GREATLAND COLLEGE

SCHOOL OF GRADUATE STUDIES

MBA PROGRAM

Factors that Affecting Women’s Participation on leadership

positions: the case of Gida Ayana Woreda.

BY

DIRIBA GEMECHU BIRU

ADVISOR: WORKU GADISA (PhD Candidate)

A THESIS SUBMITTED TO THE SCHOOL OF GRADUATE STUDIES OF GREATLAND

COLLEGE IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF
MASTER OF IN BUSINESS ADMINSTRATION (MBA)

JUNE, 2022
GIDA AYANA, OROMIA, ETHIOPI
 Declaration

I hereby declare that this thesis work entitled “Factors that Affecting Womens Participation on leadership

positions: the case of Gida Ayana Woreda” is my own work and that, to the best of my knowledge and

belief, it contains no material previously published or written by another person, nor material which

has been accepted for the award of any other degree or diploma of the university or other institute

of higher learning, except where due acknowledgment has been made in the text.

Candidate’s Name Signature & date

I
 Statement of Certification

This research entitled “Factors that Affecting Womens Participation on leadership positions: the case of Gida
Ayana Woreda. ” was conducted by Diriba Gemechu under my supervision and has been submitted to
Great land college, Development Management for examination with my approval as an advisor.

Advisor:

Name:

Date:

Signature:

II
 Acknowledgment

I would like to thank and praise Almighty God for all his blessing, continuous support, and the strength

he has given to me. I would like to thank my advisor Mr. Worku Gadisa (PhD Candidate) who has

given his valuable time, ideas, and support until the accomplishment of this paper.

I owe my gratitude to all those people in one or another way for the successful completion of my study.

Last but not the list my special thanks to Gida Ayana woreda public sector heads and employees

showing their willingness and genuinely to help and spend their time to accomplish my study.

Thank you all.

III
 Great Land College
School of Graduate Studies
Department of and Development Management

This is to certify that the thesis prepared by Diriba Gemechu entitled “Factors that Affecting Womens

Participation on leadership positions: the case of Gida Ayana Woreda ”, which is submitted in partial

fulfillment of the requirements for the Degree of Master in Development Management (MDM),

complies with the regulations of the University and meets the accepted standards with respect to

originality and quality.

Approved by Board of Examiners:

Signature_ Date
Chairperson

Signature_ Date
Internal Examiner

Signature Date
External Examiner

IV
 LIST OF ACRONYMS

BDPA…………………….Beijing Declaration and platform of Action

CEDAW………………….Convention on the Elimination of Discrimination against women

CPRW…………………….Convention on the Political Rights of Women

CSA……………………… Central Statistical Authority

EOC………………….. ….Equal Opportunity Commission

FCSC……………………..Federal Civil Service Commission

FDRE…………………….Federal Demographic Republic of Ethiopia

GEM……………………..Gender Empowerment Measure

HPR………………………House of People Representative

IPU……………………….International Parliament Commission

MDG…………………….Millennium development goals

NCTPE……………….. National Committee for Traditional Practices Eradication.

NGO……………………Non-Governmental Institutions.

SADC ………………….Southern African Development Community

UNDP…………………. United Nation Development Program

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 Table of Contents
Declaration..................................................................................................................................I
Statement of Certification.........................................................................................................II
Acknowledgment.....................................................................................................................III
LIST OF ACRONYMS..............................................................................................................V
ABSTRACT................................................................................................................................X
CHAPTER ONE..........................................................................................................................1
1.1 Introduction...................................................................................................................1
1.2 Background of the Study....................................................................................................1
1.3 Statement of the Problem...................................................................................................3
1.4 Research questions.............................................................................................................5
1.5 Objectives of Study............................................................................................................6
1.5.1 General Objective........................................................................................................6
1.6 Significance of the Study...................................................................................................6
1.7 Scope of the Study.............................................................................................................7
1.8 Limitation of the Study......................................................................................................7
1.9 Organization of the paper...................................................................................................7
1.10 Operational Definition of Key terms...............................................................................8
CHAPTER TWO.........................................................................................................................9
2. REVIEW OF RELATED LITERATURE...............................................................................9
2.1 Theoretical framework.......................................................................................................9
2.1.1 Liberalism....................................................................................................................9
2.1.2 Patriarchy Theory........................................................................................................9
2.2 General Situation of Women in Ethiopia.........................................................................10
2.3 Empirical Review.............................................................................................................10
2.3.1 Women Participation in Leadership..........................................................................10
2.3.2 Cultural Factors and Women Participation in Leadership........................................13
2.3.3 Socio-economic Factors and Women Participation in Leadership...........................14
2.3.4 Organizational factors and women in leadership position........................................15
2.3.5 Gender Stereotype Factors........................................................................................16
VI
 2.4 Conceptual Framework of Study.....................................................................................17
CHAPTER THREE...................................................................................................................18
3. RESEARCH METHOLOGY................................................................................................18
3.1 Introduction......................................................................................................................18
3.2 Research Design...............................................................................................................18
3.3 Target Population.............................................................................................................18
3.4 Sampling Technique........................................................................................................19
3.5 Sample size determination...............................................................................................19
3.7 Data Type and Source......................................................................................................22
3.8 Data collection Methods..................................................................................................22
3.8.1 Primary data..............................................................................................................22
3.8.2. Secondary Data.........................................................................................................22
3.9 Reliability of Research Instruments.................................................................................23
3.10 Variables in the Study....................................................................................................23
3.11 Ethical Consideration.....................................................................................................24
3.10 Method of Data Analysis...............................................................................................25
CHAPTER FOUR.....................................................................................................................27
DATA PRESENTATION, ANALYSIS AND DISCUSSION.................................................27
4.1. INTRODUCTION..........................................................................................................27
4.2. Response Rate.................................................................................................................27
4.3. Demographic Information of the Respondents...............................................................27
4.3.1 Gender of Respondents.............................................................................................28
4.3.2 Age of Respondents...................................................................................................28
4.3.3 Education Status........................................................................................................29
4.3.4 Position of the respondents........................................................................................29
4.4 Correlation Analysis........................................................................................................30
4.4.1. Factors affect women participation and leader ship position...................................31
4.5.1. Model Assumption...................................................................................................32
4.5.2 Normality Distribution Test......................................................................................32
Statistics.................................................................................................................................33

VII
 4.5.3. multi-co linearity Test..............................................................................................33
4.5.4. Regression Analysis of Factors that affect women participation and leader ship
positions..............................................................................................................................34
4.5.5 ANOVA Model Fit....................................................................................................35
4.5.6 Regression Coefficient..............................................................................................36
CHAPTER FIVE.......................................................................................................................38
SUMMARY OF THE MAJOR FINDINGS, CONCLUSION AND RECOMMENDATION.38
5.1 INTRODUCTION...........................................................................................................38
5.2. Summary of the Major Findings.....................................................................................38
5.3 Conclusions......................................................................................................................38
5.4. Recommendation............................................................................................................39
REFERENCES..........................................................................................................................41
Research Questionnaire.............................................................................................................43
APPENDIX.A............................................................................................................................44

VIII
List of Tables
Table 4.1.Response Rate
Table 4. 2. Gender of Respondents
Table 4.3. Age of Respondents
Table 4.5. Position of the respondents
Table 4.6 Factors affect women participation and leader ship position
Table 4.7 Normality Distribution Test
Table 4.8. Multi-collinearity Test Collinearity Statistics
Table.4.9. Regression Analysis of Factors that affect women participation and leader ship
positions
Table 4.11. Regression Coefficients woman participation factors and Leader ship position
Table4.10. ANOVA Results between factors affect women participation and Leader ship
position

IX
 ABSTRACT
This study sought to establish the factors that affect women participation on position in Gida
Woreda public sector. The study employed descriptive and explanatory research design and
quantitative research approach for conducting the study. The populations were Gida woreda
public sector employment. Simple random and purposive sampling techniques were employed
to the study. The data were collected from both primary and secondary source. The primary
sources were obtained through close ended questionnaires. Total questionnaires distributed
were 312. Out of this, 295 were properly filled out and returned which accounted 95%
response rate. Data analysis was employed using descriptive statistics specifically percentage
and frequency, and inferential statistics namely Pearson correlation coefficients and multiple
regression analysis presented in tables. The findings of the study showed that socio-economic
factor, cultural factor and gender stereotype had positive effect and the effect was statistically
significant on leader ship position. Likewise, organization factor had positive effect women
leader ship position; however, the effect was not statistically significant. Hence it was
concluded that the effect of all the factors had positive effect on women leader position of
Gida woreda public sector. Based on the findings, the study recommended that, since the
results shows that the determinate factor of women participation was make positive effect on
women leader ship position, the core cabinet and concerned body of Gida woreda shall
incorporate those factors under the study in all aspects to women leader ship position in the
Gida woreda public sectors.
Key words: women participation factors, socio –economic factor, organization factor,
cultural factor, gender stereotype, leader ship position and Gida Ayana woreda public sectors

X
CHAPTER ONE

1.1 Introduction
This chapter presents an overview of the research. It covers the background of the study topic,
statement of the problem, research question, objectives of the study, significance of the study,
scope of the study, limitations of the study, organization of the research work and operational
definition of terms.

