The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

Despite significant promotion of diversity in companies, as well legislation for equal opportunities women and men, it must be noted that still remain largely the minority decision-making positions. This observation reflects phenomenon glass ceiling constitutes vertical discrimination within companies against women. Although has generated research interest, some authors have pointed out theoretical models made little attempt to develop an understanding this its implications. Therefore, our study aims fill gap better understand by considering both antecedents possible consequences. More precisely, we extend model developed Elacqua et al. (2009) , proposing a more comprehensive including organizational gender culture third factor (in addition situational interpersonal issues) emergence through perception differential treatment. We also investigated ceiling’s consequences attitudes well-being at work work-to-family conflict (WFC) mediator. surveyed 320 managerial positions Belgian organization. Our highlights importance all three factors treatment and, ultimately, exists. Moreover, results show WFC fully mediates effects on job strain engagement, partially satisfaction intention quit.