Demographic and Family Related Barriers on Women Managers’ Career Development

Abstract

The purpose of this study was to examine the influence of demographic variables and family related barriers on women managers' career development in government-linked companies in Malaysia. A theoretical framework was developed based on review of literature and two main hypotheses and five sub-hypotheses were proposed to be tested. A correlation study was used in this study based on quantitative research approach. A structured questionnaire was used to collect data. A sample of 466 of women managers collected from Malaysian government-linked companies. The results showed that job level, age, marital status, highest education qualification and family related barriers have significant relationship with women managers' career development.

Women's Work-Life Balance in Hospitality: Examining Its Impact on Organizational Commitment

“…Second, drawing on the symbolic work-life balance theory (Frone, 2003) and past empirical evidence on women's work-life balance (Subramaniam et al, 2013 ; Choi and Park, 2014 ; Peng, 2014 ; Sudha and Karthikeyan, 2014 ), this study suggests that sociodemographic characteristics (i.e., age, education, working year, and position level) have slightly significantly positive effects on work-life balance. Moreover, only education has a significant effect on work support, and only position has a significant effect on time support.…”

“…Miller's study on female engineers (2004) showed that 12–14 h of work, little rest, and exhausting jobs require women to sacrifice their personal life. In addition, the research conducted by Subramaniam et al ( 2013 ) showed that taking more responsibility for work will have a negative impact on family life.…”

“…The greatest challenge for women is how to balance their family life and their work (Sudha and Karthikeyan, 2014 ). Research showed that taking on more responsibility at work might have a negative impact on family life (Subramaniam et al, 2013 ). The unbalanced state between life and work could be one of the major obstacles to women's career development (Twomey et al, 2002 ).…”

Gender Diversity: An Analysis of Belize Banks

“…Despite research evidencing organizational benefits from female inclusion in leadership roles, social conventions continue to sabotage career advancement prospects for females. Women as primary caregivers at home jeopardize their opportunities to gain senior positions in organizations (Bumbuwela & Chamaru, 2013;Hymowitz, 2013;Subramaniam et al, 2014). Hurley and Choudhary (2016) showed women's role in child-rearing reduces the likelihood of women becoming CEOs.…”

Harassment Act Implementation in Higher Education Institutions

“…Proactive policies might need to be implemented to maintain the imbalanced situation that continues to prevail in the academic sector (Peterson, 2014;Stanford Report, 2014;Subramaniam et al, 2014;Bruckmüller et al, 2014;UCU, 2013;Researchers' Report Germany, 2013;Catalyst, 2013;Liu, 2013;Catalyst, 2012;European Commission, 2012;Bracken, Allen, & Dean, 2006). As per the cited literature, it may be recommended that intensive organizational efforts might be required to reduce discrimination, harassment, sex segregation and to employ women and men in various levels of authority, across the organization.…”