臺大管理論叢 NTU Management Review VOL.29 NO.3

The Mediating Effect of Glass Ceiling Beliefs in the Relationship between Women’s Personality Traits and Their Subjective Career Success 208 9.3 Limitations and Future Research Our research is not without limitations. We conceptualize a propositional model of the mediation effect of glass ceiling beliefs in the relationship between women’s personality traits and their subjective career success. In the future, empirical research based on this model can strengthen the existing contribution to the theory. Additionally, in our research model, we primarily focus on the subjective assessment of women’s career success. Future research should focus on the empirical and objective assessment of career success by obtaining feedback from peers and bosses (Kirchmeyer, 2006). Our research model has focused on the mediation effect, which shows that personality traits can cause optimistic and pessimistic beliefs among female employees. Future research may focus on the moderation effect of glass ceiling beliefs in the relationship between the personality traits of women and their career success. Past researchers have identified bosses’ perceptions of female employees as a reason for the glass ceiling in organizations. For instance, bosses might perceive women as unfit for the organization as a result of their family-work conflicts (Hoobler, Wayne, and Lemmon, 2009). Future research can investigate women’s glass ceiling beliefs about their bosses’ perceptions and their impact on subjective career success (Hoobler et al., 2009). Additionally, married and single women observe different work-family conflicts in the organizations (Hoobler et al., 2009). In the future, it might be interesting to learn about the difference between the glass ceiling beliefs of married and single women. Moreover, past researchers have argued that women are moving toward entrepreneurship as a result of the glass ceiling effect (Sullivan and Meek, 2012). Future research can investigate how the optimistic and pessimistic glass ceiling beliefs of women are related to their entrepreneurial intentions. Judge et al. (1999) has focused on the Big Five personality traits and the career success of employees. Future researchers might find other personality traits and their relationship with women’s glass ceiling beliefs. For instance, past researchers have identified the locus of control as an important predictor of career success (Ng et al., 2005). People with an internal locus of control reflect the belief that they can master their fate (Ng et al., 2005). Future research can investigate how women’s locus of control is related to their optimistic and pessimistic glass ceiling beliefs in an organization. In sum, our study explains one of the potential mechanisms involved in the contemporary glass ceiling effect and the career advancement of female employees. The