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Yayın Çalışan kadınların motivasyonlarının cam tavan sendromu üzerinden incelenmesi: bankacılık sektörü örneği(Işık Üniversitesi, 2022-06-14) Dönmez, Sena; Tuncay Çelikel, Aslı; Işık Üniversitesi, Lisansüstü Eğitim Enstitüsü, Yöneticiler için İşletme Yönetimi Yüksek Lisans ProgramıTezin amacı; iş dünyasında bireysel ve çevresel baskılar ile eşitsizlikler sonucunda ortaya çıkan cam tavan sendromunu ele alarak, kadın çalışanların şirketlerde ilerlerken karşılaştıkları engellere çözüm üretmektir. Bu anlamda, cam tavan kavramının geçmişten günümüze detaylı bir analizi yapılarak kadın çalışanların karşılaştıkları sorunların nedenleri detaylı bir şekilde incelenerek çözüm üretilmiştir. Dolayısıyla, motivasyonun da cam tavanı engellemek açısından oldukça önemli bir faktör olduğu sonuçlanmıştır. Çalışma kapsamında, bankacılık sektöründe çalışan 10 kadın çalışan ile derinlemesine yüz yüze görüşmeler yapılmıştır. Bu anlamda, ucu açık 19 soru sorulmuştur ve katılımcıların verdikleri cevaplar değerlendirilerek kadın çalışanların bankacılık sektöründe cam tavan konusundaki algıları üzerinden çeşitli değerlendirmelerde bulunulmuştur. Araştırma sonuçlarına göre; ön yargıların ve ayrımcılıkların kadınların yalnızca ilerlemelerini değil aynı zamanda motivasyonlarını da olumsuz anlamda etkilediği görülmüştür.Yayın Ageism and glass ceiling: barriers to advancement for women in Turkish banking(Suat Teker, 2024-07-30) Dönmez, Sena; Tuncay Çelikel, AslıPurpose- The Turkish banking industry is known for its dynamism, where customer issues demand swift resolution, decisions must be made expeditiously, and employees are persistently pressured to meet targets. This engenders a highly stressful and demanding work environment. This paper examines the role of ageism in this industry, emphasising how gender and age-related biases intensify the “glass ceiling” as a chronic syndrome for employees. The objective of the research is to comprehend the impact of these biases on women across different age groups. Methodology- In-depth interviews were conducted with 20 female banking employees in Istanbul, Turkey. The participants included managers and branch employees from 16 different banks. A convenient sampling method was employed, and participants were invited to respond to open-ended questions regarding their experiences and motivations. Findings- The banking sector is characterised by a high level of stress, tight deadlines and the pressure to achieve key performance indicators (KPIs), which can have a significant impact on the well-being of women employees across all age groups. The study revealed a generational divide in motivations and expectations. Younger women prioritised favourable work conditions and salary, while senior women expressed a desire for early retirement due to burnout. Despite this, women of all age groups articulated a desire for career advancement and recognition, underscoring the pivotal role of managerial support and transparent expectations for future success. While extrinsic rewards remained a primary motivator, intrinsic rewards also played a role. Additionally, generational differences in expectations regarding motivation were observed. Conclusion- The dissolution of the glass ceiling necessitates the creation of an environment wherein individuals from disparate generational cohorts are able to provide mutual support, and age-based discriminatory practices are reduced. The acknowledgement and remuneration of employees’ competencies and expertise, in conjunction with the promotion of collaborative endeavours, can facilitate the development of a more equitable and nurturing work environment.Yayın A qualitative study of women employees in banking regarding the context of gender inequality and the glass ceiling syndrome(Işık Üniversitesi Yayınları, 2025-04-30) Dönmez, Sena; Tuncay Çelikel, AslıIn this research, we aim to address the glass ceiling syndrome arising from inequalities in business due to individual and environmental pressures, focusing on understanding the barriers women employees face in advancing their careers. The theoretical framework is based on theories that explain gender dynamics, including gender role conformity, human capital, statistical discrimination, career ladder barriers, social exclusion, social closure, and gendered organizations. Mismatched preferences, conflict, boundary management, attribution biases, stereotypes, feminist approaches, and capability-based theories also support this framework. A country-specific analysis was conducted by examining the history of women’s labor force participation. Using convenience sampling, in-depth interviews were conducted with 20 white-collar female bank employees across 16 banks. Content analysis was used to explore the perceptions of female employees regarding the glass ceiling in the sector. The primary challenges hindering women’s advancement include stereotypical perceptions, sticky floors rooted in social roles, mismatched aspirations, ageism, communication conflicts, managerial biases based on marital status, and discomfort in the workplace. Future-oriented solutions are provided by exploring root causes. Managers must recognize that motherhood does not inherently impede women’s Professional capabilities. Comprehensive training and awareness programs are crucial for management and female employees to address the sticky floor phenomenon.
