The Effect of Gender Stereotypes and Organizational Culture on Women's Career Advancement: The Mediating Role of Organizational Commitment in the Company X Group, a Tourism Enterprise in the Riau Islands

Abstract

The low representation of women in managerial positions is still a challenge in various organizations, including in the tourism sector, even though women's participation in the world of work continues to increase. This study used a quantitative approach with a survey method of 159 female employees who are the entire research population, so that the sampling technique used is census. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The results showed that gender stereotypes had a negative and significant effect on organizational commitment (? = -0.496; p < 0.001) and career advancement (? = -0.352; p < 0.001). On the other hand, organizational culture had a positive and significant effect on organizational commitment (? = 0.466; p < 0.001) and career advancement (? = 0.265; p < 0.001). Organizational commitment has also been shown to have a positive and significant effect on career progression (? = 0.385; p < 0.001). In addition, organizational commitment acts as a partial mediator on the relationship between gender stereotypes and career advancement (? = -0.191), as well as between organizational culture and career advancement (? = 0.179). These findings show that the lower gender stereotypes and the stronger the supportive organizational culture, the organizational commitment will increase, which will have a positive impact on women's career progress.