• The Journal of the Korea Contents Association
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• v.9 no.3
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• pp.345-352
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• 2009

The glass ceiling is defined as a barrier so subtle that it is transparent, that it prevents women and minorities from moving up in the management hierarchy. Individuals in the minority may perceive the presence of a glass ceiling within their social context, a barrier put in to place by those in the advantaged majority. This study has testified pragmatically the influence of glass ceiling perceived by the female employees of travel agency on their work attitudes(organizational commitment, turnover intention). Data were collected by 202 full time female employees. The results of analysis is as follows: First, it is revealed that glass ceiling has no influence on turnover intention. Second, this study show that the higher glass ceiling is perceived by the female employees of travel agency, the more they have negative influence on their affective commitment. Contrary to our expectation, however, it is revealed that glass ceiling has no influence on continuance commitment. That is, glass ceiling have significant effects on affective commitment whereas the effects are not significant for continuance commitment. Third, affective commitment have significant effects on turnover intention. However, it is revealed that continuance commitment has no influence on turnover intention.

• Review of Culture and Economy
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• v.21 no.2
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• pp.3-28
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• 2018

This study focuses on analyzing the glass ceiling effect in arts and culture professionals through the quintile decomposition applied to the RIF unconditional quantile regression and Oaxaca-Blinder decomposition technique. From the industrial viewpoint, we divide arts and culture professionals into cultural contents professionals(large category J industry) and arts professionals(large category R industry). For our analysis, we employ the pooling data of 'Wage Structure Survey' from 2009 to 2016. Our results are summarized as follows. First, as OLS wage decomposition showed that the gender wage gap among the arts professionals was lower than cultural contents professionals, but the discrimination portion of total gender wage gap was larger. Second, from quintile regression decompositions, the glass ceiling effects of two types of professionals showed different results. Cultural contents sector was observed with the "steady glass ceiling effect" as the portion of the discrimination was continuously increased, while the arts sector was observed with the "limited glass ceiling effect" as the discrimination had drastically increased in the 80s and 90s.

• The Journal of the Korea Contents Association
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• v.21 no.8
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• pp.376-387
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• 2021

This study is to analyze the research trends related to the 'glass ceiling' phenomenon using big data analysis methods and to suggest social implications. To analyze the research trends of 'glass ceiling', the historical event that broke the 'glass ceiling' was set as an important issue, and keywords were collected by dividing park's term into three. Before, throughout and after, her term. As a result of frequency analysis, research was conducted based on 'public servants' which was selected as the main keyword in the first period, while 'women's work family compatibility' was chosen as the main keyword group in the second period. In the third period, keywords for women's occupational groups were being diversified. As a result of applying CONCOR techniques to make the studied main topics grouped, we were able to confirm that the main issues were the differentiating factors, the customary gender discrimination culture, the jobs aimed for studying, the work-family balance, the glass ceiling and the organizational performance adjustment factors, the public sector, organizational performance, and the private sector. Besides work-family compatibility support system, it was suggested as a social implication that research on improving the system to resolve the glass ceiling factor and to expand the target jobs to give solutions to real-life issues were needed, and also suggested that research on the 'glass ceiling' which the general public perceives through social medias or articles in the news, was needed in the future.

• Proceedings of the KSME Conference
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• 2007.05a
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• pp.837-842
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• 2007

Since construction materials have been towards larger and heavier, the rate of accident associated with installation works of heavy construction materials is increasing. Installation works of heavy construction materials lead to frequent accidents, increasing the WMSDs(Work-Related Musculo-Skeletal Disorders) in construction site. In case of installation work of heavy glass ceiling, the rate of accidents such as falling and collision is increasing as well. This paper describes a ergonomic design of working platform(deck) in a glass ceiling installation robot. As well as, a design of working process is considered to accomplish an efficient installation work. As a result of the design, an installation work of heavy glass ceiling by the robot will be expected safety assurance and retrenchment of the construction cost and period.

• Venture DIGEST
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• s.23
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• pp.4-5
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• 2003