1.2 Background of the Study

In the world women participation at any Leadership position were underrepresented for
decision making even for cases related with them. The parliamentary seats hold by women
around the world accounts only 16% (Kuria et al, 2012). The exclusion of women from
decision-making bodies limits the possibilities for entrenching the principles of democracy
in a society, affecting economic development and discouraging the achievement of gender
equality (NCTPE, 2003).

Women are less participated and low represented in decision making positions in
developing countries. Women‘s low access to information and media, less employment
opportunity, organizational barriers coupled by cultural factors reduce their decision making
power in the society in general and in organizations in particular (UNDP, 2005).

In Africa particularly in Sub Saharan Africa 22 out of 25 women live in poverty. In Malawi,
women faced significant negative cultural practices and religious beliefs. Many of these
concerned women perceive their place as being in the home and their stereotyped roles as
mothers and occupation women. Men are perceived as superior as and more fitted for public
roles than female (Albright, 2011). Every country deserves to have the best possible leader
and this means women have to be given a chance to compete. If they are never allowed to
compete in the electoral process and decision-making then the countries are really robbing
themselves of a great deal of talent.

In Ethiopia the socialization process, which determine gender role is partly responsible for
the subjugation of women in the country. The differences in the ways in which individuals
are treated through the socialization process due mainly to their sex status leads to the
development of very psychological and personality difference between males and females
(Haregewoin & Emebet, 2003). Women constitute 71.3% in the clerical and fiscal type of
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jobs in federal government employment list. Women representations in administrative and
professional jobs category is only 25% and 18% respectively, which clearly indicates
middle and upper leadership positions overwhelmingly dominated by men (Federal Civil
Service Commission, 2005).

In Ethiopia, the widest gender gap is most evident in leadership position of female public
staffs and leaders have not been proportional to the size of population when we compare
males with females. Despite the national governmental policy which pledged to attract 4% of
the females into public staffs thereby raising the number of female staffs and employ
from 3 to16 by 2015 (Federal Democratic Republic of Ethiopia Ministry of civil service
(FDRE-MOCS, 2010).

Currently, the government policy towards leadership position participation of women has
been given more emphasis, but still the participation of women in leadership positions is
insignificant which need to be addressed. However, in most organizations in Ethiopia (both
public and private) women have rarely assumed managerial roles. The basis for differences
between the lives of men and women lies in the traditional patriarchy of Ethiopia which
remains supported by religion and culture as well as gender differentials in access,
participation and service provision across the educational, legal, health and economic sectors.
While recent changes to the constitution and the legal code were meant to resolve and do away
with patriarchal attitudes plus practices and engendered some changes, there is still need for
further transforming discriminatory attitudes toward the female gender at the work place, in
the public sphere and at homes (Haregewoin & Emebet, 2003).
Therefore, recently in Ethiopia various policies and strategies adopted by the government to
promote gender equality and protect women’s rights, including the National Plan for Gender
Equality (2005-2010), the Plan for Accelerated and Sustainable Development to Eradicate
Poverty (2005-2010), which included “unleashing the potential of Ethiopian women” among
its eight strategic elements, the Development and Change Package for Ethiopian women,
seeking to promote the economic and political participation of women and to eradicate
harmful traditional practices, and the joint United Nations/Government of Ethiopia flagship
programs on gender equality and maternal health.

Moreover, Ethiopia is one of the countries which signed the international declarations
affirming the legal rights and equality of men and women. In addition to this it has
2
incorporated such a point in the Constitution in Article (9)4 which states that “All international
agreements ratified by Ethiopia are an integral part of the law of the land” (Constitution of the
FDRE, 1995, p.79).

However, the government policy towards women ‘s participation in leadership position has
been given more emphasis; there is an indication that some challenges towards women‘s
participation are not totally eliminating. According to Muluneh (as cited in Chalchissa &
Emnet, 2013), even though the local government’s effort in incorporating gender perspective
into economic empowerment programs-show a relative improvement, it is still quite low.
Moreover, women ‘s employment has increased, in Ethiopia public organization over the last
decades, compared to men, still there is low women’s participation in decision making
(Chalchissa, 2011; Federal Civil Service Agency, 2006/7).

Therefore, this study was investigated and identify the major barriers that are affecting the
access of women in to leadership positions in Gida Ayana woreda.

1.3 Statement of the Problem

Women are less participated and low represented in decision making positions in
developing countries(Bryan, 2008).For instance, by 2004 the proportion of women in
parliament was 15.4% in Angola,5.9% in Botswana,12% in Lesotho,14.4% in
Malawi,17.4% in Mauritius, 25% in Namibia,22.3% in Tanzania and 16% in Zimbabwe.
While South Africa and Mozambique had 32.8% and 37.2% respectively, in Ethiopian, the
progress towards women‘s involvement in politics is also not different from other African
countries (Bryan, 2008).
The level of women‘s representation in the FDRE House of People‘s Representatives grew
from 21.4 percent to 27.9 percent in 2005 and 2010 legislative election, respectively. This is
a remarkable increase compared to the 1995 and 2000 elections in which women held only
2.83 percent, (13 of out of 547 seats) and 7.7 percent, (42 out of 547 seats), respectively.
There is also a small increase in the number women‘s representation in the executive
branch. The recent appointment of a woman as a Deputy Prime Minister in 2014 is another
milestone in women‘s advancement on the leadership ladder but not sustained currently
(Preliminary Gender Profile of Ethiopia, 2014).

Women‘s low access to information and media, less employment opportunity,

organizational barriers coupled by cultural factors reduce their decision making power in
3
the society in general and in organizations in particular United Nation Development
Program (UNDP, 2005).

In Ethiopia, as women are more than fifty percent of the population, it is very important to
utilize this part of population so that the talent of whole population is optimally
underutilized (Afoz, 2010).
More over even though the Ethiopia government‘s effort in concerning towards gender
Perspective in to economic empowerment programs show a relative improvement, it is still
Insignificant. Additionally, in Ethiopia women‘s participation in labor market increasing as
Compared to the last decades, but as compared to male counterpart their participation in
decision-making is low (Chalchissa, 2011).

As Ethiopia moves into a new stage of democracy, it encounters many challenges. One of
these challenges is to ensure that all disadvantaged citizens are afforded equal right and
opportunity. Women are recognized as part of this disadvantaged group. In order that
Ethiopia has to eliminate poverty and eradicate backwardness; women have to be given a
chance and encouraged to improve themselves in all fields. There is a vital necessity to
understand women‘s problems, stereotypes and obstacles that women encounter in the
corporate world as women have unique skills and capabilities that can benefit organizations
in particular and nations in general Convention on the Elimination of All Forms of
Discrimination against Women (CEDAW, 2017).

Despite efforts to ensure female representation is achieved at all levels of governance,

women are still underrepresented in many government and non-government organizations
particularly in positions of power and leadership (Rey, 2005).

Findings indicate that measures put in place by the government to increase women‘s
numbers and participation in leadership and governance are yielding results, however, there
are still challenges. Women‘s numbers in the civil service, including the judiciary, national
legislative assembly, or at senior/management levels have not reached the critical mass of
30% necessary to engender processes and decision-making and bring about change for
women (Preliminary Gender Profile of Ethiopia, 2014).

However, the government policy towards women‘s participation in leadership position has
been given more emphasis; there is an indication that some challenges to wards women‘s
participation are not totally eliminating.

4
Study conducted by Getachaw Nagash (2014) show that the determinate affecting factors
that hinder women‘s participation leadership positions were socio-cultural, educational,
institutional and personal and family responsibility as well as other related issues were found
to be the key. The main criteria used for woman‘s selection and placement into decision-
making structures leadership position performance appraisal, work experience affecting
women participation leadership position (Getachaw et al., 2014).

A study done at Amhara region found that Women are under-represented in positions of
academic leadership and management as well as in teaching professions of higher learning
institutions despite gender sensitive policy frameworks. The scar woreda of women in higher
education management and leadership position is indicative for the presence of patriarchal
culture in academia and unfriendly working environment for women (Gojjam & Singh,
2015).

