Causal-Structural Analysis of Glass Ceiling Barriers in the Career Advancement of Female Librarians at Payame Noor University Using DEMATEL and ANP Techniques

Document Type : Research Paper

Authors

1 Assistant Professor, Department of Economics, Payame Noor University, Tehran, Iran.

2 Assistant Professor, Department of Management, Payame Noor University, ،Tehran, Iran.

3 Assistant Professor, Department of Management, Payame Noor University, Tehran, Iran.

4 Lecturer, Department of Basic Sciences, Instructor, National University of Skills, Tehran, Iran.

Abstract

This study conducted a causal-structural analysis of the glass ceiling barriers that impede the career advancement of female librarians at Payame Noor University. It investigates this invisible gender barrier, which restrictswomen’s promotion to managerial positions, by identifying causal relationships and weighing influencing factors to inform empowerment strategies. The qualitative portion of the research was initiated by employing a mixed-methods sequential design. Thematic analysis of data from open-ended questionnaires was conducted in Python. In the quantitative phase, 100 female librarians were selected via cluster sampling and were required to complete a validated 19-item questionnaire created by the researcher (Cronbach’s α = 0.917). The data were analyzed in Python using DEMATEL for causal modeling and ANP for prioritization.
The results revealed 19 influential factors, with personal constraints associated with the perception of the glass ceiling—specifically, perceived discrimination and its impact (weights 0.28 and 0.25)—being the most significant variables. Structural factors, such as family responsibilities and masculine organizational culture, also demonstrated significant causal relationships with career advancement. These results corroborate that the professional development of female librarians is significantly restricted by the glass ceiling.
To resolve this issue, the study suggests that Payame Noor University implement targeted interventions, including systematic discrimination monitoring, gender empowerment training, and work-life balance policies, in order to promote equal opportunity. These insights can serve as a basis for institutional change and can direct the development of national higher education policy in the direction of increased gender equity.

Keywords

Main Subjects

References

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Woman in Development & Politics
Volume 23, Issue 4
January 2026
Pages 771-805

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