.، فاروقی، الهام و متقدم، عقیل (1393). بررسی میزان احساس امنیت اجتماعی و عوامل مؤثر بر آن (مطالعه موردی شهر تهران). برنامه‌ریزی رفاه و توسعه اجتماعی، 6(20)، 42-1. Ahmadi, S. & Heydari, A. (2013). Investigating gender differences in feeling insecure. Strategic Research and Social Order, 7(1), 31-44. (In Persian) Arshad, S. H. (2020). Gender discrimination and job satisfaction. International Journal of Scientific Research and Management, 8(5), 4136-4150. Ashely O’Brien Sara. gender wage gap. April 2015. https://money.cnn.com /2015/04/13/ news/economy/equal-pay-day-2015/ Azam Azadeh, M. & Mushtaqian, M. (2015). Barriers to women's participation in the process of social development. Iran's Social Issues, 7(1), 55-31. (In Persian) Babaei Zakliki, M. A. (2005). Challenges for women to be promoted to managerial positions in government organizations. Modarres Human Scienes, 10(46), 45-81. (In Persian) BenYishay، A.، Jones، M.، Kondylis، F.، & Mobarak، A. M. (2020). Gender gaps in technology diffusion. Journal of Development Economics. 143، 102-138 Bidar Bakhtnia, N. & Jarjarzadeh, A. (2018). Investigating factors affecting gender wage discrimination in Iran. Economic Research, 54(2), 285-301. (In Persian) Budhwar, P. S., Saini, D. S. & Bhatnagar, J. (2005). Women in management in the new economic environment: The case of India. Asia Pacific Business Review, 11(2), 179–193. Dan, L., Jun, W. & Jiu-cheng, M. (2009). Organizational silence: A survey on employees working in a Telecommunication Company. IEEE Xplore.ieee.org. pp. 1647-1651. Duflo, E. (2012). Women empowerment and economic development. Journal of Economic Literature, 50(4), 79-105. Gurchiek, K. (2019). Study: Global Gender Pay Gap Has Narrowed but Still Exists". SHRM. Retrieved May 25، 2020. Average Cents/Pence Earned by Women Per Dollar/Pound/Euro of Male Earnings: 95. Hazarjaribi, J., Koshiri Cherami, M., Farooqi, E. & Motahad, A. (2013). Investigating the level of feeling of social security and the factors affecting it (Tehran case study). Welfare and Social Development Planning Quarterly, 6(20) 1-42. (In Persian) Hejasea , A. & Dah, A. (2014). An Assessment of the impact of sticky floors and glass ceilings in Lebanon. Social and Behavioral Sciences,109, 954- 964. Heydari, M., Ghasemi, V., Renani, M. & Iman, M. T. (2018). Presenting a paradigm model of tax culture among taxpayers of Isfahan city (qualitative research in the field of economic sociology). Contemporary Sociological Research, 8(15), 1-35. (In Persian) Heilman, M. E. & Caleo, S. (2018). Combatting gender discrimination: A lack of fit framework. Group Processes & Intergroup Relations, 21(5), 725-744. Humility, Y. & Shujaei, M. (2016). A comparative study of the status of women in the Islamic countries of the Middle East and North Africa. Journal of Women in Development and Politics. 15(1), 123-147. (In Persian) Jahanbin, R., Babaei Aghdam, F., Roustayi, S. & Asghari Zamani, A. (2019). Analysis and measurement of the relationship between gender stereotypes and women's empowerment in urban poor areas (Case Study: Informal settlements in Ilam city). Journal of Geography and Planning, 25(77). 47-59. (In Persian) Janadele, A. & Pooya, Z. (2018). Obstacles to women's career advancement in Iran: Role requirements or structural limitations (qualitative meta-analysis of recent decade studies). Quarterly Journal of Social Sciences (Scientific), 26(84), 1-36. (In Persian) Jena, L. K., Pradhan, S. & Panigrahy, N. P. (2018). Pursuit of organisational trust: Role of employee engagement, psychological well-being and transformational leadership. Asia Pacific Management Review, 23(3), 227-234. Kalantary. A. & Faqih, I. (2013). Meta-analysis of the research done on gender inequality. Women in Culture and Art (Women's Studies), 5(1), 123-140. (In Persian) Karaca, H. (2013). An exploratory study on the impact of organizational silence in hierarchical organizations: Turkish national police case. European Scientific Journal, 9(23), 38-50. Karnadi, E. B. (2019). Is there any discrimination towards young women in ndonesia’s labor market? International Research Journal of Business Studies, 12, 69-86. Klasen, S. & Lamanna, F. (2009). The impact of gender inequality in education and employment on economic growth: new evidence for a panel of countries. Feminist Economics, 15(3), 91-132. Lan, T. & Jingxia, L. (2019). On the gender discrimination in english. Advances in Language and Literary Studies, 10(3), 155-159. Ma, L., Zhai, X., Zhong, W. & Zhang, Z. X. (2019). Deploying human capital for innovation: A study of multi-country manufacturing firms. International Journal of Production Economics, 208, 241-253. Malai, P., Alwani, S. M., Zahedi, S. & Alinejad, A. (2019). A meta-analysis on the identification of obstacles to the promotion of women to management levels in Iran's government organizations. Career and Organizational Counseling, 12(1), 199-224. (In Persian) Minasyan, A., Zenker, J., Klasen, S. & Vollmer, S. (2019). Educational gender gaps and economic growth: A systematic review and meta-regression analysis. World Development, 122, 199-217. Mirmohammadi, E. (2018). 