Factors Affecting Employees’ Attitude Towards Women Leadership In Selected Governmental Sectors (In Case Of Illu Gelan, Oromia, Ethiopia)

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.