GENDER DIFFERENCES AND ITS IMPACT ON EMPLOYEE JOB SATISFACTION A CASE STUDY OF FIDELITY BANK PLC NIGERIA

ABSTRACT

The importance of employee job satisfaction in organizations cannot be over emphasized. The aim of this dissertation was to investigate the impact of gender difference on job satisfaction of employees in Fidelity Bank plc, Nigeria. This research carried out an investigation as to whether a gap in gender exists among employees in relationship with job satisfaction. There has been a divergence in opinion as to whether a link exists between gender and job satisfaction as some studies found no co relation between these two variables while others found a relationship between the two variables. This dissertation made a modest attempt to explore the reasons for the differences. Data was collected by the means of job satisfaction questionnaires and interviews which was used to identify the employees’ level of satisfaction.  The questionnaires were administered to sixty employees and 40 were returned giving a response rate of 67%. Out of the 40 respondents, 20 were men and 20 women. These employees were grouped into various categories such as gender, age, educational level and tenure. The factors that have an impact on job satisfaction were examined. The data obtained differentiated three aspects of job satisfaction which includes; the work environment, feeling of responsibility (under which the issue of pay and promotion are entailed) and the job itself (opportunity for advancement, job responsibilities). The findings show a significant difference in job satisfaction of both male and female employees in the bank. The overall satisfaction for employees was on average however, men were more satisfied with pay, opportunity for advancement  and  women  more  satisfied  with  team work  and  relationship  with  co- workers.

Results also  show a  relationship exists between two  biographical variables,  (tenure,

educational level) and job satisfaction. The two variables explained reasons for the gap in job satisfaction between male and female employees.

CHAPTER ONE

INTRODUCTION

1.0      OVERVIEW

Human resource management varies across different countries on the basis of cultural, political, economic and social settings, and these results in diverse firms of practice. The disparity in human resource management modes of operations in organizations ensure that initiatives  produced by their management teams are geared towards developing and retaining employees because they have been recognized as the most vital and competitive factor in the business environment of today. As such, the topic “Job satisfaction” has attracted a huge attention as well as argument in recent times. While most of its attributes have been studied, analyzed and validated mostly in developed countries, much less is understood about job satisfaction in developing economies such as Nigeria.

Right from the beginning of history, women have always been seen as subordinates to men. Due to this reason, men and women differ in personalities and also tend to differ in various areas in n organizations such as in their job mentation and the way they are treated. These areas such as the issues of pay, supervision, working conditions and many more are being considered in this research. However, not everyone wants the same act of a work situation.

Studies previously carried out in some western economies offer basic understanding in the  topic  area  –  Job  Satisfaction  and  Gender  Difference.  Despite  huge  amount  of literature on job satisfaction, the relationship between job satisfaction and gender has not fully been understood. Questions are still asked; questions such as:

–          Does gender indeed affect job satisfaction? How and why?

–          Is there really a gender gap in job satisfaction?

–          Are men indeed more satisfied than women in organizations?

These are, but a few of the questions which could be asked relating to gender issues and job satisfaction. However, it can be assumed that different variables could be responsible for the level of job satisfaction among employees of which the presence of these variables would lead to a degree of satisfaction. This satisfaction also tends to cause an improvement in organizations’ efficiency.

Job satisfaction of both genders need to be understood in organizations. In addition, it is of importance to  investigate the  approaches to  be  adopted  in order to  lessen  these differences. Hence, aside this dissertation being a modest attempt to fill this gap by examining gender difference,   on job satisfactions of employees in Fidelity Bank Plc, Nigeria, it will contribute to literature by   examining various reasons for gender differences.

This study followed up the research topic submitted and approved on March 23, 2010. This chapter  will  be  outline as  follows: the  background of the  study,  its  aims  and objectives, statement of research problem, study rationale, definition of key terms, methodology, and scope of study, limitations, and finally, the dissertation structure

1.1      STUDY BACKGROUND

The background of the study which IS Nigeria can be traced to Western capitalism and it has been said to be one of Africa’s most populous and popular country and its leading oil producer.

In past times, the economy of Nigeria was dependent and still dependent on the capital intensive oil industries which contribute a lot to the government revenue. However, there has been an upsurge of various industries such as telecommunications, manufacturing, freight, export and import industries, the banking industry and a lot  more. In every country’s economic development, the bank plays a very important role.

Since the Nigerian economy is dependent on the increase or decrease in earnings from the oil industries, the bank tends to have high uncertainty avoidance, HOF Stede (1980), meaning they are unable to predict and make long terms plans. In addition, the economic and political circumstances in Nigeria where these banks operate have been unsteady over the years. Pre-consolidation era of Nigeria banks was a period the Nigeria banking industry experienced stagnancy in regards to profitability and well-grounded capital base and reserve with the central bank. Banks then struggled with unethical practices, incoherence in actions and absence of good team work..

However, this is not to say that the industry does not have its challenges at present, though rapid improvement has been visible in every aspect most especially the stability of the sector due to changes in structure and liquidity/capital base.