Personal factors like family, parenting, inadequate support at home, lack of opportunity.
Similarly, the institutional environment in Ethiopian universities is not supportive of women
leadership positions. There is also indirect discrimination against women in the appointment,
recruitment and promotion of university management (Anteneh, 2017). Hence it results to
women lack confidence and motivation to express their idea freely.

However, there were even if the research were done in this topic the researcher study in
different time interval, different study areas. To the knowledge of the researcher no
previous studies were done on the determinants of women in leadership position in Gida
Ayana woreda. Therefore, this study will investigate the determinants women leadership
position such as social, economic, organizational, cultural and gender stereotyping factors
in Gida Ayana woreda and to provide possible strategies to enhance women at leadership
position.

1.4 Research questions

1. How does socio economic factors affect women Participation on leadership in case Gida
Ayana woreda Public Sector?
2. How does organization factor affect women Participation on leadership in case Gida Ayana
woreda Public Sector?
3. How does cultural factor affect women Participation on leadership in case Gida Ayana woreda Public
Sector?

5
 4. How does gender stereotype affect women Participation on leadership in case Gida Ayana woreda
Public Sector?

1.5 Objectives of Study

1.5.1 General Objective

The main purpose of this study is to examine the determinants factors of women
participation on leadership position in Gida Ayana woreda public sectors.
1.5.2 Specific Objectives
In line with the general
1. To identify the effect of socio-economic factors on women leader ship position in case
of Gida Ayana woreda public sectors.
2. To investigate the effect of organization factors on women leader ship position in case
of Gida Ayana woreda public sectors.
3. To examine the effect of cultural factors on leader ship position in case of Gida Ayana
woreda public sectors.
4. To assess the effect of gender stereotype on leader ship position in case of Gida Ayana
woreda public sectors.

1.6 Significance of the Study

The output of the present study will be primarily benefit the woreda to aware of women
representation in different leadership positions with in the public sectors and hence take
corrective actions to encourage and empower administrative position of women staffs to
come to position. It also eliminates the gender discrimination between the male and the
female.
Furthermore, women staffs in the public sectors can also be motivated to be equally
competing with men staffs or different leadership positions in the woreda. This
study will also contribute to the development knowledge in the empowerment practices as
well as it will help the future researchers as references.
It will also create new orientation in formulation and implementation of new affirmative
action policies that could enhance women’s participation in leadership position banking
industry.
Furthermore, it will find out the main factors that hinder women’s from participation in high
leadership position, formulate policies that encourage women’s participations in leadership.
Lastly, the study will benefit women working in Gida Ayana woreda by identifying obstacles
6
they face or might face in route to leadership and by suggesting how to overcome the
problem.

1.7 Scope of the Study

The study will be limited to only one woreda namely Gida Ayana woreda to determine the
factors that affect women participation on leadership position in public sectors. In spite of the
fact that women are exposed to several factors that hamper their empowerment, the present
study can be focus on uncovering major obstacles that limit women staffs to look at different
levels of leadership positions in the public sectors of Gida Ayana woreda .

Though the researcher can believe to conduct the research in only public sectors of the
woreda, the study will be delimited to only public sectors in the study area but include
the private organization in the woreda or zone. The researcher only focuses on one woreda
from zone these public sectors because of luck of time and budget. Among the different
research methodologies, the researcher will use descriptive and explanatory research designs.
The method of sampling to be used will be purposive and simple random sampling to select
the representative from the total population. The information scope will cover, women
leaders, the sectors’ managers/heads and non-managerial employees especially women in
these sectors. This study will be conducted between January-June 2022.

1.8 Limitation of the Study

The study focus only on Gida Ayana woreda public sectors, it is better if the study covers all
cities in the Country, this may be the main limitation of the study. Another problem
that may be researcher may be challenged, no current and latest data may be available
especially no published data at woreda level on website. To solve the problem, the,
researcher may be closely approaching the woreda administrative body of each public sectors
to get current data for the research and this took extra time to get the required information.

1.9 Organization of the paper

This study will be organizing in five chapters. Chapter one will be about introduction of the
study which contains background of the study, statement of the problem, objective of the
study, significance of the study, scope and limitation of the study; chapter two deals about
review of related literature; chapter three is about the research design of the study
comprising all methods and tools which will be used to achieve the stated objectives. Chapter
7
four discusses about the results, discussion and interpretation of the findings. The last chapter
five will talk about summary, conclusion and recommendation of the study.

1.10 Operational Definition of Key terms

Leadership: Rost (1993) defined leadership as the influencing relationship among leaders and
followers who intend real changes that reflect their shared purpose.
Empowerment: is a process where people gain increasing power and control over their lives it
involves awareness, self-confidence, broadening of options and opportunities, and increasing
access to, and control over resources, empowerment comes from “inside”, from the individual
themselves, it cannot be granted by others (Saide,2005)
Gender: - Traditional definitions of gender refer to cultural norms (masculine or feminine)
cultural and social treats and sex which is based on a biological state male or female (Berdahl,
1996).
Gender stereotypes: is generalization of male gender as naturally acquainted with certain
talents to do some work while women are unfit to do the same work. It ignores individual
difference within the same sex (Stogdill, 1974).
Women’s Participation in Decision Making: Participation in Decision Making is referred to as
the employees‟ perceived involvement and influence in the decision making process in an
organization that has a direct and indirect impact on their jobs (Afoz, 2010).
Strategies: The term is used to refer to ways and means that can be used to improve both
women and meal. Strategy is important because the resources available to achieve these
goals are usually limited.

Socio-cultural Factors: Socio-cultural factor is the norm and value that was accepted and
kept by the society through generation as a binding common asset that the society acts
within it accordingly.

Stereotypes: is the process of simplifying and reducing classes of people to a few

characteristics by which they are generally said to be identifies (The Conference board of
Canada Report, 2011)

8
CHAPTER TWO

2. REVIEW OF RELATED LITERATURE

2.1 Theoretical framework

A theory is a set of statements or principles devised to explain a group of phenomena or facts,
especially the ones tested repeatedly or have been widely accepted and can be used as basis for
predictions regarding natural phenomena. This study will be anchored Patriarchy theory and
Liberalism.

2.1.1 Liberalism
Liberalism is a political philosophy or worldview founded on ideas of liberty and equality.
Liberals adopt a wide range of views depending on the principal understanding of these, but in
general, they support programmes and ideas for example the freedom of speech, press, religion,
civil rights, free markets, democratic societies, international cooperation, gender equality and
secular governments (Crenshaw, 2017).

U.N agenda for 2030 on Sustainable Development Goals embrace the specific goal towards
gender equality, which aims to stop on discrimination and cruelty towards girls and women in
ensuring equal opportunities and participation in all the areas of life. Advancing female political
participation is a means to the attainment of the SDGs. It is amongst the Targets for Goal Five
that “Ensure women’s full and effective participation and equal opportunities for leadership at all
levels of decision-making in political, economic and public life” (United Nations Women, 2017).

2.1.2 Patriarchy Theory

The second part forms the basis on labour division that recognizes role of women to the domestic
field while the men take charge of the modern economy in the world outside. Women’s
responsibilities in the domestic sphere take most of their energy and time thus leaving them with
neither much energy or much leisure and the freedom of mind to engage in the productive
activities than male in the public sphere always do. Due to this, there is perpetuation of
monopoly by male who hold vital socio-economic hierarchy and the related of major
institutions of modern society such as law and politics. Therefore, male domination and the
restriction of women to domestic work is the basis for women's oppression and subordination
(Alzuabi, 2016)

9
2.2 General Situation of Women in Ethiopia

Women in Ethiopia as anywhere else occupy the law status in the society. Although they
represent 49.8% of the estimated Ethiopian population of 79.1 million (CSA, 2017), contribute
mainly to food production and other, they have not shared the fruits of development equally
with their male counterpart. Rights such as, access to l, credit and other productive
resources are difficult for women to attain. They also experience multiple forms of other
deprivations such as longer working days, women specific ill health, low levels of education
relative to men, lack of adequate representation in leadership decision making positions
(Sosena & Tsehai, 2008).

In general, Women in Ethiopia occupy low status in the society. In spite of their contributions
to the wellbeing of their family community affairs in general, women experience lower socio-
economic status as a whole hence is marginalized from making decisions at all levels. Women
are facing multiple forms of deprivation. Gender based discrimination, lack of protection of
basic human rights, violence, lack of access to productive resources, education Training, basic
health services, employment are widespread (National Committee for Traditional Pr3 WDD
actives Eradication (NCTPE, 2003).

Women experience lower socioeconomic status in general and hence is marginalized from
making decisions at all levels. Nonetheless, women are poor in terms of access to resources,
service conducted by the Central Statistical Authority (CSA, 2017) showed that women
account for less than half (43%) of the total employees in the country. Considering the
percentage of female employees from the total number of employees by employment type, the
highest was in domestic activities (78%) followed by unpaid activities (59.3%). In other types
of formal employment (e.g. government, NGOs, private organizations), the percentage of
female workers is less than 35.9 (CSA, 2017). Women‘s employment in the formal sector both
in industries and in the Civil Service is lower than men (NCTPE, 2003).

