LEADERSHIP GUILT AMONG FEMALE MANAGERS THE MEDIATING ROLE OF IDENTITY CONFLICT AND SELF-LIMITING BEHAVIORS IN CAREER ADVANCEMENT

Abstract

The research examines how gendered leadership expectations affect female managers using the mediation of leadership guilt, identity conflict, and self-limiting behaviors as barriers to career progression. The introduction brings out the gap between the expectations of society in terms of leadership and the role of women, which causes leadership guilt. Role congruity and identity conflict are some of the theories that were covered in the literature review. Methodology uses a mixed-method design that integrates quantitative surveys with qualitative data. Findings have indicated that the gendered expectations are major contributors to identity conflict, leadership guilt, and self-limiting behaviors that hinder career development. The theme of the discussion is the psychological weight of guilt of a leader and the necessity of change in an organization. The conclusion supports that inclusive leadership training programs should be implemented to curb such emotional and psychological problems that female managers face, so as to promote systemic support of women in leadership positions.