The  Central Bank of Nigeria (CBN) as the  Apex Bank regulates the  practices  and operations of the consolidated banks of which Fidelity Bank Plc is included. This body has also ensured remarkable changes in recent times in terms of ownership structure, extensive branch networking, depth, and breadth of operations and adoption of high information  technology which  are  all  driven  by  globalization.  Today,  the  Nigerian banking system has worked and still working to be attaining global financial banking standards.

Nigeria organizations generally tend to  show more concern for productivity, with a structure characterized by top-down communication and minimal employee involvement. There is also great emphasis an extrinsic reward to attract and retain employee. Due to the polychromic culture. Nigeria portrays, however, the issue of rewards, pay and promotion are earned through having the right connections with top management rather than hard work. While productivity in organizations is of high importance, employee satisfaction in the work place also needs attention as employee satisfaction enhances organizational profitability. As stated by one of the directors in Lloyds     Tsd Bank, Crookall (2007), ‘material reward and remuneration are just basic factors for employees to derive satisfaction because the working environment needs to be supportive of an employee’s development’.

In the Nigerian culture, gender issues acts as one determinant factor on how employees are rated most times, either expressed or implied. Women are generally seen and easily accepted as homemakers, rather than as independent when it comes to economic, social, or political setting.

However, in recent times, there has been tremendous change as women folk are now in professions/vocations  initially  managed  by  men.  A  notable  change  in  the  banking industry is the increase in female employees, unlike in the past, when it was mainly dominated by men. Imoukhuede (2001), in a study carried out, concluded that Nigeria women in management positions of both the financial and banking sectors were a mere twelve percent of the working population.

Several authors also noted gender differences in the assignment of roles to employees. Statistics have shown, in Nigeria, that as at  2007 at the inception of late  President Uman

Musa Yardua of Nigeria, only eleven percent of women were appointed and given key roles in the public office(s), (http://allafrica.com/strrries /20080408 229.html?page = 2) But in recent times, Nigeria women have made a  visible development in breaking  the glass ceiling by getting into  top management positions and displaying qualities, which were otherwise   thought to be peculiar to the men folk. This has caused the gradual disappearance  of  the  assumption  that  certain  roles  are  meant  only  for  men.  The contribution of women in the economy of Nigeria can no longer be ignored.

The Nigerian culture and value system have had a great effect on the work environment whereas population of women in the work sector had been less. The issue of gender inequality has been on the increase especially with respect to pay package and working conditions. Employees’ job satisfaction could be determined by these factors and on how employees perceive their jobs compared with their expectations.

It would be of importance to clarify whether, or not, gender differences exist in the banking sector and also justify if job satisfaction for men is comparable to that of women and vice- versa. The aims and objectives of this study are stated below.

1.1.1   Definition of Terms

The study made use of a number of terms. Definition is below:

Gender: According to online dictionary of social sciences, gender refers to the cultural definition of various roles and behaviour attributed to men and women.

Gender inequality: This is the difference or variation between men and women in terms of allocating resources, status, power and position

Discrimination: According to the Wbster’s dictionary (2008), discrimination means an unfair treatment of a person or a group based in the basis of prejudice. In terms of gender, it means treating a man more favorably than a woman or vice versa.

Overall job satisfaction: Specter (1997) defines job satisfaction as “the degree to which people like their jobs and the different aspects of their jobs”. Overall job satisfaction is the general fulfillment an employee derives from a job. This term, however, will be defined further in the literature review.

Job Dissatisfaction: Gruneberg (1981) suggested it is the matching of an individual’s expectation  to  what  a  job  offers  that  determines  job  satisfaction.  Where  these expectations are not satisfied, there will be a job dissatisfaction.

Motivation: this is what instigates a person to behave a certain way. Armstrange (2006) describes it as a goal directed behavior which is likely to lead to the attainment of a goal and a valued reward.

Culture: Is a concept used to describe a rationale for a people’s behaviour. According to Hofstede (1991), it can be defined as the collective programming of the mind which distinguishes the members of one organization from another.

Communication: This is the exchange of information between two or more employees or groups of employees in an organization.

Personal variable: this is simply an attribute on which cases vary. Bryman (2001) is of the opinion that these ‘cases’ could be individuals, organizations and nation

1.2      AIMS

For the purpose of this research, there are two primary aims:

i.          To identify factors that affect employee job satisfaction;

ii.        To investigate the impact of gender differences on job satisfaction

1.3      OBJECTIVES

The objectives of the study which would assist in attaining the aims include:

i.          To evaluate whether or not male employees are more satisfied than their female counterparts (and vice versa) compared in similar roles.

ii.        To research theories, models and concepts concerning roles in the work place. iii.       To identify factors that lead to job satisfaction among bank staff.

iv.        To   offer   recommendations  with   a   view   to   enhancing   employee   job satisfaction.

