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|An evaluation of factors hindering upward mobility of women employees in public universities in Kenya; a case of Egerton University
|Orina, Kepha Omwenga
|Factors hindering upward mobility of women employees in public universities
|The public civil service in Kenya remains the biggest and most secure employer for many people who see it as an avenue through which they can develop and ﬁllﬁll their career goals. However, lack of adequate upward career progression of female employees in the sector as a result of the existing barriers and obstacles, have placed the government ﬁrmly on the spot over gender equity and equality. There is a concern that public civil service may not, aﬁer all, satisfactorily meet career development goals and upward career progression of female employees. This is despite the fact that some of them have similar or even superior qualiﬁcations compared to their male counterparts who happen to occupy senior and inﬂuential positions. This study sought to evaluate factors hindering upward mobility of women in Public Universities in Kenya. It targeted all 714 women employees of Egerton University. A random sample of 106 women employees were selected and involved in this study. Data was collected through administration of questionnaires to the selected respondents. The collected data was then processed and analysed using descriptive statistics with the aid of Statistical Package for Social Science (SPSS) version 11.5 for windows. The study ﬁndings indicate that empowering women in occupational-related factors, including professional training, academic qualiﬁcations, job performance, personality and self- motivation, was likely to enhance their upward career progression. The university career development policy emphasizes on academic qualiﬁcations and professional training in upward career progression of women employees. Politics of the country and policies of the central government determines upward career progression of women in public institutions. These study ﬁndings are fundamental in redesigning and strengthening the personnel and human resource development policies in the country by those concemed, including the Ministry of Labour and Human Resource Development, Ministry of Education, management of public universities, head of public civil service and the entire country, so as to adequately harness the potentialities of women employees in the public universities. While the study recommends emphasis on academic qualiﬁcations and professional training as the basis for upward career progression, the need for afﬁrmative action in the employment and promotion on employees in the public institutions is highlighted.
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|Faculty of Commerce
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