THE ROLES OF GLASS CEILING BELIEFS AND ORGANIZATIONAL COMMITMENT ON SOCIAL LOAFING AMONG FEMALE EMPLOYEES

Abstract

Perception of obstacles to career advancement and psychological attachment to theorganization are employee attitudes that may influence negative discretionary work behaviour. Thispresent study aims to examine the contributions of perceived glass ceiling and organizationalcommitment to workplace social loafing. Designed as a cross-sectional quantitative research, 271female employees purposively selected from structured work organizations were surveyed. Theycompleted a self-report paper-and-pencil questionnaire that measured validated scales of glassceiling beliefs, organizational commitment, and social loafing. The research instrument wascompleted anonymously by the participants. High level of coefficient alpha that ranged from α =.78 to α = .85 was reported for the scales. Data were analyzed using bivariate correlation andhierarchical regression tests. Results showed that the correlation coefficient between glass ceilingbeliefs (r = .33, p< .01), organizational commitment (r = .49, p < .01) and social loafing,respectively, is positive and significant. Hierarchical regression analysis indicated that glass ceilingbeliefs significantly and positively predicted social loafing (β = .33, p < .01), accounting for 10%of the variance in social loafing. Organizational commitment is positively related to social loafing(β = .44, p < .01), and contributed 11% variance in social loafing. The study concluded that aperceived high glass ceiling is associated with increased social loafing among female employeeswho reported a higher level of organizational commitment.