Table 6 the frequency, mean and standard deviation of hypothesis (2)

Glass ceiling syndrome is described as an invisible barrier that prevents women and minorities from reaching decision-making positions

84

(40%)

86

(41%)

27

(12.9%)

8

(3.8%)

5

(2.4%)

.940

Glass ceiling syndrome

shows up in our personal and social lives as well

18

(8.6%)

34

(16.2%)

41

(19.5%)

68

(32%)

49

(23%)

1.249

Glass ceiling syndromes also can induce faulty assessments of people

76

(36.2%)

59

(28.1%)

42

(20%)

22

(10.5%)

11

(5.2%)

1.190

I believe, glass ceiling syndrome is arousing from gender inequality

11

(5.2%)

24

(11.4%)

45

(21.4%)

72

(34.3%)

58

(27.6%)

1.149

Glass ceiling syndrome allows people to categorize and simplify what they observe and to make predictions about others

11

(5.2%)

24

(11.4%)

45

(21.4%)

72

(34.4%)

58

(27.6%)

1.180

Glass ceiling syndrome affects mainly women, but also minority groups as well

80

(38.1%)

74

(35.2%)

41

(19.5%)

15

(7.1%)

0

.930

The personal attitudes of an individual in promoting glass ceiling

44

(21%)

57

(27.1%)

40

(19%)

42

(20%)

27

(12.9%)

1.333

Job segregation is promoting glass ceiling syndrome in organizations

30

(14.3%)

40

(19%)

70

(33.3%)

47

(22.4%)

23

(11%)

1.196

Both the gender employees are progressing, but at a certain time women employees fail to get promoted to higher posts and their male counterparts attain the senior post on the basis of gender discrimination

52

(24.8%)

53

(25.2%)

65

(31%)

26

(12.4%)

14

(6.7%)

1.183

The friendly interpersonal relationships can hinder the glass ceiling syndrome in the organizations

29

(13.8%)

61

(29%)

64

(30.5%)

27

(12.9%)

29

(13.8%)

1.227

Despite legislation for equal opportunities for both genders and the increasing number of qualified women, they are still largely underrepresented in the decision-making process in all sectors

93

(44.3%)

66

(31.4%)

35

(16.7%)

12

(5.7%)

4

(1.9%)

1.002