BREAKING BARRIERS: EXAMINING THE IMPACT OF GLASS CEILING PERCEPTION ON CAREER SATISFACTION AMONG FEMALE BANKING PROFESSIONALS IN PAKISTAN

Abstract

Purpose: This study investigates the impact of glass ceiling perception on career satisfaction among female employees in the banking sector of Pakistan, with a focus on the mediating roles of organizational signaling of diversity tokenism and leadership role insecurity. The research aims to understand how structural barriers and organizational signals influence subjective evaluations of career progress and professional fulfillment.

Method: A quantitative research design was employed, and data were collected from 210 female banking professionals using structured questionnaires. All measurement scales were adopted from validated past studies, including constructs for glass ceiling perception, organizational signaling of diversity tokenism, leadership role insecurity, and career satisfaction. Data were analyzed using ADANCO software through partial least squares structural equation modeling (PLS-SEM) to test both direct and mediated relationships among the constructs.

Findings: The results indicate that glass ceiling perception has a significant negative impact on career satisfaction. Furthermore, both organizational signaling of diversity tokenism and leadership role insecurity were found to mediate this relationship, highlighting the psychological and organizational mechanisms through which perceived structural barriers affect career outcomes.

Originality/Implications: This study extends Social Cognitive Career Theory by integrating organizational signaling and leadership insecurity as mediating mechanisms, offering a comprehensive understanding of career satisfaction in gendered professional contexts. Practically, the findings emphasize the need for authentic diversity initiatives, transparent promotion systems, and secure leadership pathways to enhance career satisfaction among female employees, particularly in traditionally male-dominated sectors.