Glass Ceiling in the Nigerian Banking Sector: Evidence from Senior Male and Female Employees

• Autorzy: Dennis Pepple , Raphael Oseghale , Elly Nmecha , Joyce Nwagu
• Języki publikacji: EN

Abstrakty

EN

The banking and finance sector is a major employer in many countries, especially in emerging economies. Decisions made in the sector have significant implication on the economy. There is evidence that decision-making has significant implications for organisations (and, by extension, the economy) when their management teams are diverse in terms of gender. Yet only a few women are promoted to executive and managerial roles. This research qualitatively explores how senior male and female employees experience the glass ceiling in the Nigerian banking sector. We conducted 40 interviews, comprising 20 senior male executives and 20 senior female executives from 4 banks in Nigeria. Our study reveals that the glass ceiling is characterised by a male-dominated meritocratic organisational culture that is driven by the goal of profit maximisation, consistent with the meritocratic perspective of role congruity theory. We contribute to the extant literature on this topic by examining how women's strategies for navigating this landscape (namely, the self-directed actions women take in order to progress in their careers) diminish men's view of the glass ceiling, suggesting a paradox of meritocracy. This study contributes significantly to the debates on the future of women's progression in the banking sector in an emerging economy. (original abstract)

Słowa kluczowe

EN

Organisational culture; Meritocracy; Banking sector

PL

Kultura organizacyjna; Merytokracja; Sektor bankowy

• Czasopismo: Contemporary Economics
• Rocznik: 2024
• Tom: 18
• Numer: nr 1
• Strony: 101--117

