The role of visibility and career advancement of women in Kenya

Linge, Teresia Kavoo; VanRensburg, Willie; Sikalieh, Damary

doi:10.4314/jolte.v2i1.52011

Cited by 4 publications

(5 citation statements)

References 8 publications

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“…According to Cooper, (14) reductions in job security leads to lower levels of commitment and therefore job satisfaction, organizational instability and ongoing change with potentially negative consequences undermine job security. Comparing to finding of previous study, majority of the respondents were neutral with their job security (12).Our research finding indicated that only 80 (34%) of the employees at Misurata medical center were satisfied with their monthly salary. This finding is consistent with finding of previous study (12).…”

Section: Discussioncontrasting

confidence: 73%

“…Comparing to finding of previous study, majority of the respondents were neutral with their job security (12).Our research finding indicated that only 80 (34%) of the employees at Misurata medical center were satisfied with their monthly salary. This finding is consistent with finding of previous study (12). However, Armstrong indicated that notes that, money, in any form of pay, is the most obvious form of extrinsic reward and it "provides the carrot remuneration that most people want."…”

Section: Discussioncontrasting

confidence: 73%

“…In contrast, the Majority of the respondents were further categorical that they had good working relationships with their co-workers (12). Based on our finding, only 76 (32.5%) of participants were satisfied with their Physical condition of work place.…”

Section: Discussionmentioning

confidence: 69%

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The influence of extrinsic work factors on job satisfaction among the workers in Misurata medical center, Misurata, Libya

Elbahloul,

Amer,

Almajdoub

et al. 2024

LJMR

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Background: Satisfaction of job among employees in health care is an important tool to measure the improvement of quality in healthcare services. Reduced satisfaction level may lead to increasing of turnover of staff and absence from the work, which has great impaction on the efficiency and effectiveness of services in healthcare. The aim of this study was to assess the influence of extrinsic work factors on job satisfaction among the employees in Misurata medical center. Methodology: A Cross-sectional study using a self-administrated questionnaire was conducted among 234 randomly selected workers at Misurata medical center in Libya. Results: Out of 260 distributed questionnaires, 234 of them were returned, which represents a response rate of 90%. A total of 234 workers comprising of 154 (65.8 %) were male and 80 (34.2%) were female workers. The findings indicate with exception of co-workers relationship, low proportions of job satisfaction varies from 23% to 52% were determined among the employee regarding the other extrinsic job factors. However, the job satisfaction was significantly influenced by the age, education level, and job category as well as work experience among the employee (p < 0.001). Moreover, the job satisfaction was not significantly affected by gender and marital status of employees (p > 0.001). Conclusion: majority of employees in Misuarat medical center tended to be unsatisfied with their job. Active interventions are required to improve the job satisfaction and receiving better quality of care.

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Section: Discussioncontrasting

confidence: 73%

Section: Discussioncontrasting

confidence: 73%

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The influence of extrinsic work factors on job satisfaction among the workers in Misurata medical center, Misurata, Libya

Elbahloul,

Amer,

Almajdoub

et al. 2024

LJMR

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“…Moreover, ethical leaders can help improve employees' intrinsic motivation by applying fair treatment and caring about employees' personal needs and interests. In a hospitality context, it is important that the leaders take a flexible approach to rotate employees to their preferred team that fits their ability because job rotation has been identified as a predictor of intrinsic motivation (Linge, 2019). Meanwhile, entrepreneurial leaders should provide their employees with challenging goals as well as grant them autonomy to explore initiatives to fulfil such goals to promote employees' intrinsic motivation.…”

Section: Practical Implicationsmentioning

confidence: 99%

Can both entrepreneurial and ethical leadership shape employees’ service innovative behavior?

Hoang

Du²,

Nguyễn

2022

JSM

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Purpose Employee’s service innovative behavior lays the groundwork for bottom-up innovation and ongoing service improvement in service firms. Therefore, it is vital for service organizations to understand the antecedents of employees service innovative behavior. Drawing upon the social cognitive theory, this study aims to develop a research model that examines the effects of ethical and entrepreneurial leadership on service innovative behavior. Design/methodology/approach Data were collected from 178 managers and 415 employees working in 178 small- and medium-sized (SME) hotels in Vietnam. Findings The findings showed that ethical leadership has direct and indirect effects on service innovative behavior, while entrepreneurial leadership only influences service innovative behavior via intrinsic motivation. In addition, trust in leader moderates the effect of intrinsic motivation on service innovative behavior Research limitations/implications The study advances current scholarly research on leadership by combining the two areas of entrepreneurial and ethical leadership into one theoretical model and examines how these leadership styles generate hospitality employees’ service innovative behavior through the mediating effect of intrinsic motivation and the moderating effect of trust in leader. Practical implications The findings of this research offer significant implications for SME hotels and their managers. In their recruitment processes, hotels should search for particular personality traits, which have been found to predict ethical and entrepreneurial leadership. Hospitality firms also need to encourage communication between leaders and co-workers to enhance employees’ intrinsic motivation. Originality/value There are calls for research to examine whether both entrepreneurial and ethical leadership styles can be integrated to enhance employees’ positive outcomes. Evidence about the mechanism linking entrepreneurial and ethical leadership to service innovative behavior is limited. With this stated, the current study makes significant contribution to leadership and innovation literature by filling in these voids.

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“…Igbaria and Baroudi (1995) investigated that women received less favourable chance for advancement in their organization as compared to male. To reduce barriers toward career advancement faced by female, Linge, VanRensburg, and Sikalieh (2010) recommended that women should increase their visibility with professional association, client's networks, peers and friends, which in turn enhanced their presence and career progress. Although, evaluating employee performance on work and comparing the difference between performance levels of gender, result in different approach for advancement.…”

mentioning

confidence: 99%

Major Determinants of Career Development: Employees’ Perception

Samim¹

2015

JISR-MSSE

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The pursuit of success and self-satisfaction has evolved greatly among employees today. People are getting more conscious and are striving hard to excel their career. Good career has become a symbol of status and glory, and individuals designated at higher ranks receive more eminence and esteem in our society. Career development is the "total constellation of psychological, sociological, educational, physical, economic, and changing factors that combine to influence the nature and significance of work in the total lifespan of any given individual" (NCDA, 2008). Therefore, as to shape one's professional path, the prime objective is to align the academic knowledge with real-world experiences. It is a constant thrift for employees to learn more about the hidden factors, which would catalyse success in their career life.

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The role of visibility and career advancement of women in Kenya

Cited by 4 publications

References 8 publications

The influence of extrinsic work factors on job satisfaction among the workers in Misurata medical center, Misurata, Libya

The influence of extrinsic work factors on job satisfaction among the workers in Misurata medical center, Misurata, Libya

Can both entrepreneurial and ethical leadership shape employees’ service innovative behavior?

Major Determinants of Career Development: Employees’ Perception

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