Global Journal of Human Resource Management (GJHRM)

EA Journals


Gender Bias at Workplace: A Study of the Unspoken Bias Towards Female Leaders Competencies in A Male Dominated Work Environment (Published)

The aim of the study was to explore the existence of stereotypical gender bias in relation to gender preference and the perceived leadership behaviors and competencies that female leaders would need in order to be successful in a male dominated industry using the oil and gas industry as a case study. To achieve this objective, a research questions was asked, “Does a negative perception of female leaders’ competences and stereo typical bias still persist in the male dominated environment like the oil and gas industry”.To appropriately answer this question and meet the objectives of the study, a quantitative positivism research design was adopted as the methodology. Survey questionnaire with 88 scaled questions and 1 open-ended questions was used as data collection method. 134 respondents comprising of 54 females and 80 males participated in the study. The data was analyzed using the IBM SPSS software. The role congruity theory of prejudice towards female leaders, the ‘Think manager – Think Male’ notion, the double bind concept and the competency framework were used as a theoretical concept to drive the study.Key findings from the study includes the role of factors like organizational, culture, and gender bias as an unspoken barrier for female leaders to succeed in the oil and gas industry. Other findings include a unified bias in which both male and female favorably rated a female leader they have worked with satisfactorily; the female leaders in the oil and gas industry are not disliked for being professional or assertive rather they earn the same respect as with the males from their subordinates. Evidence suggests that the leadership styles that was found to be mostly associated with female leaders in the oil and gas industry is the participative and relation-oriented style of leadership and this in human resources management is the recommended best practice and more effective approach.

Keywords: Female Leaders, Gender-Bias, Leadership, role congruity, stereotypical bias, unspoken bias

Leadership Qualities and Their Consequences in an Organizational Context: Literature Review (Published)

It is argued that leadership qualities are very essential and important for the overall performance of organizations as those leaders who possess certain qualities influence the level of growth for organizations. This is notable in influencing decisions that concerns allocation of resources for the existing departments in organizations. The general assumption is that all leaders do possess the necessary and requisite qualities that would enhance the achievement of the desired goals and objectives of organizations. The foregoing is certainly not always the case as most individuals do have limited knowledge as regards the qualities that are important for individuals in the leadership positions. The study provides the linkage between leadership qualities, followership styles or behaviors, and their impact to the overall performance of organizations. The study has established that various positive leadership qualities do positively affect individual and overall organizational performance and productivity. Further, the study established that there is a correlation between the leadership qualities exhibited by the leaders and followership styles and behaviors. Though leadership qualities directly affect both the performance of individuals and the overall organization, the impact is also dependent on the followership styles exhibited by the followers/employee. Followership styles and behaviors mediates the relationship between leadership qualities and organizational performance.

Citation: John Ngatia Githui (2022) Leadership Qualities and Their Consequences in an Organizational Context: Literature Review, Global Journal of Human Resource Management, Vol.10, No.5, pp.47-63

Keywords: Leadership, Leadership Qualities, and organizational performance, followership

Leadership Behaviour Mutation for National Development (Published)

In recent times, ardent watchers and analysts of the Nigerian project have suggested that the country has endemic leadership issues with genetic foundations deeply rooted in Her DNA. Although this assertion has been sharply contested, the apparent malady in the current behaviours of persons in key leadership positions in the country seems to have assumed worrisome dimensions .The observed leadership behaviours have taken an impoverishing toll on the efforts at National Development. Thus, this work, in the bid to evolve persons with development –centric leadership behaviours, took an organic approach to attempt to resolve the underlying leadership malaise. This was done using metaphoric symbolisms and biological analogies to have an introspective view of aspects of molecular ecology. This dimension was adopted in order to explain how leadership behaviour mutation could counteract the prevailing leadership trend and provide actionable thoughts for the ultimate attainment of sustainable National Development.

Keywords: Behaviour, Development, Leadership, Mutation, Nigeria

¬The Influence of Leadership Styles on Organizational Performance in Nigeria (Published)

The leadership style scale developed by Simon Oates (2011) was adopted and 84 usable response obtained. The predictor variable was Leadership Style [Democratic, Autocratic and laissez faire] and the criterion variable was firm’s performance. Crobach alpha > 0.9 using one way Anova etc. It was found that managers with democratic inclinations account for more variance in performance than autocratic and laissez faire. The implication of this and the result obtained are discussed in terms of national and individual interest and possible desirable changes.

Keywords: Autocratic, Laissez Faire and Democratic, Leadership, Performance

Scroll to Top

Don't miss any Call For Paper update from EA Journals

Fill up the form below and get notified everytime we call for new submissions for our journals.