Abstarct: In today's organizations, intangible assets play an important role in achieving the goals of the organization. Human resources, as a key capital, play a decisive role in the progress of organizations and society. Women constitute half of human capital, and subjective career success is recognized as one of the fundamental goals in women's individual and social lives. Women face various factors such as personality traits as key factors in determining individual behaviors and decision-making, glass ceilings as structural and cultural barriers, job resources as facilitating factors in overcoming existing challenges, and work-family enrichment as a better balance between work and family responsibilities on the path to achieving career success. This study aimed to investigate the effect of personality traits on subjective career success of women, considering the mediating role of glass ceilings, job resources, and work-family enrichment, with a descxriptive correlational approach and structural equation modeling method. The statistical population of the study consisted of women working at Ayatollah Kashani Hospital in Shahrekord. The size of the statistical population is 726 people, which is baxsed on the Morgan table and using the stratified random sampling method, the sample size is 256 people. The required information was collected through a questionnaire and the validity and reliability of this questionnaire were examined through Smart PLS and SPSS software. The research findings, while confirming the research hypotheses, show that women with higher perseverance and stability of interest perform better in the dimensions of happiness, mental health and career success. Access to job resources increases women's subjective career success. Women with stronger personality traits are less affected by glass ceiling barriers. Work-family balance, however, may reduce career success due to the multiple pressures on women. This research, with an integrated and comprehensive view, examines the factors affecting women's subjective career success in the cultural context of Iran and analyzes the dynamic interaction of three categories of individual, organizational and facilitating factors simultaneously. Also, by examining the role of less studied personality traits such as interest stability, it adds to the richness of the existing literature in the field of industrial-organizational psychology and human resource management and paves the way for designing more effective practical strategies.