Glass ceiling – An illusion or realism? Role of organizational identification and trust on the career satisfaction in Indian organizations

Abstract

The motivation of the present study is to investigate the association between perceived glass ceiling and career satisfaction among Indian managers. The study examined the impact of glass ceilings at the career satisfaction level of employees mediated by organization identification and organizational trust. The sample for the present study embraces 237 middle level managers representing organizations in Delhi/NCR. For data analysis, descriptive statistics, correlation and regression were used. Results illustrate that a significant and negative relationship is found between glass ceiling and career satisfaction which implies that if employees feel that glass ceiling exists in the organization, their career satisfaction will be less. The results validate that the impact of glass ceiling decreases after introducing the mediating effects of trust and organizational identification on career satisfaction. The subsistence of the glass ceiling in the organizations will indirectly be fortified due to inadequacies in networking, mentoring, flexible working hours and family friendly initiatives. Therefore, modifying the human resource policies and practices and altering the organizational culture and attitudes of executives shall help organizations preserve their extremely able women workforce.

Representation of Women in Structural Bureaucratic Positions

“…Obstacles from the family related to the family's attitudes and responses in supporting women to occupy structural positions vary. Obstacles that come from the family can be seen from the busyness of women in the bureaucracy itself, namely that many women in the bureaucracy prioritize family interests rather than improving their performance to obtain high positions (Powell & Butterfield, 2015;Srivastava et al, 2020).…”

Critical Factors for Women’s Representation in Top Management Leadership Positions in Local Government

“…Furthermore, the glass ceiling theory also explains the presence of gender stereotypes at the institutional level of local gov-ernment organizations as an obstacle to women's representation in echelon II positions (Downes et al, 2014;Nixdorff & Rosen, 2010). Scholars argued that the glass ceiling was clear enough to see but very difficult to penetrate for women and minorities (Srivastava et al, 2020). This theory states that certain gender biases and stereotypes can prevent women from advancing through the glass ceiling.…”

Geçmi̇şten Günümüze Kadar Kadin Yöneti̇ci̇lere Konulan Kari̇yer Engelleri̇

“…Çalışmadan elde edilen bulgular, inşaatta kadınların kariyer gelişimine karşı literatürde belirtilen engellerin bir kısmının Nijerya'da yaygın olduğunu, istihdam ve kariyer geliştirme fırsatı açısından kadın ve erkek eşitliği dışında yaygın olduğunu ortaya koymaktadır. Srivastava et al, (2020) tarafından yapılan çalışmanın amacı, cam tavanların işletme kimliği ve örgütsel güvenin aracılık ettiği çalışanların kariyer memnuniyeti seviyesindeki etkisini incelemektir. Çalışmanın sonucunda ise, yukarıdaki çalışmaya benzer olarak cam tavan ile kariyer memnuniyeti arasında anlamlı ve olumsuz bir ilişki olduğunu göstermekte ve bu durum çalışanların bir işletmede cam tavanın var olduğunu hissetmeleri durumunda kariyer memnuniyetinin daha az olacağı anlamına geldiği sonucunu ortaya koymaktadır.…”