ABSTRACT
This
study examined whether any difference exists in the job mobility (promotion) of
male and female who are employed in the banking institutions in Nigeria,
especially Zenith Bank. The essence of the study is to assert or disregard
discriminatory practices of not having equitable number of women being promoted
in position of decision making in the banking system. The study employed the
descriptive survey method. Using the stratified random sampling method the
study selected 250 respondents. Data used for the study were gathered through
the questionnaire. The t-test statistics was utilized to test hypothesis one
while hypothesis two was tested using the regression statistics. Result showed
that the tested male and female Zenith Bank employees differ in their career
promotion and that the variations are predicted by variables other than gender,
such as educational qualification and work experience. It is recommended that
women who are into banking or stereotype career areas should be given internal
system efficiency and to sustain the quality of banking.
TABLE
OF CONTENTS
Title page i
Certification ii
Dedication iii
Acknowledgements iv
Abstract v
Table of Contents vi
List of Tables
CHAPTER
ONE- INTRODUCTION
1.1
Background of the Study 1
1.2
Statement of the Problem 3
1.3
Objective of the Study 4
1.4
Research Questions/ Hypotheses 4
1.5
Significance/ Justification of the Study 5
1.6
Scope and Limitation of the Study 6
1.7
Organization of Study 6
CHAPTER TWO- LITERATURE REVIEW
2.1 Literature
Review 7
2.2 Theoretical
Review 7
2.3 Recent
Review-review of related and Relevant Studies 11
2.4 Mythological
Review 17
CHAPTER THREE: THEORETICAL FRAMEWORK AND METHODOLOGY
3.1 Introduction
18
3.2 Theoretical
Framework 18
3.3 Methodology 19
3.3.1 Model
Specification 19
3.3.2 Research
Design 20
3.3.3 Population 20
3.3.4 Sample
and Sampling Procedures 20
3.3.5 Research
Instrument 21
3.3.6 Validity
and Reliability of Research Instrument 22
3.3.7 Administration
of Research Instrument 22
3.2.8 Method
of Data Analysis 23
CHAPTER FOUR- RESULTS AND DISCUSSION
4.1 Demographic
information 23
4.3 Testing
of Hypotheses and Discussions 25
4.4 Discussion
of Findings 31
CHAPTER
FIVE- SUMMARY, CONCLUSION, RECOMMENDATIONS
5.1 Summary of Major findings 36
5.2 Conclusion
36
5.3 Recommendations 37
5.4 Suggestion
for Further Research Studies 37
References
38
Appendix 41
CHAPTER ONE
INTRODUCTION
1.1
Background
of the Study
Job
mobility refers to the movement of employees across grades/ positions (both
upward and downward) or a complete change in occupation. The study of job mobility has become
more central to understanding how individuals’ careers unfold as job mobility
becomes a salient part of employees’ work experiences. Promotions
subject to the change in job location (changes from one department to other
departments) are a good example of employer driven job mobility which is the
concern of this research study. It is worthy of mention that career mobility is
directly related to job advancement, career development and personal
satisfaction. It ensures that employees, over a period of time, move to job
roles suitable to their skills, goals and aspirations. In essence, internal –upward
mobility is traditionally the most desired type of job mobility because
promotions increase status, esteem, responsibilities and financial rewards.
However, careers researchers have typically
identified some factors that determine job mobility. These factors include
economic
conditions, societal characteristics , public policy and legislation, industry
differences in gender composition, wage level, labour intensity and industry
growth and organizational staffing policies (Sorensen, and Feldman, 2005;
Onyene,2004). Granted, however that these factors dictate as impacting on job
internal mobility, yet evidence of obvious discrimination against women abounds
in most establishment in terms of promotional opportunities for higher management
or executive responsibilities even where such women have proven job performance
(Okpara,2012; Onyene, 2004 citing Kuforoji Olubi, 1989). As aptly noted by
Onyene (2004) the journey to the top-management position is by no means easy
for both men and women, it is extremely hard struggle for women but opportunity
is made easier for men. The existing literature reveals that gender
inequalities have increased with respect to pay and working conditions despite
steady growth in women’s participation in the workforce worldwide. According to
the May 2000 Beijing Platform for Action, women continue to face barriers to
economic empowerment and entrepreneurship. These obstacles include
discrimination in education, training, hiring, access to credit, the right to
own and inherit property, lower levels of pay, and inequality of promotion for
equal work, as well as greater domestic responsibilities for women. Again, despite
the barriers militating against their full participation in the labor market,
the economic climate in the country requires women to augment the earning of
their husbands and parents. Therefore, their contributions to the nation’s
economy cannot be overlooked. Consequently, the issue of movement into higher
grades or positions in Nigeria organizations or institutions has become a
matter of concern for researchers, financial institutions and other
stakeholders in order to meet expectations of the gender employment. A cursory
look at the banking institutions in Nigeria shows that the industry has its own
share of challenges largely stemming from technological and economic factors. With emerging markets changing the
landscape of global economic wealth and new generations of customers demanding
faster and more innovative products, the institution like other
public institutions are faced with lots of challenges in order to move forward to deliver financial
objectives to people and organizations. This therefore
necessitates that employees of banking institutions should move from one grade
/ or position to top management and should be in control of not just their
traditional roles of planning, organizing, leading and controlling, but must
mobilize human efforts in order to meet implementation and innovative
challenges. One wonders therefore if this enormous task is either male or
female preserve or what gender sub-set is most capable of such managerial
creativity and, or change adoption?
