This approach promotes awareness of gender and management issues, as well as training for women managers to encourage them to apply for responsible positions. Since January 2013, one third of companies’ boards of directors must be female. In Belgium, in 2011, the Council of Ministers passed a law imposing gender quotas in public organizations. Institut pour l’égalité des femmes et des hommes, 2013). Most of these procedures aim to facilitate the balance between family life and working life (flexible schedules, parental leave, and daycare, etc. This influx of women marks a change in mentality, giving rise to legal provisions and policies intended to guarantee them equal opportunities with men ( Institut pour l’égalité des femmes et des hommes, 2013). In recent years, the number of women in the labor market has steadily increased (e.g., for Belgium 1, 62.6% at the beginning of 2017 versus 67% at the beginning of 2019). Moreover, our results show that WFC fully mediates the effects of the glass ceiling on job strain and job engagement, and partially mediates the effects of the glass ceiling on job satisfaction and intention to quit. Our study highlights the importance of all three factors in the emergence of the perception of differential treatment and, ultimately, the perception that a glass ceiling exists. We surveyed 320 women in managerial positions in a Belgian organization. We also investigated the glass ceiling’s consequences for organizational attitudes and well-being at work by considering work-to-family conflict (WFC) as a possible mediator. (2009), proposing a more comprehensive model including organizational gender culture as a third factor (in addition to situational and interpersonal issues) in the emergence of the glass ceiling through the perception of differential treatment. More precisely, we extend the model developed by Elacqua et al. Therefore, our study aims to fill this gap and to better understand the phenomenon of the glass ceiling by considering both its antecedents and its possible consequences. Although the glass ceiling has generated research interest, some authors have pointed out that theoretical models have made little attempt to develop an understanding of this phenomenon and its implications.
This observation reflects the phenomenon of the glass ceiling that constitutes vertical discrimination within companies against women. Human Resources Development Unit, Work Psychology Department, University of Liège, Liège, Belgiumĭespite significant promotion of diversity in companies, as well as legislation for equal opportunities for women and men, it must be noted that women still remain largely in the minority in decision-making positions.
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