2.3 Empirical Review

2.3.1 Women Participation in Leadership

Gender equality in the various political arenas worldwide has been a challenging task to achieve
despite the efforts made by most countries in embracing democracy. Further, realization
of gender equality in matters of political participation and its leadership is yet to be achieved.

10
Rwanda and Andorra have been able to achieve a parliamentary representation of 56.3% and
50% respectively. The two countries are ranked among the top in world, in having gender
equality in representation of women in leadership at the parliament (Parvin, 2014).
Tabuka (2015) also noted that as more women obtain chances to leadership in various parts of
the world, they also continue to be faced by a lot of challenges to their full political
participation. Although women representation in parliament is increasing, the number of
women remains vastly outnumbered by men in government and other institutions that comprise
the political system.

In the pre-colonial period assessments of women's political position in Africa indicates that
women roles were well defined. Otieno (2012) observed that most state systems in the pre-
colonial Africa had women's positions in politics as being part of normal fare of politics such
as in some cases the king's sisters or wife ruled over other women’s affairs and they
were responsible for the performance of the people who had been assigned to them and those
that were under their authority. Ogbogu (2012) in Nigeria also noted that in some societies
women were leaders, counselors and spiritual figures such as the case of the Omu among the
Igbo Nigerian people who commanded considerable authority and respect as a leader among the
subjects.

In Kenya, among the Agikuyu, who highly dominated in central Kenya, elderly women formed
women councils to dictate members’ behavioral patterns as well as enforced necessary
sanctions (Mwangi, 2004). Thus, women in the pre-colonial period usually had political control
over some areas of activity such as trading, marketing or household and other family affairs.

The colonial systems of administration allowed the European officials to rule through
indigenous male authorities. Southern Nigeria in West Africa is a good example of one of
the country that indicates where women's political power was eroded in the colonial rule
where the colonial government changed the traditional male office of the Obi into a salaried
position but did not put into consideration the female counterpart, the Omu (Bochaberi, 2014).
The colonial economy motivated the migration of men to the emerging urban centers to obtain
formal employment and the women were neglected in the rural to perform family chores. This
effectively enhanced domestic and public spheres, which was reinforced by colonial education,
which made men ready to take care of the public sector while women prepared to become good
house makers.

11
Prior to colonialism, the independent governments did not reverse political marginalization of
women. Women that had participated in liberation and nationalization movements were not
recognized, while men who contributed were recognized and rewarded as most of men were
involved in the negotiations that lead to independence. They eventually took over from the
colonial government.

Okumo and Asfaw (2014), state, ―Introduction and adoption of gender quotas in the political
and public service offices do increase female leadership in both political and executive/public
sectors. For example, women‘s representation in the House of People‘s Representatives in
Ethiopia grew from 2.83 percent in 1995 to 7.7 percent in 2000 to 21.4 percent in 2005 to 27.9
percent in 2010 (UN Women,2014) and to 39 percent in 2016 (World Bank Group, 2016) and
the increase in the number of women and their participation in leadership and governance was
found out to yield significant results (UN Women, 2014).Although their numbers may not
be comparable with men, there are prominent women in Ethiopia who successfully lead
business organizations and other sectors of the economy (Mengistu & Lituchy,2017). Although
actualizing their full potential is an opportunity, it is quite tough to be a leader for women in
developing countries such as Ethiopia where the culture forces women to spend more time and
effort on the household chores, family, community participation, and other social
responsibilities. As a result, getting to leadership positions is something that cannot be easily
attained by many.

Cherinet and Mulugeta (2013), argue that the patriarchal culture of Ethiopia has impeded
women‘s autonomy in all areas of life and resulted in keeping women‘s status low. The authors
stated that patriarchal society keeps women subordinate to men and uses culture and religion as
an excuse. These results in inequalities between men and women in divisions of labor benefit
shares, and the household responsibilities industrialization; the fast developing economy and
knowledge, the opportunities of employment for women have also increased. In addition, Ogota
(2013), argues that although a number of policies that support and encourage women‘s
participation in development have been emerging, women‘s access to and control of productive
resources, information, training, education, employment, and decision-making are limited.

12
2.3.2 Cultural Factors and Women Participation in Leadership

House et al. (2004) defines culture in the study as values, identities, beliefs, shared motives, and
the meaning or interpretations to momentous events resulting from a common experience of
collective members and are passed across generations. Fu et al. (2004) in the empirical study
outlined that culture affects the growth of women into leadership positions. In a similar
observation by Paxton and Hughes (2007), the culture of a country determines the level of
political participation by the women, being in control of the demand for female political leaders,
as well as the supply for female candidates willing to take up political positions. In the effort to
attain progressive leadership, it is of immense importance to understand the cultural systems
in the varying contexts (Kirkman, Lowe & Gibson, 2006).

By this, they fail to afford the huge sums of money necessary to fund electoral campaigns.
Association of African Women for Research & Development on the 1997 general election also
makes a similar claim that lack of resources prevents women's participation in politics
leadership. It further notes that this factor is closely related to culture, women have less credit,
employment opportunities and education.

According to Bullough et al. (2012), culture has been defined as a major setback for nations
adhering to rigorous Islamic backgrounds. Most often, these nations have been ranked bottom at
the parliamentary women representation, despite the affluence in the Arab Societies such as
Saudi Arabia and Kuwait, and Lebanon, Egypt and Jordan.

In Ethiopia, Kassa (2015) found of traditional belief that the roles of childcare and kitchen
works were purely woman roles, as opposed to participating in activities outside the home. There
is division of labor for men and women, in those women undertake the home activities as the
men undertake those outsides. The women took up the various household activities such as
washing, childcare, cooking thus limiting on their political involvement. The women were also
excluded from the religious institutions as well as religious leadership therefore bringing
about a negative impact of women in the society and a limited life booth in the public and
politically.

In Orange Democratic Movement Party, Mungai (2014) established that cultures and traditions

13
play a great role in political participation and political headship by women. Women are in the
process of attaining equality on socially and politically, financially, be informed, achieve
optimum membership at all levels of decision making, dignity, quality life, access basic services
as well advance their social status. They are yet to achieve a significant level towards basic
accomplishment in the Kenyan political processes.

2.3.3 Socio-economic Factors and Women Participation in Leadership

Societal positioning of women in the socio-economic spheres in the societies negatively affects
their participatory into leadership. Women have lesser earnings to the men, and the division
of labor on sexual grounds imposes a societal burden, as the men do not face women. When the
women take up positions of decision-making, they are often faced by triple burden.
According to the study by Alzuabi (2016), the women to begin with, have primary
responsibility to their family and profession. Women lack sufficient financial resource, the vital
economic resource while entering in to politics, thus a major obstacle towards participation for
leadership. This obstacle is a hindrance to majority of the women, and they get reluctant in
taking up positions of leadership leading to marginalization in many nations. Economic
resources have been distributed unequally along gender lines, bringing about inferiority
complex amongst the women towards political activities (Nagaad, 2007).

Indirect resources include the cash that is obtained from one’s political party and donation from
other sources to the candidate while direct resources are usually made up of subsidies, state
budgets, personal own resources and donors. The issue of having access to financial resources
greatly influences women’s decisions when they want to vie for the various parliamentary seats.
Somaliland is an example where women tend to be reluctant to vie for political positions due to
many reasons (Filla & Larimer, 2011). The reasons include fear of investing their economic
resources in politics, which they feel it belongs to their husbands and the family.
The number of girls reduces as one move to higher levels of education. Lack of civic education
makes most women unaware of their rights; they know very little of the issues of politics and
decision making (Bullough et al., 2012). Many women therefore; continue to rely on their
husbands, fathers, brothers and sons to advise them on whom to vote for and for what position.
This is not acceptable practice in democratic elections because each ballot should be secret and
independent. Civic education contributes to opinion shaping and active participation of the
electorate; it creates awareness and seeks the participation of citizens in all aspects of

14
democracy (Bochaberi, 2014). It is therefore a key aspect to have the women take up electoral
positions. In Kenya, civic education is built alongside the education system such that as children
attain voting age, they understand the nature of politics, locally and nationally as well as the
electoral system. Therefore, women who are deprived of the education system tend to lack the
basic skills on civic education for their participation in elections, informatively. The link
between access to education by women and the political participation of women in Turkana
Central Constituency will be addressed in this study.
According to empirical studies in the USA carried out by Inglehart & Norris (2003), whenever
women face economic challenges, it becomes hard for them to get wins to political positions, as
they lack vital resources in the political space of decision-making.

