The ‘Glass Ceiling’ Phenomenon for Malaysian Women Accountants

  •  Zubaidah Zainal Abidin    
  •  Azwan Abdul Rashid    
  •  Kamaruzaman Jusoff    


Apparently it was claimed that organisations are often not build to accommodate women’s values, primarily because they entered organisations relatively late, and work in a relatively narrow range of occupations.  Given this scenario, men and women experience organisational cultures very differently and perceive gender discrimination as an issue.  The number of women with children participating in the paid workforce has increased markedly over recent decades, but many workplaces have not altered their expectations or provided work policies to allow women to balance work and family responsibilities  There is considerable and increasing agreement that what in fact keeps women back are invisible and artificial barriers that prevent qualified individuals from advancing within their organisations and reaching their full potential – the ‘glass ceiling’ phenomenon.  Although women in Malaysia now represent 44.5% of the working population and are just as academically qualified as men, they are grossly under-represented at the senior management positions. This study attempts to discover the obstacles that keep women from rising above certain level in the organisations in an effort to raise both their individual self-worth and the level of their contribution to economic development.

This work is licensed under a Creative Commons Attribution 4.0 License.
  • ISSN(Print): 1916-9655
  • ISSN(Online): 1916-9663
  • Started: 2009
  • Frequency: semiannual

Journal Metrics

Google-based Impact Factor (2017): 5.42
h-index (January 2018): 11
i10-index (January 2018): 21
h5-index (January 2018): 6
h5-median (January 2018): 9

Learn More