A Study on Major Career Advancement Barriers as Perceived by Women Employees Assuming Administra Tive Posts at Some Selected Higher Institutes in Addis Ababa
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Date
2009-07
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Addis Ababa University
Abstract
The objectives of the study _were tlu-ee-folded: to identify major career advancement
barriers perceived by ,,'omen employees at Higher Institutes, to identify similarities-and
differences between Public Higher Institutes and Private Higher Institutes in relation with
perceived major career barriers, and to explore the relationships between the women's
demographic characteristics ( years of experience and age) and the perceived career
ban'iers, To meet these objectives, this study employed both quantitative study and
qualitative interview. The quantitative study used was the Women Career Barrier adapted
from CBI-Revised consisting 69 items scored on 10 sub scales to discover the career
ban'iers of 97 respondents selected for Addis Ababa University and Saint Mary's
University College (SMUC). Moreover, in-depth interviews were taken place to augment
the, result with a focus group discussion. To test the significance between average result T
,test was used to compare the mean result of two categories and one way ANOV A when
the categories were more than 2. Correlation analyses were also used to assess the
relationship between women's demographic characteristics (Years of experience and age)
and the perceived career barriers. The Research identified as major perceived major
barriers: Multiple Role Conflict, Conflict between Children and Career Demands,
Difficulties with Networking / Socialization, and job market constraint. It also. showed
that career indecision is strongly negatively correlated with age and moderately
negatively correlated with years of experience. A comparative analysis also showed that a
significant higher level of perceived sexual discrimination, Inadequate Prep" ..... on, and
Dissatisfaction with career, and decision making difficulties were exhibited by St. Mary's
University College. Related to work family conflict and children demand various
strategic direction must be fommlated. A formal mentoring program must address the
needs and constraints of all parties. The management of SMUC needs to observe the
sexual discrimination seriously, provide some sort of training on skills, necessary
education, and hand-on experience need to be facilitated, and introduce career
counseling.
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Keywords
Women Employees Assuming Administra Tive Posts