الفهرس 
Research FrameworkOnly 14 pages are availabe for public view
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Abstract
This research analyzed the effect of the ”glass ceiling” on
women’s career development to top management. Even though there
is a trend toward more women completing university education and
more of them are now working, females are still underrepresented
in organizations’ top management positions. The impact of familial
factors, individual factors, organizational practices and culture,
stereotype and beliefs on women’s career progression is examined
in this research. The moderator role of social support has been
tested. The research employed a quantitative approach with selfadministered questionnaires distributed among 331 female
respondents working in the mobile industry. from the data analysis,
results revealed that family factor, individual factor, organizational
culture, organizational practices and stereotypes and beliefs are
found to have significant impact on women’s career advancement.
Furthermore, social support indicated significant moderating effect
on family factors, individual factor, organizational culture,
organizational practices, and stereotypes against women’s career
advancement. The findings of this research can help human
resource departments establish workplaces that are welcoming to
female employees. The research is crucial for helping firms better
understand the obstacles that prevent women from obtaining top
management positions at work. The findings of this research may
also assist governments in determining the kind of occupational
support that women require.
Keywords: Glass Ceiling, Women’s Career Advancement, Family
Factors, Organizational Culture, Organizational Practices and
attitudes, Personality Traits, Stereotypes and Beliefs, Social Support