Abstract
This study examined the relationship between the perceived glass ceiling, perceptions of promotion fairness, and attitudinal outcomes for a sample of Hispanic lawyers. The results showed that gender and perceptions of ethnic discrimination were positively related to perceptions of a glass ceiling, whereas the proportion of Hispanic law associates in the organization was negatively related to a perceived glass ceiling. The perceived glass ceiling was negatively related to perceptions of promotion fairness, which in turn were positively related to perceived career prospects and negatively related to intentions to leave. Overall, perceived glass ceiling had a substantial impact on turnover intentions. Implications are discussed.
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