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Please use this identifier to cite or link to this item: https://elibrary.tucl.edu.np/handle/123456789/15425
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dc.contributor.authorACHARYA, PRATISHTHA-
dc.date.accessioned2023-03-01T06:07:06Z-
dc.date.available2023-03-01T06:07:06Z-
dc.date.issued2021-03-
dc.identifier.urihttps://elibrary.tucl.edu.np/handle/123456789/15425-
dc.descriptionThe phenomenon of the glass ceiling is a well-studied topic that is taught to students in most of the universities in recent times ( Ström & Burvall, 2018). It implies that there is an invisible ceiling which keeps women and minorities from accessing top level positions (Luzzo & McWhirter, 2001). Both men and women face barriers in their career advancement in the workplace but if a barrier keeps employees from advancing further in their career ladder solely on the basis of gender and race then it is defined as glass ceiling (Foley, 1998).en_US
dc.description.abstractAccording to World Bank, tertiary education refers to all post-secondary education, including both public and private universities, colleges, technical training institutes, and vocational schools. This means more and more women are gaining higher level education in Nepal. This indicates future workforce will comprise of more female employees than male ones. As a result a larger proportion of workforce will perceive the existence of invisible barriers hampering their career growth, otherwise known as glass ceiling.en_US
dc.language.isoenen_US
dc.titleFACTORS INFLUENCING GLASS CEILING PERCEPTION IN EARLY CAREER EMPLOYEES OF KATHMANDU VALLEen_US
dc.title.alternativeGLASS CEILING PERCEPTION IN EARLY CAREER EMPLOYEESen_US
dc.typeThesisen_US
local.institute.titleSchool of Managementen_US
local.academic.levelMastersen_US
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Pratishtha Acharya_3.pdfA Graduate Research Report submitted for partial fulfillment of the requirements for the degree of MBA1.76 MBAdobe PDFView/Open
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