| dc.description.abstract | “Glass Ceiling” is used to describe invisible barriers that prevent women from moving up to upple-level management. This research concentrates on exploring the obstacles women facing in their workplace in terms of management perception; gender stereotyping; career progression and growth; organizational support; work environment and discrimination and prejudices. To be more specific, the dissertation would analyze the relationship between corporate glass ceiling factors, employee positive mood and job performance. The quantitative method is applied for data analysis. The questionnaires which adopted from Khuong and Chi (2017); Positive and Negative Affect Schedule (PANAS) developed by Watson, Clark, & Tellegen (1988); Khuong and Quoc (2015) were responded by 260 female employees from different corporation in tourism industry in Ho Chi Minh City. This survey was done using descriptive statistics, EFA, Reliability Test, Multiple Regression and Path Analysis. The findings reveal that barriers for women career development emerge in two dimensions: Gender Stereotypes and Discrimination. Women have to face with negative perceptions related to their gender which reduced their confidence to pursue their careers and discrimination which lower their satisfaction and motivation to work. Moreover, the researcher has discovered the relationship between glass ceiling factors and employee positive mood, the impacts of employee mood on their job performance, as well as the indirect effect of glass ceiling on job performance mediated by employee positive mood.
Keywords: Glass Ceiling, Management Perception, Gender stereotypes, Career Progression and Growth, Organizational Support, Work Environment, Discrimination and Prejudices, Positive Mood, Job Performance | en_US |
