Gender In-Equality in Leadership and Employee Performance of Commercial Banks in Kenya
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Date
2024
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Daystar University, School of Business and Economics
Abstract
The under-representation of women in leadership roles within Kenyan banks results in missed opportunities ultimately impacting employee performance. Despite efforts to promote gender diversity and inclusion in the workplace, gender discrimination continues to impede women's advancement into leadership roles, posing significant challenges. The purpose of the study was to establish the extent to which employee performance has been affected by in Kenyan Commercial banks and determine the relationship between gender-in-equality in leadership and employee performance of Kenyan commercial banks. The undertaking of the study was of significance to policy makers, organization managers and researchers. The theories were self-perception theory, feminist theory, role congruity theory and goa-setting theory. The anchor theory for the study was the role congruity theory. The study employed a descriptive research design. The study targeted 4 employees of each listed banks in Kenya, the employees engaged were two seniors most males and females in each bank. The entire target population of 64 employees was used in the study through a census. Data was collected using structured questionnaires and collected data was analyzed using content analysis. Based on the findings, the study concluded that in-equality in leadership influences employee performance of Kenyan commercial banks. Based on specific factors relating to in-equality, the study established that board composition, career advancement, pay disparities and executive role influence employee performance, however, they are more in favor of males in leadership. The study concluded that banks should leaders equally regardless of gender. The study also recommended for implementation of quotas adoption of a robust selection process that actively seeks out qualified women from various industries and backgrounds. The study also recommended for implementation of structured career development programs such as mentoring, leadership training, and succession planning specifically aimed at women. Lastly, the study recommended for provision of training for managers on equitable compensation.
Description
MASTER OF BUSINESS ADMINISTRATION in Human Resources Management
Keywords
Women in leadership, Employee performance, Gender diversity and inclusion
Citation
Kasaya, D. N. (2024). Gender In-Equality in Leadership and Employee Performance of Commercial Banks in Kenya. Daystar University, School of Business and Economics.