A Study on the Relationship between Perception of Glass Ceiling and <a href="http://www.ntsearch.com/search.php?q=Job&v=56">Job</a> Satisfaction: <a href="http://www.ntsearch.com/search.php?q=Personal&v=56">Personal</a> Characteristics and Mentoring Func

• Main Authors: Chao-Hui Hu, 胡肇惠
• Other Authors: Me-lien Wu
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/3jm4vz

碩士 === 中原大學 === 企業管理研究所 === 92 === Abstract The barrier of glass ceiling is that when females promote a higher post, they will meet an invisible barrier to cut off their <a href="http://www.ntsearch.com/search.php?q=promotion&v=56">promotion</a> objective. In view of literatures about glass ceiling in Taiwan, most of the empirical studies on glass ceiling are to start to study, and the objects of these studies are public organizations, such as <a href="http://www.ntsearch.com/search.php?q=schools&v=56">schools</a> and <a href="http://www.ntsearch.com/search.php?q=government&v=56">government</a> institutions. So this study will discuss the relationship between the perception of glass ceiling and <a href="http://www.ntsearch.com/search.php?q=job&v=56">job</a> satisfaction, and serve <a href="http://www.ntsearch.com/search.php?q=personal&v=56">personal</a> characteristics as moderators, such as sex-role tendency, internal-external control and mentoring functions, to <a href="http://www.ntsearch.com/search.php?q=test&v=56">test</a> and verify their relationship. This study collects empirical data from female managers in these private companies. We delivered 200 questionnaires, and received 55 questionnaires. The effective sample response rate is 27.5 %. Results of statistical analyses provided three important conclusions as follows： 1. Perception of glass ceiling is negatively related to <a href="http://www.ntsearch.com/search.php?q=job&v=56">job</a> satisfaction. The more perception of glass ceiling female managers perceived, the lower degree of <a href="http://www.ntsearch.com/search.php?q=job&v=56">job</a> satisfaction she required. 2. There are not significant correlations between the interaction of perception of glass ceiling and <a href="http://www.ntsearch.com/search.php?q=personal&v=56">personal</a> characteristics（sex-role tendency and internal-external control）on <a href="http://www.ntsearch.com/search.php?q=job&v=56">job</a> satisfaction. 3. There are partially significant correlations between the interaction of perception of glass ceiling and mentoring functions on <a href="http://www.ntsearch.com/search.php?q=job&v=56">job</a> satisfaction. There is only one of the components in mentoring functions marked, and that is mentality support function. From these findings, this study provides some suggestions and recommendations. Mainly, <a href="http://www.ntsearch.com/search.php?q=business&v=56">business</a> should enforce the interpersonal relationship between female managers and others, and furthermore establish the viewpoints of <a href="http://www.ntsearch.com/search.php?q=sex&v=56">sex</a> equality. In addition, female managers should use mild leadership and own a powerful mentor. To do that, they can break the barriers of glass ceiling, and promote their <a href="http://www.ntsearch.com/search.php?q=job&v=56">job</a> satisfaction. Key words: Perception of glass ceiling, <a href="http://www.ntsearch.com/search.php?q=Job&v=56">Job</a> satisfaction, Mentorship, Sex-role tendency, internal-external control, Female managers