Hapsari Pradana Iswari, Mafizatun Nurhayati

Enhancing Work Engagement Through Glass Ceiling and Professional Self-Efficacy : The Mediating Role of Sustainable Career Development

Introduction

Enhancing work engagement through glass ceiling and professional self-efficacy : the mediating role of sustainable career development . Examines Glass Ceiling and Professional Self-Efficacy's impact on Work Engagement in female civil servants, mediated by Sustainable Career Development. Reveals key dynamics for public sector engagement.

Abstract

Purpose – This study aims to investigate the influence of Glass Ceiling and Professional Self-Efficacy on Work Engagement, with Sustainable Career Development as a mediating variable, among female staff-level civil servants at the Ministry of Industry, Republic of Indonesia.Methodology/approach – A quantitative approach was employed using a survey method. Data were collected from 114 female employees through validated questionnaires. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS).Findings – The results show that Glass Ceiling has a significant negative effect on Sustainable Career Development but does not directly influence Work Engagement. In contrast, Professional Self-Efficacy positively and significantly affects both Sustainable Career Development and Work Engagement. Furthermore, Sustainable Career Development is proven to mediate the effect of Professional Self-Efficacy on Work Engagement but does not mediate the effect of Glass Ceiling.Novelty/value – This study contributes to the literature by examining the integrated influence of gender-based career barriers and psychological resources on Work Engagement in the public sector. Its novelty lies in positioning Sustainable Career Development as a mediating variable—an area rarely explored in studies involving female civil servants. The findings offer new insights into how organizational and personal factors jointly shape employee engagement in bureaucratic settings.

Review

This study investigates the complex interplay of gender-based career barriers and psychological resources in fostering work engagement among female civil servants. Specifically, the research aims to understand how the Glass Ceiling and Professional Self-Efficacy influence Work Engagement, with a particular focus on the mediating role of Sustainable Career Development. The study is situated within the unique context of female staff-level civil servants at the Ministry of Industry in the Republic of Indonesia, offering valuable insights into organizational dynamics within a specific bureaucratic setting and addressing a less explored area in the literature concerning female civil servants. Employing a robust quantitative approach, the authors utilized a survey method to collect data from 114 female employees, which was subsequently analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The findings reveal nuanced relationships: while the Glass Ceiling negatively impacts Sustainable Career Development, it does not directly affect Work Engagement. In contrast, Professional Self-Efficacy significantly and positively influences both Sustainable Career Development and Work Engagement. Crucially, Sustainable Career Development is shown to mediate the effect of Professional Self-Efficacy on Work Engagement, yet it does not play a mediating role between the Glass Ceiling and Work Engagement, indicating distinct pathways for these influences. The study's primary contribution lies in its integrated examination of gender-based barriers and personal resources within the public sector, and its novel positioning of Sustainable Career Development as a mediator. These findings offer important insights for policymakers and HR professionals seeking to enhance work engagement in bureaucratic environments, suggesting that fostering professional self-efficacy and supporting career development are crucial. While the specified context and sample size provide focused insights, future research could explore the generalizability of these findings across a wider range of public sector organizations or cultural contexts, or delve deeper into alternative mediating mechanisms through which the Glass Ceiling might indirectly impact engagement.

Full Text

Comments

You need to be logged in to post a comment.