Individuals have to fulfill multiple roles such as childhood, motherhood, fatherhood, employee and manager throughout their lives. Individuals spend most of their lives with their families or at work. For this reason, roles related to work and family are among the most prominent roles in the lives of individuals and must be performed simultaneously in limited energy and time (Özdevecioğlu & Doruk, 2009). Work-family conflict arises when there is a mismatch between the role adopted as a member of an organization and the role adopted as a member of a family (Efeoğlu & Özgen, 2007). Greenhaus and Beutell (1985) mention three types of work-family conflict based on time, tension and behavior. Time-based conflict, where the time that individuals allocate to one role makes it difficult to participate in another role; tension-based conflict where tension in one role prevents them from participating in another role; behavioral conflict occurs when behaviors required for one role do not match behavioral expectations in another role. There are two aspects of work-family conflict: work-intervention in the family and family-intervention in work (Gutek, Searle, & Klepa, 1991). Carlson, Kacmar, and Williams (2000) tried to measure the related conflict based on a six-dimensional structure by combining these three types and two aspects

Gender role can be explained as the group expectation that society defines for women and men and expects them to fulfill in accordance with genders (Altınova & Duyan, 2013). Ellemers (2018) mentions that gender-related judgments affect both the way women and men define themselves and the way they are treated by other people by preventing the distribution of duties and responsibilities within the family and the equal benefit from the established relationship. The roles that gender imposes on women and men can affect the cognitive, affective and behavioral reactions of the individual in business and family life. Perceptions that are far from egalitarianism about gender create feelings of guilt and inadequacy in women (Bayar-Türkoğlu, Yüceer-Kardeş, Özdemir & Sever, 2022). Women who experience this feeling may limit their professional promotion opportunities and disrupt their careers by giving more importance to marriage instead of business life, and to their children instead of career life (Arslan, 2012). Career satisfaction is considered as the satisfaction of the individual with the degree of reaching the goals set in the career process (Yüksel, 2005). Aarntzen , Derks , van Steenbergen and van der Lippe (2022) revealed that internalized gender stereotypes increase the sense of guilt that working mothers attach more importance to their work than their families compared to fathers . In the study conducted by Önel (2006), it was determined that women's tendency to quit their job is more than men when it comes to work-family conflict. As it is seen, the problems experienced by female employees in the context of the responsibilities brought by their traditional roles play a role in their career development processes. In this context, in this study, it will be tried to determine the relationships between gender perception, work-family conflict, maternal employment guilt and career advancement aspiration of mothers working in educational institutions.

In this study, it was tried to determine the relationships between working mothers' perception of gender, work-family conflict, maternal employment guilt and career advancement aspiration. The universe of this research consists of female teachers and education administrators working in a province in the Central Anatolia Region of Turkey. A total of 6767 female teachers and education administrators work in this province. The sample of this research consists of 550 female teachers and administrators. The data collection tools used in this study are: Gender Perception Scale: This data collection tool, developed by Altınova and Duyan (2013), is a 5 - point Likert -type scale consisting of 25 items and a single dimension. The Cronbach Alpha coefficient of this scale was calculated as 0.872 by the relevant researchers. Work-Family Conflict Scale: It consists of work-family conflict and family-work conflict parts developed by Carlson, Kacmar and Williams (2000) and adapted into Turkish by Erdoğan (2009). It consists of a total of 18 items in the form of 9 items and 3 dimensions in both parts. The Cronbach Alpha values of this 6 - point Likert -type scale are 0.891. and reported as 0.884. Maternal Employment Guilt Scale: The scale developed by Yüce-Selvi and Kantaş (2019) consists of 15 items and a single dimension. The Cronbach Alpha value of this 6- point Likert -type scale was stated as 0.94 . Career Advancement Aspiration Scale: Van Emmerik , Baugh , and This scale, which was developed by Euwema (2005) and adapted to Turkish by Özdaşlı , Kanten and Kanten (2009), consists of 6 items and one dimension. The reliability of this 5-point Likert-type scale was stated as 0.89 by the relevant researchers. The hypotheses of the research are as follows: H1: Gender perception predicts maternal employment guilt. H2: Gender perception predicts work-family conflict. H3: Work-family conflict predicts maternal employment guilt. H4: Maternal employment guilt predicts career advancement aspiration. H5: Work family conflict predicts career advancement aspiration. H6: Work family conflict predicts the desire for career advancement aspiration through maternal employment guilt. H7: Perception of gender predicts maternal employment guilt through work-family conflict. H8: Perception of gender predicts career advancement aspiration through work-family conflict and maternal employment guilt. In this study, confirmatory factor analysis will be used to ensure the structural validity of the relevant data collection tools, and the Croanbach Alpha coefficient will be calculated to ensure its reliability. In addition, correlation, regression and path analysis will be performed for the relations between the variables.

As a result of this study, it is thought that the gender perception of working mothers may affect work-family conflict and trigger the feeling of guilt about employment in mothers. Work-family conflict, on the other hand, is the negative situation caused by the unrelated pressures and events that will arise in the work or family life of individuals (Tokmak, 2019). While women are expected to exhibit the roles of modern business life, on the other hand, the expectation of continuing their traditional roles at home causes conflict (Arslan, 2012). In the study conducted by Bayar Türkoğlu, Yüceer Kardeş, Özdemir and Sever (2022), it was stated that gender perception predicted maternal employment guilt through work-family conflict . This sense of guilt experienced by mothers is among the possible outcomes that affect their professional career decisions.

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