scholarly journals INFLUENCE OF PERCEIVED GLASS CEILING AND PERSONAL ATTRIBUTES ON FEMALE EMPLOYEES’ ORGANIZATIONAL COMMITMENT

2018 ◽  
Vol 7 (1) ◽  
pp. 1556
Author(s):  
Chibuzor Uchenna Onuoha
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Glass Ceiling ◽  
Educational Status ◽  
Personal Attributes ◽  
Cross Sectional ◽  
Public Sector Organizations ◽  
Female Employees ◽  
Organizational Tenure ◽  
Job Position

The present study, which was designed as a cross-sectional research investigated the role of personal attributes (age, education, job position, organizational tenure) and the perceived glass ceiling on organizational commitment of senior level female employees in public sector organizations. One hundred and fifty-two female workers with a mean age of 36.6 (s.d. = 9.03) were conveniently sampled from eight public sector organizations in southwest Nigeria. Job position was categorized into three: supervisor (33.6%), middle management (51.3%) and senior management (15.1%). Their educational status ranged from national diploma to post-graduate certificates. Each respondent completed a questionnaire that contained standardized scales that measured perceived glass ceiling, organizational commitment, age, education, job position and organizational tenure. Results showed significant joint influence of age, education, job position, organizational tenure and perceived glass ceiling on organizational commitment. Perceived glass ceiling and age contributed most to organizational commitment. It was concluded that personal attributes influenced organizational commitment but perceived glass ceiling and age contributed significantly to organizational commitment.

scholarly journals Leadership Styles Dimensions and Organizational Commitment Nexus: Evidence from a Public Sector in Nigeria

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Helen Elena Jekelle ◽  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Leadership Style ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Laissez Faire ◽  
Transformational Leadership Style ◽  
The Impact

Scholarly works have shown that one of the outstanding factors of organizational commitment has been leadership, which relates to the style adopted by the leader and the impact it has on the commitment level of employees for performance. The aim of this research was to explore the effect of leadership styles on organizational commitment. Transformational, transactional, and laissez faire styles of leadership were examined. A cross-sectional survey of 151 employees at a public sector agency in Abuja, Nigeria, was conducted. The research employed a quantitative approach to the collection of data using questionnaire administration. All questionnaire items were assessed using the five-point Likert scale. Inferential statistics in research was carried out using multiple regression technique to substantiate the survey findings. Based on the Great man theory, Contingency theory and Behavioural theory, the study confirms that transformational, transactional and laissez faire leadership styles and organizational commitment were statistically associated. In terms of contribution to the model, the explanatory variables jointly contributed 68.2 percent in explaining organizational commitment. On individual contribution, transformational leadership style contributed the most, 58.6 percent to the model while transactional leadership style contributed 11.8 percent to the model and finally laissez-faire leadership style contributed 11.2 percent to organizational commitment in the study context. The study therefore recommends that AEA should use continuous transformational leadership style practices to sustain high employee commitment and organizational effectiveness. Also, AEA should apply a bit of both transactional and laissez faire leadership styles from time to time depending on the situation of things at the workplace as there is no particular leadership style that is one-size fit all but depends on situation at hand. One realistic implication that could be learned from this study is that in order to minimize employee turnover, managers need to implement affirmative strategies that will benefit the establishment.

scholarly journals Leadership Styles Dimensions and Organizational Commitment Nexus: Evidence from a Public Sector in Nigeria

2021 ◽  
Author(s):  
Helen Elena Jekelle
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Leadership Style ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Laissez Faire ◽  
Transformational Leadership Style ◽  
The Impact

