Investigation of female employees opinions regarding the glass ceiling syndrome: An Example of pubic i̇nstitution

Following the Industrial Revolution, women's participation in the workforce rose. One of the most fascinating research topics of our day is the fact that women still fall short of the required ratio in managerial positions. It is underlined that women's job advancement is hampered by gender discrimination, which persists from recruiting through senior management. The glass ceiling syndrome is used in literature to explain these barriers to women's career advancement. The term "glass ceiling syndrome" refers to the imperceptible obstacles that keep women from getting to senior positions. Obstacles are typically linked to organizational, social, and individual factors, according to a number of research on the topic. A theoretical explication of the glass ceiling syndrome and its associated notions has been presented. The research under review demonstrated that women have lower executive positions and are less active in business than men. The literature was reviewed for studies on this topic, and the study was bolstered by data released by certain organizations. In this study, 15 working women in the Family and Social Services Provincial Directorates of the provinces of Ağrı and Muş were interviewed in order to obtain responses to semi-structured questions utilizing one of the qualitative research methods. The frequency and percentage analysis methods were used to examine the provided responses. The data collected led to the discovery of a number of issues, including sexist viewpoints, glass ceilings, social prejudices, family obligations, and male bosses' views toward female employees. This study, which was conducted to assess their opinions and recommendations, found that in order to remove career barriers, a variety of legislative measures must be made, awareness must be raised, individuals who adopt a more democratic management style must be appointed to higher positions, female employees must be supported and encouraged to become managers, and women's participation in the workforce must be urged.