Career Progression of Women: Does Work-life Balance Matter?
Keywords:
Work-Life Balance Practices, Career Progression, Ministry of Gender, Children and Social Protection (MoGCSP), Ghana
Abstract
The study empirically examined the influence of work-life balance practices on the Career Progression of Women at the Ministry of Gender, Children, and Social Protection (MoGCSP). Given the reliance on an explanatory research design, the study utilized a structured questionnaire for gathering the primary data quantitatively from 209 randomly selected participants. A second-order model was configured in SMART PLS for testing the directional hypotheses formulated. The results indicated that work-life balance practices have a moderately significant positive predictor on both career goal progress and promotion speed. However, it significantly predicts a weak positive variance in professional development ability of career progression. The practical implication is that the Ministry of Gender, Children, and Social Protection through its agency, must continually provide favorable work-life balance practices for its female staff to make female workers happy, satisfied, and progress in their various careers. The study offers a better theoretical understanding of how work-life balance, if handled well, may influence female workers' career progression, even in a situation where men predominate, as per role theory. Empirically, the study enriches the theoretical understanding of how work-life balance, if properly managed, would affect female workers in progression in their careers even in a masculine context, as established by the role theory in Sub-Saharan country-context.
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References
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39. Mattis, J. S. (2002). Religion and spirituality in the meaning–making and coping experiences of African American women: A qualitative analysis. Psychology of Women Quarterly, 26(4), 309-321.
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48. Shaikh, S. S., Shah, S. A. S., Katpar, N. K., & Shah, S. K. B. (2019). Factors Affecting Work-Life Balance of Women Working in NGOs of Pakistan. The Women-Annual Research Journal of Gender Studies, 11(11).
49. Sherwani, L. A. (1984). The partition of India and Mountbatten. Atlantic Publishers & Distri.
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51. Smith, J. (2017). Target-setting, early-career academic identities and the measurement culture of UK higher education. Higher Education Research & Development, 36(3), 597-611.
52. Spagnoli, P., & Weng, Q. (2019). Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China. The international journal of human resource management, 30(21), 2951-2970.
53. Stephens, C. A. (2017). Women and Work-life Balance: A Narrative Inquiry of Working Single Mothers Balancing Family and Work.
54. Sullivan, O. (2019). Gender inequality in work-family balance. Nature human behavior, 3(3), 201-203.
55. Swathi, R. R. (2017). Work-life Balance in Indian Service Industry: A Study. International Journal, 5(4).
56. Toffoletti, K., & Starr, K. (2016). Women academics and work–life balance: Gendered discourses of work and care. Gender, Work & Organization, 23(5), 489-504.
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63. Weng, Q., McElroy, J. C., Morrow, P. C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of vocational behavior, 77(3), 391-400.
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2. Adame, C., Caplliure, E. M., & Miquel, M. J. (2016). Work–life balance and firms: a matter of women? Journal of Business Research, 69(4), 1379-1383.
3. Agyekum, K., Kissi, E., Danku, J. C., Ampratwum, G., & Amegatsey, G. S. (2020). Factors driving the career progression of construction project managers. Journal of Engineering, Design, and Technology.
4. Ahmad, S., Zulkurnain, N. N. A., & Khairushalimi, F. I. (2016). Assessing the validity and reliability of a measurement model in Structural Equation Modeling (SEM). Journal of Advances in Mathematics and Computer Science, 1-8.
5. Akpebu Adjah, O., & Van der Walt, T. (2019). Career progression of female librarians in public university libraries in Ghana. Journal of Librarianship and Information Science, 51(2), 331-345.
6. Akram, F., Abrar-ul-Haq, M., & Surjit, V. (2018). Work-Life Balance among dual working couples in Pakistan. International Journal of Innovative Knowledge Concepts, 9(11).
7. Amalba, A., Abantanga, F. A., Scherpbier, A. J., & Van Mook, W. N. K. A. (2018). Working among the rural communities in Ghana-why doctors choose to engage in rural practice. BMC medical education, 18(1), 1-9.
8. Andrade, M. S., Westover, J. H., & Kupka, B. A. (2019). The role of work-life balance and worker scheduling flexibility in predicting global comparative job satisfaction. database, 9(2), 80-105.
9. Anwar, J., Hasnu, S. A. F., & Janjua, S. Y. (2013). Work-life balance: what organizations should do to create balance? World Applied Sciences Journal, 24(10), 1348-1354.
10. Badura, K. L., Grijalva, E., Newman, D. A., Yan, T. T., & Jeon, G. (2018). Gender and leadership emergence: A meta‐analysis and explanatory model. Personnel Psychology, 71(3), 335-367.
11. Bartlett, J. E., Kotrlik, J. W., & Higgins, C. C. (2001). Determining the appropriate sample size in survey research. Information Technology, Learning, and Performance Journal, 19(1), 43-50.
