Women at workequality versus inequality: barriers for advancing in the workplace

Michailidis, Maria; Morphitou, Ria Nicoletti; Theophylatou, I.

doi:10.1080/09585192.2012.665071

Cited by 28 publications

(26 citation statements)

References 10 publications

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“…Therefore, academics facing problems in their jobs may consider their personal situations as antecedents of work-domain decisions to hold themselves back in their career, among others. Previous research has considered conflict between work and family as a barrier to the advancement of those with caring responsibilities (Michailidis et al, 2012), but this study goes a step further to connect a broader concept of WLC with the expectations of conflict in the event of career advancement while considering the features of academics' jobs.…”

Section: Discussionmentioning

confidence: 99%

Anticipation of work–life conflict in higher education

Pasamar¹,

Johnston

Tanwar³

2020

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PurposeThis paper aims to further the understanding about the relationship between work–life conflict and possible barriers to career progression due to the perception of anticipated work–life conflict, considering the unbounded nature of academic work through features such as its intensity, flexibility and perception of organizational support.Design/methodology/approachThe model was tested using survey data from academics in a public university in the south of Spain. Hierarchical regression analyses were used to test the hypotheses.FindingsThe results reveal that current work–life conflict, job intensity and perception of support have a direct effect on the anticipation of work–life conflict in the event of progression in academic careers. The flexibility that academics enjoy is not sufficient to prevent the expected conflict. Academics' age is relevant, but gender or having childcare responsibilities have no significant effect of the anticipation of conflict.Research limitations/implicationsThis study addresses the gap in the literature on anticipated work–life conflict, expanding the focus to nonfamily commitments in unbounded jobs such as academic posts. The authors are not aware of any other study that focuses on the anticipation of work–life conflict in the case of career advancement among current employees with professional experience or accurate knowledge of what job they will be doing instead of students. Work–life balance should not be restricted to women with caring responsibilities, as conflict is no longer only related to gender roles.Originality/valueThis paper not only explores existing work–life conflict but also empirically analyzes anticipated work–life conflict in unbounded careers such as academia. It represents a significant contribution in an underresearched field and may lead to future research in other settings.

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Section: Discussionmentioning

confidence: 99%

Anticipation of work–life conflict in higher education

Pasamar¹,

Johnston

Tanwar³

2020

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“…This supported previous studies 33,34 which report that life balance affects career challenges among women. Other studies 35,36 also explain that discrimination against women affects their career challenges.…”

Section: Discussionmentioning

confidence: 99%

Career Challenges Model Among Female Engineers: PLS-Sem Analysis

Ramlee

et al. 2020

MJPHM

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Women are likely to leave the job sector as a result of the crisis between their commitments to the career with the household interest. In response to this issue, this study aims to build a career challenge model that caters to the demand among women in this century. Hence, this study has identified the key factors to the challenges faced by female engineers in pursuing their career as an engineer through the Delphi Modified Technique. The result shows this study looking into the relationship between four independent constructs namely, life balance, childcare, leaves and gender discrimination. Meanwhile, the dependent construct of this study is career challenges faced by women. The scope of the study comprises female engineers with families and 211 respondents were selected to answer the questionnaire. The data obtained were analysed using the PLS-SEM 2.0 software via the algorithm, bootstrapping and blindfolding method. The construction process of this model involves two tests including the construction of the measurement model and the structure model. Testing the measurement model involves internal consistency namely (a) convergent validity and (b) discriminant validity in which these two validities have six analyses; (i) external loading, (ii) composite reliability, (iii) average variance extracted (AVE), (iv) Fornell-Larcker, (v) cross loading, and (vi) Heterotrait-Monotrait Ratio (HTMT). Meanwhile, the structural model testing involves the analysis of (i) Multicollinearity (Inner VIF), (ii) Path Coefficient, (iii) R square (R2), (iv) size effect (f2), and (v) Predictive Relevance (Q2). The findings indicate that gender discrimination and life balance have significant relationships in influencing career challenges. Hence, this model is expected to contribute to the literature of Human Resource Management.

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“…The under-representation of women in high posts in the corporate sector is reflected in the metaphor of glass ceiling, coined by Hymowitz and Schellhardt (1986). Glass ceiling refers to the invisible, artificial barrier created by attitudinal and organizational prejudices that block women from reaching leadership positions (Michailidis et al., 2012). Women hold four types of beliefs about the glass ceiling: denial, resilience, resignation, and acceptance (Smith, Caputi, & Crittenden, 2012).…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

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

Lathabhavan

2020

Australian Journal of Career Development

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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.

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Women at workequality versus inequality: barriers for advancing in the workplace

Cited by 28 publications

References 10 publications

Anticipation of work–life conflict in higher education

Anticipation of work–life conflict in higher education

Career Challenges Model Among Female Engineers: PLS-Sem Analysis

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

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