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Cited by 184Gender Diversity and InequalityWork-Family Balance ChallengesJob Satisfaction and Organizational Behavior

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

Open access
Babic, Audrey, Hansez, Isabelle·2021·Frontiers in Psychology
DOI 10.3389/fpsyg.2021.618250PMC PMC7985459
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Abstract

Despite significant promotion of diversity in companies, as well as legislation for equal opportunities for women and men, it must be noted that women still remain largely in the minority in decision-making positions. This observation reflects the phenomenon of the glass ceiling that constitutes vertical discrimination within companies against women. Although the glass ceiling has generated research interest, some authors have pointed out that theoretical models have made little attempt to develop an understanding of this phenomenon and its implications. Therefore, our study aims to fill this gap and to better understand the phenomenon of the glass ceiling by considering both its antecedents and its possible consequences. More precisely, we extend the model developed by Elacqua et al. (2009), proposing a more comprehensive model including organizational gender culture as a third factor (in addition to situational and interpersonal issues) in the emergence of the glass ceiling through the perception of differential treatment. We also investigated the glass ceiling’s consequences for organizational attitudes and well-being at work by considering work-to-family conflict (WFC) as a possible mediator. We surveyed 320 women in managerial positions in a Belgian organization. Our study highlights the importance of all three factors in the emergence of the perception of differential treatment and, ultimately, the perception that a glass ceiling exists. Moreover, our results show that WFC fully mediates the effects of the glass ceiling on job strain and job engagement, and partially mediates the effects of the glass ceiling on job satisfaction and intention to quit.

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  • Social roles traditionally attributed to women, such as household responsibilities and child-rearing, place them at a disadvantage in career advancement compared to men.

    “Other studies have identified specific barriers related to the social roles traditionally attributed to women, such as household responsibilities and child-rearing, which place them at a disadvantage in career advancement compared to men (Babic & Hansez, 2021;Moncayo Orjuela & Zuluaga, 2015;Undurraga & López Hornickel, 2020).”

    From Barriers to Leadership: Experiences of Women Leaders in Business and Politics (2024) · cites this paper as Babic & Hansez, 2021

    The Literature Review’s section on antecedents of the glass ceiling describes gender stereotypes and organizational practices that disadvantage women managers, and the Discussion links differential treatment to fewer promotion opportunities. Its section on consequences discusses parent and family roles as sources of work–family conflict, but does not establish that household responsibilities or child-rearing cause women’s career disadvantage relative to men. No page numbers are provided in our copy. (LLM, conf=0.84)

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  • Contrary to Babic and Hansez (2021) and Kerfoot and Knights (1998), the women leaders did not express any intention to resign.

    “Paradoxically, contrary to what Babic and Hansez (2021) and Kerfoot and Knights (1998) suggested, they did not express any intention to resign.”

    From Barriers to Leadership: Experiences of Women Leaders in Business and Politics (2024) · cites this paper as Babic and Hansez (2021)

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Research works printed but not linked: 2

  1. Elkin J. (2006). A review of mentorat relationships: formation, function, benefits and dysfunction. Otago Manag. Graduate Rev. 4 11– 23.
  2. Peeters M. ten Brummelhuis L. L. van Steenbergen E. F. (2013). “Consequences of combining work and family roles: a closer look at cross-domain versus within-domain relations,” in New Frontiers in Work and Family Research, eds Grzywacz J. G. Demerouti E. (Hove: Psychology Press), 93– 109.

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Authors
Babic, A., & Hansez, I.
Affiliations
University of Liège (BE)
Corresponding author
Babic, Audrey
ORCID
Venue
Frontiers in Psychology
Publisher
Frontiers Media SA
Published
2021-03-09
Volume
12
Pages
618250-618250
ISSN
1664-1078 (ISSN-L)
DOI
10.3389/fpsyg.2021.618250
PMC
PMC7985459
OpenAlex
W3133906889
Cited by
184
References
114
Citations by year
2026: 36 · 2025: 41 · 2024: 49 · 2023: 37 · 2022: 19 · 2021: 2
FWCI
37.19
Type
journal article
Language
en
Open access
Licence
Locations
  • Frontiers in Psychology (publishedVersion, cc-by)
  • PubMed Central (publishedVersion, cc-by)
  • PubMed (publishedVersion)
  • DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
  • ORBi (University of Liège) (submittedVersion, other-oa)
Funders
Université de Liège
Topics
  • Social Sciences › Gender Studies › Gender Diversity and Inequality
  • Social Sciences › Sociology and Political Science › Work-Family Balance Challenges
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Keywords
glass ceiling, women in management, gender discrimination, work-to-family conflict, job strain, work engagement, job satisfaction, turnover intention, work-family interface, women in leadership

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