In Migori County, Otieno (2012) found economic factors play a pivotal role in women
participation in leadership and availability of resources such as money, vehicles are a major
determinant of women participation in leadership, without these resources women cannot
launch and sustain campaigns for leadership. In addition, demographic factors as the marital
status plus the level of education were found to be influential in women participation to
leadership. The widowed, divorced and the Single women showed interest towards leadership as
compared to married women.

In a study on factors influencing participation of women towards leadership Rongo

Constituency, Otieno (2012) found that marriage had a significant impact on men, as
compared to the men, whereby it boosts participation by men into politics and become
averse to the women. Upon getting married, the women spend most of their time doing
household chores, thus minimal time for leisure.

2.3.4 Organizational factors and women in leadership position

Organizational culture is defined as the realities, values, symbols rituals held in common by
members of an organization, which contribute to the creation of norms expectations of
behavior. It defines conduct within an organization, determines what is not valued, how
authority is asserted (Mbugua, 2007).

The values, which support the great majority of organizations, thus define success; often
include money, power status. The corresponding behaviors include working long hours putting
in face time (as proxies for productivity), competitiveness a willingness to put work above all

15
 else. These values behaviors, which some authors define as being masculine, have come to
dominate organizations for historical socio-economic reasons but are increasingly being
challenged by women, many men, who want to 'work to live' rather than 'live to work (
Mbugua, 2007).

Work Place Policies

Mbugua (2007) asserts that pregnancy is a workplace issue that starts well before
conception and ends long after birth. It is impossible to separate pregnancy and family
responsibilities. Subjective evidence suggests assumptions that women will resign when
they have children are still widespread and continue to form the basis for not hiring women
among some employers. Large number of women report significant difficulties when they
return to work due to the lack of supportive policies and practices in workplace. Issues like
childcare, breastfeeding, flexible working hours and part-time work are still very current
issues for most working women (Mbugua, 2007).

2.3.5 Gender Stereotype Factors

There are different definition about gender stereotypes from them the following definition
describes gender stereotypes are generalized beliefs about the characteristics qualities
attributed to men and women in a society. In general, men are characterized as aggressive,
risk-taking, decisive, autonomous (argentic attributes), whereas women are characterized as
kind, caring, relational, and humble (communal attributes) (Collins and Singh, 2006; Sikdar
and Mitra, 2008).

It also described as the characteristics, attitudes, values behaviors that society specifies as
appropriate for the particular gender. The differences may have arisen not just from biological
differences but also from sex role socialization during childhood and the way in which men
and women develop psychologically. Gender stereotypes have consistently demonstrated that
men are generally seen as more agent and more competent than women, while women are
seen as more expressive and communal than men (Duher et al.2007).

As result, stereotyping can have an influence on the way in which men and women are
perceived in the workplace. The use of stereotypes as the basis for assessment of individuals
can result in advantage or disadvantage, not because of individual ability or lack of it but
because of group membership. Gender stereotypes are still pervasive and widely shared
(Mbugua, 2007).
16
17
18
 2.4 Conceptual Framework of Study

A conceptual framework is a set of broad ideas and principles taken from relevant fields of
inquiry and used to structure a subsequent presentation (Reichel and Ramney, 1987)
Figure 1

Independent Variables Dependent Variable factors

Socio-economic factors
Women Empowerment

Organization factors

Cultural factors

stereotype

Source: Developed based on literatures, 2022

19
CHAPTER THREE

3. RESEARCH METHOLOGY

3.1 Introduction

This part describes the methodology that used in this study: The Research Design, Data and
Sources, Population and sampling Study, Sample size determination, Data collection
Methods, Method of Analysis and model specification and Ethical Consideration are
studying along with an appropriate justification associated with each approach in this
chapter.

3.2 Research Design

The study was employed explanatory research if it tries to establish relationship that exists
between variables. It aims at identifying how one variable affects the other; it seeks to
provide an empirical explanation to the causes and effects relationship between one or more
variables Mark et al. (2009). This research paper is explanatory in nature since its purpose is
to determinant factors that affects women participation at leadership position in public
sectors in Gida Ayana woreda.

Moreover, the study was used ross-sectional research approach in the sense that all relevant
data will collect at a single point in time. The reason for preferring a cross- sectional study
is due to the vast nature of the study and the limitation of time.

3.3 Target Population

Population was mixture of elements from different public sectors that would be selected
by list all the in the sector that was use and all public sectors used in the sample to be
selected for this study. Accordingly, the study population of this research project was all
permanent employees which currently from a total of 33 public sectors researcher was ake
23 public sectors. The total populations for 23 public sectors are 1450.

20
3.4 Sampling Technique

The study populations was used organizational employees to be selected from public
sectors of Gida Ayana woreda. Completed list of all employees in the public sectors was
acquired from public service and from each sectors human resource department.

Both probability and non-probability sampling techniques was used. The probability
sampling technique was d useto selected sample respondents form the total population
following systematic random sampling technique. The non-probability method was used to
include higher woreda officials and women in position in the woreda.

As From 23 public sectors, the researcher was taken all representative public sectors
employees in the woreda, 313 which is (95%) confidence interval would be taken as sample
size.

3.5 Sample size determination

The study w a s intended t o used Yamane Taro‘s (1967) formula of sample size
determination

N
n
1  N e 
2

Where, N= total target population, 1450

e= acceptable sampling error =0.05

n= sample size

e = acceptable sampling error, *95% confidence level,

P= 5% assumed

Therefore, n= 1450/1+1450(.05) 2

n = 313

According Yamane Taro‘s (1967 the researcher used from sample frame of 1450 total
public sectors employees of woreda the sample size would be 313.

Where; n =the sample size of the study N=total population of the woreda e =acceptable

21
 error 5 % (0.05); 1=designates the probability of the event occurred used this formula we
can calculate the sample size: N=1450 e =0.05 n=313

Stratified random sampling helps to get information from different public sectors of the
woreda. This technique is preferable because it was used to assist in minimizing bias when
dealing with the population. With this technique, the sampling frame can be organized into
relatively homogenous in groups (strata) before selecting elements for the sample.
According to Janet (2006), this step increases the probability that the final sample would be
representative in terms of the stratified out of groups. The strata are Gida Ayana woreda
including: Woreda Administration office, Woreda women affairs office, Woreda house
of speech office, Woreda Youth and children office, Woreda public and civil service office,
Woreda revenue authority office, Woreda finance and economic cooperation office,
Woreda higher court, Trade office, Water and energy office, Road and transport office,
Security office, Police office, Justice office, Urban development office, Agricultural
office, Educational office, Union office, Gida Ayana Health center, Environmental
protection office, Military office and woreda SMEs office.

Proportional sample size from each stratum will be calculated by the following
formula:
N
n
1  N e 
2

Where: Ni is the sample drawn from each public sectors; Ni is the total number of

population in each public sectors; n and N is the sample size and the total population size of

the study respectively.

The researcher takes sample from each public sector by lottery system:

For example from woreda administration office researcher take by following formula
313/1450*70=15 samples respondents of woreda administration office.

22
 Table 1 Proportionate Sampling Determination

S.no Name of public office Male Female Total employees Sample from
each offices
1 Woreda Administration office 57 13 70 15
2 Woreda women and children 14 8 22 5
affairs office
3 Woreda house of speech office 13 4 17 4
4 Woreda Youth and children 40 13 53 11
office
5 Woreda public and civil service 19 9 28 6
office
6 Woreda revenue authority office 20 4 14 3
7 Woreda finance and 34 12 46 10
development office
8 Woreda higher court 23 7 30 6
9 Woreda trade office 39 9 48 10
10 Woreda water and energy office 26 16 42 9
11 Woreda road and transport 18 7 25 5
office
12 Woreda Cultural and truism 7 8 15 3
office
13 Woreda Security office 7 5 13 3
14 Woreda Police office 36 20 56 12
15 Woreda Justice office 15 5 20 3
16 Woreda Urban development 32 8 40 9
office
17 Woreda SME office 125 45 170 37
18 Woreda Educational office 25 11 36 8
19 Woreda Union office 30 15 36 8
20 Gida Ayana Health center 177 130 307 72

21 Woreda health center 134 142 276 62

22 Woreda Environmental 25 13 38 8
protection office
23 Woreda military office 17 0 17 4
Total population 946 504 1450 313
Source: own survey from Gida Ayana woreda public and civil service office, 2022

23
3.7 Data Type and Source

In order to conduct the research, primary and secondary data sources was employed. Both
primary and secondary data will be collected. The Gida Ayana woreda public sectors gender
expert, officials from woreda offices, woreda administrative bodies and woreda women office
heads, employees of public sectors, and process owners will be used as primary sources of
data. The primary data will be collected from the sample respondents through questionnaire,
interview and key informants. Whereas annual reports, documents, and journals, published
articles, woreda quarterly reports will be used as secondary sources of data.

