tion to the promotion to upper-management positions.
Two conclusions were drawn in relation to the preceding findings. First, bias in recruitment and bias in promotion of women to lower- and middle management positions, and the presence of overt policies discriminating against women in relation to the promotion to upper-management are equally important at a general level in relation to the discrimination against women in promotion to upper-management. Second, these factors assume differentiations in relative importance depending upon the unique characteristics of each individual organization, i.e., where an overt policy does not exist, bias in recruitment and promotion assume primacy of importance, and where bias in recruitment and promotion doe not exist, an overt discriminatory policy assumes a primacy of importance.
List of Tables ..................................... v
1 - INTRODUCTION .............................. 1
Purpose ................................... 1
Background and Statement of the Problem ... 1
Basic Research Questions .................. 5
General Procedures ........................ 6
Scope and Limitations ..................... 6
Definitions ............................... 6
Transition ................................ 7
2 - REVIEW OF RELATED LITERATURE .............. 8
Introduction .............................. 8
Theoretical Framework ..................... 8
Review of the Literature .................. 10
Transition ................................ 14
3 - METHODOLOGY ............................... 15
The Research Design ....................... 15
Research Questions ........................ 15
The Variables and Their Measurement ....... 16
The Research Instrument ................... ...