12. Beeson, J., & Valerio, A. M. (2012). The executive leadership imperative: A new perspective on how companies and executives can accelerate the development of women leaders. Business Horizons, 55(5), 417-425.
13. Beltrán-Martín, I., Roca-Puig, V., Escrig-Tena, A., & Bou-Llusar, J. C. (2008). Human resource flexibility as a mediating variable between high-performance work systems and performance. Journal of Management, 34(5), 1009-1044.
14. Bilimoria, D., & Liang, X. (2012). Gender equity in science and engineering: Advancing change in higher education. Routledge.
15. Burke, R. J. (2007). Career development of managerial women: Attracting and managing talent. Handbook on women in business and management, 109-131.
16. Cabanac, G., & Hartley, J. (2013). Issues of work–life balance among JASIST authors and editors. Journal of the American Society for Information Science and Technology, 64(10), 2182-2186.
17. Cegarra‐Leiva, D., Sánchez‐Vidal, M. E., & Cegarra‐Navarro, J. G. (2012). Understanding the link between work-life balance practices and organizational outcomes in SMEs. Personnel Review, 41(3), 359-379.
18. Cheah, J. H., Sarstedt, M., Ringle, C. M., Ramayah, T., & Ting, H. (2018). Convergent validity assessment of formatively measured constructs in PLS-SEM. International Journal of Contemporary Hospitality Management.
19. Chin, W. W. (1998). Commentary: Issues and opinions on structural equation modeling.
20. Cohen, J. (1988). Set correlation and contingency tables. Applied psychological measurement, 12(4), 425-434.
21. Durodolu, O. O., & Mamudu, P. A. (2020). Work–life balance of librarians at the Kenneth Dike library in Nigeria. Library Management.
22. Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics.
23. Garson, G. D. (2016). Path analysis. Asheboro, NC: Statistical Associates Publishing.
24. Gatrell, C. J., Burnett, S. B., Cooper, C. L., & Sparrow, P. (2013). Work–life balance and parenthood: A comparative review of definitions, equity, and enrichment. International Journal of management reviews, 15(3), 300-316.
25. Gatrell, C., Cooper, C. L., & Kossek, E. E. (2017). Maternal bodies as taboo at work: New perspectives on the marginalizing of senior-level women in organizations. Academy of Management Perspectives, 31(3), 239-252.
26. Godbey, G., Crawford, D. W., & Shen, X. S. (2010). Assessing hierarchical leisure constraints theory after two decades. Journal of Leisure Research, 42(1), 111-134.
27. Gupta, A., Batra, S., & Gupta, V. K. (2020). Gender, culture, and implicit theories about entrepreneurs: a cross-national investigation. Small Business Economics, 1-17.
28. 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.
29. Hancock, M. G., Grappendorf, H., Wells, J. E., & Burton, L. J. (2017). Career Breakthroughs of Women in Intercollegiate Athletic Administration: What is the Role of Mentoring? Journal of Intercollegiate Sport, 10(2), 184-206.
30. Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of marketing science, 43(1), 115-135.
31. Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55.
32. Javed, M., Khan, M. A., Yasir, M., Aamir, S., & Ahmed, K. (2014). Effect of role conflict, work-life balance, and job stress on turnover intention: Evidence from Pakistan. Journal of Basic and Applied Scientific Research, 4(3), 125-133.
33. Jenkins, S., Bhanugopan, R., & Lockhart, P. (2016). A framework for optimizing work–life balance practices in Australia: Perceived options for employee support. Journal of Employment Counseling, 53(3), 112-129.
34. Kavitha, V. (2017). The relationship and effect of role overload, role ambiguity, work-life balance, and career development on work stress among call center executives of business process outsourcing (BPO) in Selangor (Doctoral dissertation, Universiti Utara Malaysia).
35. Kim, Y. H., O’Brien, K. M., & Kim, H. (2016). Measuring career aspirations across cultures: Using the career aspiration scale with young Korean women. Journal of Career Assessment, 24(3), 573-585.
36. Kim-Appel, D., Appel, J., Newman, I., & Parr, P. (2007). Testing the effectiveness of Bowen's concept of differentiation in predicting psychological distress in individuals aged 62 years or older. The Family Journal, 15(3), 224-233.
37. Kossek, E. E., & Lautsch, B. A. (2012). Work–family boundary management styles in organizations: A cross-level model. Organizational Psychology Review, 2(2), 152-171.
38. Kraimer, M. L., Seibert, S. E., Wayne, S. J., Liden, R. C., & Bravo, J. (2011). Antecedents and outcomes of organizational support for development: The critical role of career opportunities. Journal of applied psychology, 96(3), 485.
39. Mattis, J. S. (2002). Religion and spirituality in the meaning–making and coping experiences of African American women: A qualitative analysis. Psychology of Women Quarterly, 26(4), 309-321.
