An Examination of the Effect of the Glass Ceiling Syndrome on Job Motivation of Women Working in the Private Sector (The Case of Iğdır Province)

Abstract

This study aims to contribute to science by examining the glass ceiling enigma and how it limits women's career development in the workplace. The glass ceiling syndrome can be defined as invisible and unbreakable barriers that prevent a specific group, such as women or minorities, from advancing in their professional careers, regardless of their abilities or qualifications. These invisible barriers prevent women from being promoted and participating in the workforce. While gender-based discrimination in promotions is more intense at the highest levels, it is felt at every stage of working life. In our study, surveys were conducted with 229 female employees working in the private sector in the Iğdır region, after identifying their leisure time. Two different scales were used to collect data within the scope of the research. To determine the glass ceiling syndrome among women managers as a career barrier, the “Glass Ceiling Syndrome Scale” developed by Karaca (2007) was used. We evaluated the work motivation scale in our study in terms of how the variables of female employees not reaching managerial positions affect their performance. The analysis of the obtained data was carried out using the SPSS 22 statistical program. Descriptive statistics (frequency, mean, standard deviation), distribution analysis, skewness, kurtosis), comparative statistics, independent samples t-test, and one-way ANOVA tests were applied in the evaluation of the data. The research results show that the perception of the glass ceiling differs depending on demographic and organizational variables; and that work motivation is particularly related to family responsibilities and expectations for personal development. The results emphasize the importance of addressing the structural and psychosocial obstacles that female employees face in their career development together with their motivation processes, and point to the necessity for organizations to develop egalitarian policies and practices.