Abstract —"Glass ceiling" is used to describe as invisible or artificial barriers that stop women from ascending the corporate ladder to senior positions. As the concept exists in more and more contexts, should the underrepresentation of female executives in the boardrooms in Vietnamese corporations be the consequence of it? This study concentrates on analyzing the impediments women facing in their workplace with respect to corporate culture, corporate practices, corporate climate and internal motivation. Specifically, the research would investigate the relationship between those glass ceiling related factors and the commitment of female executives in organizations. The research is measured by quantitative method. The findings reveal that glass ceiling does exist in the Vietnamese corporations. The impediments to women career development emerge in three main dimensions: Management Perception, Career Progression and Growth, Work Environment. Besides, the other factors such as Discrimination and Prejudice or Family Support also have significant effects on women in workplace. Moreover, this study has discovered the close relationships between the above glass ceiling related factors and the organizational commitment of female employees which the higher levels of corporate glass ceiling effects lead to the lower level of organizational commitment of female employees.

Index Terms—corporate factors, female employees, glass ceiling, organizational commitment

Cite: Mai Ngoc Khuong and Nguyen Thi Lan Chi, "Effects of the Corporate Glass Ceiling Factors on Female Employees Organizational Commitment: An Empirical of Ho Chi Minh City, Vietnam" Journal of Advanced Management Science, Vol. 5, No. 4, pp. 255-263, July 2017. doi: 10.18178/joams.5.4.255-263