Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.777525
Title: Investigating the phenomenon of career promotions : a gender perspective
Author: Aloyan, Kristina
ISNI:       0000 0004 7963 307X
Awarding Body: Goldsmiths, University of London
Current Institution: Goldsmiths College (University of London)
Date of Award: 2019
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Abstract:
This thesis examines possible determinants of gender differences in career promotions. Previous research presents some evidence suggesting that women are often disadvantaged when it comes to promotions, including access to senior positions and powerful decision-making groups. However, the topic of gender and promotions lacks a comprehensive assessment with findings scattered across different fields of research. This thesis attempts to understand the extent of the problem and explore the factors that might cause gender differences in promotions. It builds on the existing literature within organisational and occupational psychology, sociology, and management. The thesis comprises of four empirical studies. Study 1 presents a meta-analysis of gender differences in promotions and examines several moderators. It reveals a small but significant gender difference in promotions; marital status and work experience are important moderators between the promotions - gender relationship. Study 2 examines gender differences in career interests as an explanatory factor for variation in career achievements using confirmatory factor analysis. It reveals a small gender difference in career interests and highlights the need to explore the link between interests and career achievements further. Study 3 adopts a social network analysis perspective and explores the moderating role of gender between features of formal networks and various career outcomes. It shows that gender moderates the relationship between network density and high potential membership. Finally, Study 4 examines men's and women's perceptions of communication patterns at work in relation to promotions and seniority. It reveals a significant moderation effect of gender between external perceptions of individuals' communication patterns in the workplace settings and promotions. The thesis concludes with a discussion of recommendations that might facilitate women's promotions in organisations. It also presents the limitations and directions for future research.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.777525  DOI:
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