Effects of corporate glass ceiling factors on female employees organizational commitment - An empirical of Ho Chi Minh city
Abstract
“Glass ceiling” is used to describe invisible or artificial barriers that stop women from ascending the corporate ladder to senior positions. As the concept exists in more and more contexts, should the underrepresentation of female executives in the boardrooms in Vietnamese corporations be the consequence of it? This study concentrates on analyzing the impediments women facing in their workplace with respect to corporate culture, corporate practices, corporate climate and internal motivation. Specifically, the research would investigate the relationship between those glass ceiling related factors and the commitment of female executives in organizations.
The research is measured by quantitative method. The questionnaires which developed from the “Women Workplace Culture Questionnaire” by Bergman and Hallberg (2002) were responded by 308 female participants. The respondents were randomly chosen from different corporations in Ho Chi Minh City. This survey was done using descriptive statistics and regression analysis.
The findings reveal that glass ceiling does exist in the Vietnamese corporations. The impediments to women career development emerge in three main dimensions:
Management Perception: Women face with discrimination when climbing up the corporate ladder and have to work harder to prove their capabilities and commitment.
Career Progression and Growth: Female employees feel that they have less likely to be promoted than their male counterpart and have to be more accomplished than men to get promoted.
Work Environment: Female employees receive more unfair treatments at work than male colleagues and tend to be excluded from the top positions.