Women’s glass ceiling beliefs predict work engagement and burnout

Balasubramanian, Senthil Arasu; Lathabhavan, Remya

doi:10.1108/jmd-12-2016-0282

Cited by 23 publications

(16 citation statements)

References 59 publications

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“…The result of this study also revealed that there was no correlation between burnout and work engagement. While this result is supported by the previous finding (Hikmatullah, 2016), the result seems to be in contrary with the growing body of evidence, which suggests a negative correlation between burnout and work engagement (Balasubramanian & Lathabhavan, 2017;Christianty & Widhianingtanti, 2016;Fragoso et al, 2016;Hakanen, Bakker, & Schaufeli, 2006;Hakanen, Seppala, & Peeters, 2017;Maricutoiu, Sulea, & Lancu, 2017;Schaufeli, Bakker, & Van Rhenen, 2009;Sonnentag, 2017;Van Steenbergen, Van Der Ven, Peeters, & Waris, 2017).…”

Section: Discussioncontrasting

confidence: 70%

The work-life balance of blue-collar workers: The role of employee engagement and burnout

Wardani

Firmansyah

2020

JPU

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The purpose of this study was to determine the effect of employee engagement and burnout on the perception of work-life balance, particularly on blue-collar workers. The study sample comprised of 91 employees of the production section (blue-collar workers) in a multinational company in Jababeka-Cikarang. Sampling was carried out using a stratified technique of proportional approach. The instruments used in this study are The Utrecht Work Engagement Scale (UWES), Maslach Burnout Inventory (MBI-GS), and Work-Life Balance Scale. The study used primary data collection through survey method and secondary data from the company for analysis. Multiple regression analysis showed that employee engagement and burnout influence participants’ perceptions on work-life balance. The result indicates that employee engagement and burnout explained 17.6 percent on the variability of participants’ perceived work-life balance.

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Section: Discussioncontrasting

confidence: 70%

The work-life balance of blue-collar workers: The role of employee engagement and burnout

Wardani

Firmansyah

2020

JPU

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“…To test the collected data statistically, initially, the data were coded and analysed using ‘Statistical Package for Social Sciences’ (SPSS 23.0 version). Further, one-sample t -test and multiple regression analysis were applied with a statistical significance level set at p <0.05 (Balasubramanian & Lathabhavan, 2017; Saleem, Rafiq, & Yusaf, 2017) to test the hypotheses formulated.…”

Section: Resultsmentioning

confidence: 99%

“…Prior studies have explained the relationship and impact of glass ceiling on the level of engagement and suggested that the women employees receive differential treatment at their workplace, and their perception of gender discrimination negatively affects the level of their engagement towards work (Kim, 2015; Messarra, 2014; Sia, Sahoo, & Duari, 2015). Balasubramanian and Lathabhavan (2017) identified the relationship between glass ceiling beliefs (denial, resilience, resignation and acceptance) and work engagement among female employees and revealed positive association between glass ceiling beliefs (denial and resilience) and work engagement, while glass ceiling beliefs in terms of resignation and acceptance showed a negative relationship with work engagement. Ronald, Mustafa, and Lisa (2010) studied the relation between organizational practices (career barriers, equal treatment, male standards, negative attitudes towards women and support), women’s work attitudes, satisfaction level, work engagement and psychological well-being, and revealed that since the women experienced supportive organizational practices, they were highly engaged, satisfied (in terms of job and career) and portrayed high psychological well-being.…”

Section: Review Of Literature and Hypotheses Formulationmentioning

confidence: 93%

Glass Ceiling for Women and Work Engagement: The Moderating Effect of Marital Status

Sharma¹,

Kaur

2019

FIIB Business Review

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Women face several obstacles and barriers in order to attain high managerial positions as compared to men. They struggle to get fair representation in corporate boards and higher management levels. This is known as ‘glass ceiling’. The present study aims to explore the level of glass ceiling for women (GCW) in terms of its three major barriers, that is, personal barriers, organizational barriers and societal barriers among women managers working in the Indian service sector and identify the impact of GCW on their work engagement level as well as the moderating effect of marital status (single or married) on the relationship of GCW and work engagement. A total of 553 women managers working in the three major industries of the service sector, that is, banking, hospitality and information technology (IT), operating in the state of northern India (Punjab) were selected by using multistage sampling technique. The hypotheses were tested through one-sample t-test and moderated hierarchical regression analysis using ‘Statistical Package for Social Sciences’. It was apparent from the findings of the study that the women managers face glass ceiling in terms of organizational and societal barriers at an above-average level. The study also revealed that the organizational and societal barriers had a major impact of 39 per cent on work engagement. Additionally, marital status of the women managers acted as a moderator between the organizational and societal barriers of GCW and their work engagement level. On the basis of the results, the study provides recommendations to raze the GCW in terms of organizational barriers and societal barriers and to increase the work engagement level among the women managers.

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“…overcoming barriers that companies and women themselves put in the way" (Barsh and Yee, 2012). This, in the context of the factors that have been established (Balasubramanian and Lathabhavan, 2017;Bruckmüller et al, 2014;Holton, 2015;Eagly et al, 2007; as barriers to womens' career growth, necessitates a focus on programs at the university/ IHE that will prepare aspiring young women to achieve success in their respective careers paths. Real-life stories and experiences can pave the way to a positive attitude and selfawareness (Broadbridge, 2016), thereby drawing the right kind of understanding toward Denial and Resilience.…”

Section: Discussionmentioning

confidence: 99%

Perceived barriers to career progression amongst female students: evidence from India and the United Arab Emirates

Biju

Shetty

Fitzsimmons³

2021

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Purpose The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities. Design/methodology/approach The study used a sample of 484 Indian female university students located in the United Arab Emirates and India. The study uses the established Career Pathways Survey scale (Smith et al., 2012a) to measure the four dimensions Denial, Acceptance, Resignation and Resilience to career progression. Structural equation modeling was used to model the four constructs as indicators of perceived barriers to progress. Findings The study finds that among the female students about to embark on their career journey, there is a strong desire toward achieving career success. The model is validated by the use of a structural equation model, and findings indicate that there is a strong sense of Resilience and an element of uncertainty about whether perceived career progression will be satisfying overall. No significant differences were observed in the perceptions across the two geographical locations. The findings suggest that continued efforts in preparing female graduates for career success are warranted. Practical implications The Career Pathways Survey may be a useful method to assist young women in identifying their career goals prior to entering the workforce. Interventions through training programs during their higher education may be beneficial in addressing perceptions that might hinder their later career growth. Originality/value This paper contributes to the understanding of the perceived barriers to career progression for women. Prior research has concentrated on career progression in the context of employed women. This study extends that work to understand the perceptions of women about to embark on their career journey.

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Women’s glass ceiling beliefs predict work engagement and burnout

Cited by 23 publications

References 59 publications

The work-life balance of blue-collar workers: The role of employee engagement and burnout

The work-life balance of blue-collar workers: The role of employee engagement and burnout

Glass Ceiling for Women and Work Engagement: The Moderating Effect of Marital Status

Perceived barriers to career progression amongst female students: evidence from India and the United Arab Emirates

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