Beyond the glass ceiling: Gender inequality, career barriers, and occupational stress in the construction industry

Abstract

Although the construction industry is of strategic importance in terms of economic growth, infrastructure development, and job creation, it is considered one of the industries that generates continuous and high levels of job stress for professionals due to its project-based production structure, intense time and cost pressures, project-based and temporary organizational structures, and hierarchical work environment. These industry-specific characteristics directly affect not only project performance but also the professional sustainability, career development, and psychological well-being of employees. Current studies show that these conditions are experienced more intensely and in a multifaceted way, especially by female professionals. The fact that the construction industry has developed within a male-dominated work culture throughout its history, that decision-making processes largely proceed through informal relationship networks, and the power dynamics in the construction site environment create invisible but effective barriers that make it difficult for women to enter the sector, advance in their careers, and reach managerial positions. This situation is addressed in the literature within the framework of concepts such as the glass ceiling syndrome, career barriers, and gender inequality. When the current literature is examined, it is seen that these concepts are often examined as independent variables, but how the project-based organizational structure specific to the construction industry systematically reproduces these problems is addressed to a limited extent. The main objective of this thesis is to examine the relationships between job stress, career barriers, and the perception of the glass ceiling within the organizational and managerial dynamics of the construction industry using a holistic approach. One of the main points aimed at by the study is to demonstrate that these phenomena cannot be explained solely by individual perceptions; rather, they are structural processes shaped by the work culture and organizational structure of the sector. In this context, the professional experiences of female and male professionals in the construction sector have been analyzed comparatively. The research method was developed in two stages. In the first stage, a systematic literature review was conducted, and the concepts of job stress, career barriers, glass ceiling syndrome, and gender inequality were examined within a theoretical framework. In the second stage, a field study was conducted using both quantitative and qualitative data collection methods. In the data collection process, a questionnaire based on a 5-point Likert scale was prepared and distributed to professionals actively working in the construction sector via Google Forms, the LinkedIn platform, and the researcher's professional network. A total of ninety (90) valid responses obtained using purposive sampling were included in the analysis process. Quantitative data obtained within the scope of the research were analyzed using IBM SPSS Statistics (Version 31.0.1) software. As a result of the reliability analysis conducted to evaluate the internal consistency of the scale, the Cronbach's alpha (α) coefficient of the 53-item scale was found to be α = 0.905, indicating that the measurement instrument is highly reliable. Skewness and Kurtosis values were examined to test the assumptions of parametric analysis, and Pearson correlation analysis was applied to determine the relationships between variables. Independent samples t-test was used for variables with two groups, and one-way analysis of variance (ANOVA) was used for variables with three or more groups; homogeneity of variance was evaluated with the Levene test, and the Tukey HSD post-hoc test was applied to determine significant differences. Of the professional participants in the study, 55.56% were female (n = 50) and 44.44% were male (n = 40), with the majority of participants being between 26 and 35 years of age. The sample has a very high level of education, with a significant portion of participants holding undergraduate and postgraduate degrees. Examining the occupational distribution, it is seen that 47.78% of the participants are architects, and 45.88% are from various engineering disciplines. 71.11% of the participants work in the private sector, with the majority employed full-time. Statistical analyses revealed that the perception levels regarding career barriers (Mean = 3.36), glass ceiling perception (Mean = 3.29), and barriers to entry into the sector (Mean = 2.40) were above the average. The findings show that job stress, career barriers, and glass ceiling perceptions are not independent phenomena; rather, they are mutually reinforcing processes within the organizational structure and work culture of the sector. Gender-based differences were particularly observed in career advancement opportunities, perceived organizational support, and professional competency levels. The research results reveal that project-based work arrangements, intense work pace, and certain professional uncertainties increase employees' stress levels, playing a decisive role in their career perceptions and professional commitment. These findings show that the motivation of female professionals to remain in the sector is directly related not only to individual resilience but also to inclusive management approaches, fair and equitable promotion mechanisms, and egalitarian corporate policies. Research findings reveal that the project-based and temporary organizational structures specific to the construction industry, combined with intense workloads, time constraints, and cost pressures, create a continuous and cumulative stress burden on employees. This situation directly affects not only short-term job performance but also individuals' career perceptions, intentions to remain in the sector, and professional commitment. In particular, job role ambiguities, lack of transparency in decision-making processes, and the dominance of informal relationship networks reduce the predictability of employees' career development, further increasing their stress levels. In this context, the findings clearly demonstrate that the motivation of female professionals to remain in the sector cannot be explained solely by individual resilience or personal coping strategies; rather, it is directly related to structural elements such as inclusive leadership approaches, transparent and measurable promotion mechanisms, and egalitarian corporate policies. This thesis offers three fundamental contributions to the construction and project management literature. Firstly, it examines the relationship between gender inequality and job stress within the dynamics of project-based organizational structures, developing an integrated analytical model to bridge the gap between these two concepts, which are often treated separately in the literature. Secondly, it goes beyond reductionist approaches that explain career continuity problems in the sector through individual choices or personal shortcomings, reinterpreting these issues through structural factors such as organizational structure, sector culture, and management practices. Thirdly, it demonstrates that inclusive and gender-sensitive management policies are not only social policies that improve employee well-being, but also a strategic necessity for workforce continuity, corporate efficiency, and the long-term sustainability of the sector. This thesis points to a significant paradigm shift by demonstrating that job stress and career inequalities observed in the construction industry are not individual but systemic and structural in nature. Accordingly, it emphasizes the necessity of organizational transformation, policy development, and corporate restructuring processes, not just individual awareness or adaptation strategies, to create a fairer, more inclusive, and sustainable work environment. The continuity of human resources and the retention of qualified workforce in the sector are critically important not only for the construction industry but for all industries. Therefore, adopting management approaches that prioritize gender equality and employee well-being is considered an indispensable requirement for both the social and economic sustainability of the sector.