Twórcy

autor

Dennis Pepple

• University of Leicester, Leicester, UK

autor

Raphael Oseghale

• University of Hertfordshire, Hatfield, UK

autor

Elly Nmecha

• University of Westminster, London, UK

autor

Joyce Nwagu

• University of Leicester, Leicester, UK

Bibliografia

• Abegaz, M., & Nene, G. (2022). Gender wage and employment gaps in the Sub-Saharan Africa economic sectors. In E. F. Wamboye, & B. Fayissa (Eds.), The Palgrave handbook of Africa's economic sectors (pp. 919-941). Palgrave Macmillan. https://doi.org/10.1007/978-3-030-755560
• Aboubichr, B., & Conway, N. (2023). The gaming of performance management systems in British universities. Human Relations, 76(4), 602-628. https://doi.org/10.1177/0018726721105282
• Aderemi, T., & Alley, I. (2019). Gender pay gap in the workplace: the case of public and private sectors in Nigeria. Journal of Social and Economic Development, 21(2), 370-391. https://doi.org/10.1007/s40847-019-00079-9
• Ajibade Adisa, T., Mordi, C., Simpson, R., & Iwowo, V. (2021). Social dominance, hypermasculinity, and career barriers in Nigeria. Gender, Work & Organization, 28(1), 175-194. https://doi.org/10.1111/gwao.12537
• Akanji, B., Mordi, C., & Ajonbadi, H. A. (2020). The experiences of work-life balance, stress, and coping lifestyles of female professionals: insights from a developing country. Employee Relations: The International Journal, 42(4), 999-1015. https://doi.org/10.1108/ER-01-2019-0089
• Alhalwachi, L., & Mordi, C. (2022). Organisational, societal, and individual factors affecting women's career progression in Bahraini banking sector. Journal of Sustainable Finance & Investment, 12(1), 103-127. https://doi.org/10.1080/20430795.2021.1922064
• Ali, M., Lei, S., & Wei, X. Y. (2018). The mediating role of the employee relations climate in the relationship between strategic HRM and organizational performance in Chinese banks. Journal of Innovation & Knowledge, 3(3), 115-122. https://doi.org/10.1016/j.jik.2016.12.003
• Allen, T. (2018, August 18). Six hard truths for women regarding the glass ceiling. Forbes. https://www.forbes.com/sites/terinaallen/2018/08/25/six-6-hard-truths-for-women-regarding-that-glass-ceiling/. Accessed on the 15th of July, 2023
• Babic, A., & Hansez, I. (2021). The glass ceiling for women managers: Antecedents and consequences for work-family interface and well-being at work. Frontiers in Psychology, 12, 677. https://doi.org/10.3389/fpsyg.2021.618250
• Bart, C., & McQueen, G. (2013). Why women make better directors. International Journal of Business Governance and Ethics, 8(1), 93-99. https://doi.org/10.1504/IJBGE.2013.052743
• Basit, T. (2003). Manual or electronic? The role of coding in qualitative data analysis. Educational research, 45(2), 143-154. https://doi.org/10.1080/0013188032000133548
• Baumgartner, M. S., & Schneider, D. E. (2010). Perceptions of women in management: A thematic analysis of razing the glass ceiling. Journal of Career Development, 37(2), 559-576. https://doi.org/10.1177/0894845309352242
• BBC News. (2017, December 13). 100 women: Why I invented the glass ceiling phrase. BBC News. https://www.bbc.co.uk/news/world-42026266. Accessed on the 15th of July, 2023
• Bell, M. D., Imal, A. E., Pittman, B., Jin, G., & Wexler, B. E. (2019). The development of adaptive risk taking and the role of executive functions in a large sample of school-age boys and girls. Trends in Neuroscience and Education, 17, 100120. https://doi.org/10.1016/j.tine.2019.100120
• Berger, A. N., Kashyap, A. K., Scalise, J. M., Gertler, M., & Friedman, B. M. (1995). The transformation of the US banking industry: What a long, strange trip it's been. Brookings Papers on Economic Activity, 1995(2), 55-218. https://doi.org/10.2307/2534612
• Bierema, L. L. (2016). Women's leadership: Troubling notions of the "ideal"(male) leader. Advances in Developing Human Resources, 18(2), 119-136. https://doi.org/10.1177/1523422316641398
• Botti, L., Boubaker, S., Hamrouni, A., & Solonandrasana, B. (2014). Corporate governance efficiency and internet financial reporting quality. Review of Accounting and Finance, 13(1), 43-64. https://doi.org/10.1108/RAF-11-2012-0117
• Bülbül, S. (2021). Glass ceiling in academia revisited: evidence from the higher education system of Turkey. International Journal of Sociology, 51(2), 87-104. https://doi.org/10.1080/00207659.2021.1881872
• Caby, J., Ziane, Y., & Lamarque, E. (2022). The impact of climate change management on banks profitability. Journal of Business Research, 142, 412-422. https://doi.org/10.1016/j.jbusres.2021.12.078
• Castilla, E. J., & Benard, S. (2010). The paradox of meritocracy in organizations. Administrative Science Quarterly, 55(4), 543-676. https://doi.org/10.2189/asqu.2010.55.4.54
• Charanya, J., & Stephen, S. (2019). Attitude of generation x and generation y male employees towards female employees at a managerial position. Asian Journal of Multidimensional Research (AJMR), 8(3), 33-41. https://doi.org/10.5958/2278-4853.2019.00081.8
