How glass ceiling perceptions affect job performance: finding the missing link through career satisfaction and work–life balance support

Abstract

PurposeDrawing from gendered organization theory (GOT) and career construction theory (CCT), this study seeks to explore the relationship between the glass ceiling (GS), career satisfaction (CS) and job performance among female employees in Saudi Arabia’s aviation sector. Additionally, we aim to investigate CS as the explanatory variable and organizational support for work–life balance (WLB) as the boundary condition.Design/methodology/approachData from 178 females working in the aviation industry in the Kingdom of Saudi Arabia were used to analyze the proposed model. Structure equation modeling (SEM) and PROCESS Macro were used as the analysis technique.FindingsResults reveal significant negative direct and indirect impacts of GC perceptions on job performance. This relationship is significantly mediated by CS and is moderated by work–life balance support (WLBS) from the organization.Practical implicationsThe present study highlights the importance of organizational support for work–life balance in alleviating the adverse effects of the GC on the CS and job performance of women. Given Saudi Arabia’s emphasis on women’s empowerment through its “Vision 2030” companies operating in the country should prioritize the development of robust WLBS mechanisms. Additionally, it is recommended that career support be extended to women to enhance their CS.Originality/valueThis study contributes significantly to the existing literature by exploring the link between GC perception in females and their job performance in the context of an important emerging market, Saudi Arabia, that strongly focuses on women’s empowerment in its “Vision 2030”. Using GOT and CCT, CS is proposed as a mediating factor that explains how the perception of the GC’s negative impact can be translated into affecting the job performance of females and the role of WLBS from the organization in mitigating this negative impact.