The DOI matches its Crossref record; 114 of the 114 references it cites were found in a registry or an index.
The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work
Open accessAbstract
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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“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
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“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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Metadata
- Authors
- Babic, A., & Hansez, I.
- Affiliations
- University of Liège (BE)
- Corresponding author
- Babic, Audrey
- Venue
- Frontiers in Psychology
- Publisher
- Frontiers Media SA
- Published
- 2021-03-09
- Volume
- 12
- Pages
- 618250-618250
- ISSN
- 1664-1078 (ISSN-L)
- 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
- gold
- doi.org
- 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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