3.8 Data collection Methods

3.8.1 Primary data

3.8.1.1 Interview

Interview was repared for employees that are working in women affairs office head and public
service and human resource office head in Gida Ayana woreda . It is important to collect the
data which will be about the existing practice on assigning women‘s for leadership position
in Gida Ayana woreda. Unstructured interview will be used when respondents to provide a
response in their own words.

3.8.1.2 Questionnaire

The study will use questionnaires (for female and male employees of the woreda sectors) to
collect the required data. The questionnaire will be self-administered questions. It is because
questionnaire will be willing to statistical data analysis with minimal manipulation of raw data,
help to access a large sample, place minimal demands on personnel, can avoid biases of responses
due to personal experiences unlike interview and observation and can totally unspecified in
(Alebachew,2007).
From managerial staff officers, team leaders and manager of different office where as from the
public sectors all employees are filling the questioners. It involves both close ended questioners
to collect relevant data from respondents.

3.8.2. Secondary Data

The study will be used various documents which were relevant for the study. It also collects both
qualitative and quantitative data from secondary data sources. Secondary data which describes
about policy and procedure relate to promotion, delegation and other necessary information
24
 for study.

Addition of the secondary data source will be review articles, published reports, website related
to women and analysis paper are used for the study. A review of varies publication will also be
conducted to find the facts about the factors that affect women‘s participation in leadership
position in the public sectors in Gida Ayana woreda.

3.9 Reliability of Research Instruments

Reliability refers to the overall consistency of a measure. According to Russell (2013), a measure
is considered to be highly reliable if it produces the same results if tested in the same conditions.
Reliability in this study will be measured by use of internal consistency of various statements
that will be used to measure a construct or variable. According to Kultar (2007), internal
consistency also refers to how closely a group or set of items are related. The values of Cronbach’s
alpha range from 0 to 1. The higher the values of Cronbach’s alpha the more reliable the research
instrument is. However, while Cronbach’s alpha values of 0.7 and above are reliable, values
below 0.7 are considered unacceptable.

3.10 Variables in the Study

Normally, the purpose of the study is to determinants of women participation in leadership

position in the study area. Accordingly, the specific objectives carefully designing. Indicating in
the above objectives is affected by the following independent variables: Social-economic
factors, cultural factors, Organizational factors and Gender Stereotype to enhance women in
position on dependent variable women participation in leadership position. These variables will
be measuring by using five point Likert scale method 5 strongly agree to 1 strongly disagree.

Dependent variable
 Women participation at leadership position

Independent variables

 Social-economic factors

 Organizational factors

 Gender Stereotype

 Cultural factors

25
Y (Women participation at leadership position) = β0 + β1 Social-economic factors +
β2Organizational factors + β3 Gender Stereotype + β4 cultural factors+ e

3.11 Ethical Consideration

The research would do everything to make this work professional and ethical. To this end, the
researcher will try to clearly inform to the respondents about the intention of the study i.e. is
purely for academic purpose, while introducing the purpose of the research in the introduction
part of the questionnaire the researcher confirmed that subjects, confidentiality will be protecting.
Moreover, the study will be based on their permission. The researcher will also do not personalize
any of the response of the respondents during data presentations, analysis and interpretation.
Furthermore, all the materials used for this research will be appropriately acknowledging.

26
3.10 Method of Data Analysis

The collected data will be processed with the help of Statistical Package for Social
Sciences (SPSS) version 23. The necessary steps such as questionnaire checking, editing,
coding, recording, and data cleaning statistically adjustment of data will be done before
analyzed the data. Specifically, descriptive statistics (Mean, Standard deviation, max and
min) and inferential statistics (correlation and regression) will be used as tools.

Descriptive statistics allow will present the data to be acquired in a structured, accurate and
summarized manner by tabulation and measures of central tendency (mean and standard
deviation). The descriptive statistics will be used in the current research to be analyzed the
demographic data includes frequencies, percentages, means and standard deviations of the
research.

According to (Sekaran,2000) ―inferential statistics allowed researchers to conclude from the

data through analysis the relationship between two variables; differences in a variable
among different subgroups; and how several independent variables might explain the
variance in a dependent variable.

Cohen (2000) posit that the Pearson Product Moment Correlation Coefficient or will
be a widely used statistic for obtaining an index of the relationships between two variables
when the relationships between the variables was linear and when the two variables
correlated were continuous. According to (Anastasi & Urbina, 1997, p. 88), ―the Pearson
Product Moment Correlation Coefficient takes into account not only the person‘s position
in the group but also the amount of her or his deviation above or below the group mean.‖
To ascertain whether a statistically significant relationship exists between women
participation at leadership position dimensions such as social economic factors,
organizational factors, cultural factors and Gender Stereotype with women participation at
leadership position, the Pearson Correlation Coefficient will be used.

Multiple regression analysis takes into account the inter correlations among all variables
involved. This method will also take into account the correlations among the predictor
scores (Cohen, Manion & Morrison, 2007).

Inferential statistics in this study will include Pearson correlation analysis and multivariate
regression analysis. The study will apply a 95% confidence interval and hence the alpha
27
value or significance level in this study will be 0.05. This simply means that that for an
independent variable to have a considerable influence on the dependent variable, the p-value
ought to be below the significance level (0.05).

Since there are three independent variables in this study the multiple regression model will
be as follows:

Where:
Y= Women participation in political leadership

β0 = Constant
β1- β4 =Coefficients of determination
X1 = Cultural factors
X2 = Socio-economic factors
X3 = Organizational factors
X4= Gender stereotype
ε = Error term

28
 CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
4.1. INTRODUCTION
This chapter deals with data presentation, interpretation and analysis of the study. The
response rate is discussed under 4.2, demographic information of the respondents under 4.3,
descriptive analysis under 4.4, and correlation analysis under 4.5 and multiple regression
under 4.6. Therefore, in the following sections the accuracy of the overall research procedure
as well as the findings of the study have been analyzed and presented.

4.2. Response Rate

Table 4.1.Response Rate

Response status Frequency Percentage

Filled and returned 295 95%

Not returned 18 5%

Total 313 100%

Source: own survey result, 2022

Total 313 questionnaires were distributed to respondents (public sectors). Out of the 313
questionnaires, 295 were returned to the researcher, which represents a response rate was 95 %

4.3. Demographic Information of the Respondents

In this section, the researcher analyzed and discussed demographic information of the
respondents. The general information collected was on sex, age, educational status, rank and
marital status. Sex assessed to understand the involvement of both gender in the study, which
means male and female. The educational status was important to imply that the respondents
were well educated and had the ability to understand and respond to the issues sought by the
study. Rank status was required to identify the respondents interested and understand the
determinants of women participation in leadership positions.

29
4.3.1 Gender of Respondents

Table 4. 2. Gender of Respondents

Frequency Percent Valid Percent Cumulative Percent
Valid Male 185 83.2 83.2 83.2
Female 110 16.8 16.8 100.0
Total 295 100.0 100.0
Source: own survey result, 2022

The study found out in the table 4.2 185(62.71 %) of the respondents were male while
110(37.28 %) were Female. This indicates that majority of the respondents are male .

4.3.2 Age of Respondents

Table 4.3. Age of Respondents

Frequency Percent Valid Percent Cumulative Percent
Valid 20-30 35 19.6 19.6 19.6
31-40 46 25.7 25.7 45.3
41-50 68 38.0 38.0 83.2
above51 30 16.8 16.8 100.0
Total 295 100.0 100.0
Source: own survey result, 2020
As shown in the table 4.3, there were 58(19.60 %) of the respondents in the age group 20-30
years, 75(25.70%) of the respondents in the age group 31-40 years, 113(38%) of the
respondents in the age group 41-50 years, and 49(16.80%) of respondents located in the age
51 -60 years. It indicates that majority of the respondents were located in the age of 41-
50years.

30
4.3.3 Education Status
Table4. 4. Education Status of Respondents
Valid Cumulative
Frequency Percent Percent Percent
Valid 12 grade complete 15 5 5 5
Certificate 44 15 15 20
Diploma 74 25 25 45
Degree 118 40 40 85
Masters and above 44 15 15 100.0
Total 295 100.0 100.0
Source: own survey result, 2022
As shows in table 4.4 15(5%) of respondents were 12 grade completed, 44(15%) of
respondents were certificate, 74(7.30%) of respondents were diploma holders and 118(40%)
of respondents were first degree and 44(15%) of the respondents were masters and above
holders. The result indicates that most of the respondents were degree holders and it showed
that most of the respondents were intellectual and they were easily understudied the issues
required by the study.

