Organizational Policy and Sexual Harassment as Predictors of Career Advancement among Female Bankers
DOI:
https://doi.org/10.59653/pancasila.v3i01.1433Keywords:
Organizational policy, sexual harassment, career advancement, female bankers, Port HarcourtAbstract
Career advancement among females has continued to generate research interests among scholars. Studies have investigated career advancement among female bankers using different predictors with varied results. Therefore, this study investigated organizational policy and sexual harassment as predictors of career advancement among female bankers in Port Harcourt metropolis. A cross-sectional survey design was adopted, while a purposive sampling technique was used to select the study population. Data were conveniently collected from 250 participants using validated questionnaires and analyzed using multiple regression analysis to test one hypothesis at p =.001 significance level. The result indicated that organizational policy and sexual harassment jointly predicted career advancement among study participants [R2= .534, F(2, 227) = 130.006, p= .001]. Furthermore, organizational policy (β =.306, p =.001) and sexual harassment (β = -.642, p = .001) independently predicted career advancement among study participants. The study concludes that organizational policy and sexual harassment are robust predictors of career advancement among study participants. It is recommended that bank management put policies and programmes that are gender friendly and reduce sexual harassment germane to career advancement among female bankers.
Downloads
References
Afande, F. O. (2015). Factors affecting women career advancement in the banking industry in Kenya: A case study of Kenya commercial bank branches in Nairobi county, Kenya. Journal of Marketing & Consumer Research, 9, 69-94
Amick, B.C. 111, Lee, H., Hogg-Johnson, S., Katz, J.N., Brouwer, S., Franche, R.L., & Bultmann, U. (2017). How do organizational policies and practices affect return to work and work role functioning following a musculoskeletal injury? Journal of Occupational Rehabilitation, 27, 393-404.
Bello, P.O. (2020). Combating sexual harassment in an ivory tower in Nigeria: Mixed feelings. Bangladesh e-Journal of Sociology, 17(1): 173-189
Bonnie, L. (2009). Sexual harassment definition and resource guide. The Office of Associate Counsel & Equal Opportunity Compliance, 319 Piggy Ryan Williams Centre 607-2d74-3909.
Burke, R. J. (2018). Reducing sexual harassment at workplace. Effective Executive, 21(2): 51-56.
Fitzgerald, L.F., Gelfand, M.J. & Drasgow, F. (1995). Measuring sexual harassment: Theoretical and psychometric advances. Basic & Applied Social Psychology,17(4), 425-445 https://doi.org/10.1207/s15324834basp1704_2
Henry, H.M. (2017). Sexual harassment in the Egyptian streets: Feminist theory revisited. Sexuality & Culture, 21(1), 270-286 https://doi.org/10.1007/s12119-016-9393-7
International Labour Organization (ILO, 2010). Guide on prevention of sexual harassment in the workplace. Geneva, Switzerland.
Khan, D. (2024). Harassment of women in work place and their empowerment: A preventive approach. The Social Science Review: A Multidisciplinary Approach, 2(4), 53-61.
Maran, D.A., Varetto, A., & Civilotti, C. (2022). Sexual harassment in the workplace: Consequences and perceived self-efficacy in women and men witnesses and non-witnesses. Behavioural Sciences, 12(9):326 https://doi.org/10.3390/bs12090326
Milon, M., Al-Amin, M., & Saha, S. (2022). Workplace bullying, sexual harassment, discrimination: A bane for female employees' career in the private banking industry of Bangladesh. Journal of Human Resources & Sustainability Studies, 10(4), 689-704 https://doi.org/10.4236/jhrss.2022.104040
Odungweru, D.H. (2023). The influence of organizational policy and sexual harassment on the career advancement of female bankers in Port Harcourt City Local Government Area, Rivers State. BSc project submitted to the Department of Psychology, Rivers State University, Nkpolu–Oroworukwo, Rivers State, Pp i + viii, 1-50.
Olowookere, F. (2010). Violence against women in Nigeria:Implications for family life. The Social & Management Scientist, 1(1), 109-129.
Orbih, M.U. & Imhonopi, D. (2019). Women in banking: Career choice and advancement. In 1st International Conference on Sustainable Infrastructural Development., 640 012127 https://doi.org/10.1088/1757-899X/640/1/012127
Street, A. E., Gradus J. L., Stafford, J., & Kelly, K.( 12007).Gender differences in sexual harassment: Data from a male –dominated environment. Journal of Consulting & Clinical Psychology,75(3), 464-474
Taiwo, M.O., Omole, O.C., & Omole, O.E. (2014). Sexual harassment and psychological consequence among students in higher education institution in Osun State, Nigeria. International Journal of Applied Psychology, 4(1), 13-18
Worke, M.D., Koricha, Z.B. & Debelew, G.T.(2021). Perception and experiences of sexual harassment among women working in hospitality workplaces of Bahir Dar city, Northwest Ethiopia: A qualitative study. BMC Public Health 21,1119 htts://doi.org/10.1186/s12889-021-11173-1
Yousef, D.A. (2017). Organizational commitment, job satisfaction and attitudes toward organizational change: A study in the local government. International Journal of Public Administration,40 (1), 77-88 https://doi.org/10.1080/01900692.2015.1072217
Downloads
Published
How to Cite
Issue
Section
Categories
License
Copyright (c) 2025 Enyelunekpo R. Roberts , David E. Okurame, Dennis H. Odungweru, Emmanuel E. Uye

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).