Author: Jianan Jin
AIT Library Call Number: AIT Thesis no.GD-13-10
Year: 2013
Academic Program: Gender and Development Studies (GDS)
Type: Thesis (M. Sc.) – Asian Institute of Technology, 2013
Examination Committee: Kyoko Kusakabe (Chairperson); Philippe Doneys, Vilas Nitivattananon (Examination Committee Members)
Abstract: In recent years, the proportion of women has made great progress in the labor market. Meanwhile, women have also faced many challenges to reach leadership roles in the workplace. Some women have successfully advanced to senior or top management team, while many continue to struggle in the supervisory or low-level managerial positions. The purpose of this research is to compare and evaluate organizational practices and institutional arrangement on women‘s career advancement, and identify the factors that facilitate or constrain women to advance from organizational, individual and family aspects, in order to make recommendations and propose a career advancement strategy for women. Four factories in 304 Industrial Park were selected based on three nationalities and two same nationalities with different organizational culture–three joint venture companies and one local company two of them had high ratio of women managers, while the other two had less. It also employed key informant interviews and informal interviews with other factories. The research have studied organizational factors including characteristics of organizational cultures, job assignments, mentoring, training and development, also lookinto individual factors with education, age and years of experience, knowledge, confidence, attitude, positive thinking and creativity, work and family. The study revealsthat in all factories studied, women have received high individual endowments, including education, rich experience and knowledge for work, self-confidence, positive thinking, creativity, and family support. In spite of lack of any personal obstacles in their career development, women still face more challenge to advance in organizations than men. The reason stems more from, organizational culture that remain biased against women, women who are in a hospitable, friendly work
Scholarship Donor(s): AIT Fellowship
Note: A thesis submitted in partial fulfillment of the requirements for thedegree of Master of Science in Gender and Development Studies, School of Environment, Resources and Development
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