4.3.4 Position of the respondents

Table 4.5. Position of the respondents
Frequency Percent Valid Percent Cumulative Percent
Vali officer 202 68.5 68.5 68.5
d Department coordinator 70 23.72 23.72 92.22
Office head 19 6.5 6.5 98.72
Office deputy head 3 1 1 99.72
Chief administrator 1 .35 .35 100.0
Total 295 100.0 100.0
Source: own survey result, 2022
As shows in table 202(68.5%) of respondents were officer, 70(23.72%) of respondents were
Department coordinator, and 19(6.5%) of respondents were Office head,3(1%) Were Office
deputy head and 1(.35% ) were Chief administrator. The result indicates that most of the
respondents were officer and since they were officer they were very interested to response the
questioner of the study.
31
 4.4 Correlation Analysis
Correlation is perhaps the most basic and most useful measure of association between two or
more variables (Marczyk,Dematteo&Festinger, 2005). It helps to gain insight in to the
direction and strength of correlation between variables. Correlation coefficients take value
between -1 and +1 ranging from being negatively correlated (-1) to uncorrelated (0) to
positively correlated (+). Pearson correlation analysis was used to provide evidence of
convergent validity. Pearson correlation coefficient reveal magnitude and direction of
relationship (either positive or negative) and the intensity of the relationship (-1.0 to +1.0). As
per Marczyk, Dematteo and Fesinger (2005) general guide lines correlation of .01 to .30 are
considered small, correlation of .30 to .70 are considered moderate, correlation of .70 to .90
are considered strong and correlation of .90 to 1.00 are considered very strong. Depending on
this rule of thumb, all basic variables were included in to the correlation analysis.

32
 4.4.1. Factors affect women participation and leader ship position

Table 4.6 Factors affect women participation and leader ship position
Socio- Organizati
economic onal Gender Cultural
factors factors stereotype factors Lp
Socio-economic factors Pearson 1
Correlation
Sig. (2-tailed)
N 295
Organizational factors Pearson .497** 1
Correlation
Sig. (2-tailed) .000
N 295 295
Gender stereotype Pearson .655** .358** 1
Correlation
Sig. (2-tailed) .000 .000
N 295 295 295
Cultural factors Pearson .623** .386** .452** 1
Correlation
Sig. (2-tailed) .000 .000 .000
N 295 295 295 295
Leader ship position Pearson .721** .405** .791** .548**
Correlation
Sig. (2-tailed) .000 .000 .000 .000
N 295 295 295 295
**. Correlation is significant at the 0.01 level (2-tailed).
Source; own survey result, 2022
The results of the correlation matrix between each determinant of women participation and
Leader ship position was analyzed as follow.
As shown in the table 4.12, the correlation between Socio-economic factors and Leader ship
position is positive with correlation coefficient of 0.721 and the significance level of

0.000,which is less than 0.01(r=0.721,N=295,p 0.01).This implies Socio-economic factors

and Leader ship position have a positive strongly correlated and statistically significant.
Based on survey result, there is moderate positive correlation between Organizational factors
and leader ship position with correlation coefficient of 0.405 and significance level of 0.000
less than 0.01, which shows us Organizational factors and leader ship position have a
moderate positive correlation and statistically significant (r=0.405,N=295 and p<0.01).
33
Based on study result, there is strong positive correlation between Gender stereotype and
leader ship position with correlation coefficient of 0.791 and significance level of 0.000 less
than 0.01, which shows us Gender stereotype and leader ship position have a positive strongly
correlated and statistically significant (r=0.405 , N=295and p<0.01).
Lastly, on survey result, there is moderate positive correlation between Cultural factors and
leader ship position with correlation coefficient of 0.548 and significance level of 0.000 less
than 0.01,which shows us Cultural factors and leader ship position have moderate positive
correlation and they are statistically significant(r=0.548, N=295 and p<0.01).This implies that
all factors of women participation have a positive correlation with leader ship position and
statistically significant .
This implies that all supply chain management practices in logistics dimension under the study
jointly have a positive correlation with humanitarian organization performance and
statistically significant.
4.5 Regression Analysis
Kothar (2004) define regression analysis is a statistical method that deal with the formulation
of mathematical model that depicting a relationship among variables and can be used for the
purpose of prediction of the value of dependent variable based on the value of the independent
variables. It also multiple regressions conducted to identify the relationship and to see the
factors that affect women participation on leader ship positions. In order to show the level of
the effect of factors on leader ship position, the researcher checked the significant value of
unstandardized coefficients.

4.5.1. Model Assumption

Before running to multiple regression analysis, the researcher has conducted the basic
assumption tests for the model. These are normality distribution and multi- co linearity tests.
Each test of assumption is explained as below.

4.5.2 Normality Distribution Test

The study used two methods for assessing normality test. These were graphically (Normal
probability plot) and numerically (skewness and kurtosis). In the Normal probability plot,
points were laid in a reasonable straight diagonal line from bottom left to top right.

Numerically, the evaluation of normality in the data analysis began with exploring the
skewness and kurtosis values of factors that affect women participation and leader ship
position. Skewness and kurtosis values between +1 and -1 are considered being normally
34
distributed (Gamst et al,. 2008). Table 4.13. summarizes the skewness and kurtosis values of
the distribution. The sknewness and kurtosis values for the factors that affect women
participation, namely, socio-economic factors, organizational factors, cultural factors and
gender stereotype and leader ship position are within the acceptable range (-1.0 to +1.0) and it
can be concluded that the data is normally distributed. So the result of kurtosis and skewness
exist between -1 to +1.0 which is acceptable and error term for each variable is constant

Table 4.7 Normality Distribution Test

Statistics
Socio-
economic Organizational Cultural Gender Leader ship
factors factors factors stereotype position
N Valid 295 295 295 295 295
Missing 0 0 0 0 0
Skewness -.261 .244 -.261 -.291 .037
Std. Error of .182 .182 .182 .182 .182
Skewness
Kurtosis -.128 -.429 -.561 .493 -.518
Std. Error of .361 .361 .361 .361 .361
Kurtosis
Source: own survey result, 2022

4.5.3. multi-co linearity Test

Multi-co linearity exists when there is a strong correlation between two or more independent
variables in a multiply regression model (Field, 2009) and also, if there is a high degree of
correlation between independent variables, there is a problem of multi-co linearity.

Field (2009) cited that variance inflation factory (VIF) value above 10 and a tolerance Value
below 0.1 pose a multi-co linearity problem. From table 4.13, VIF Value ranges from 1.348-2.
498.Tolerance value ranges within the value of .400-. 742.Therefore, in this study the values
of VIF and tolerance level indicate that, there is no serious multi co linearity problem.

35
Table 4.8. Multi-collinearity Test Collinearity Statistics

Model Tolerance VIF

1 Socio-Economic factors .400 2.498
Organization factors .742 1.348
Cultural factors .567 1.765
Gender stereotype .601 1.665
Source: own survey result, 2022
4.5.4. Regression Analysis of Factors that affect women participation and
leader ship positions.
Table.4.9. Regression Analysis of Factors that affect women participation and leader
ship positions
Model Summaryb
Std. Error of the
Model R R-Square Adjusted R Square Estimate
1 .841a .707 .700 .235
Source: own survey result,2022

a. Predictors: (Constant), Socio-Economic factors, organizational factors, cultural factors,

Gender stereotype
b. Dependent Variable: Leader ship position.
In the model summary table 4.15, R indicates that there is strong correlation between factors
that affect women participation and Leader ship position with the multiple correlation
coefficients of .841. From table 4.15 The R square values .707(70.70%) show that contribution
of factors that affect women participation (Socio-Economic factors, organizational factors,
cultural factors and Gender stereotype) to the Leader ship position, while the remaining
29.30% is explained by other variable or outside the existed independent variable. This means
that factors that affect women participation (Socio-Economic factors, organizational factors,
cultural factors and Gender stereotype)) cannot explain the remaining 29.30% of the Variation
in the Leader ship position.

36
4.5.5 ANOVA Model Fit

Table4.10. ANOVA Results between factors affect women participation and Leader ship
position
ANOVAa
Model Sum of Squares Df Mean Square F Sig.
1 Regression 23.144 4 5.786 104.870 .000b
Residual 9.600 174 .055
Total 32.744 178
Source: own survey result,2020
a. Dependent Variable: Leader ship position
b. predictors: (Constant), Socio-Economic factors, organizational factors, cultural
factors and Gender stereotype
c. Based on Table 4.16, the ANOVA test shows that regression model had a
significant effect on Leader ship position since the p-value (0.000) is less than

0.01(0.000 0.01).This indicate that, the regression model is statistically

significant in explaining the relationship that exist between study variables. Hence,
it implying that the model is good fit since the factors had significant effect on
Leader ship position.

