The second section introduces the initial career goals set by female specialists in Nigeria. Next, the motivation for women joining banks is observed. An important qualitative measure - a level of job satisfaction with its connection to performance - is given after that. General issues regarding the career development of women in Nigeria follows then. After that a particular inequality issues are analysed in the order of the descending significance. At first issues regarding work-life balance are given. The next section speculates on theoretical assumptions of wage gap, glass ceiling, and occupational segregation connecting them to answers from the interview. After that the influence of the supervisor is drawn with special attention to mentoring. Then follows the analysis of the effect of cultural influence with assumptions on its adjustment. Finally, the conclusion briefly names all the results acquired in this research.
Age of the respondents fluctuates from 25 to 45. It is important to notice that the research sample reflects the situation on the whole banking industry; that is most of the female employees working in Nigerian banks are married, well-educated women in their 30-40s. Note that there was no visible connection found between the age of the employee and the generation of bank (first/second).
Most of the Nigerian women are occupied in the...
The banking sector of Nigeria is interested only in skillful educated specialists, and it is hard for the average person to get into the ranks of the banks. Therefore we can suppose that each of the respondents has rather high social status. There is one Ph.D. degree, one candidate Ph.D. degree and six Master degrees. As can be seen from the Appendix 1 older female bankers have higher academic degrees. Additionally it should be noted that most of the respondents (six) have education in economics and only two of them have degrees in social sciences.
The third important piece of the background portrait is the family status of the population. Social study of Nigeria shows that about 81% of women in the age from 15 to 49 were ever married (Isiugo-Abanihe 1998). Six respondents of our sample are married, one respondent is single, and one is divorced. The average fertility rate for Nigerian population is 5,4. Nevertheless, there are 3 female bankers with three children, 2 with two children, 1 having one child, 1 having four children, and one woman without children. As can be seen, the average amount of children in the research population is lower than that of the whole Nigerian population. This corresponds with findings in previous researches, which indicate that working women following their career paths usually have less stable families.
Initial career goals
Determining initial career goals is perceived as an important part of the career planning throughout the lifetime of a person, regardless of race and gender. Most of the researchers admit that employees usually achieve only those career objectives, which were planned.
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