2,295 years of saying goodbye to the gender gap. February 1398 https://tejaratnews.com. (In Persian) Moon, T. W., Hur, W. M. & Hyun, S. S. (2017). How service employees’ work motivations lead to job performance: The role of service employees’ job creativity and customer orientation. Current Psychology, 1-16. Moradi, N., Alipour, F. & Ahmadi, S. (1391). Investigating the relationship between gender inequality and the gender gap in healthy life expectancy. Social Research, 5(16), 93-108. (In Persian) Nasiri Walik Bani, F. & Beheshti Rad, R. (2013). Examining the role of the glass ceiling on the reduction of perceived organizational justice. Social Studies of Women's Psychology, 12(4), 149-172. (In Persian) Ngo, H. Y., Tang, C. S. K. & Au, W. W. T. (2002). Behavioural responses to employment discrimination: A study of Hong Kong workers. International Journal of Human Resource Management, 13(8), 1206-1223 Oyemomi, O., Liu, S., Neaga, I. & Alkhuraiji, A. (2016). How knowledge sharing and business process contribute to organizational performance: Using the FSQCA approach. Journal of Business Research, 69(11), 5222-5227. Quadlin, N. (2018). The mark of a woman's record: Gender and academic performance in Hiring. American Sociological Review, 83(2), 331–360. Rachel Ngai, L. & Barbara, P. (2017). Gender gaps and the rise of the service Economy. American Economic Journal: Macroeconomics, 9(4), 1-44. Rahmani, T. & Kaveh, S. (2014). Is gender discrimination an obstacle to the economic growth of countries? Economic Research, 50(3), 593-616. (In Persian) Rifat Jah, M. & Ghorbani. S. (1390). The effect of social capital on women's career advancement. Women in Development and Politics (Women's Studies), 9(1), 117-146. (In Persian) Sadeghi, R. & Shahabi, Z. (2016). A qualitative study of obstacles and challenges of motherhood for working women in Tehran. Social Studies and Research in Iran, 6(4), 715-734. (In Persian) Safiri, K. & Baghestani, A. (2014). Examining the feeling of gender discrimination among academic staff members and factors affecting it. Iran's Higher Education, 6(3), 31-62. (In Persian) Sharabatian, M. H. (2009). Social aspects and barriers to women's employment. Peyk-e Noor, 7(3), 85-93. Shine, V. E. (2002). A global look at the psychological barriers to women's advancement in management. Journal of Social Issues, 57(4), 675-688. Shiri, A., Faraji, E. & Yasini, A. (2017). The experience of gender inequality in promotion and organizational appointments: a metaphorical reading of the glass escalator phenomenon. Women's Journal, 9(2), 1-31. (In Persian) Sia, S. K., Sahoo, B. C. & Duari, P. (2015). Gender discrimination and work engagement: Moderating role of future time perspective. South Asian Journal of Human Resources Management, 2(1), 58-84. Steel Fisher, G. K., Findling, M. G., Bleich, S. N., Casey, L. S., Blendon, R. J., Benson, J. M. & Miller, C. (2019). Gender discrimination in the United States: Experiences of women. Health Services Research, 54, 1442-1453 Strauss, A. L. & Corbin, J. (1998). Basices of Qualititative Research: Grounded Theory Procedures and Techniques, 2nd ed,c. London: Sage. Strauss, A. & Corbin, J. (2015). Basics of Qualitative Research, Techniques and Stages of Production of Grounded Theory. Translated by Ibrahim Afshar. Tehran: Ney Publishing. (In Persian) Treas , J. & Widmer, E. D. (2000). Married women's employment over the life course: Attitudes in cross-national perspective. Social Forces, 78(4), 1409–1436 Tyler J. O. & Madeleine، E. H. (2012). The bad parents assumption: How gender stereotypes affect working mothers' reactions. Journal of Social Issues, 68(4), 704-724. Weichselbaumer, D. & Winter-Ebmer, R. (2005). A Meta-Analysis on the international gender wage gap. Journal of Economic Surveys. 19(3), 479–511. | ||
|
آمار تعداد مشاهده مقاله: 210 تعداد دریافت فایل اصل مقاله: 145 |
||