This study used the 1997 and 2002 data from the National Study of Changing Work Force to examine the effect of perception on the glass ceiling. It focused on how workplace discriminatory barriers affect the advancement behaviors of the labor force. This study used three significant analytical methods. These were hierarchal multiple regression, logistic regression, and quantile regression. This study was the first to implement the use of quantile regression in analyzing these data with respect to perception to the glass ceiling debate. The results revealed a weak relationship between advancement behaviors and structural/organizational discriminatory barriers with logistic regression. Quantile regression found conflicting evidence on gender and race. Advancement behaviors showed considerable impact with regard to supervisor support. These findings were indicative that more studies on the perception of the glass ceiling and advancement behaviors should be done using more discriminatory statistical methods such as conditional quantile regression. Human capital, as previous studies had indicated, was not found to have considerable impact on this study.