Scholarly works have shown that one of the outstanding factors of organizational commitment has been leadership, which relates to the style adopted by the leader and the impact it has on the commitment level of employees for performance. The aim of this research was to explore the effect of leadership styles on organizational commitment. Transformational, transactional, and laissez faire styles of leadership were examined. A cross-sectional survey of 151 employees at a public sector agency in Abuja, Nigeria, was conducted. The research employed a quantitative approach to the collection of data using questionnaire administration. All questionnaire items were assessed using the five-point Likert scale. Inferential statistics in research was carried out using multiple regression technique to substantiate the survey findings. Based on the Great man theory, Contingency theory and Behavioural theory, the study confirms that transformational, transactional and laissez faire leadership styles and organizational commitment were statistically associated. In terms of contribution to the model, the explanatory variables jointly contributed 68.2 percent in explaining organizational commitment. On individual contribution, transformational leadership style contributed the most, 58.6 percent to the model while transactional leadership style contributed 11.8 percent to the model and finally laissez-faire leadership style contributed 11.2 percent to organizational commitment in the study context. The study therefore recommends that AEA should use continuous transformational leadership style practices to sustain high employee commitment and organizational effectiveness. Also, AEA should apply a bit of both transactional and laissez faire leadership styles from time to time depending on the situation of things at the workplace as there is no particular leadership style that is one-size fit all but depends on situation at hand. One realistic implication that could be learned from this study is that in order to minimize employee turnover, managers need to implement affirmative strategies that will benefit the establishment.

scholarly journals Peran kepemimpinan transformasional dalam meningkatkan employee engagement dan dampaknya pada kinerja pegawai

2019 ◽  
Vol 4 (1) ◽  
pp. 1-12
Author(s):  
Riska Afiani ◽  
Ahim Surachim ◽  
Masharyono Masharyono
Keyword(s):  
Transformational Leadership ◽  
Public Sector ◽  
Employee Engagement ◽  
Employee Performance ◽  
Computer Software ◽  
Total Sample ◽  
Cross Sectional ◽  
High Category ◽  
Public Sector Organizations ◽  
The Impact

The objectives of this research are to determine whether how much influence transformational leadership has on employee engagement and its implications for the performance of employees of public sector organizations. The design of this study was a cross-sectional method and used descriptive and verification type research methods. Data for this study were collected using a saturated sample with a total sample of 40 people. Analysis of this research data using simple linear regression with SPSS 24.0 for Windows computer software program (Statistical Product for Service Solution). The results of this study indicate that transformational leadership in public sector organizations is quite effective, employee engagement is in the high category and employee performance is in the high category. The current study found that the impact of effective transformational leadership can increase employee engagement and vice versa, if transformational leadership is not effective then employee engagement will not increase. This also happens to employee performance, if employee engagement is low it will result in low employee performance and conversely if employee engagement is high then the performance of employees will also increase.

Quality of work life of Emirati women and its influence on job satisfaction and turnover intention

2018 ◽  
Vol 31 (2) ◽  
pp. 352-370 ◽  
Author(s):  
Fauzia Jabeen ◽  
Heather Lynn Friesen ◽  
Kilani Ghoudi
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Turnover Intention ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Public Sector Organizations ◽  
Female Employees

Purpose The purpose of the paper is to examine the quality of work life (QoWL) and its influence on job satisfaction and turnover (job-leaving) intention of Emirati women employed in various public sector organizations in the United Arab Emirates (UAE). Design/methodology/approach Data were collected through a structured questionnaire gleaned from literature, and were analyzed through partial least squares structural equation modeling. Findings QoWL was found to have a significant relationship with all variables in the model, and was found, as hypothesized, to have a positive effect on job satisfaction and a negative effect on turnover intention. Research limitations/implications One of the main limitations of this study is that the sample is drawn from only Emirati female employees who were working in public organizations based in the Abu Dhabi region, the capital of UAE, and hence, cannot be generalized. Practical implications This study helps policy makers by identifying crucial points that can improve Emirati female employees’ QoWL with a commensurate reduction in turnover intention in a collectivistic society. Public sector organizations should address the factors that directly affect Emirati women’s QoWL and job satisfaction, as it will ultimately result in less staff turnover, greater productivity, and will also support the localization strategy. Originality/value The study is one of the first enquiries which stresses the importance of understanding how Emirati female employees perceive and categorize themselves as a valuable element of the workplace alongside the significance of augmenting their sense of belongingness to their organization.

