The moderating role of self-efficacy in the ımpact of women's perceptions of the glass ceiling syndrome on turnover intentions and job satisfaction

ABSTRACT This study aims to examine the impact of women's perceptions of the glass ceiling syndrome on job satisfaction and turnover intention, as well as the moderating role of self-efficacy in these relationships. The glass ceiling syndrome refers to the invisible barriers women face in advancing their careers, which may influence their job satisfaction and turnover intentions. This study contributes to the literature by exploring how individual (self-efficacy) and organizational factors shape these dynamics. The research employed a quantitative design with a relational survey model. Data were collected through an online questionnaire from 314 women who are members of women's councils in Adana and actively participate in the workforce. The study utilized scales for Glass Ceiling Syndrome, Self-Efficacy, Job Satisfaction, and Turnover Intention, with data analyzed using SPSS and PROCESS Macro. A weak but significant relationship was found between the glass ceiling syndrome and self-efficacy. Self-efficacy was observed to amplify the negative impact of the glass ceiling syndrome on job satisfaction, while no moderating effect was identified on turnover intention. Women with higher self-efficacy experienced a stronger negative influence of the glass ceiling on job satisfaction. Socio-demographic findings indicated that age and professional experience may intensify perceptions of the glass ceiling. The study highlights the need for individual and organizational interventions such as mentoring programs, self-efficacy enhancement training, diversity policies, and flexible work models to improve women's experiences in the workplace. Such strategies can help women overcome career barriers and contribute to the creation of more equitable work environments. Keywords: Glass Ceiling Syndrome, Self-Efficacy, Job Satisfaction, Turnover Intention