Abstract:
This thesis investigated the factors influencing employees' attitudes towards women managers in
selected governmental sectors in Ijaji Town, Illu Gelan, Oromia, Ethiopia. Despite increasing
female representation in management, persistent negative attitudes towards women leaders
remained prevalent, particularly in governmental contexts. Employing a mixed-methods
approach, the research utilized a descriptive and explanatory survey design to explore how
socio-cultural, personal, institutional, and home life factors shaped these attitudes. A sample of
248 employees was selected from a total population of 658, using simple random sampling
techniques. Data were collected through structured questionnaires, interviews, and document
analysis, yielding both quantitative and qualitative insights. The data was analyzed by using
multiple regression the findings revealed that gender stereotypes, cultural expectations, and
institutional biases significantly affected perceptions of female leadership. Key factors identified
included a lack of confidence among female staff, limited role models, and prevalent societal
norms that prioritized traditional gender roles. The results of the regression analysis indicated
that personal factors (β = 0.376, p < 0.01), socio-cultural factors (β = 0.273, p < 0.1), and
institutional factors (β = 0.227, p < 0.01) were statistically significant predictors of positive
attitudes towards women managers. In contrast, home life factors (β = 0.106, p = 0.244) did not
show significant impact. The model explained 92.8% of the variance in attitudes, highlighting the
critical interplay of these factors. In conclusion, the study underscored the multifaceted nature of
employees' attitudes towards women managers, emphasizing the need for targeted interventions.
The recommendations included implementing mentorship programs, raising awareness about
gender equality, and promoting organizational changes to foster a supportive environment for
women in leadership roles. By addressing these issues, the research aimed to contribute to a
more equitable representation of women in managerial positions within the governmental sector.
These efforts were essential for enhancing organizational effectiveness and promoting gender
equality in leadership.
