The glass ceiling in human resources: Exploring the link between women's representation in management and the practices of strategic human resource management and employee involvement
基于美国某州专业人力资源组织的数据，研究检验了女性在人力资源领域更可能集中于低层管理职位的假设，发现强调员工参与的组织中这一现象更明显，但强调战略人力资源管理的组织则不然。
Abstract Research on sex stereotypes suggests that gender bias is an invisible barrier—the so‐called glass ceiling—preventing women from breaking into the highest levels of management in business organizations. Using data from a state‐based professional HR organization, we investigated this phenomenon in the field of HR management. Building on the lack of fit model of gender discrimination and previous research, we tested two hypotheses: that women in HR are more likely to be concentrated in lower‐level managerial positions in organizations that emphasize employee involvement (because of a related emphasis on stereotypically feminine managerial abilities) and that women in HR also are more likely to be concentrated in lower‐level managerial positions in organizations that emphasize strategic human resource management (because of a related emphasis on stereotypically masculine characteristics). Our results support the first but not the second hypothesis. Theoretical and practical implications related to the glass ceiling are discussed. © 2008 Wiley Periodicals, Inc.