GLASS CEILING PHENOMENON, WORK FAMILY CONFLICT AND FAMILY SUPPORT AS DETERMINANT WOMEN CAREER ADVANCEMENT

ZULFA, ANNA HUTAJULU (2015) GLASS CEILING PHENOMENON, WORK FAMILY CONFLICT AND FAMILY SUPPORT AS DETERMINANT WOMEN CAREER ADVANCEMENT. Diploma thesis, UPT. Perpustakaan Unand.

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Abstract

Background of the Research Issues about gender has been debate in various circles, especially in Indonesia. The perception of women career in job place today have changed, it is caused by existence of discrimination against woman especially in women career advancement. Men and women experience organizational cultures very differently and perceived gender discrimination as an issue, more women entering the labour force but the majority of top management positions its almost all countries are primarily held by men. Women career generally tend to be concentrate in lower managements positions and have less authority than men. Issues about women career have paid attention by academicians and practitioners since last few decade and known as the glass ceiling. The term glass ceiling was coined in The Wall Street Journal report on corporate women by journalists Hymowitz and Schellhardt in 1986. The glass ceiling is a concept the most frequently refers to barriers faced by women who attempt, or aspire, to attain senior positions (as well as higher salary levels) in corporations, government, education, and non profit organizations. This issues match with Li and Leung (2001) theories they found that the glass ceiling is transparent barrier that applies to women as a group who are kept from advancing to higher positions simply because they are women. This phenomenon is an unacknowledged discriminatory barrier that prevent minority from rising to position of power or responsibility within an organization. This barrier can makes many women feel like they are not worthy enough to have these high-ranking positions, but also they feel as if their bosses do not take them as seriously as they should. It is an everyday metaphor used to describe the invisible barrier in front of women seeking to move up organizational hierarchies (Powell, 2012). This phenomenon is responsible for the scarcity of women holding leadership and senior management positions in many areas, but particularly in business and politics (Catalyst, 2011; Okimoto and Brescoll, 2010). The terms of glass ceiling refers to situation where the advancement of a qualified person within the hierarchy of an organization is stopped at a lower level because of some form of discrimination, most commonly sexism or racism. Gender wage gap is defined as the difference between the average gross earnings between men workers and women workers. This difference occurs when the men workers and women workers receive wages in different amounts. Men’s tend to be promoted and earn higher salaries than women (Cornelius, 2005). The wage gap between the genders as much as 17-22% it means that women workers earn less than men colleagues their workers. Glass ceiling is a generally thought of as the invisible barrier which impedes minorities. Particularly women from advancing up the job ladder to higher level management. The importance of the factors that prevent women middle managers from reaching senior positions in management. The study of (Kattara, 2005) detected several factors (such as: existence of the glass ceiling phenomenon, work-family conflict, and family support) preventing women managers from reaching career advancement. There are several reasons why glass ceiling is still exist. The first factors its because of the existence of the glass ceiling phenomenon it self. According to (Ghazali, Sumarjan & Chik 2012) in Asia, the concept of glass ceiling is somewhat differ than in the west countries. Studies that have been conducted using Asian found that lack of women in managerial positions (not necessarily top management positions) as an indicator of the glass ceiling effect. Olsen & Walker (2004), shown that women executives distinguished themselves with other group of women in business. Hence, this has enacting a comparable pattern to men who assert power and status through differentiation from other man and women. The second factors is about the work-family conflict. According to (Li and Leung, 2001), work-family conflict is the most important factors. Chan and Lee (in Li and Leung, 2001) more female managers reporeted that increasing physical and emotional stress and high level of burnout there is little question about heavy commitment of time for household and family responsibilities that has interfered with many womens career advancement. The work family conflicts also not only reduce the women managers life satisfaction, they also adversely affect her work quality. This also important for employers to take some primary responsibility for assisting women managers in establishing and maintaining work and family balance. The third factors is family support. According to (Li and Leung, 2001), the women managers who enjoy high status in the office often have to return to a subordinate position at home. When women managers climb to senior positions, their work status spill over into family and their husbands status at home is threatened. Tang (in Li and Leung, 2001), reports indicated that for women managers in Asia, getting recognition from their husbands and mothers-in-law for the value of their work and career, and simply getting their husbands to agree to take care of themselves have been long and difficult challenges. This issues of career disposable between man and women might be exist in manufacturing or service industry. Conditions of job opportunities for women in the present era is increase, but when woman in a company and compete with men, women tend to be discriminated, especially when women develop their careers to a higher position. According to previous theory it said that women have obstacles in pursuing a higher career because of several factors such as glass ceiling phenomenon, workfamily conflict, and family support. The interesting thing is what makes the researcher wants to prove whether the glass ceiling phenomenon occur in the women career advancement in PT. Semen Padang. PT.Semen Padang (Persero) is the oldest cement factory in Southeast Asia in the province of West Sumatra town Padang, it was set up by number of Dutch businessment on March 18, 1910. In 1972, the status of the company was change into a limited liability company (PT) and the name into PT.Semen Padang. This company emerged to be the first cement plant in Indonesia. PT Semen Padang is the second biggest cemen plant after PT.Indo-Cement Tunggal Perkarsa (PT ITP). PT.Semen Padang has 1.924 employees which men has 1.742 employees and women has 182 employees. This company have more men employees compared to women employees. As a company that has more men employees composition than women employees composition, the presence of glass ceiling is a challenge that faced in women career progression and it can be affect the quality of the women who will eventually take on the profitability of the general company if not anticipated earlier. PT.Semen Padang have to improve the quality of work and the profitability of the company and also for the women employees have to know and understand the barriers that prevent them in a career, and they have to find out if they face the glass ceiling. Based on the study above the researcher feel interest to write the issues about women career advancement that faced in PT.Semen Padang. In order to bring the quality experience in PT.Semen Padang the quality itself must be supported by women career managers to ensure their career in the future. To identify whether the glass ceiling phenomena, work family concept and family support especially in PT.Semen Padang based on the illustration above the researcher feel interest to write this study with the tittle is “Glass Ceiling Phenomenon, Work-Family Conflict, and Family Support as Derterminant Woman Career Advancement : Case study PT. Semen

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