In Partial Among Female Managers And Its Impacts On Well-Being At Work

Abstract

Despite governmental attempts in years to significantly encourage and support legislation aimed at gender diversities in the workplace, women have continued to be notably underrepresented in leadership roles. Women have typically held lower-level leadership positions compared to men, and there is few supporting evidence that women are appropriately executed in decision-making positions. Such phenomenon is commonly referred to as the ‘glass ceiling’, highlighting that achieving fair representation in management boards remains challenging for women. While glass ceiling has become quite a popular research topic, few theoretical models have made efforts to comprehend this social phenomenon and its implications for social change. Therefore, this study aims to provide further understanding on glass ceiling and its consequences. Drawing on the theory of conservation of resources, this study investigates sequencing relationships among glass ceiling, work-to-family conflict, and well-being at work. The mass survey was distributed among female managers working at Vietnam National University Ho Chi Minh City in Vietnam. There were 275 valid cases for descriptive and inferential analysis with partial least square structural equation modeling. It reveals significantly sequencing relationships among glass ceiling, work-to-family conflict, and intention to quit with positive impacts; and significantly positive causal relationship between glass ceiling and intention to quit. It may send theoretical and practical implications on glass ceiling among female managers at work.