The Glass Ceiling Phenomenon and Psychological Barriers to Women's Advancement to Top Management Positions
Keywords:
Glass Ceiling, Psychological Barriers, Top Management, Career Women, LeadershipAbstract
This study examines the glass ceiling phenomenon and the psychological barriers women experience in career advancement to top management positions. Despite ongoing efforts to promote gender equality in the workplace, women's representation at the executive level remains low. Using a qualitative approach with a case study method, this study analyzes the professional experiences of women who hold or are working toward top positions. The results show that the glass ceiling manifests through informal exclusion within the "old boys' club" network and performance appraisal standards biased toward masculine leadership characteristics. This external pressure seeps into the participants' mental spaces and triggers internal psychological barriers, such as imposter syndrome, chronic anxiety, social isolation (loneliness at the top), and fear of social consequences (fear of success). Furthermore, the demands of traditional domestic roles give rise to dual role conflict and deep-seated guilt (maternal guilt), which culminates in emotional exhaustion (burnout). This psychosocial conflict often forces women to voluntarily withdraw from the promotion path. This study concludes that gender mainstreaming at the executive level requires a dual-track approach that integrates organizational structural reforms (such as gender-neutral KPIs and flexible work practices) with strengthening individual psychological resilience through structured mentorship and career counseling programs
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References
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