Facultad de Psicología · 2026

The relationship between perceived barriers to women s promotionand individual work outcomes in Colombian organizations

Resumen

Barriers to women s access to leadership positions remain persistent, spanning cultural,social, organizational, and individual dimensions. While widely documented in developedcountries, less is known about their presence and impact in developing contexts. thisstudy examines whether such barriers exist in colombian organizations and how theyaffect individual outcomes, including role performance, turnover intention, and jobsatisfaction.using survey data from 401 employees across various organizations in Bogotá, weapplied Partial least squares structural equation modeling (Pls-sem) to test therelationship between perceived barriers and individual outcomes. Findings confirm theexistence of significant barriers to women s advancement, particularly challenges inbalancing work family responsibilities, limited access to influential networks, unequalperformance evaluations, and inequitable HR policies and practices. Results indicatethat perceived barriers have no direct effect on job performance; however, theysignificantly increase turnover intention and reduce job satisfaction. these findingssuggest that as employees perceive greater barriers, dissatisfaction grows, leading to ahigher likelihood of leaving their organizations.We conclude by recommending that organizations actively identify and remove thesebarriers through inclusive policies, equitable evaluation systems, and supportmechanisms for work family balance. addressing these obstacles is essential to fosteringequitable access to leadership roles and improving organizational well-being