Do Women Want to Break the Glass Ceiling?A Study of their Career Orientations and Gender Identity in The Netherlands

Sandra G. L. Schruijer

doi:10.5771/0935-9915-2006-2-143

Contents
- Chapter Expand | CollapseAuthorsPage
- 95–98 Titelei/Inhaltsverzeichnis 95–98
- 99–103 Introduction: The Changing Status of Women Marianne A. Ferber, Elke Holst, Wenzel Matiaske Marianne A. Ferber, Elke Holst, Wenzel Matiaske 99–103
- 104–121 The Gendered Stereotype of the ‘Good Manager’ Sex Role Expectations towards Male and Female Managers Markus Gmür Markus Gmür 104–121
- 122–142 Women in Managerial Positions in Europe: Focus on Germany Elke Holst Elke Holst 122–142
- 143–154 Do Women Want to Break the Glass Ceiling?A Study of their Career Orientations and Gender Identity in The Netherlands Sandra G. L. Schruijer Sandra G. L. Schruijer 143–154
- 155–156 Note: genderdax – Top Companies for Women with High Potentials Michel E. Domsch, Desiree H. Ladwig, Angela Pintsch Michel E. Domsch, Desiree H. Ladwig, Angela Pintsch 155–156
- 157–180 The Status of Female Faculty in the U.S.: Thirty-five Years with Equal Opportunity Legislation Jane W. Loeb Jane W. Loeb 157–180
- 181–183 Research Note: Women’s Academic Careers in Business Administration and Economics. Findings of a Multi-level Survey Gertraude Krell, Renate Ortlieb, Alexandra Rainer Gertraude Krell, Renate Ortlieb, Alexandra Rainer 181–183
- 184–202 Work Styles, Attitudes, and Productivity of Scientists in the Netherlands and the United Kingdom: A Comparison by Gender Dara L. Woerdeman, Yana van der Meulen Rodgers Dara L. Woerdeman, Yana van der Meulen Rodgers 184–202
- 203–211 Book reviews 203–211
- 212–214 New Books 212–214
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mrev management revue , page 143 - 154

Do Women Want to Break the Glass Ceiling?A Study of their Career Orientations and Gender Identity in The Netherlands

Autoren

Sandra G. L. Schruijer

DOI
- doi.org/10.5771/0935-9915-2006-2-143
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

Career orientations, career success and perceived self-efficacy of women employees in relation to their gender identity were studied. It was hypothesized that gender identity is related to career orientations such that women with a masculine gender identity strive for more upward mobility as compared to women with a feminine gender identity, whereas the latter strive more for balancing work and private life. A masculine gender identity was furthermore predicted to be positively related to career success in terms of income and hierarchical position. Finally it was expected that women with a feminine gender identity, in comparison to those with a masculine gender identity, express a lower self-efficacy with respect to stereotypical male and gender-neutral tasks and equal self-efficacy with respect to stereotypical feminine tasks. To test the hypotheses, a questionnaire was distributed among women working for a large multinational corporation. The results provided support for the first two hypotheses. Mixed support was obtained for the third hypothesis.
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