Survey: The Glass Ceiling



(Do not include this line: survey without manipulation)

Survey: The Glass Ceiling

The purpose of this survey is to assess individuals’ attitudes about whether or not a “glass ceiling” exists in the workplace.

“Glass ceiling” is used to describe artificial barriers that prevent qualified women from advancing within their organization.

Examples are:

(1) Barriers that prevent women from being promoted into upper management positions

(2) Pay inequities for equal work,

(3) Stereotyping

(4) Sexual harassment

Please use the following scale to answer question below:

1. Strongly Disagree

2. Disagree

3. Neutral

4. Agree

5. Strongly Agree

1. _____ Women and men are equally respected in the workplace.

2. _____ People should be rewarded based on their performance, regardless of whether they are men or women.

3. _____ Women and men can perform the same work equally well.

4. _____ An employee who devotes extra time to the job each week, beyond 40 hours, is more committed, more career-oriented, and generally a better employee than one who devotes only 40 hours per week.

5. _____ An employee who has relocated geographically for job-related reasons is a better candidate for promotion than one who has not.

6. _____ A woman must perform better than a man to be promoted.

7. _____ Standards are higher for women than men.

8. _____ The viewpoint of a woman is often not heard at a meeting until it is repeated by a man.

9. _____ Women are placed in positions beyond their level of competence because of affirmative action employment programs.

10. _____ In my opinion, in the workplace, women are likely to face the barriers of a glass ceiling.

Glass ceiling definition

“Glass ceiling” is a phrase used to describe artificial barriers that prevent qualified individuals from advancing within their organization and reaching their full potential.

Examples of these barriers are: pay inequities for work of equal or comparable value; gender-based stereotyping and harassment; parent-track policies; and limited opportunities for advancement to upper management positions.

U. S. Department of Labor (1992) the Glass Ceiling Commission.

+ belief in glass ceiling

- don’t believe it’s a problem

1. _-____ Women and men are equally respected in the workplace.

2. _____ People should be rewarded based on their performance, regardless of whether they are men or women. FAIRNESS

3. _____ Women and men can perform the same work equally well. EQUALITY BELIEF

4. _____ An employee who devotes extra time to the job each week, beyond 40 hours, is more committed, more career-oriented, and generally a better employee than one who devotes only 40 hours per week. (AGREEMENT ASSUMES MEN WILL WORK BEYOND (-)

5. _____ An employee who has relocated geographically for job-related reasons is a better candidate for promotion than one who has not.

6. __+___ A woman must perform better than a man to be promoted.

7. ___+__ Standards are higher for women than men.

8. ___+__ The viewpoint of a woman is often not heard at a meeting until it is repeated by a man.

9. ___(-_)__ Women are placed in positions beyond their level of competence because of affirmative action employment programs.

10. __+___ In the workplace, women are likely to face the barriers of a glass ceiling.

(Do not include this line: Survey with “pro” maniputlation)

Survey: The Glass Ceiling

The purpose of this survey is to assess individuals’ attitudes about whether or not a “glass ceiling” exists in the workplace.

“Glass ceiling” is used to describe artificial barriers that prevent qualified women from advancing within their organization.

Examples are:

(1) Barriers that prevent women from being promoted into upper management positions

(2) Pay inequities for equal work,

(3) Stereotyping

(4) Sexual harassment

You may be interested to know that:

Ninety-two percent of women executives surveyed believed that when women are equally qualified, they are just as likely to be promoted into top-level positions as their male counterparts. (U.S. Dept of Labor, September, 1998)

Please use the following scale to answer question below:

1. Strongly Disagree

2. Disagree

3. Neutral

4. Agree

5. Strongly Agree

1. _____ Women and men are equally respected in the workplace.

2. _____ People should be rewarded based on their performance, regardless of whether they are men or women.

3. _____ Women and men can perform the same work equally well.

4. _____ An employee who devotes extra time to the job each week, beyond 40 hours, is more committed, more career-oriented, and generally a better employee than one who devotes only 40 hours per week.

5. _____ An employee who has relocated geographically for job-related reasons is a better candidate for promotion than one who has not.

6. _____ A woman must perform better than a man to be promoted.

7. _____ Standards are higher for women than men.

8. _____ The viewpoint of a woman is often not heard at a meeting until it is repeated by a man.

9. _____ Women are placed in positions beyond their level of competence because of affirmative action employment programs.

10. _____ In my opinion, in the workplace, women are likely to face the barriers of a glass ceiling.

(Do not include this line: Survey with “con” maniputlation)

Survey: The Glass Ceiling

The purpose of this survey is to assess individuals’ attitudes about whether or not a “glass ceiling” exists in the workplace.

“Glass ceiling” is used to describe artificial barriers that prevent qualified women from advancing within their organization.

