Women empowerment is considered as an important step to strengthen economy and improving quality of life for any community. Besides all the announcements of packages for women empowerment by Pakistan government and claims of equal employment opportunities by banking sector, we can see a number of working women still complaining about injustice and perceiving glass ceiling in their respective organization. Perceived glass ceiling is a notion that is associated with situation where women perceive that they can promote up to a specific level of organizational hierarchy. In banking sector, female employees also complain that they are facing discrimination in workplace, while according to some employees gender wage gap still exists even in present times. This study aims to illuminate the perception of female employees working in banking sector. I extend the prior work that has been done yet, on impact of glass ceiling on organizational commitment. Now the current study assesses the impact of perceived glass ceiling on organizational commitment and it is all three components, called as, affective commitment, continuance commitment and normative commitment. This research is inspired by two research objectives (1) to identify the impact of perceived glass ceiling on three components of organizational commitment named as affective commitment, continuance commitment and normative commitment and (2) to identify the impact of perceived glass ceiling on overall organizational commitment among female employees of banking sector. Prior studies have indicated negative impact of glass ceiling on organizational commitment and injustice perception of working women in corporate sector and academic field. Meyer and Allen have suggested three components of organizational commitment; called as affective commitment, continuance commitment and normative commitment. No study before have assessed impact of glass ceiling on these components separately. Besides, no prior research has yet considered impact of perception of glass ceiling on organizational commitment. Keeping in view, Meyer and Allen?s work, current research proposed a theoretical framework that links three- component model to perceived glass ceiling. By bridging two literature gaps, this study proposes four hypothesis i.e. (1)Perceived glass ceiling is negatively related with organizational commitment; (2)Perceived glass ceiling is negatively related with affective commitment; (3) Perceived glass ceiling is negatively related with continuance commitment and (4)Perceived glass ceiling is negatively related with normative commitment. A deductive research has been conducted supported by a survey in which 195 female employees of banks has been participated. For this survey, judgmental sampling technique has been used. While the instrument used for the survey was combination of Workplace Prejudice/Discrimination Inventory, Organizational Commitment Questionnaire and Organizational Commitment scale. It was consisted on four sections containing 25 items, first section include demographic constructs, while other three sections were about perceived glass ceiling, organizational commitment and its three component. Findings from the research illustrate that female employees perceives glass ceiling to some extent. However, majority of respondents believes that they do not perceive glass ceiling in bank where they are working. Findings of survey revealed uneven distribution of human capital among higher positions in banks. While the results confirmed inverse relationship between perceived glass ceiling and organizational commitment. Results also support the model by verifying negative impact of PGC on affective commitment, continuance commitment and normative commitment.