تحلیل علّی-ساختاری موانع سقف شیشه‌ای در پیشرفت شغلی کتابداران زن دانشگاه پیام نور با استفاده از تکنیک‌های DEMATEL و ANP

Purpose: The present study was conducted with the aim of causal-structural analysis of glass ceiling barriers on the career advancement of female librarians at Payame Noor University. The glass ceiling, as an invisible gender barrier, examines the limitations on women's promotion to managerial positions and focuses on identifying the causal relationships and weights of influencing factors to provide solutions for professional empowerment.

Design/Methodology/Approach: This is an applied, mixed-methods (qualitative-quantitative) study conducted in two sequential phases. In the qualitative phase, data were collected through open-ended questionnaires and processed using content analysis and theme identification in the Python environment. In the quantitative phase, the statistical population consisted of 100 female librarians at Payame Noor University, selected through cluster sampling. The data collection tool was a researcher-made questionnaire with 19 items, whose validity was confirmed by experts and reliability was calculated with a Cronbach's alpha of 0.917. Data analysis was performed using DEMATEL (for causal relationships) and ANP (for prioritization) techniques in Python software.

Findings: The results showed that among the 19 identified factors, personal constraints related to the perception of the glass ceiling (including perceived discrimination and the impact of the glass ceiling) with weights of 0.28 and 0.25, respectively, had the greatest influence in the final model. Structural factors such as masculine organizational culture and family responsibilities also established strong causal relationships with career advancement.

Conclusion: Glass ceiling barriers significantly limit the career advancement of female librarians. It is recommended that Payame Noor University implement gender empowerment training programs, work-life balance support policies, and monitoring of discrimination to ensure equal opportunities. These findings can serve as a basis for national policy-making in the field of higher education.

Purpose: The present study was conducted with the aim of causal-structural analysis of glass ceiling barriers on the career advancement of female librarians at Payame Noor University. The glass ceiling, as an invisible gender barrier, examines the limitations on women's promotion to managerial positions and focuses on identifying the causal relationships and weights of influencing factors to provide solutions for professional empowerment.

Design/Methodology/Approach: This is an applied, mixed-methods (qualitative-quantitative) study conducted in two sequential phases. In the qualitative phase, data were collected through open-ended questionnaires and processed using content analysis and theme identification in the Python environment. In the quantitative phase, the statistical population consisted of 100 female librarians at Payame Noor University, selected through cluster sampling. The data collection tool was a researcher-made questionnaire with 19 items, whose validity was confirmed by experts and reliability was calculated with a Cronbach's alpha of 0.917. Data analysis was performed using DEMATEL (for causal relationships) and ANP (for prioritization) techniques in Python software.

Findings: The results showed that among the 19 identified factors, personal constraints related to the perception of the glass ceiling (including perceived discrimination and the impact of the glass ceiling) with weights of 0.28 and 0.25, respectively, had the greatest influence in the final model. Structural factors such as masculine organizational culture and family responsibilities also established strong causal relationships with career advancement.

Conclusion: Glass ceiling barriers significantly limit the career advancement of female librarians. It is recommended that Payame Noor University implement gender empowerment training programs, work-life balance support policies, and monitoring of discrimination to ensure equal opportunities. These findings can serve as a basis for national policy-making in the field of higher education.

Purpose: The present study was conducted with the aim of causal-structural analysis of glass ceiling barriers on the career advancement of female librarians at Payame Noor University. The glass ceiling, as an invisible gender barrier, examines the limitations on women's promotion to managerial positions and focuses on identifying the causal relationships and weights of influencing factors to provide solutions for professional empowerment.

Design/Methodology/Approach: This is an applied, mixed-methods (qualitative-quantitative) study conducted in two sequential phases. In the qualitative phase, data were collected through open-ended questionnaires and processed using content analysis and theme identification in the Python environment. In the quantitative phase, the statistical population consisted of 100 female librarians at Payame Noor University, selected through cluster sampling. The data collection tool was a researcher-made questionnaire with 19 items, whose validity was confirmed by experts and reliability was calculated with a Cronbach's alpha of 0.917. Data analysis was performed using DEMATEL (for causal relationships) and ANP (for prioritization) techniques in Python software.

Findings: The results showed that among the 19 identified factors, personal constraints related to the perception of the glass ceiling (including perceived discrimination and the impact of the glass ceiling) with weights of 0.28 and 0.25, respectively, had the greatest influence in the final model. Structural factors such as masculine organizational culture and family responsibilities also established strong causal relationships with career advancement.

Conclusion: Glass ceiling barriers significantly limit the career advancement of female librarians. It is recommended that Payame Noor University implement gender empowerment training programs, work-life balance support policies, and monitoring of discrimination to ensure equal opportunities. These findings can serve as a basis for national policy-making in the field of higher education.

Purpose: The present study was conducted with the aim of causal-structural analysis of glass ceiling barriers on the career advancement of female librarians at Payame Noor University. The glass ceiling, as an invisible gender barrier, examines the limitations on women's promotion to managerial positions and focuses on identifying the causal relationships and weights of influencing factors to provide solutions for professional empowerment.

Design/Methodology/Approach: This is an applied, mixed-methods (qualitative-quantitative) study conducted in two sequential phases. In the qualitative phase, data were collected through open-ended questionnaires and processed using content analysis and theme identification in the Python environment. In the quantitative phase, the statistical population consisted of 100 female librarians at Payame Noor University, selected through cluster sampling. The data collection tool was a researcher-made questionnaire with 19 items, whose validity was confirmed by experts and reliability was calculated with a Cronbach's alpha of 0.917. Data analysis was performed using DEMATEL (for causal relationships) and ANP (for prioritization) techniques in Python software.

Findings: The results showed that among the 19 identified factors, personal constraints related to the perception of the glass ceiling (including perceived discrimination and the impact of the glass ceiling) with weights of 0.28 and 0.25, respectively, had the greatest influence in the final model. Structural factors such as masculine organizational culture and family responsibilities also established strong causal relationships with career advancement.

Conclusion: Glass ceiling barriers significantly limit the career advancement of female librarians. It is recommended that Payame Noor University implement gender empowerment training programs, work-life balance support policies, and monitoring of discrimination to ensure equal opportunities. These findings can serve as a basis for national policy-making in the field of higher education.