Illuminating the glass ceiling: The role of organizational culture preferences

By A. V. Vianen, Agneta H. Fischer. 2002

275 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b5bb91e288a31a3335dff8773088ac0898f21c8e

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants (2010, result): “These results are similar to those found by Van Vianen and Fischer (2002), who found that women had a weaker preference for masculine organizational values than did men, related to perceived work-family conflict.”
Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position (2008, background): “It follows that women who have internalized the traditional female gender role may be less attracted to leadership roles (Lips 2000), and therefore be less likely to strive for promotion into such positions (Van Vianen and Fischer 2002).”
Role congruity theory of prejudice toward female leaders. (2002, background): “Moreover, to the extent that women have internalized the traditional female gender role, they may be less attracted to leadership roles (Lips, 2000), especially top management positions, and therefore be less likely to strive for promotion into such positions (Van Vianen & Fischer, 2000).”
Opting out and opting in: understanding the complexities of women's career transitions (2007, background): “Many women are uncomfortable working in organizations because they feel pressure to adopt behaviors that run counter to their values ( van Vianen and Fischer, 2002”
Perceptions of and about women as managers: investigating job involvement, self‐esteem and attitudes (2005, background): “Finally, as Vianen and Fischer (2002) argue as long as the culture of sacrificing one’s private life in order to achieve a top management position prevails, women will remain the great minority in managerial positions.”
How We Define Success: A Qualitative Study of What Matters Most to Women and Men (2006, background): “So for men who subscribe to the dominant view of masculinity, work becomes the central domain of interest (Deutschendorf, 1996; Tolson, 1977 ).”