| dc.description.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. | en_US |
