Organizational Culture Female Workers Glass Ceiling: The Effects On Career Satisfaction And Work Engagement
DOI:
https://doi.org/10.30587/jurnalmanajerial.v12i03.9925Keywords:
Organization Culture, Glass Ceiling, Career Satisfaction, Work Engagement, Famale Worker.Abstract
Background – One crucial aspect that needs constant improvement is the calibre of human resources. Quality resources that are in line with recent advancements, particularly digital transformation, are required in the present 4.0 era. Men and women still participate in the workforce at a significantly different rate. It is imperative that continuous efforts be made to increase women's employability.
Aim – Analyzing and identifying the organizational culture of the glass ceiling for female workers career satisfaction and work engagement is the goal of this study.
Design /Methodology /Approach – Up to 340 female employees who worked by or had status as workers in a company took part the survey. Purposive sampling, formerly known as sampling based on judgement, was the sample strategy employed. A 5-point Likert scale survey had been used to collect data, and it was distributed online via a Google Form. SMART-PLS was used for SEM analysis, and SPSS was used for descriptive analysis.
Findings – Glass Ceiling is influenced by Organization Culture, Glass Ceiling influences Career Satisfaction and Work Engagement, and Organization Culture influences Career Satisfaction and Work Engagement. In this way, Glass Ceiling acts as a mediator between Organization Culture and Career Satisfaction. This indicates that glass ceiling can operate as a mediator between Organizational culture and career satisfaction. Next, Glass ceiling acts as a mediator connecting Organization Culture and Work Engagement, showing that Glass ceiling can act as a mediator between Organization Culture and Work Engagement.
Conclusion - This study also found that organizational culture not only directly influences job satisfaction and engagement, but also indirectly through the mediating role of the glass ceiling. This means that a non-inclusive organizational culture reinforces these barriers, which then negatively impacts women's work experiences.
Research Implications – According to this study, a non-inclusive corporate culture perpetuates the glass ceiling, which has a detrimental effect on women's involvement and job happiness. It follows that companies must reassess promotion policies, foster a gender-equal workplace culture, and assist women in advancing their careers. Policies that promote a more equal and inclusive workplace for people of all genders can also be influenced by these findings.
Research Limitations – The collection of data has been limited to female employees, and there are currently limited samples, requiring more comprehensive studies on a greater proportion of female employees.
Downloads
References
Abraham Ansong, Sylvester Ansah Owusu, Linda Obeng Ansong & Raphael Papa Kweku Andoh (2024). “Leader humility and Organizational citizenship behaviour: the mediating roles of job satisfaction and employee engagement”, Cogent Business & Management, 11:1, 2358166, DOI: 10.1080/23311975.2024.2358166
Afrizal, M., Wahjono, S. I., & Aqsa, A. F. (2025). Strategi peningkatan kinerja karyawan melalui budaya organisasi dan motivasi kerja PT Zat Store. Jurnal Ekonomi, Manajemen, Bisnis, dan Sosial (EMBISS), 5(2), 154–160. https://doi.org/10.59889/embiss.v5i2.370
Amiruddin. M. (2019). “Pengaruh Kepuasan Karir Terhadap Kesuksesan Karir Melalui Komitmen Karir Studi Pada Pt Aneka Gas Industri Region V Sidoarjo”. Jurnal Ilmu Manajemen Volume7 Nomor 1 – Jurusan Manajemen Fakultas Ekonomi Universitas Negeri Surabaya.
Ardini, L., Azizah, M., & Munaa, N. (2024). Faktor-Faktor Yang Mempengaruhi Kepuasan Jamaah Umroh Dan Haji Dengan Persepsi Kesehatan Sebagai Variabel Moderating. Jurnal Manajerial, 11(03), 397–419. https://doi.org/10.30587/jurnalmanajerial.v11i03.7515
Arianti, W. P., Hubeis, M., & Puspitawati, H. (2020). Pengaruh faktor kepuasan kerja terhadap employee engagement di Perwiratama Group. Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan), 13(1), 31 48. https://doi.org/10.20473/jmtt.v13i1.14889
Babic A and Hansez I (2021). “The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work”, Front. Psychol. 12:618250. doi: 10.3389/fpsyg.2021.618250
Badan Pusat Statistika (2023)
Bakotić, D., & Alvir, A. (2024). Individual Values And Job Satisfaction As Work Engagement Predictors: Example From Croatia. Proceedings of FEB Zagreb 15th International Odyssey Conference on Economics and Business, 521–535.
