Arete Volume 3 No 2 PDF of Arete

Αρετή (Arete) Journal of Excellence in Global Leadership | Volume 3, No. 2

into the success factors for women in leadership roles, taking into account the unique individual, organizational, and sociocultural contexts. Moreover, by exploring the experiences of women leaders in China, the study aimed to identify effective strategies and practices that can help overcome the glass ceiling. The findings yield insights into individual factors (e.g., confidence in being promoted, the ability to balance time and set priorities, a robust personal and professional networking system, belief in self competence, the ability to seize opportunities, maintaining work-life balance, confidence in leadership abilities, and aspirations for promotion, etc.); organizational factors (e.g., support systems from both male and female supervisors, a belief that the organization fosters women ’ s advancement, confidence that the company values and retains talented women, etc.); and sociocultural factors (e.g., belief in the evolving and improving role of women in society). In addition, several critical skills for women to assume leadership roles were identified (e.g., learning to develop effectiveness on all fronts, learning leadership skills, continuously networking, balancing family-work life, prioritizing things and duties, and time management). This study aimed to shed light on the perception of the glass ceiling among working women in different industries, comparing the experiences of those who have broken through the glass ceiling and those still facing barriers. By delineating working women ’ s perceptions of ways to break the glass ceiling, it offers a roadmap for future progress in overcoming this barrier in contemporary Chinese society. In conclusion, this study has four implications: (1) to understand the realities and myths of the glass ceiling in contemporary societies; (2) to understand practical positive and negative situations for career development through respondents ’ perception of the glass ceiling; (3) to suggest to organizational policy change to enhance gender diversity and equality; and (4) to design training programs to assist working women in breaking the glass ceiling and reaching leadership roles. The study ’ s results can help organizations, workplace leaders, and other stakeholders address gender inequality, retain competent female workers, and expand promotion prospects. It also has implications for leadership development. Effective leadership development requires simultaneous efforts at both the individual and organizational levels.

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