CAM TAVAN SENDROMUNUN BANKACILIK SEKTÖRÜNDE ÇALIŞAN KADINLARDA İŞTEN AYRILMA NİYETİNE ETKİLERİ

Abstract

Glass ceiling syndrome is one of the reasons that prevent female employees from taking the top positions in management, despite their qualifications in the information age. Glass ceiling syndrome, which is one of the most important problems that employees will face within the framework of their career plans, is also expressed as an invisible barrier in front of female employees. The regular and planned progress of talented employees on their career paths is crucial to achieving organizational goals. It is important to keep the talented female employees and reduce their the intention to quit job, who are strategically important sources within the human resources. In this context, the aim of the study is to investigate whether there is a perception of glass ceiling in the banking sector and how this affects the intention to leave. The data obtained from the study were analyzed in SPSS 21.0 and it was concluded that both the glass ceiling syndrome existed and there was a positive and significant effect on the perception of glass ceiling syndrome and intention to quit job.These results show that there is a perception of a career obstacle (glass ceiling) on female employees in the banking sector and as a result, the intention to quit is high. The first goal in successful organizations should be to break this perception. Within the framework of career planning, the perception of glass ceiling shows effects such as low motivation, decreased organizational commitment, increased intention to quit, and leads to a decrease in organizational success. Therefore, it will be easier to achieve organizational success through activities that eliminate the glass ceiling syndrome or activities that reduce this perception