To investigate specific barriers that might be hindering Maltese women from achieving a managerial position.
This study is based on research by Cromie. Barriers are classified into two main categories; internal and external barriers. Job‐involvement and work‐based self‐esteem are considered to be internal barriers, whereas attitudes towards women in management are considered to be external barriers. The total population was 200, consisting of male and female middle managers, female and male employees and B. Commerce students.
Results indicate no differences between job involvement and work‐based self‐esteem of male and female managers. On the other hand, both male employees and students seem to hold more stereotypical attitudes towards women in management than their female counterparts.
One of the basic limitations of this study was the sample size since small samples make it difficult to generalize. Further research may focus on two main areas. First, it would be useful to have qualitative research on the work experiences of female managers to further investigate the various factors that have helped and hindered women thorough their career advancement. Secondly, research on corporate climate can be helpful in identifying organizational practices that might be blocking female career prospects. Finally, a study considering how attitudes can be reshaped through the educational system and through the use of the media can also help to reduce gender stereotypes.
This study indicates that women often have to face several attitudinal barriers, which in turn may explain the lack of female participation in managerial occupations. A change in organizational policies can help women to overcome these barriers.
This paper confirms that, as in several countries, Maltese women are facing several barriers, which are hindering their career prospects. It also highlights the important role of organizations in reducing workplace barriers.
