Glass ceiling beliefs, performance, and turnover intention through work engagement Online publication date: Wed, 06-May-2020
by Remya Lathabhavan
International Journal of Environment, Workplace and Employment (IJEWE), Vol. 5, No. 4, 2019
Abstract: The purpose of the paper is to study the relationship among the glass ceiling beliefs (denial, resilience, resignation and acceptance) with performance and turnover intention through work engagement. The authors conducted a cross-sectional survey among 420 women employees from banking sector in India and structural equation modelling (SEM) has been performed for the analysis. The findings of the study support the mediating role of work engagement between glass ceiling beliefs with performance and turnover intention. Denial and resilience related positively to work engagement and performance, and negatively to turnover intention. Resignation and acceptance related negatively to work engagement and performance, and positively to turnover intention. The study recommends further longitudinal studies in this area and exploration of more career aspects and industrial sectors for future studies. This study is the first to explain the relationship of glass ceiling beliefs with performance and turnover intention, and mediating role of work engagement.
Existing subscribers:
Go to Inderscience Online Journals to access the Full Text of this article.
If you are not a subscriber and you just want to read the full contents of this article, buy online access here.Complimentary Subscribers, Editors or Members of the Editorial Board of the International Journal of Environment, Workplace and Employment (IJEWE):
Login with your Inderscience username and password:
Want to subscribe?
A subscription gives you complete access to all articles in the current issue, as well as to all articles in the previous three years (where applicable). See our Orders page to subscribe.
If you still need assistance, please email subs@inderscience.com
Our Blog 
Follow us on Twitter 
Visit us on Facebook