• Chizema, A., Kamuriwo, D. S., & Shinozawa, Y. (2015). Women on corporate boards around the world: Triggers and barriers. The Leadership Quarterly, 26(6), 1051-1065. https://doi.org/10.1016/j.leaqua.2015.07.005
• Coetzee, M., & Moosa, M. (2023). Liberate or obliterate: Women's leadership in academia. Journal of Psychology in Africa, 33(4), 417-423. https://doi.org/10.1080/14330237.2023.2219574.
• Cohen, J. (1960). A coefficient of agreement for nominal scales. Educational and Psychological Measurement, 20(1), 37-46. https://doi.org/10.1177/001316446002000104
• Coleman, M. (2020). Women leaders in the workplace: perceptions of career barriers, facilitators and change. Irish Educational Studies, 39(2), 233-253. https://doi.org/10.1080/03323315.2019.1697952
• Davies-Netzley, S. A. (1998). Women above the glass ceiling: Perceptions on corporate mobility and strategies for success. Gender & society, 12(3), 339-355. https://doi.org/10.1177/0891243298012003006
• Davies, M. (2007) Doing a Successful Research Project: Using Qualitative or Quantitative Research Methods. Palgrave Macmillan. London
• Diekman, A. B., Eagly, A. H., Mladinic, A., & Ferreira, M. C. (2005). Dynamic stereotypes about women and men in Latin America and the United States. Journal of Cross-Cultural Psychology, 36(2), 209- 226. https://doi.org/10.1177/002202210427290
• Dogo, S. A. (2014). The Nigerian patriarchy: when and how. Cultural and religious studies, 2(5), 263-275. https://doi.org/10.17265/2328-2177/2014.05.002
• Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109(3), 573. https://doi.org/10.1037/0033-295X.109.3.573
• Elvira, M. M., & Graham, M. E. (2002). Not just a formality: Pay system formalization and sex-related earnings effects. Organization Science, 13(6), 601-617. https://doi.org/10.1287/orsc.13.6.601.499
• Ferrer, J. M., Ulrich, K., Blanco-González-Tejero, C., & Caño-Marín, E. (2023). Investors' confidence in the crowdlending platform and the impact of Covid-19. Journal of Business Research, 155, 113433. https://doi.org/10.1016/j.jbusres.2022.113433
• Flick, U. (2014). Mapping the Field. In U. Flick (Ed.), The SAGE Handbook of Qualitative Data Analysis (pp. 3-18). SAGE. London
• Frkal, R. A., & Criscione-Naylor, N. (2021). Opt-out stories: women's decisions to leave corporate leadership. Gender in Management: An International Journal, 36(1), 1-17. https://doi.org/10.1108/GM-09-2019-0154
• Gioia, D. A., Corley, K. G., & Hamilton, A. L. (2013). Seeking qualitative rigor in inductive research: Notes on the Gioia methodology. Organizational Research Methods, 16(1), 15-31. https://doi.org/10.1177/1094428112452151
• Gupta, S. (2018). Glass ceiling in 21st century: Women in management. International Journal of Management Studies, 3(5), 83-93 .doi 10.18843/ijms/v5i3(5)/13
• Halkias, D., Nwajiuba, C., Harkiolakis, N., & Caracatsanis, S. M. (2011). Challenges facing women entrepreneurs in Nigeria. Management Research Review, 34(2), 221-235. https://doi.org/10.1108/01409171111102821
• Hermans, F., Sedee, B., Pinzger, M., & Van Deursen, A. (2013, May). Data clone detection and visualization in spreadsheets. In 2013 35th International Conference on Software Engineering (ICSE) (pp. 292-301). IEEE. https://doi.org/10.1109/ICSE.2013.6606575
• Hymowitz, C., & Schellhardt, T. D. (1986). The glass ceiling: Why women can't seem to break the invisible barrier that blocks them from the top jobs. The Wall Street Journal, 24(1), 1573-1592.
• Iheduru, O. C. (2002). Social concertation, labour unions and the creation of a black bourgeoisie in South Africa. Commonwealth and Comparative Politics, 40(2), 47-85. https://doi.org/10.1080/713999590
• Javadizadeh, B., Ross, J., Valenzuela, M. A., Adler, T. R., & Wu, B. (2022). What's the point in even trying? Women's perception of glass ceiling drains hope. The Journal of Social Psychology, 1-23. https://doi.org/10.1080/00224545.2022.2119121
• Kalev, A. (2009). Cracking the glass cages? Restructuring and ascriptive inequality at work. American Journal of Sociology, 114(6), 1591-1643. https://doi.org/10.1086/597175
• Khalid, K., & Aftab, S. (2023). Women's glass-ceiling beliefs and their perceived career progression: A tale of two countries. Economic Research-Ekonomska Istraživanja, 36(3), 2188914. https://doi.org/10.1080/1331677X.2023.2188914
• Koburtay, T., & Syed, J. (2020). Prejudice toward female leaders: Insights from the hotel sector in Jordan. Journal of Human Resources in Hospitality & Tourism, 19(4), 520-542. https://doi.org/10.1080/15332845.2020.1763768
• Kräft, C. (2022). Equal pay behind the "Glass Door"? The gender gap in upper management in a male-dominated industry. Gender, Work & Organization, 29(6),1910-1926. https://doi.org/10.1111/gwao.12890
• Lathabhavan, R. (2020). Psychological aspects of women's career growth constraints and outcomes: A longitudinal study from India. Australian Journal of Career Development, 29(3), 173-184. https://doi.org/10.1177/1038416220935862
