Antecedents of Resilience in Women Managers: A Conceptual Framework and HRM Implications

The challenges faced by women managers in organizations are multifaceted. Gender discrimination, the glass ceiling, and the gender stress gap are significant barriers. Resilience is crucial for women managers to cope with these challenges. It involves bouncing back from failures and adapting to adversity. The concept of resilience is increasingly recognized as a vital trait for women in leadership roles. The persistent gender gap in management is a global concern. Studies indicate that gender inequalities lead to economic costs and social inequities. Despite women's leadership skills being acknowledged, traditional attitudes and systemic barriers hinder their advancement. The glass ceiling effect is perpetuated by organizational prejudices, making it difficult for women to reach senior positions. Factors such as gender stereotypes, biased recruitment, and family responsibilities contribute to this issue. In small and medium-sized enterprises (SMEs), women often face additional challenges, including being patronized and stereotyped. The underrepresentation of women in managerial roles creates a lack of role models, impacting recruitment and retention. Recognizing the importance of breaking the glass ceiling is essential for empowering women and promoting gender equality.

The paper presents a conceptual framework outlining the antecedents of resilience in women managers. It emphasizes the importance of personal resilience traits, interactive engagement with the work environment, and career adaptability. Positive HRM interventions are also highlighted as critical factors. The framework aims to provide a comprehensive understanding of how these elements contribute to resilience. The findings suggest that resilience is not solely an individual trait but is influenced by organizational practices and support systems. The study underscores the need for organizations to foster an environment that promotes resilience among women managers. This includes implementing policies that encourage career development and provide support during challenging times. The framework serves as a guide for HR managers to develop strategies that enhance resilience in their workforce. By focusing on these antecedents, organizations can create a more inclusive and supportive environment for women in leadership roles.

The study reveals several practical implications for HR managers. A recommended resilience toolkit is proposed to help organizations develop and promote resilience among women managers. This toolkit includes strategies for enhancing employee engagement, fostering positive work relationships, and providing flexible career progression pathways. The social implications of the study highlight the importance of creating a supportive work environment. Better employee engagement and interaction with the work environment can lead to improved resilience. Organizations are encouraged to implement training programs that focus on resilience-building skills. Additionally, promoting gender equality and empowering women should be prioritized. The practical applications of the findings extend beyond individual organizations. They contribute to the broader discourse on gender equality in the workplace. By addressing the barriers faced by women managers, organizations can enhance their overall performance and contribute to social change.

The paper contributes to the understanding of resilience in women managers by providing a conceptual framework and practical implications. It emphasizes the need for organizations to recognize the antecedents of resilience and implement supportive practices. The findings highlight the importance of addressing systemic barriers that hinder women's advancement in leadership roles. Future research should focus on validating the proposed framework and exploring its applicability in different organizational contexts. The study's insights are valuable for HR professionals and organizational leaders aiming to create a more equitable workplace. By fostering resilience among women managers, organizations can not only enhance individual performance but also drive collective success. The commitment to gender equality and the empowerment of women in leadership is essential for sustainable organizational growth.