Cookies Policy
X

This site uses cookies. By continuing to browse the site you are agreeing to our use of cookies.

I accept this policy

Find out more here

How do Qatari Females Make it to the Top? An Examination of the Organizational Constraints to their Advancement

No metrics data to plot.
The attempt to load metrics for this article has failed.
The attempt to plot a graph for these metrics has failed.
The full text of this article is not currently available.

Brill’s MyBook program is exclusively available on BrillOnline Books and Journals. Students and scholars affiliated with an institution that has purchased a Brill E-Book on the BrillOnline platform automatically have access to the MyBook option for the title(s) acquired by the Library. Brill MyBook is a print-on-demand paperback copy which is sold at a favorably uniform low price.

Access this article

+ Tax (if applicable)
Add to Favorites
You must be logged in to use this functionality

image of Hawwa

Although Qatari females have increased their economic participation and reached remarkable educational attainment over the last decade, this has not been paralleled with good representation at management position. Accordingly, this study was initiated with the aim to identify the main organizational constrains encountered by Qatari females throughout their careers. The study revealed that Qatari females are still very lowly representated at senior management levels although they have made good progress at medium and lower levels of management. It is also indicated that no current discrimination is made against Qatari females in terms of selection and recruiting, working hours, training, engagement in critical projects and compensation. However, the study reported that promoting Qatari females is still at low pace. Gender-specific as females’ family commitments was reported as the main constrain to their promotion from the males’ perspective and gender-difference as uncertainty of real increased responsibilities and authorities level were the main constraint to females’ promotion from the females’ perspective. The study ends by recommending, on the absence of major organizational discrimination, that greater inclusiveness of Qatari females in decision-making positions and greater accountability of organization to advance females should be considered critically in order to ensure the ease advancement of Qatari females to the top.

Affiliations: 1: Qatar University, Email: hjolo@qu.edu.qa

10.1163/156920810X529958
/content/journals/10.1163/156920810x529958
dcterms_title,pub_keyword,dcterms_description,pub_author
6
3
Loading
Loading

Full text loading...

/content/journals/10.1163/156920810x529958
Loading

Data & Media loading...

http://brill.metastore.ingenta.com/content/journals/10.1163/156920810x529958
Loading

Article metrics loading...

/content/journals/10.1163/156920810x529958
2010-10-01
2016-12-05

Sign-in

Can't access your account?
  • Tools

  • Add to Favorites
  • Printable version
  • Email this page
  • Subscribe to ToC alert
  • Get permissions
  • Recommend to your library

    You must fill out fields marked with: *

    Librarian details
    Your details
    Why are you recommending this title?
    Select reason:
     
    Hawwa — Recommend this title to your library
  • Export citations
  • Key

  • Full access
  • Open Access
  • Partial/No accessInformation