الفهرس | Only 14 pages are availabe for public view |
Abstract This research analyzed the effect of the ”glass ceiling” on women’s career development to top management. Even though there is a trend toward more women completing university education and more of them are now working, females are still underrepresented in organizations’ top management positions. The impact of familial factors, individual factors, organizational practices and culture, stereotype and beliefs on women’s career progression is examined in this research. The moderator role of social support has been tested. The research employed a quantitative approach with selfadministered questionnaires distributed among 331 female respondents working in the mobile industry. from the data analysis, results revealed that family factor, individual factor, organizational culture, organizational practices and stereotypes and beliefs are found to have significant impact on women’s career advancement. Furthermore, social support indicated significant moderating effect on family factors, individual factor, organizational culture, organizational practices, and stereotypes against women’s career advancement. The findings of this research can help human resource departments establish workplaces that are welcoming to female employees. The research is crucial for helping firms better understand the obstacles that prevent women from obtaining top management positions at work. The findings of this research may also assist governments in determining the kind of occupational support that women require. Keywords: Glass Ceiling, Women’s Career Advancement, Family Factors, Organizational Culture, Organizational Practices and attitudes, Personality Traits, Stereotypes and Beliefs, Social Support |