Exploring the Interrelationship among Glass Ceiling Perception, Career Barrier, Career Motivation, Coping Strategy and Career Development

• Main Authors: Su,Meng-Ping, 蘇夢萍
• Other Authors: Lee, Li-Yueh
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/99tgea

碩士 === 崑山科技大學 === 企業管理研究所 === 107 === According to a report released by Morgan Stanley in February 2017, surveys conducted by 155 financial companies around the world show that only over 20% of women are in charge, and women's pay is 14% less than that of male executives. It can be seen that the glass ceiling still exists in the workplace. Even though everyone is in the process of career development, there will always be some low tide or dilemma, whether it is external environmental factors or internal psychological factors. If you can overcome them one by one, you will eventually have the opportunity to stand out and achieve your goals and ideals. However, why do different people face the same difficulties, some people can face it bravely, and some people are struggling with it? Most of the research results on career development in the past are based on college students. The research variables related to women's career development are quite scattered. Most of the research is to discuss the response to work stress, and less on the cognitive response or process of glass ceiling. The purpose of this study is to understand the impact of women's perception of career barriers, career motivation, coping strategies and career development in the face of glass ceiling perceptions. Since the past research has not yet developed a research model on glass ceilings, the results of this study can be used as a basis for further empirical evidence in the academic community, and can also be used as a reference for enterprises to deal with glass ceiling cognition. This study took convenient sampling and collected data by questionnaire survey. The sampled subjects were female workers with more than 3 years of work experience. A total of 200 valid questionnaires were collected. After statistical analysis, the following important research conclusions are summarized: 1.The perception of glass ceilings has a significant impact on career barriers, career motivation, and response strategies. 2.Career motivation and career barriers have a significant impact on response strategies. 3.Career barriers, career motivation, and coping strategies have a significant impact on career development. After statistical analysis, the following important research findings are summarized: 1.In the context of married and unmarried, career perceptions and career motivations are different and there are significant differences. 2.Regardless of their age, employees of enterprises have different views on their career motivation and response strategies, and there are significant differences. 3.Senior executives are significantly higher than the average employee in career motivation and response strategies. 4.The employees of the Ministry of Human Resources have a higher awareness of the glass ceiling, career barriers, response strategies and career development than the management and manufacturing departments. 5.The career motivation of the subjects who have worked for 21 to 35 years is relatively higher than those of 1 to 10 years and 11 to 20 years. 6.Subjects with a working age of 11 to 20 years or more have a relatively high response strategy for groups that are significantly higher than 1 to 10 years and 21 to 35 years. 7.In the industry category, the perception of the glass ceiling, career barriers, response strategies and career development are relatively higher than those of the public and service industries. 8.The educational group above the educational level is relatively more likely to have a higher career motivation than the high school / vocational / specialist / university group. Based on the above findings and findings, this study suggests that business managers can see from the results of this study that women's glass ceiling effect will have a considerable impact on the company's management, so the company must face this effect Make appropriate adjustments in management, try to eliminate the female glass ceiling effect, so that women can make more use of their talents. When women can develop their strengths, they will inevitably bring higher contributions to the company, and will not bring the company to management. There are contradictions. The research structure proposed by this research can be used as an important reference for business management. If the company can think about it and eliminate the female glass ceiling effect, the company's overall contribution will be more significant.