scholarly journals The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

2021 ◽  
Vol 12 ◽  
Author(s):  
Audrey Babic ◽  
Isabelle Hansez
Keyword(s):  
Glass Ceiling ◽  
Job Strain ◽  
Theoretical Models ◽  
Well Being ◽  
Differential Treatment ◽  
Organizational Attitudes ◽  
Gender Culture ◽  
Antecedents And Consequences ◽  
Managerial Positions ◽  
Work Family

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.

The Road Less Travelled

2020 ◽  
pp. 307-327
Author(s):  
Seema S. P.
Keyword(s):  
Women Managers ◽  
Well Being ◽  
Factors Affecting ◽  
The Road ◽  
Family Balance ◽  
Education In India ◽  
Managerial Positions ◽  
Work Family ◽  
Set Up ◽  
Work And Family Roles

One of the most crucial factors affecting development in the 21st century is the increased participation of women in the economy of a country and increased entrance to managerial positions. Even though such tremendous changes have taken place, the patriarchal social set up insists on women's responsibilities towards family and children. The domestic roles of women are not shared by men despite the fact that women have shared the economic and social responsibilities of men. This causes conflict among work and family roles, which ultimately affects the physical and psychological well-being of women managers. This chapter deals with the problems and challenges faced by women managers in higher education in India and how family support and suitable coping strategies help them maintain work-family balance.

scholarly journals Impact of Glass Ceiling on Stress, Well-Being, Self-Esteem, Effective Organizational Commitment and Job Satisfaction among Working Women

2019 ◽  
Vol 8 (4) ◽  
pp. 11158-11165
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Glass Ceiling ◽  
Gender Discrimination ◽  
Well Being ◽  
Self Esteem ◽  
Government Organizations ◽  
Women Employees ◽  
The Social ◽  
Managerial Positions

Even though there is a considerable increase in participation and subsistence of women employees in the workforce, the ingress of women into higher managerial positions remains restricted. Numerous studies have confirmed this fact that women in India and around the world face the problem of the glass ceiling and glass cliff. The researcher wants to throw the light on the need of equality which is only seen in policies practices but the fact is females are not taken as healthy competitor of male in professional role due to the social taboo & how these things are affecting their performance, job satisfaction, work-life balances, stress level & their confidence. The purpose of this research is to find about the how much such kind of things creates problems in the life of female & the members related with them and to understanding the effects of gender discrimination on working female & its effects on their job satisfaction. For this purpose, the data has been collected from 800 women employees who are working in different private and government organizations through a semi-structured questionnaire. Results also confirmed that women employees are under stress most of the time and this leads to low self-esteem, low well-being, low organizational commitment and also low job satisfaction among them.

scholarly journals Antecedents and Consequences of Work-Family Conflict in Qatar

2019 ◽  
pp. 1010-1019
Author(s):  
Rima Charbaji El-Kassem
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Supervisor Support ◽  
Well Being ◽  
Work Life ◽  
Work Family Conflict ◽  
Convenience Sample ◽  
Spouse Support ◽  
Antecedents And Consequences ◽  
Work Family

Purpose This paper examines the effect of causal factors, such as work-life harmony, work- family conflict, co-worker and supervisor support, as well as spouse support, on workload and job stress and employee psychological ill-being (depression/anxiety). Design/methodology/approach A large convenience sample of 807 families from Qatar was surveyed. Using SPSS, the researchers used factor analysis to establish construct validity, based on two suitability tests: the Kaisers-Meyer-Olkin (KMO) measure of sampling adequacy and the Bartless test of sphericity. The dimensions were found to be reliable and valid. Findings Findings from regression analysis show that five independent variables, as well as gender, are significant in predicting staff members’ perceived employee psychological ill-being in Qatar. In addition, results of the recursive model reveal that work-life harmony, supervisor’s and spouse’s support lead to less perceived employee psychological ill-being. However, workload, job stress and work-family conflict lead to more perceived employee psychological ill-being in Qatar. Practical implications Findings of this investigation provide strategic insights and practical thinking that have important implications for understanding and overcoming employee psychological ill-being. What’s more, this paper contributes to the limited knowledge about the effects of stressful working conditions in combination with low levels of spouse support and co-worker and supervisor support on work-life conflict and higher levels of depression and anxiety. Originality This article empirically correlates three fields of management research: Managerial Psychology, Employee Well-Being and Work-Life Balance.

Predicting employees' well-being using work-family conflict and job strain models

2011 ◽  
Vol 27 (2) ◽  
pp. 111-122 ◽  
Author(s):  
Leila Karimi ◽  
Hamidreza Karimi ◽  
Aboulghassem Nouri
Keyword(s):  
Family Conflict ◽  
Job Strain ◽  
Well Being ◽  
Work Family Conflict ◽  
Work Family

The Role of Romantic Relationships on Athletes’ Performance and Well-Being

2009 ◽  
Vol 3 (1) ◽  
pp. 58-72 ◽  
Author(s):  
Sophia Jowett ◽  
Duncan Cramer
Keyword(s):  
Romantic Relationships ◽  
Elite Athletes ◽  
Well Being ◽  
Personal Relationships ◽  
Competitive Sport ◽  
Heterosexual Relationships ◽  
Elite Level ◽  
Antecedents And Consequences ◽  
Work Family