Examples are:

(1) Barriers that prevent women from being promoted into upper management positions

(2) Pay inequities for equal work,

(3) Stereotyping

(4) Sexual harassment

You may be interested to know that:

Ninety-two percent of women executives surveyed believed that when women are equally qualified, they are far less likely to be promoted into top-level positions than their male counterparts. (U.S. Dept of Labor, September, 1998

Please use the following scale to answer question below:

1. Strongly Disagree

2. Disagree

3. Neutral

4. Agree

5. Strongly Agree

1. _____ Women and men are equally respected in the workplace.

2. _____ People should be rewarded based on their performance, regardless of whether they are men or women.

3. _____ Women and men can perform the same work equally well.

4. _____ An employee who devotes extra time to the job each week, beyond 40 hours, is more committed, more career-oriented, and generally a better employee than one who devotes only 40 hours per week.

5. _____ An employee who has relocated geographically for job-related reasons is a better candidate for promotion than one who has not.

6. _____ A woman must perform better than a man to be promoted.

7. _____ Standards are higher for women than men.

8. _____ The viewpoint of a woman is often not heard at a meeting until it is repeated by a man.

9. _____ Women are placed in positions beyond their level of competence because of affirmative action employment programs.

10. _____ In my opinion, in the workplace, women are likely to face the barriers of a glass ceiling.

(Do not include this line: Survey with “pro” maniputlation-statistic)

Survey: The Glass Ceiling

The purpose of this survey is to assess individuals’ attitudes about whether or not a “glass ceiling” exists in the workplace.

“Glass ceiling” is used to describe artificial barriers that prevent qualified women from advancing within their organization.

Examples are:

(1) Barriers that prevent women from being promoted into upper management positions

(2) Pay inequities for equal work,

(3) Stereotyping

(4) Sexual harassment

You may be interested to know that:

For executives who perform comparable work, women receive 32% less compensation than men. (U.S. Bureau of Labor Statistics, 1998)

Please use the following scale to answer question below:

1. Strongly Disagree

2. Disagree

3. Neutral

4. Agree

5. Strongly Agree

1. _____ Women and men are equally respected in the workplace.

2. _____ People should be rewarded based on their performance, regardless of whether they are men or women.

3. _____ Women and men can perform the same work equally well.

4. _____ An employee who devotes extra time to the job each week, beyond 40 hours, is more committed, more career-oriented, and generally a better employee than one who devotes only 40 hours per week.

5. _____ An employee who has relocated geographically for job-related reasons is a better candidate for promotion than one who has not.

6. _____ A woman must perform better than a man to be promoted.

7. _____ Standards are higher for women than men.

8. _____ The viewpoint of a woman is often not heard at a meeting until it is repeated by a man.

9. _____ Women are placed in positions beyond their level of competence because of affirmative action employment programs.

10. _____ In my opinion, in the workplace, women are likely to face the barriers of a glass ceiling.

(Do not include this line: Survey with “con” maniputlation-statistic)

Survey: The Glass Ceiling

The purpose of this survey is to assess individuals’ attitudes about whether or not a “glass ceiling” exists in the workplace.

“Glass ceiling” is used to describe artificial barriers that prevent qualified women from advancing within their organization.

Examples are:

(1) Barriers that prevent women from being promoted into upper management positions

(2) Pay inequities for equal work,

(3) Stereotyping

(4) Sexual harassment

You may be interested to know that:

For women and men executives who perform comparable work, there appears to be no significant difference in compensation. (U.S. Bureau of Labor Statistics, 1998)

Please use the following scale to answer question below:

1. Strongly Disagree

2. Disagree

3. Neutral

4. Agree

5. Strongly Agree

1. _____ Women and men are equally respected in the workplace.

2. _____ People should be rewarded based on their performance, regardless of whether they are men or women.

3. _____ Women and men can perform the same work equally well.

4. _____ An employee who devotes extra time to the job each week, beyond 40 hours, is more committed, more career-oriented, and generally a better employee than one who devotes only 40 hours per week.

5. _____ An employee who has relocated geographically for job-related reasons is a better candidate for promotion than one who has not.

6. _____ A woman must perform better than a man to be promoted.

7. _____ Standards are higher for women than men.

8. _____ The viewpoint of a woman is often not heard at a meeting until it is repeated by a man.

9. _____ Women are placed in positions beyond their level of competence because of affirmative action employment programs.

10. _____ In my opinion, in the workplace, women are likely to face the barriers of a glass ceiling.

Independent Variables

Consensus of beliefs conditions

Consensus there IS

Ninety-two percent of women executives surveyed believed that when women are equally qualified, they are just as likely to be promoted into top-level positions as their male counterparts. (U.S. Dept of Labor, September, 1998)

Consensus there IS NOT

Ninety-two percent of women executives surveyed believed that when women are equally qualified, they are far less likely to be promoted into top-level positions than their male counterparts. (U.S. Dept of Labor, September, 1998

No consensus (blank)

II Statistics supporting/not supporting existence of glass ceiling

Is Problem

For executives who perform comparable work, women receive 32% less compensation than men. (U.S. Bureau of Labor Statistics, 1998)

Is NOT a problem:

For women and men executives who perform comparable work, there appears to be no significant difference in compensation. (U.S. Bureau of Labor Statistics, 1998)

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