Empirical evidence on gender job
promotion in both the educational institution and banking industry in Nigeria
seem to indicate that men occupy top management positions in different
organizations. Study by Okpara (2012) indicates that 12 percent of women are in
management position in the banking system. It should be borne in mind that inequality
in organizational headship and promotability is not only societal attitude
borne out of subjugation but an off-shoot of statues rooted in age-long
prejudice. The social and corporate organization production is in control of
men because inheritance is patrilineal (Prince bola Ajibola, 1989). According
to him, men determine the value of women in modern Nigeria in this regard. The
pertinent question that one may ask is this, if men were empowered by law, who
is the woman to attach value to herself?
On this note the organizational first callers according to Onyene (2004)
dictate by covert discrimination how women will be employed and promoted. Research
study shows that modern organization seem to have assimilated readymade
culture and experience in their rules and behavior, style of communication and
mode of relationships and that women need to learn a lot of male related career
issues in order to function successfully alongside their male peers want to
work more than a survival level jobbers hence the need to review their high
potentials, job performance, promotion within the same organization and
responsibilities etc as job mobility indicators. Given this situation, this
research study seeks to assess the job mobility of male and female employees in
Zenith Bank.
1.2 Statement
of the Problem
Job
mobility facilitates inter- and intra organizational exchange of knowledge,
contributing to organizational learning. It also contributes to developing
transferable skills among employees which in turn contribute to their employability.
However, despite these challenges that require career mobility and the
advantages that it can give organizations, most organizations are still very
traditional when it comes to job mobility, According to Onyene (2004), labeling
and, or stereotyping of behaviour and commitment to duty falls short of
rational deductions of group dynamics at work as well as the work behaviour
exhibited in the pursuance of organizational goals.. True equality of opportunity requires that both
men and women be given fair operational chance in the existing work sector to
achieve high worker devotedness to duty. The banking system ought not to be
mapped clearly along gender inequity both at the managerial leadership level as
well as after delicate social service orientation. It is against this background information
that the study seeks to evaluate job promotional effect on labour market.
1.3 Objective of the Study
The
main objective of this study is to assess job mobility of male and female employees
in Nigeria banking system, specifically Zenith Bank Lagos branches with the aim
of balancing gender gap in employment. Specific objective includes:
i.
To determine gender differential in job
mobility during their productive age.
ii. To
assess the extent of inverse and obvious variations in the exhibited level of
job mobility.
1.4 Research Questions/ Hypotheses
The following questions
will guide this study.
i.
Do male and female bank managers
significantly differ in their job mobility?
ii. Does
socioeconomic characteristic of male and female bank employees have
relationship with their job mobility?
Ho
1:
Male and female bank employees will not differ significantly in their extent of
job mobility.
HO
2:
There will be no significant relationship between male and female bank
employees’ education, performance, job position and their respective job
mobility.
1.5 Justification/ Significance of the Study
The
study is relevant in the true sense that it will promote organizational
commitment. It identified the importance of job mobility that has become more
central to understanding how individuals’ careers unfold since job mobility has
become a salient part of employees’ work experiences. The study will help
create awareness on the relevant of job mobility to organizations because
mobility within an organization is essential for effective human resource
planning and skill development. It would also help to create a better
understanding of job mobility at the societal level because job mobility enhances
the diffusion of knowledge, innovation and technology across firms and thus,
stimulate the growth of intellectual capital in a society. The study will
enable researchers to understand the major groups of structural factors that
can influence the pattern of job vacancies in the labour market: economic conditions,
societal characteristics, industry differences and organizations’ staffing policies.
This is important because career researchers have generally limited their
attention to personal factors and neglected the broader context, in which job
mobility may occur. The study will also provide a comprehensive framework for
benchmarking Nigeria institutions gender gap by becoming role models in
dividing their resources equitably between women and men, regardless of the
overall level of those resources. This study will provide information on
banking and other public institutions best practices that can help close
economic participation gaps. It will also continue to inspire further research,
policy changes and new projects by business, governments, civil society and
universities, and serve as a call to action to transform the pace of change on
an issue that is fundamental to the growth and stability of the Nigerian
economy and society.
1.6 Scope and Limitations of the Study
The
concern of this research study is on job mobility of male and female bank
employees in Zenith.. It covered 250 subjects selected from Zenith Bank PLc.
Lagos with the purpose of addressing the questions: Do male and female bank managers
significantly differ in their job mobility? Does socioeconomic characteristic
of male and female bank employees have relationship with their job mobility? In conducting this research study, obtaining
materials posed a constraint.
1.7 Organization of Study
This
research study is divided into five sections; section one comprises of the
introduction consisting the background of the study, statement of the problem,
objectives of the study, research questions hypothesis, justification /
significance of the study and organization of the study. Section two covers the
literature review with theoretical review, review of current literature
methodological review while section three majors in the research methodology
covering theoretical framework, methodology, research design, model specification,
estimation technique and sources of
data; section four is data presentation and analysis focusing on discussion of results/ findings.
Section five then covers the summary of findings, conclusion, and policy
recommendations.
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