Guided by the work-family interface literature, this study examined the concept of spillover in a sample of elite athletes. It was conceptualized that there would be potential negativity and interference between athletes’ intense demands of competitive sport and efforts to maintain positive relationships with their partners. Antecedents and consequences of the potential spillover phenomenon were assessed in a sample of 87 elite-level athletes who had either romantic or marital, heterosexual relationships. Findings indicated that while trust, commitment, and communication were not strongly related to spillover, negative transactions were. Moreover, the occurrence of spillover was negatively related to sport satisfaction and positively to depressive symptoms. Finally, it was found that a mechanism by which perceived negative transactions were linked to athletes’ satisfaction and depression was through spillover. Spillover can help explain how personal relationships and sport are likely to contribute to athletes’ performance accomplishment and overall well-being.

scholarly journals Changing Work, Changing Health

2011 ◽  
Vol 52 (4) ◽  
pp. 404-429 ◽  
Author(s):  
Phyllis Moen ◽  
Erin L. Kelly ◽  
Eric Tranby ◽  
Qinlei Huang
Keyword(s):  
Family Conflict ◽  
Job Strain ◽  
Well Being ◽  
Process Models ◽  
Work Family Conflict ◽  
Schedule Control ◽  
Work Time ◽  
Longitudinal Survey Data ◽  
Health Related ◽  
Work Family

This article investigates a change in the structuring of work time, using a natural experiment to test whether participation in a corporate initiative (Results Only Work Environment; ROWE) predicts corresponding changes in health-related outcomes. Drawing on job strain and stress process models, we theorize greater schedule control and reduced work-family conflict as key mechanisms linking this initiative with health outcomes. Longitudinal survey data from 659 employees at a corporate headquarters shows that ROWE predicts changes in health-related behaviors, including almost an extra hour of sleep on work nights. Increasing employees’ schedule control and reducing their work-family conflict are key mechanisms linking the ROWE innovation with changes in employees’ health behaviors; they also predict changes in well-being measures, providing indirect links between ROWE and well-being. This study demonstrates that organizational changes in the structuring of time can promote employee wellness, particularly in terms of prevention behaviors.

Work–Home Interface and Well-Being

2017 ◽  
Vol 16 (1) ◽  
pp. 46-55 ◽  
Author(s):  
Audrey Babic ◽  
Florence Stinglhamber ◽  
Françoise Bertrand ◽  
Isabelle Hansez
Keyword(s):  
Family Conflict ◽  
Job Strain ◽  
Well Being ◽  
Job Engagement ◽  
Work Family Conflict ◽  
Reciprocal Relationships ◽  
The Past ◽  
Work Family ◽  
Federal Public Service ◽  
Work Family Enrichment

Abstract. Much effort has been expended in the past decade to examine the causal relationship between work–family conflict (WFC) and negative indicators of well-being. Comparatively little is known about the effects of work–family enrichment (WFE) on well-being. Even more importantly, very few studies have examined the concomitant effects of both WFC and WFE in terms of well-being. This study aims to fill these gaps by investigating the directionality of the causal relationships between WFC, WFE, and two well-being variables (i.e., job strain and job engagement). We examined these relationships using a two-wave cross-lagged panel design. Our sample was composed of 978 workers from a Belgian Federal Public Service. Reciprocal relationships were found between WFC–job strain, WFC–job engagement, and WFE–job engagement.

The Employed Black: The Dynamics of Work-Family Tension

1989 ◽  
Vol 17 (3) ◽  
pp. 69-85 ◽  
Author(s):  
Leanor Boulin Johnson
Keyword(s):  
Police Officers ◽  
Job Strain ◽  
Differential Treatment ◽  
Marital Interaction ◽  
Work Organizations ◽  
Job Stressors ◽  
Black Police ◽  
Work Family ◽  
Marital Strain ◽  
Black Police Officers

The interrelationship of job stressors, job strain, and marital strain among black police officers is examined using a “Work-Family Tension Model.” Perceived job stressors, such as differential treatment based on racial status, tended to affect job strain. Furthermore, job stressors (direct/indirect) and job strain tended to influence the level of marital interaction and potential for separation and divorce. The implications these findings have for work organizations are discussed.

The Road Less Travelled

2021 ◽  
pp. 245-265
Author(s):  
Seema S. P.
Keyword(s):  
Women Managers ◽  
Well Being ◽  
Factors Affecting ◽  
The Road ◽  
Family Balance ◽  
Education In India ◽  
Managerial Positions ◽  
Work Family ◽  
Set Up ◽  
Work And Family Roles

One of the most crucial factors affecting development in the 21st century is the increased participation of women in the economy of a country and increased entrance to managerial positions. Even though such tremendous changes have taken place, the patriarchal social set up insists on women's responsibilities towards family and children. The domestic roles of women are not shared by men despite the fact that women have shared the economic and social responsibilities of men. This causes conflict among work and family roles, which ultimately affects the physical and psychological well-being of women managers. This chapter deals with the problems and challenges faced by women managers in higher education in India and how family support and suitable coping strategies help them maintain work-family balance.

Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

2014 ◽  
Vol 13 (2) ◽  
pp. 87-96 ◽  
Author(s):  
Xi-Chao Zhang ◽  
Oi Ling Siu ◽  
Jing Hu ◽  
Weiwei Zhang
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Time Lag ◽  
Well Being ◽  
Equation Modeling ◽  
Family Interactions ◽  
Work Family Conflict ◽  
Psychological Well Being ◽  
Direct Model ◽  
Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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