Journal of Education and Health Promotion 2277-9531 11 8 2021 09 01 The role of glass ceiling in women’s promotion to managerial positions from the perspective of faculty members at Iran University of Medical Sciences 1 7 28594 EN . Ghobad Ramezani . Ghadir Pourbairamian . Salime Goharinezhad Preventive Medicine and Public Health Research Center, Psychological Health Research Institute, Iran University of Medical Sciences Tehran, Tehran, Iran . Azam Norouzi . Mohammad Hasan Keshavarzi Clinical Education Research Center, Shiraz University of Medical Sciences, Shiraz, Iran . Zohreh Sohrabi 0000-0002-7535-559X Journal Article 2023 02 24 BACKGROUND: In recent years, many changes have been observed in women’s roles in<br />organizations. In Iran, women face challenges to be promoted to high‑level organizational positions.<br />The present study aimed to examine the role of glass ceiling in promoting women to managerial<br />positions from the perspective of the faculty members at Iran University of Medical Sciences.<br />MATERIALS AND METHODS: This research was an applied study in terms of objectives and<br />a descriptive‑survey study in terms of data collection, variable monitoring and control, and<br />generalizability. The statistical population of the study encompassed all clinical and basic sciences<br />faculty members at Iran University of Medical Sciences in 2019–2020. The simple random sampling<br />method was adopted, and the study instrument was the standard questionnaire of women’s beliefs<br />about glass ceiling developed by Smith (2012). To analyze the data, descriptive and inferential (namely<br />paired‑sample t‑test and one‑sample t‑test) statistics were run in the SPSS software.<br />RESULTS: The results revealed that glass ceiling dimensions could predict 48% of the variance<br />of women’s promotion to managerial positions. Furthermore, a significant difference was noticed<br />between men and women’s perspectives toward glass ceiling (P < 0.001); however, there was no<br />significant difference between the two groups of clinical and basic sciences (P > 0.001).<br />CONCLUSIONS: Failure to provide appropriate opportunities for qualified women to be promoted to<br />managerial positions would result in nonexploitation of about half of the available capacities and talents.<br />Women have unique abilities and soft skills in the human resource management. At the macro‑level,<br />policy‑makers and planners to review the plans and delegation of organizational‑managerial positions<br />and also to further consider the role of women in managerial positions by observing gender justice<br />and meeting criteria such as capability and expertise.<br /><br /> https://jehp.mui.ac.ir/article_28594_d5b9f2fee8f809454c7727fd1466e3ec.pdf