Organizational Culture and Women's Career Advancement in Three to Five-Star Hotels in Nairobi City County, Kenya
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Date
2023
Authors
Maringa, Leah
Journal Title
Journal ISSN
Volume Title
Publisher
Kenyatta University
Abstract
The profile of the hospitality industry is characterised as youthful, with a high
proportion of women. However, in the corporate hotel ladder, women are
underrepresented at every level, non in the middle and senior management and fall in
number the higher they climb. Only 5% of women make it to the very top. In addition,
most studies on organizational culture and women's advancement come from North
America, Europe and a few from Asia. Studies that have been done in Kenya fail to
capture this important area. Arising from this gap, this research aimed to provide an
understanding of the organizational culture factors that influence the advancement of
women into top management levels in 3 to 5-star rated hotels in Nairobi City County,
Kenya. This study examined the relationship between organizational culture, the
dependent variable and the hotel environment, the mediating variable on women's
career advancement, and the independent variable. The objectives of the study were to
establish the cultural beliefs about women, workplace practices and structures and
patterns of interaction on the independent variable of women's career advancement in
the Nairobi City County 3 to 5-star rated hotels. The study had five hypotheses. The
study adopted embedded mixed model design involving a pragmatic paradigm. The
target population was 342 employees from 35 three to five-star hotels in Nairobi City
County. Of the total, 18 hotels were sampled using systematic random sampling.
Purposive sampling was used as the sampling technique to select 96 heads of
departments from each of the 18 Nairobi hotels. The systematic sampling technique
was used in this research to select 246 operatives. This research used interview
schedules and questionnaires to collect qualitative and quantitative data. The thematic
analysis technique was used to analyse the qualitative data. Descriptive statistics
employing percentages, frequencies, means, and standard deviations was used to
establish the demographic characteristics and perceptions of managers on the various
organizational culture dimensions. Factor analysis, multiple linear regression, was used
to identify the best predictor variable got women career advancement. The study used
hierarchical regression analysis to test whether the hotel environment moderated the
effect of organizational culture on women career advancement. Generally, this research
showed that organizational culture influences women's career advancement
Specifically, cultural beliefs about gender prevalence hurt women's career advancement
in 3-5 star rated hotels in Nairobi City County, leading to the rejection of the null
hypothesis. Under the workplace practices, talent retention has a positive and
significant effect on women's career advancement in 3-5 star rated hotels providing
evidence against the null hypothesis. From the interviews work life balance, long
working hours, and extensive travel are obstacles to women career advancement
Inadequate decision-making power possessed by women and male dominance in social
gatherings had a negative and significant influence on women career advancement. This
study also indicated that the hotel environment has a moderating role in the relationship
between cultural beliefs about gender prevalence and women's career advancement but
no moderation effects were noted with workplace practices and patterns of interaction.
This research makes necessary recommendations to hotel practitioners to promote
gender-neutral culture in the hotels, by providing unconscious bias training for all
employees and to the policymakers to development and implement a standard
framework for monitoring and evaluation of women career adoption. To achieve
maximum desired change that promotes women career growth in hotels most
efficiently, priority emphasis in any intervention should be given to the organization
support factor of work place practices variable.
Description
A Research Thesis Submitted In Fulfilment of the
Requirements for the Award of the Degree of Doctor of
Philosophy (Hospitality Management) in the School of
Business, Economics and Tourism of Kenyatta University
May 2023
Keywords
Organizational Culture, Women's Career Advancement, Three to Five-Star Hotels, Nairobi City County, Kenya