Bawazir, A. A., Mahbob, N. N., & Hasim, M. A. (2025). The Impact of Digital Transformation on Career Growth: Mediating Role of Job Satisfaction and Moderating Effect of Organizational Support in the Manufacturing Sector. International Review of Management and Marketing , 15(3), 257–265. https://doi.org/10.32479/irmm.17628
Ceyhan, S., & Çiçek, H. (2024). The Effect of Leader-Member Exchange on Innovative Work Behavior: A Research on Mediator Role of Career Satisfaction and Moderator Role of Sector Experience. Alanya Akademik Bakış, 8(1), 89–106. https://doi.org/10.29023/alanyaakademik.1274113
Demirer, Ö., & Kaya, A. (2020). Testing The Effects Of Career Development Process On Organizational Commitment And Intention To Leave: A Sample Of Aviation Ground Service Employees. Business & Management Studies: An International Journal, 8(5), 4175–4210. https://doi.org/10.15295/bmij.v8i5.1654
Elacqua, T. C., Beehr, T. A., Hansen, C. P., & Webster, J. R. (2009). Managers’ Beliefs About the Glass Ceiling: Interpersonal and Organizational Factors. Psychology of Women Quarterly, 33(3), 285 294. https://doi.org/10.1111/j.1471 6402.2009.01501.x
Gao, X., Zhou, Y., Xu, X., Yuan, R., Zheng, Y., & Yun, R. (2024). Relationships between organizational support, emotional intelligence and work engagement among Chinese nurses: A correlation study. Nursing Open, 11(10), 1–10. https://doi.org/10.1002/nop2.70034
Ginting, A. M. P., Nursaid, N., & Sanosra, A. (2025). Pengaruh Budaya Organisasi, Kompensasi, Dan Pengembangan Karir Terhadap Talent Retention Dengan Keterlibatan Pegawai Sebagai Variabel Intervening. Jurnal Manajerial, 12(01), 66–94. https://doi.org/10.30587/jurnalmanajerial.v12i01.9140
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS SEM) (2nd ed.). Sage Publications.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS SEM. European Business Review, 31(1), 2 24. https://doi.org/10.1108/EBR 11 2018 0203
Herachwati, N., Sulistiawan, J., Gonzales, M., & Nguru, B. (2015). Pengaruh Social Comparison Pada Work Attitude: Peran Pemoderasian Competitive Work Group. Jurnal Siasat Bisnis, 19(2), 146–160. http://www.portalhr.com/berita/783-karyawan-
Keykha, K. A., Alinejad-Naeini, M., & Peyrovi, H. (2025). The mediating role of psychological capital in the association between work engagement and occupational stress in pediatric nurses. Scientific Reports, 15(1), 1–12. https://doi.org/10.1038/s41598-025-91521-y
Minanga, D. (2011). Pengaruh Persepsi Tentang Peran Gender Feminin Terhadap Munculnya Perilaku Seksual Yang Sifatnya Menghargai Atau Tidak Menghargai Pasangannya. Jurnal Psikologi, 7, 1–12.
Ramya N et al (2024), "Impact Of Career Aspirations On The Performance Of Women Employees In It & Ites Organizations In Bengaluru: A Sequential Mixed-Methods Study", Educational Administration: Theory and Practice, 30(5), 13673-13685 Doi: 10.53555/kuey.v30i5.5975
Richa Chandra & Shiv Kumar (2024). “Examining The Influence Of Economic And Social Factors On Women In The Banking Industry: An Analytical Analysis”, Anveshana’s International Journal of Research in Regional Studies, Law, Social Sciences, Journalism and Management Practices. Volume 9, Issue 1 (2024, Jan).
Robbins, S. P., & Judge, T. A. (2015). Organizational behavior (15th ed.). Pearson Education.
Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill-building approach (7th ed.). John Wiley & Sons.
Septiana. A.N, & Haryanti. R.H (2023). “Glass Ceiling pada Pekerja Perempuan: Studi Literatur”, Jurnal Ilmu Sosial dan Humaniora Volume 12, Number 1, 2023 pp. 168-177, P-ISSN: 2303-2898 | E-ISSN: 2549-6662.
Sinto Sunaryo, Reza Rahardian, Risgiyanti, Joko Suyono & Dian Ekowati (2024). “Leader-member exchange and glass ceiling: the effects on career satisfaction and work engagement”, Cogent Business & Management, 11:1, 2336285.
Saleh, L. (2019). Pertukaran Sosial Dalam Online Dating (Studi Pada Pengguna Tinder di Indonesia). JURNAL INFORMATIK, 15(1), 21–38.
Shao, Y., Jiang, W., Zhu, H., Zhang, C., & Xu, W. (2025). The relationship between work stress and well-being among Chinese primary and secondary school teachers: The chain mediation of affective rumination and work engagement. BMC Psychology, 13(1), 1–11. https://doi.org/10.1186/s40359-025-02628-w
Takawira, N. (2025). Predictors of career satisfaction among working women: Mediating role of supportive resources. SA Journal of Human Resource Management, 1–9. https://doi.org/10.4102/sajhrm
Wang, Y., & Hu, L. (2025). The Mediating and Moderating Effects of Emotional Intelligence on the Impact of Employee Contemplation on Work Engagement. Journal of Cases on Information Technology, 27(1), 1–19. https://doi.org/10.4018/JCIT.371404
Yeronica, F., & Laulita, N. B. (2024). Kepuasan Dan Loyalitas Pelanggan Logistik Internasional Di Indonesia: Peran Timeliness Dan Information Quality. Jurnal Manajerial, 11(03), 374–396. https://doi.org/10.30587/jurnalmanajerial.v11i03.7883
Zhao, J. (2024). Work engagement of teachers in Chinese higher education sector: Using mixed method appraisal tool of systematic literature review. Global Business and Management Research, 16(4s), 1258–1274.
Zhao, Y., Li, Y., Shang, L., An, J., & Zheng, R. (2025). The mediating effect of character strengths on the relationship between clinical nurses’ mental health literacy and work engagement. BMC Nursing, 24(1), 1–10. https://doi.org/10.1186/s12912-025-02770-1
