Research on the glass ceiling shows that women may encounter obstacles in their pursuit of high-level management positions. The purpose of this quantitative study was to test the explanatory style theoretical framework by examining relationships between women's glass ceiling beliefs, career advancement satisfaction, and quit intention and to determine whether satisfaction with career advancement opportunities mediated the relationship between glass ceilings beliefs and quit intention. Data were collected from 179 working women in the public or private sector and women who exited the public or private sector job market within the past 5 years via Web-based surveys. Glass ceiling beliefs were assessed using the Career Pathways Survey (CPS), career advancement satisfaction was assessed using the Career Satisfaction Measure, and quit intention was assessed using the Intention to Quit Scale and data were analyzed using multiple regression and correlational statistical techniques. Findings indicated significant relationships between the principal variables. Results also showed that career advancement satisfaction had a significant mediating effect on denial, resilience, and acceptance glass ceiling beliefs and quit intention. Findings may be used to help women understand how their glass ceiling beliefs and career satisfaction drivers influence their reaction to workplace events and may be used by employers to implement proactive retention strategies.