Predictors of Career Advancement of Female Academic Staff in Nigerian Universities

Abubakar Idris Hassan, Mohd Nazri Baharom, Rozita Abdul Mutalib

Abstract


Female participation in the formal sector is gradually growing in hitherto male and female oriented organizations around the globe. However, the rate of female entry into higher positions of management is not encouraging relative to the number of able female labour force in the Nigeria. Using regression analysis on 368 surveys of female academic staff of Nigerian universities via statistical package for social sciences 18, this study examines predictors and found that level of education and organizational support were positively significant to career advancement. However, work experience was negatively related to career advancement. Thus, this is an insight that these positive factors are viable predictors to career advancement of female academic staff. Recommendation for future study was given in the study.


Keywords


Career advancement, education, experience, organizational support, female academicians, Nigerian universities

Full Text:

PDF

References


Abramo, G., D’Angelo, C. A., & Rosati, F. (2015). The determinants of academic career advancement: Evidence from Italy. Science and Public Policy, 1-14.

Anugwom, E. E. (2009). Women, education and work in Nigeria. Educational Research and Reviews, 4(4), 127-134.

Armstrong‐Stassen, M., & Ursel, N. D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers. Journal of Occupational and Organizational Psychology, 82(1), 201-220.

Arokiasamy, L., Ismail, M., Ahmad, A., & Othman, J. (2011). Predictors of academics' career advancement at Malaysian private universities. Journal of European Industrial Training, 35(6), 589-605.

Ballout, H. I. (2007). Career success: The effects of human capital, person-environment fit and organizational support. Journal of Managerial Psychology, 22(8), 741-765.

Bandura, A. (1986). Social foundations of thought and action: A social cognition theory. Englewood Cliff, NJ: Prentice Hall.

Barnett, B. R., & Bradley, L. (2007). The impact of organisational support for career development on career satisfaction. Career Development International, 12(7), 617-636.

Bigliardi, B., Petroni, A., & Ivo Dormio, A. (2005). Organizational socialization, career aspirations and turnover intentions among design engineers. Leadership & Organization Development Journal, 26(6), 424-441.

Bozionelos, N. (2008). Intra-organizational network resources: How they relate to career success and organizational commitment. Personnel Review, 37(3), 249-263.

Chen, Y. (2010). Career success of knowledge workers: the effects of perceived organizational support and person-job fit. iBusiness, 2(04), 389.

CIA. (2015). The World factbook. Washington DC: www.cia.org.

Duyilemi, A. N. (2007). Girl-child education and empowerment. Keynote address presented at workshop for senior secondary female students teachers and education officers. Okitipupa, Ondo, South West senatorial district: National Association of Women Academic of Nigeria.

Ejumudo, K. B. O. (2013). Gender Equality and Women Empowerment in Nigeria: The Desirability and Inevitability of a Pragmatic Approach. Developing Country Studies, 3(4), 59-66.

Garavan, T. N., O'Brien, F., & O'Hanlon, D. (2006). Career advancement of hotel managers since graduation: a comparative study. Personnel Review, 35(3), 252-280.

Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006).

Multivariate data analysis (6th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall.

Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a Silver Bullet.

Journal of Marketing Theory and Practice, 18, 139-152.

Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede Model in Context. Online Readings in Psychology and Culture, 2(1), 1-26.

International labour Organization. (2015). World employment and social outlook: The changing nature of jobs. Geneva: ILO Research Department.

Lent, R. W., Brown, S. D., & Hackett, G. (2002). Social cognitive career theory. Career choice and development, 4, 255-311.

Metz, I., & Tharenou, P. (2001). Women’s Career Advancement The Relative Contribution of Human and Social Capital. Group & Organization Management, 26(3), 312-342.

Olabisi, A. (2014). Women in the Nigerian University System: achievements, challenges and Prospects. Ado Ekiti, Ekiti State University, Nigeria: Centre for Gender and Development Studies.

Sheikhi, M. R., Khoshknab, M. F., Mohammadi, F., & Oskouie, F. (2016). Skills Required for Nursing Career Advancement: A Qualitative Study. Nursing and Midwifery Studies, (Inpress).

Tabachnick, B. G., & Fidell, L. S. (2013). Using Multivariate Statistics. Boston: Pearson.

Tansky, J. W., & Cohen, D. J. (2001). The relationship between organizational support, employee development, and organizational commitment: An empirical study. Human Resource Development Quarterly, 12(3), 285-300.

Tharenou, P., Latimer, S., & Conroy, D. (1994). How do you make it to the top? An examination of influences on women's and men's managerial advancement. Academy of Management Journal, 37(4), 899-931.

Tlaiss, H., & Kauser, S. (2011). The impact of gender, family, and work on the career advancement of Lebanese women managers. Gender in Management: An International Journal, 26(1), 8-36.

Yusuff, O. S. (2014). Gender and career advancement in academia in developing countries: Notes on Nigeria. International Journal of Sociology of Education, 3(3), 269-291.


Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution 3.0 License.