1.4      STATEMENT OF THE RESEARCH PROBLEM

Extensive literature on gender an job satisfaction exists and often times, it is related to characteristics   such   as   pay   and   reward,   promotion,   supervision,  education   and relationship with co-workers. Okpara (2005) reported that  female  bankers were  less satisfied with their jobs than their male counterparts in terms of pay and reward whereas AI – Ajimi (2006) suggested that employee gender has no effect on job satisfaction. Furthermore, other researchers have  established  different views on this  topic therefore, no general conclusions have been made as to whether gender has   an impact on job satisfaction.

In developing countries such as Nigeria, management in organizations hardly understands the attitude of employees to their  job functions. The problem here  is to  assess the influence of gender on overall job satisfaction of employees in Fidelity Bank Plc, not based on only a particular variable but on every aspect as a whole.

1.5      STUDY RATIONALE

The reason for undertaking this research is due  to the  fact  that  it  would be of great importance to understand the aspects that are involved in job satisfaction as literature has confirmed  that   an  increase  in  job  satisfaction  lead  to   increase  in  organization’s productivity. This research is a modest attempt to find out if gender difference exists in Fidelity Bank Plc, and if it  does, the study intends to investigate the impact of these differences on employee job satisfaction as well as factors which determine job satisfaction of Fidelity  Bank  Plc  employees.  Thus,  based  on the  findings  of this  study,  possible strategies and recommendations will be proffered and provided to the management of Fidelity Bank Plc for improvement on job satisfaction of their employees.

Furthermore, which has been learnt and knowledge acquired on the course of undertaking the MBA, Management Programe of the University of Nigeria over the past  months. Therefore, a personal rationale for undertaking this research is to apply the theory gained into practice.

1.6      METHODOLOGY

The research will be carried out using a combination of primary and secondary data. The primary sources will include the use of questionnaires and interview. The secondary sources will include literature surveys, existing articles, journal, and related test books. The  interview  will  involve  personal  communication  with    a  number  of  managers. Telephone interviews will be carried out initially with line managers informing them about the proposed research, thereafter, a cover letter will be sent at electronically.

The methodology and statistical methods used, to analyze collected data will be discussed in depth in chapter three

1.7 SCOPE OF STUDY

The study will focus on one branch of Fidelity Bank Plc with Anambra State. The bank was incorporated as a private Limited  Liability Company in 1987, and commenced operations as a merchant Bank between 1988 – 1989.

Between 1999 – 2001, it  was registered as a Public Limited Liability, converted to Commercial Bank and licensed as universal bank. In 2005, it was listed and quoted on the Nigerian Stock Exchange and in 2006; it raised equity through rights, Initial Public Offer (IPO) and private placements and consolidated with former FSB Int’l and many Bank Plc to form the enlarged Fidelity Bank Plc. In 2007, it fully integrated as one bank running on one banking platform. Presently, it is among one of the fastest growing new generation banks in Nigeria with 167 branch networks.

A number of sixty employees will be handed questionnaires and  interviews will be conducted with a number of managers. This sample sizes has been chosen as it seemed appropriate considering the time frame within which the research has to be completed.

This should produce suitable results that will lead to data analysis which will be seen in chapter four of this dissertation.

1.8      LIMITATIONS OF THE STUIDY

This study will contribute to the growing of literature; nevertheless, it will not be without its   limitations.   The  encountered  limitations,   however,  will   be   discussed  in  the methodology chapter of this study.

1.9 CONCLUSION

In conclusion, this chapter draws attention to the fact that the issue of job satisfaction is of great importance in organizations if they are to meet their vision and mission statements. In addition, to highlights the fact that gender inequality exists.  Although a conclusion has not been made as to the issue of greater job satisfaction for men than women and vice versa, this chapter provides an understanding that this study is a modest attempt to fill the gap.   The issue of gender inequality has no general solution; this chapter however, suggests the importance for organizational managements to constantly look for ways to reduce the high rate of gender gaps.

This chapter explained the background of the Nigerian banking industry as well as the organizational structure. Furthermore, it enlightened the reality that job satisfaction of employees could be influenced by some factors of which both the national and organization culture are involved. It lays emphasis on the importance of job satisfaction of employees as it could have a positive effect on the organization’s productivity.

1.9.1 Dissertation structure

This study is structured into five chapters which are summarized below:

Chapter one:  Current chapter, the introduction

Chapter two: This chapter undertakes a critical review of related literature of gender and job satisfaction of employees. It covers relevant related theories and issues that are of importance in understanding this topic area.

Chapter  three:  This  chapter  is  the  methodology  and  covers  the  approach  used  in collecting both primary and secondary data stating their advantages and disadvantages. In addition, it covers methods chosen for analysis of data and limitations during the course of collecting data.

Chapter four: This chapter covers the statistical analysis and findings of data gathered from questionnaires and interviews. This will develop the relationship of gender and job satisfaction and its implication to the mentioned research questions.

Chapter five: This chapter summarizes the study and implications of the study based on the data analysis. It also consists of the author’s recommendations and opportunities for further research.

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