40. Ng, T. W., & Feldman, D. C. (2010). Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness. Journal of Occupational and Organizational Psychology, 83(1), 207-235.
41. Ogawa, T., Kimoto, S., Nakashima, Y., Furuse, N., Ono, M., Furokawa, S., ... & Kawai, Y. (2017). Measurement reliability of current perception threshold and pain threshold in parallel with blood sampling. Clinical and experimental dental research, 3(4), 154-159.
42. Oyewobi, L. O., Oke, A. E., Adeneye, T. D., Jimoh, R. A., & Windapo, A. O. (2022). Impact of work–life policies on organizational commitment of construction professionals: role of work–life balance. International Journal of Construction Management, 22(10), 1795-1805.
43. Parker, P., Hewitt, B., Witheriff, J., & Cooper, A. (2018). Frank and Fearless: Supporting academic career progression for women in an Australian program. Administrative Sciences, 8(1), 5.
44. Patton, W., & McMahon, M. (2001). Career development programs: Preparation for lifelong career decision making. ACER.
45. Powell, G. N., & Butterfield, D. A. (2003). Gender, gender identity, and aspirations to top management. Women in Management Review.
46. Prithi, S., & Vasumathi, A. (2018). The Influence of Demographic Profile on Work-Life Balance of Women Employees in Tannery Industry-An Empirical Study. Pertanika Journal of Social Sciences & Humanities, 26(1).
47. Sackey, J., & Sanda, M. A. (2017). Sustenance of human capital: Social support as a managerial stress reliever for women in developing economies. Research and Practice in Human Resource Management, 19(2), 1-23.
48. Shaikh, S. S., Shah, S. A. S., Katpar, N. K., & Shah, S. K. B. (2019). Factors Affecting Work-Life Balance of Women Working in NGOs of Pakistan. The Women-Annual Research Journal of Gender Studies, 11(11).
49. Sherwani, L. A. (1984). The partition of India and Mountbatten. Atlantic Publishers & Distri.
50. Shobha, S. (2014). Work-life balance–implications for working women. International Journal for Sustainable Development, 14(1), 28-44.
51. Smith, J. (2017). Target-setting, early-career academic identities and the measurement culture of UK higher education. Higher Education Research & Development, 36(3), 597-611.
52. Spagnoli, P., & Weng, Q. (2019). Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China. The international journal of human resource management, 30(21), 2951-2970.
53. Stephens, C. A. (2017). Women and Work-life Balance: A Narrative Inquiry of Working Single Mothers Balancing Family and Work.
54. Sullivan, O. (2019). Gender inequality in work-family balance. Nature human behavior, 3(3), 201-203.
55. Swathi, R. R. (2017). Work-life Balance in Indian Service Industry: A Study. International Journal, 5(4).
56. Toffoletti, K., & Starr, K. (2016). Women academics and work–life balance: Gendered discourses of work and care. Gender, Work & Organization, 23(5), 489-504.
57. Tsikata, D. (2009). Gender, land and labor relations and livelihoods in sub-Saharan Africa in the era of economic liberalization: Towards a research agenda. Feminist Africa, 12.
58. Tsikata, S. (2016). Organizational Capacity Assessment Report For NAFPTA. The USAID/Ghana Sustainable Fisheries Management Project (SFMP). Narragansett, RI: Coastal Resources Center, Graduate School of Oceanography, University of Rhode Island and SNV Netherlands Development Organization. GH2014_CAP021_SNV.
59. Ulshafer, S., Potgeisser, M., & Lima, T. H. (2005). Concierge services help deliver a better work/life balance at Bronson Healthcare Group. Journal of Organizational Excellence, 24(3), 23-30.
60. Velilla, S. (2018). A note on collinearity diagnostics and centering. The American Statistician, 72(2), 140-146.
61. Weng, Q., & McElroy, J. C. (2012). Organizational career growth, affective occupational commitment, and turnover intentions. Journal of Vocational Behavior, 80(2), 256-265.
62. Weng, Q., & Xi, Y. (2010). A literature review of employees' career growth. Forecasting, (6), 1-7.
63. Weng, Q., McElroy, J. C., Morrow, P. C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of vocational behavior, 77(3), 391-400.
64. Werner, C., & Schermelleh-Engel, K. (2009). Structural equation modeling: Advantages, challenges, and problems. Introduction to Structural Equation Modeling with LISREL.
Published
2023-06-30
How to Cite
Essandoh, E., Kwao, I. T., Asandem, D. A., Boateng, E. A., & Arthur, B. (2023). Career Progression of Women: Does Work-life Balance Matter?. European Scientific Journal, ESJ, 19(17), 106. https://doi.org/10.19044/esj.2023.v19n17p106
Section
ESJ Humanities
Copyright (c) 2023 Emmanuel Essandoh, Isaac Tetteh Kwao, Doris Akalachiba Asandem, Emmanuel Agyenim Boateng, Barbara Arthur
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
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