• Zheng, L. (2023). How racial diversity and gender diversity in job positions affect the economy? Contemporary Economics, 17(2), 109-127. https://doi.org/10.5709/ce.1897-9254.502
• Liu, D. Y., Chen, S. W., & Chou, T. C. (2011). Resource fit in digital transformation: Lessons learned from the CBC Bank global e-banking project. Management Decision, 49(10), 1728-1742. https://doi.org/10.1108/00251741111183852
• Long, T., & Johnson, M. (2000). Rigour, reliability and validity in qualitative research. Clinical effectiveness in nursing, 4(1), 30-37. https://doi.org/10.1054/cein.2000.0106
• Marsh, C. (2019). It's a man's world, try to convince the men otherwise: The role of women in Irish policing. Women & Criminal Justice, 29(3), 148-162. https://doi.org/10.1080/08974454.2019.1577791
• Martínez-Navalón, J. G., Fernández-Fernández, M., & Alberto, F. P. (2023). Does privacy and ease of use influence user trust in digital banking applications in Spain and Portugal? International Entrepreneurship and Management Journal, 19(2), 781-803. https://doi.org/10.1007/s11365-023-00839-4
• Milliken, F. J., & Kneeland, M. K. (2019, July). Navigating a hurdles race: An integrative & dynamic perspective on the causes of the glass ceiling. In Academy of Management Proceedings, 2019(1), 15908. https://doi.org/10.5465/AMB-PP.2019.214
• Musa, W. (2021, August 30). WIMBIZ decries low female representation in public sector leadership. The Guardian. https://guardian.ng/news/wimbiz-decries-low-female-representation-in-public-sector-leadership
• Ojinta, R. I. & Halkias, D. (2019). 'Nigerian women entrepreneurial leaders: A narrative literature review' [Online]. http://dx.doi.org/10.2139/ssrn.3449158
• Onu, E. (2021, November 8). Women are taking over top Nigerian banks that favor male clients. Bloomberg. https://www.bloomberg.com/news/articles/2021-11-08/women-are-taking-over-top-nigerian-banks-that-favor-male-clients?leadSource=uverify%20wall. Accessed on the 15th of July, 2023
• Orbih, M. U. & Imhonopi, D. (2019). Women in banking: Career choice and advancement. Materials Science and Engineering, 640(1). https://doi.org/0.1088/1757-899X/640/1/012127.
• Oseghale, R. O., Pepple, D., Ifere, S. E., & Amaugo, A. N. (2023). Organization culture types and the replication of transferred human resource management practices in multinational subsidiaries in Nigeria. Employee Relations: The International Journal, 45(3), 565-584. https://doi.org/10.1108/ER-04-2021-0134
• Pitesa, M., & Pillutla, M. M. (2019). Socioeconomic mobility and talent utilization of workers from poorer backgrounds: The overlooked importance of within-organization dynamics. Academy of Management Annals, 13(2), 737-769. https://doi.org/10.5465/annals.2017.0115
• Pratt, M. G., Kaplan, S., & Whittington, R. (2020). Editorial essay: The tumult over transparency: Decoupling transparency from replication in establishing trustworthy qualitative research. Administrative Science Quarterly, 65(1), 1-19. https://doi.org/10.1177/0001839219887663
• Reiners, B. (2019, November 7). What is the glass ceiling & how do we break it? BuiltIn. https://builtin.com/diversity-inclusion/glass-ceiling
• Saunders, M. N., & Townsend, K. (2016). Reporting and justifying the number of interview participants in organization and workplace research. British Journal of Management, 27(4), 836-852. https://doi.org/10.1111/1467-8551.12182
• Strauβ, A., & Boncori, I. (2020). Foreign women in academia: Double-strangers between productivity, marginalization and resistance. Gender, Work & Organization, 27(6), 1004-1019. https://doi.org/10.1111/gwao.12432
• Vohlídalová, M. (2021). The segmentation of the academic labour market and gender, field, and institutional inequalities. Social Inclusion, 9(3), 163-174. https://doi.org/10.17645/si.v9i3.4190
• Wilson, F. (2014). May the best man win: Understanding the lack of meritocracy of women in UK banking. Equality, Diversity and Inclusion: An International Journal, 33(4), 361-371. https://doi.org/10.1108/EDI-11-2013-0095
• Windasari, N. A., Kusumawati, N., Larasati, N., & Amelia, R. P. (2022). Digital-only banking experience: Insights from gen Y and gen Z. Journal of Innovation & Knowledge, 7(2), 100170. https://doi.org/10.1016/j.jik.2022.100170
• Worldometer. (2023). Nigeria population [Data set]. Worldometer. Retrieved July 19, 2023, from https://www.worldometers.info/world-population/nigeria-population
• Wynen, J., Op de Beeck, S., & Ruebens, S. (2015). The nexus between gender and perceived career opportunities: Evidence from the US Federal Government. Public Personnel Management, 44(3), 375-400. https://doi.org/10.1177/0091026015588194
• Yao, T. (2023). Antecedents of top management team and board gender diversity: A review and an agenda for research. Corporate Governance: An International Review, 31(1), 227-248. https://doi.org/10.1111/corg.12495
• Yavorsky, J. E., & Dill, J. (2020). Unemployment and men's entrance into female-dominated jobs. Social Science Research, 85, 102373. https://doi.org/10.1016/j.ssresearch.2019.102373

Identyfikatory

DOI

10.5709/ce.1897-9254.528