Breaking Barriers: Unraveling Glass Ceiling Perceptions and Resilience of Women IT Managers

Abstract

Objective: The present study mainly seeks to reveal the perception of glass ceiling of women managers in the work environment and its impact on job involvement and organisational citizenship behaviour (OCB).

Design/Methodology/Approach: 562 pre-tested questionnaires were distributed to women managers from various managerial levels of IT companies based in Bengaluru. The data thus obtained was subjected to various assumptions testing, then tested for the final model through path analysis.

Findings: This study reveals strong correlations between glass ceiling perception, work engagement, and perceived barriers like personal, organisational, social encountered by the women managers in India. Greater GCP is correlated with less work engagement and greater perceived barriers, whereas strong positive correlations are found between work engagement and organisational commitment. These findings identify the necessity of addressing glass ceiling perceptions and promoting work engagement to achieve organisational success.

Managerial implications: This study explores GCP in women managers in Indian IT industry, finding correlations with diminished work engagement and perceived barriers. Hence, to counter such perceptions and encourage employee engagement are through promoting openness and implementing inclusive policies that subsequently lead to employee well-being and organisational achievement through a positive workplace culture. In addition, in the present study, it was revealed that resilience greatly influences employee’s reaction to feelings of the glass ceiling and organisational obstacles, ultimately translating to higher workplace challenge acceptance.

Originality/Value: The present research presents new findings on glass ceiling perceptions among Indian women IT managers and their complexities and implications for work engagement, resilience, and organisational commitment. By establishing the intermediary role of resilience (a mediator) and marital status interaction effect, the research presents useful recommendations to organisations interested in building inclusive workplace culture.