Glass ceiling means invisible and hard-to-break barriers in promotions that could be evaluated as a result of personal, institutional and societal factors. Glass ceiling occurs if merit and success of employees are disregarded in the promotion. Studies in relevant literature mainly focus on barriers sourced from gender or ethnic background differences. In Turkey, the significant majority of glass ceiling studies specifically focus on private sector institutions and the influence of gender differences. These previous studies attempt to define the roots of glass ceiling barriers and the ways of elimination of those barriers. Whereas, it is also important to identify the glass ceilings that hinder qualified personnel in public institutions from the career life and producing solutions concerning these barriers. The aim of this study is to define perceptions of academic personnel with regard to glass ceilings that not limited to gender and ethnicity over their administrative career paths. The sample of the research was selected from the faculties of the State universities established in 1992. The study gives, first of all, conceptual and theoretical background. Afterward, field research was conducted on the selected sample using both quantitative and qualitative methods. It was analyzed by statistical tests the level of perception of the factors (1) organizational culture and policies, 2) stereotypes and prejudices, 3) fears and anxieties, 4) role conflicts, 5) professional eligibilities, 6) disappointments, and 7) informal communication networks) that prevented some academicians from being promoted to senior administrative positions. Qualitative interview forms were evaluated by content analysis and they were compared with quantitative data. As a result, demographic variables were effective in the perception of glass ceiling other factors than disappointments factor. According to the findings it was found that the effects of glass ceiling syndrome were not only caused by gender differences.