사회활동을 왕성히 펼치는 여성들이 흔히 쓰는 말 중에‘유리천장(glass ceiling)’이라는 말이 있다. 위를 쳐다보면 한 없이 올라갈 수 있을 것같지만 막상 그 곳에 다다르면 보이지 않는 장벽이 머리를 누른다는 뜻이다. 법이나 규정상으로는 평등이 이루어진 것처럼 보이나‘실제상황’은 그렇지 않음을 의미하는 자조적인 말이다. 특히 국내에서 회사를 경영하는 여성CEO라면 누구나‘유리천장’의 도를 넘어‘콘크리트 천장’, 혹은 이보다 더한‘강철천장’을 실감하게 된다. 그러나 이런 사회적인 편견과 제도적인 불평등 속에서도 자신만의 확고한 입지와 영역을 구축하며 벤처를 이끄는 당당한 여성CEO가 점점 늘고 있다. 서버판매 및 서버호스팅, VPN 등 사업으로 성장일로를 걷고 있는 e-Business 전문업체인 씨앤에스 김태희(46) 대표가 그 대표적인 우먼파워에 속한다. 김 대표는 지난해‘제6회 여성경제인의 날’을 맞아 모범여성기업으로 선정되어‘대통령 표창’을 수상하는 등 여성기업분야 우수중소기업으로 탄탄한 기술력과 탁월한 경영능력을 인정받고 있다. 뿐만 아니라 그는 IT업계의 성공 키워드인 기술과 경영, 마케팅의 삼박자를 고루 갖춘 전문 경영인으로도 유명하다.

• The Safety technology
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• no.199
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• pp.45-45
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• 2014

• 한국사회정책
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• v.23 no.2
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• pp.49-81
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• 2016

This study agrees with the idea that a situation centered perspective provides a useful contribution in understanding women's attitude on organizations. Women's occupational experiences are less related to their "femaleness" than to the structural constraints inherent in the occupational positions women fill. So characteristics of the organizational situation including gender composition and hierarchical status may "shape and define" women's experience on the job. The present study examined the managerial level's gender gap and "glass ceiling" of the corporation. According to Kanter, if the ratio of women to men in organizations begins to shift, as affirmative action and new hiring and promotion policies promised, forms of relationships and corporate culture should also change. However, the mere presence of women on workplace may not, in itself, result in women-friendly work condition. This study analyzes "Korean Women Manger Panel survey(2010 3rd. wave)" to examine how much gender gap of the managerial level persists and when the glass ceiling effect emerges. Using t-test and ANOVA, various aspects of the gender gap within managerial level were verified. The most significant finding is the glass ceiling effect starts from very low level of management. Policy implications from the statistical analysis of the Panel survey are: 1) We need to increase the absolute number of the women managers for securing middle level women leadership pipe line. 2) We need to confront the fact that the glass ceiling starts from the very low managerial level, and to explore more realistic way to break up the vicious circle for the tokenism. and 3) We need to looking beyond numbers in approaching women's matter at work. At the cultural and institutional level, work-family programs and policies, women's ratings of their competence, and family-friendly organization's climate should be considered.

• Fire Science and Engineering
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• v.13 no.4
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• pp.20-29
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• 1999

This paper describes the smoke filling process of a fire field model based on a self-developed SMEP(Smoke Movement Estimating Program) code to the simulation of fire induced flows in the two types of atrium space containing a ceiling heat flux. The SMEP using PISO algorithm solves conservation equations for mass, momentum, energy and species, together with those for the modified k- epsilon turbulence model with buoyancy term. Compressibility is assumed and the perfect gas law is used. The results of the calculated upper-layer average temperature and smoke layer interface height has shown reasonable agreement compared with the zone models. The zone models used are the CFAST developed at the Building and Fire Research Laboratory NIST U.S.A. and the NBTC one-room of FIRECALC developed at CSIRO, Australia. The smoke layer interface heights that are important in fire safety were not as sensitive as the smoke layer temperature to the nature of ceiling heat flux condition.

• The Proceedings of the Korean Institute of Illuminating and Electrical Installation Engineers
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• v.8 no.1
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• pp.21-28
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• 1994

It is very important and necessary to predict luminous enviroment in an interior space. This paper has described about energy saving and evaluated interior visual environment in a office building having on/off turning control lighting system utilizing daylight. In order to predict the interior varior illumination distribution, the scale model was made and examined under various conditions, such ad difference of window glass, and color pattern of wall, floor, and also ceiling lighting system type. This paper suggests that basic fundamental data of lighting design performance in the concept and schematic stages of design.

• Proceedings of the Korean Society for Emotion and Sensibility Conference
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• 1999.11a
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• pp.115-120
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• 1999

본 연구에서는 실제 조건과 유사하게 모사된 사무실 공간을 대상으로 냉방시 급기 위치에 따른 기온, 기류속도, 복사온도를 측정하여 열환경을 평가하였다. 사무실 공간은 실제의 조건과 유사하게 인체, 조명, 사무기기의 부하를 전기히터로 모사했으며, 외기부하는 벽체에 설치된 열교환기를 통과하는 부동액의 온도를 제어함으로써 모사하였다. 실험 결과 냉방 조건에서는 바닥급기 방식의 경우 평균온도가 천장급기에 비해 낮아 에너지 절약 측면에서 유리함을 알 수 있었다. 그러나 천장급기에 비해 수직온도차가 크고 급기구 근처에서는 수직온도차에 의한 불쾌감과 빠른 기류속도에 의한 드래프트의 위험이 있는 것으로 나타났다.