Glass Ceiling Perceptions and Women’s Leadership Aspirations: The Mediating Role of Self-Efficacy and the Moderating Role of Organizational Support
Clicks: 4
ID: 312048
2025
Article Quality & Performance Metrics
Overall Quality
Not rated
Combines reader engagement with the AI quality analysis. This
article has not been analysed, so there is no overall score —
reader engagement is measured and shown alongside.
Reader Engagement
Emerging Content
0.9
/100
4 views
3 readers
AI Quality Assessment
Not analyzed
Readership in this journal
EmergingRanked #51 of 395 articles by views in Social Sciences & Humanity Research Review
Most read
Least read
Bar heights use a square-root scale. Only the 120 most-read articles are drawn; the journal has 395 in total.
Mint this article as an NFT
Not yet mintedCreate a permanent, verifiable on-chain record of this article on the Scimatic Network. The NFT is held in your Journament account, and you can withdraw it to your own wallet at any time.
5
SUSD
one-off · no wallet required
Abstract
This research aims to explicate the effects of glass ceiling perceptions on female leadership goals within the Karachi based, private-sector organizations and how self-efficacy mediates the relationship and how organizational support modulates the relationship. The research design was quantitative and a structured Likert-scale questionnaire was used to gather data of 250 women. The hypothesized relationships were tested by a PLS-SEM mechanism of Partial Least Squares Structural Equation Modeling. The results show that the perceptions of glass ceiling have a negative and significant impact on the leadership ambitions of women. This relationship was also partially mediated by self-efficacy, which showed that psychological empowerment is an important factor to counter the impact of perceived barriers. The perception of glass ceiling and leadership aspirations moderate their influence on leadership aspirations through organizational support, which means that the negative effect of structural and cultural barriers is minimized in the context of supportive workplace practices. The findings indicate that any intervention that aims at promoting the career growth of women must consider the aspect of both personal confidence and organizational inclusiveness. The practical implications involve introduction of mentorship programs, clear promotion policy and gender sensitive HR practices to enhance the leadership potential of women. The paper is relevant to the research of psychological and institutional interactions that influence the development of female leadership patterns in the private sector of Karachi.
| Reference Key |
imported_1776676060_69e5ecdce5bd4
Use this key to autocite in the manuscript while using
SciMatic Manuscript Manager or Thesis Manager
|
|---|---|
| Authors | Dr. Najia Shaikh |
| Journal | Social Sciences & Humanity Research Review |
| Year | 2025 |
| DOI |
10.63468/sshrr.212
|
| URL | |
| Keywords | Keywords not found |
Citations
No citations found. To add a citation, contact the admin at info@scimatic.org
Comments
No comments yet. Be the first to comment on this article.