Investigation in how inequality of promotions affects employee Literature review

Investigation in how inequality of promotions affects employee attitudes and their effect on the business Glass Ceiling effect - Literature review Example The glass ceiling does not only affect employees in terms of performance, but also affects the success of organizations and the government offices. One of the key reasons why discrimination affects the employees’ performance is the fact that it reduces job satisfaction amongst the women and minorities. This as a result affects their performance in the workplace. This paper will look at the previous studies that have contributed to the development of the literature review relating to glass ceiling effects. It will compare and contrast the work of different researchers that have contributed to the literature review. This paper as well will look at a couple of strands relating to the glass ceiling effect including the pay gap, job satisfaction and promotions, in terms of how they affect employees within an organization. Research questions 1. Is there a relationship between gender and job satisfaction within the workplace? 2. How does the pay gap affect the performance of both wom en and men in the workplace? 3. Does promotion discrimination affect the employees in terms of performance and commitment to the organization? Literature review Job satisfaction A study by Hulin & Smith identified a strong inverse relationship between gender differences within the workplace and job satisfaction amongst employees. ... There is a substantial difference in terms of job satisfaction amongst men and women within the manufacturing plants (Hulin & Smith, 2005). Differences in job satisfaction amongst female and male employees are because of gender-based discrimination. The performance of employees goes down when they feel discriminated, which adversely affect the organization’s performance. A study by Goh & Coh meant to identify the relationship between the personal characteristics and job satisfactions amongst Turkish workers, from a couple of organizations, found similar results as the above study. It found that gender is a key factor that determines job satisfaction amongst employees within the workplace. Another study by the two as well contributes to the glass ceiling effect’s literature. It examined the influence of gender differences amongst 608 Singaporean accountants. The study found that the male accountants were more satisfied than the female accountants (Goh & Coh, 2002). Pay g ap A study Stedham & Yamamura was, meant to examine the effect of the pay gap between female and male managers on job satisfaction, found a progressive relationship amid the two variables. It found that women are not satisfied with their pay, the promotion within organizations, as well as, their entire job satisfaction. On the other hand, men managers are satisfied with their pays. This contributes to the differences amongst male and female managers, in terms of performance within their organizations. Therefore, it is clear that one of the key motivating factors amongst employees and managers as far as performance is concerned is the pay. In other words, the more the wage, so is the performance of an employee (Stedham & Yamamura, 2003). Another study by Howard