Psychological aspects of women’s career growth constraints and outcomes: A longitudinal study from India

Abstract

This longitudinal study explores the relationships between glass ceiling beliefs (i.e. denial, resilience, resignation, and acceptance) and the outcomes of work commitment and work turnover intention, mediated via work engagement, across two time waves. Using data collected from 400 women employees (mean age = 36.67 years) from the banking sector in India, the study found support for the mediating role of work engagement between glass ceiling beliefs and both work commitment and work turnover intention over time. Glass ceiling beliefs of denial and resilience were related positively to work engagement and commitment and related negatively to turnover intention over time. Resignation and acceptance were related negatively to work engagement and work commitment and related positively to work turnover intention over time. Apart from theoretical implications to the career literature, the organizational implications of this study include framing policies that focus on development of optimistic beliefs and transformation of pessimistic beliefs.

Covid-19 Effects on Psychological Outcomes: How Do Gender Responses Differ?

“…Life satisfaction is defined as the cognitive evaluation of an individual's life as a whole and judgments are based on subjective areas (Margolis et al, 2019). According to the pessimistic explanatory style, pessimistic thoughts or beliefs induce negative psychological and physical outcomes and reduce or have negative impacts on positive outcomes (Arasu Balasubramanian & Lathabhavan, 2017;Lathabhavan, 2019Lathabhavan, , 2020Peterson & Seligman, 1987). Fear has been reported to elicit negative responses or reduce positive outcomes such as wellbeing and life satisfaction (Lerner & Keltner, 2001;Rydstedt, 2017;Zoupanou & Rydstedt, 2019).…”

Antecedents and job outcomes from a self-efficacy perspective while working from home among professionals during the COVID-19 pandemic

“…Connected to the emotional arousal of the self-efficacy theory, technostress can create an emotional state that may act unfavorably in WFH contexts since the change was unprecedented and new to employees during the pandemic (Bandura, 1977). Moreover, psychological factors cannot be overlooked because they affect job outcomes and personal well-being (Lathabhavan, 2020). Technostress may act as both techno-eustress or techno-distress and can provide positive or negative outcomes, respectively, based on the environment.…”

“…Work engagement is a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication and absorption (Lesener et al, 2020). Enhancing knowledge and skills usually boosts the confidence of employees and therefore leads to better engagement in their work (Lathabhavan, 2020). Self-efficacy acts as a potential predictor for work engagement, whereas a simultaneous occurrence of work and family demands of employees such as WFH has not been investigated in previous studies (Chan et al, 2017).…”

Knowledge diffusion–application association during the COVID-19 pandemic: investigating the role of technology intervention

“…Knowledge application is a fundamental success factor in the development of new products and a key facilitator of innovation and performance. Through knowledge application, organisations may acquire competitive advantage by offering knowledge integration methods to solve organisational problems (Lathabhavan, 2020). This is important because the key goal is to ensure that available knowledge is applied for the benefit of an organisation.…”