Leader-member exchange and glass ceiling: the effects on career satisfaction and work engagement

Figures & data

Table 1. Minimums, maximums, means, standard deviations (SD) and inter-correlations of variables.

Variable	Minimum	Maximum	Mean	Std. deviation	LMX	GC	CS
Leader-member exchange (LMX)	2.00	5.00	3.77	0.55
Glass ceiling (GC)	1.00	4.00	1.86	0.69	−0.34*
Career satisfaction (CS)	1.00	5.00	3.63	0.68	0.36*	−0.23*
Work engagement (WE)	2.00	5.00	4.06	0.53	0.37*	−0.34*	0.42*

* Correlation is significant at the 0.01 level (1-tailed).

Table 2. Assessment result for the measurement model.

Construct	Item	Factor loading	Composite reliability	AVE
Leader member exchange (LMX)	LM1	0.717	0.871	0.574
	LM2	0.737
	LM3	0.787
	LM4	0.776
	LM5	0.769
Glass ceiling (GC)	GC1	0.852	0.916	0.733
	GC2	0.885
	GC3	0.863
	GC4	0.823
Career satisfaction (CS)	CS1	0.774	0.885	0.657
	CS2	0.830
	CS4	0.807
	CS5	0.830
Work engagement (WE)	WE1	0.839	0.897	0.687
	WE2	0.869
	WE3	0.842
	WE7	0.761

Table 3. Discriminant validity (HTMT_0.90 criterion).

Constructs	LMX	GC	CS
LMX
GC	0.405
CS	0.445	0.274
WE	0.453	0.392	0.505

Figure 1. Theoretical model.

Figure 2. Structural model.

Table 4. Summary of results.

	Path coefficients	Standard deviation	T statistics	p values
Direct effect
Leader member exchange --> Glass ceiling	−0.349	0.052	6.668	0.000	H1 is supported
Glass ceiling --> Work engagement	−0.347	0.056	6,195	0.000	H2 is supported
Glass ceiling --> Career satisfaction	−0.242	0.062	3.893	0.000	H3 is supported
Indirect effect
Leader member exchange --> Glass ceiling --> Career satisfaction	0.084	0.029	2.914	0.004	H4 is supported
Leader member exchange --> Glass ceiling --> Work engagement	0.121	0.030	3.975	0.000