| Summary: | 碩士 === 國防管理學院 === 國防決策科學研究所 === 95 === ABSTRACT
During recent years, the number of women who enter the careers market increases gradually, but there are only a few women who can be promoted to the senior level positions of an organization. This kind of phenomenon is called ”glass ceiling effect” , which also means that there is an imperceivable (invisible) deviation (prejudice) caused by people or the organization impeding the females to have opportunities competing fairly with the males.
The female officers of the military participated in the research as the main part of the subjects. This research probed into the relevant topics of glass ceiling effect in the organization. Particularly, four questions would like to be answered in this research as follow. This research regards military appointment personnel of army women of our country as the research object mainly, in order to probe into the relevant topic of the ceiling effect of the glass while organizing. Particularly, it has one mainly that this research institute wants to probe into the question:
First, are there any differences of personnel structure between the two genders in the military in our country? Are factors different to influence men and women to be transferred and promoted? Do female officers have few opportunities to be promoted to the higher degree of managing positions so that they were usually.
Second, If female military personnel do face the predicament, “ the glass ceiling effect”, mentioned above to block their promotion, what is the main reason causing this phenomenon? Meanwhile, which are the factors that have main influences?
Third, how well do the female military personnel perceive the sexual discrimination of themselves in the working places?
Fourth, why can some women break the “glass ceiling” and surmount the obstacle to be transferred and promoted? What makes them be promoted to the senior level positions?
In research approach, this thesis has combined the overall secondary materials analytic approach of one and a honourable questionnaire investigation method and interview law of the depth. Is it through plural inspect and course that prove of materials , can is it influence women transferred and promoted real image of obstacle to understand clearly even more to hope.
For research approach, this study combined and Through reviewing and analyzing data from these multiple methods, the true reasons obstructing females to be promoted would be clarified.
The hypothesis of this research was proposed based on these four theories , including human resources factors, social psychological factors, differentiating discrimination factors, system structure factors, and then a questionnaire was designed in order to examine if there is a significant difference between male and female in every aspect of being transferred and promoted. The data was collected from the answers of the questionnaire given to military personnel. The effective questionnaires retrieved as sample added up to 139, and the rate of retrieving the questionnaire was over 45%. These statistical methods, including analysis tool uses relevant analysis , T value to assay , making a variation to count analyses , comes back to the analysis , relevant analysis of model and route to analyzing mainly were used to analyze the data. The result revealed that there are significant differences between male and female interviewees in the factors such as manpower capital, deviating discrimination and systematic structure, etc. Moreover, the differences were part of the main reasons causing the dissimilarities among men and women being promoted and transferred.
In addition, from deep interviews with six subjects, it was shown that the family's factor was the main obstacle to one’s work. As for the factor of institutional framework, most interviewees did not obviously experience any disadvantage to women. In other words, according to interviewees’ attitude, the sex in an organization was not viewed as the key influential factor while comparing with factors of political stance and age and seniority. It also explained that interviewed female military personnel have not formed clear 「women's consciousness」.
As a whole, the research found that there was a significant difference between male and female who was being promoted and transferred objectively and subjectively, meaning that there did exist a layer of glass ceiling to prevent chances of women being promoted to the position on the senior level . However, based on 時間數列的資料, with the increasing of manpower capital factors of women, and the society gradually talking the open attitude toward the sex factor, the number of women on the senior level positions was raising gradually, but the speed of increasing was still slowly, especially it was limited by situation of “the conveyer belt, which also means that there is an imperceivable(invisible) deviation(prejudice) caused by people or the organization impeding the females to have opportunities competing fairly with the males. The government should adopt a more positively favorable policy toward women, otherwise, it is foreseeable in a few years that the situation may not change immediately, and the glass ceiling effect will still exist firmly in the organization.
At last, according to the result in this study and the experience of other countries, researcher tried to provide strategies of breaking the glass ceiling from different aspects such as government, society, organization and so forth for reference.
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