scholarly journals The Effect of Personality Traits on Organizational Commitment: Moderating Role of Distributive Justice: A Case of Public Sector Female Colleges of District Peshawar

2021 ◽  
Vol 2 (2) ◽  
pp. 157-168
Author(s):  
IMRAN SAEED ◽  
GHAYYUR QADIR ◽  
GHAYYUR QADIR
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Distributive Justice ◽  
Personality Traits ◽  
Sample Size ◽  
Direct Effect ◽  
Moderator Variable ◽  
Cross Sectional ◽  
Moderating Role

Many studies have been conducted on personality traits in different organizations and an in different culture, different region and in different countries. The current study is talk about the two traits of personality i.e agreeableness and neuroticism and their effect on employee organizational commitment. And the main contribution of this study is to introduce distributive justice as a moderator variable. Data was collected from public sector female colleges of a Peshawar district. The sample size of this study was (n=120) and the data was cross-sectional in nature. The results reveal that the direct effect of agreeableness and distributive justice on organizational commitment is significant and positive while neuroticism has insignificant effect on organizational commitment. While the combined effect shows that both interactions terms has positive and significant effect on organizational commitment.

Women’s glass ceiling beliefs predict work engagement and burnout

2017 ◽  
Vol 36 (9) ◽  
pp. 1125-1136 ◽  
Author(s):  
Senthil Arasu Balasubramanian ◽  
Remya Lathabhavan
Keyword(s):  
Glass Ceiling ◽  
Work Engagement ◽  
Structural Equation ◽  
Negative Relationship ◽  
Cross Sectional Study ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Female Employees ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between glass ceiling beliefs, work engagement, and burnout. Design/methodology/approach A research model was developed based on the constructs from the Career Path Survey (CPS) and a literature review of research related to work engagement and burnout. Data from a cross-sectional study of 467 female employees from banks in India were collated and empirically tested, using structural equation modeling. Findings Denial and resilience were positively related to work engagement and negatively to burnout. Resignation and acceptance had a positive relationship with burnout and a negative relationship with work engagement. Research limitations/implications Further longitudinal studies focusing on different occupational sectors and career aspects can be considered for a more accurate and generalized insight into this concept. Practical implications Glass ceiling survey can be considered as an input for human resource functions for effectiveness of the organization. Originality/value This paper is the first to analyze the connection between the beliefs that women have about the glass ceiling and burnout and its components.

scholarly journals Job satisfaction of women employees of the public sector of Afghanistan

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arezo Mehrzad ◽  
Pierre Rostan
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Gender Discrimination ◽  
Added Value ◽  
Content Type ◽  
The Public ◽  
Women Employees ◽  
Public Sector Organizations ◽  
Female Employees ◽  
Job Promotion

PurposeThis paper focuses on job satisfaction of women employees in the public sector of Afghanistan and identifies factors and challenges influencing women's job satisfaction in their workplace.Design/methodology/approachThe survey data were gathered from 92 employees working at the Ministry of Finance at different position levels.FindingsThe findings indicate that women employees highly prioritize salary increment and job promotion as their main job satisfaction factors while mentioning low salary, delay in salary payment and unsuitable workplace as the biggest challenges. Among recommendations, the research suggests to launch workshops for male employees to improve their behavior with women employees in the workplace, to promote employees based on their merit regardless of gender, to standardize salary scales, to develop a chart of female rights highlighting how they should be treated in their workplace and to support the female employees by eliminating gender discrimination and providing a secure work environment free of gender bias.Social implicationsThe findings and recommendations may help public sector organizations as well as the private sector of Afghanistan to improve women employees' job satisfaction.Originality/valueThis article represents an added value for the literature which lacks references about the satisfaction of women working in the public sector of Afghanistan.

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