37
4.5.6 Regression Coefficient

Table 4.11. Regression Coefficients woman participation factors and Leader ship
position

unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta T Sig.
1 (Constant) .625 .177 3.537 .001
Socio-Economic .251 .059 .275 4.246 .000
factors
organizational factors .026 .047 .027 .558 .577
cultural factors .410 .041 .547 10.033 .000
Gender stereotype .146 .065 .118 2.234 .027
a. Dependent Variable: Leader ship position
Source: Own survey result, 2022
The aim of the regression in this study is to find such an equation that could be used to find the
effect of predictors on dependent variable. The specified regression equation takes the
following form Y=0.625 +0.251x1+0.026x2+0.410x3+0.146x4+€: Where
Y:Leader ship position X1=Socio-economicfactors,X2=organization factors,X3=cultural

factors,X4=Gender stereotype and =error.The regression equation above shows that, by

considering all factors at zero, the Leader ship position will have a value of 62.5%.This
implies by considering all independent variables remain zero, Leader ship position of women
have a value of 62.5%. According to table 4.17, those four predictors had positive β value,
which indicates a positive relationship. Therefore, one can say that based on β value in table
4.16 that all independent variables (Socio-economic factors, organization factors, cultural
factors and Gender stereotype) had a positive relationship with Leader ship position of
women’s. Coefficient β value indicates the degree of the factors effect participation of women
towards Leader ship position. Highest β value means the independent value had highest effect
on dependent value. Therefore, as per coefficient table 4.17 cultural factors had the highest β
value(41%),which indicate that out of all independent variables, cultural factors had the

38
highest positive effect on leader ship position. Assumed that others independent variables
remain constant: cultural factors by 41% can increase leader ship position by 41%. Hence,
cultural factors significantly influence the women Leader ship position of Gida ayana woreda.
This finding confirms an empirical research of (Bitweded mesfin Asefa, 2017).
The second β value (25.1%) belongs to Socio-economic factors and increase in Socio-
economic factors management by 25.1% when others independent variables remain constant,
women Leader ship position will increase by 25.1%. There for, Socio-economic factors had a
positive effect and the effect was significant on the women Leader ship position. This finding
confirms an empirical research of (Goldsby, 2014).
The third β value (14.6%) was Gender stereotype and increase in Gender stereotype
management 14.6% if the others independent variables remain constant, Gender stereotype
management will increase by 14.6%. Then, a Gender stereotype had a positive effect and the
effect was significant on the women Leader ship position.
.

39
 CHAPTER FIVE
SUMMARY OF THE MAJOR FINDINGS, CONCLUSION AND
RECOMMENDATION
5.1 INTRODUCTION
This chapter presents summery of the major findings, which organized as the research
objective, conclusion which drawn from the findings and recommendations based on the
findings.

5.2. Summary of the Major Findings

The first objective of the study was to analyze the effect of socio-economic factors
management on women leader ship position. The finding indicates that there was strong
positive correlation between socio-economic factors management and leader ship position.
Socio-economic factors had positive effect and the effect was significant on leader ship
position. This implies once the socio-economic factors of the organization improved, the
woman leader ship position was simultaneously improved and vice versa.

The third objective of the study was to investigate the effect of cultural factors on women
leader ship position. The finding indicates that there was strong correlation between cultural
factors and women leader ship position. Further, from the output of the regression, cultural
factors had most positive effect and the effect was significant on women leader ship position.
This indicates once the cultural factors were improved simultaneously the women leader ship
position of an organization will be most improved and vice versa.

Lastly, the fourth objective of the study was to assess the effect of gender stereotype on
women leader ship position. The finding reveals that a service there was moderate correlation
between gender stereotype and women leader ship position. Further, from the output of the
regression, a gender stereotype had positive effect and the effect was significant on women
leader ship position. This indicates once the gender stereotype was improved simultaneously
the women leader ship position of an organization will be improved and vice versa.

5.3 Conclusions
The aim of this study was to examine the factors that make women participation (socio-
economic factors, organization factors, cultural factors and gender stereotype) on leader ship
position effect in case of Gida wereda public sectors. From the findings, this study makes a
number of conclusions. The study explored the relationship factors that affect women

40
participation (socio-economic factors, organization factors, cultural factors and gender
stereotype) and leader ship position effect in case of Gida wereda public sectors. The study
concludes that actors like socio-economic factors, cultural factors and gender stereotype are
the key elements in enhancing the women leader ship poison in Gida woreda public sectors.
This is evidenced by the fact that these factors jointly and independently affect the women
leader ship position. From the findings also we conclude that the factors under study were
positively effect on women leader ship poison in Gida woreda public sectors. Specifically,
socio-economic factors had a positive effect and the effect was significantly on leader ship
position. An enhancement on the management of socio-economic factors in the public sectors
results positive increase the woman leader ship position.

The study confirmed that cultural factors were most positively effect and the effect was
significant on the women leader ship position in Gida woreda public sectors. An improvement
cultural factors management within the public sectors results a positive increase in the women
leader ship position.

Lastly, the study concluded that gender stereotype was positively affect and the effect was
significant on the women leader ship position in Gida woreda public sectors. An improvement
on stereotype idea within the Gida woreda public sectors increases women leader ship position
of the sectors. Then, from the factors cultural factors was the most positive effect and the
effect was significant on the women leader ship position in Gida woreda public sectors and
also socio-economic factors and gender stereotype had a positive effect and the effect was
significant on the leader ship position. Finally, cultural factors and socio-economic factors are
the most critical factors for leader ship position and strong correlation with the women leader
ship position in Gida woreda public sectors.

5.4. Recommendation
Based on the findings and conclusions reached, the following recommendation were
forwarded in order to improve factors that affect women participation in leader ship position
of Gida woreda public sectors by the core cabinet of the Gida Woreda and concerning bodies.
These recommendations are:
 From the finding cultural factor was one of the most important factor that positive
affects the women leader ship position. Because of this the researcher recommended, it
is better if the core cabinet and concerned body of Gida Woreda focuses on this factor
to maximize the women participation in position.
41
  As the finding show socio-economic factor was another important variable that
positive affects the women leader ship position. Consequently, the study recommended
that, the core cabinet and concerned body of Gida Woreda is/are advisable to focuses
factor next the above.
 As the finding depicted, Gender stereotype was also another important factor that
positive affects women leader ship position as obtained from inferential statistics
result. Hence the study recommended that, core cabinet and concerned body of Gida
Woreda shall give attention to solving problem its faces concerning to this variable.
As the whole, the study confirmed that cultural factor was the most positive effect and the
effect was significant on the women leader ship participation and socio-economic factor, and
Gender stereotype had a positive and the effect was significant on women leader ship position
of Gida woreda public sector.

Therefore, the study recommended the manager and concerned bodies of the core cabinet and
concerned body of Gida Woreda shall incorporate all independent variables in performance
strategy according to their effects to the women leader ship position. This wills helps to
enhance the women leader ship position as revealed in the study. Then, by doing so, the Gida
woreda cabinet improve leader ship position of women.

42
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 Research Questionnaire
GREATLAND COLLEGE
SCHOOL OF GRADUATE STUDIES
MASTER OF BUSINESS ADMINISTRATION

Questionnaire: Determinants of Women Participation in Leadership Positions: The

Case of Gida Ayana Woreda
Dear Respondent,

My name is Diriba Gemechu; I am following my graduate study in the field of Master of

Business Administration at Greatland College. Currently, I am conducting my thesis work
on “Determinants of Women Participation in Leadership Positions: The Case of Gida Ayana
Woreda. Thus, I request you to take your time and answer all the questions included in this
questionnaire. Your honest and genuine responses will have huge contribution towards the
success of my study.
Since the research findings would help your organization and the community, your
cooperation in filling the questionnaire is very important.

Thank you in advance for your positive cooperation!

Note
Writing your name is not recommended.
Your response is confidential.

45
 APPENDIX.A

Direction I.
Please make tick ( √) mark in the boxes. Please give
only one answer for each item.
I. Respondent Background
1. Gender:

Male Female

2. Age 20 – 30 31-40 41- 50 51- 60

3. Marital Status

Married Single Divorced winded Separated

4. Years of Experience

1-5 6-15 16-25 26-35 36-40

5. Rank/Position

Officer department Coordinator office head office deputy

Head chief Administrator

6. Educational status

12 grade complete Certificate Diploma Degree Masters and

above
Fifth-Scaled Liker ‘s Measures
Response Weight
Strongly Disagree 1
Disagree 2
Neutral 3
Agree 4
Strongly Agree 5

46
1 .Socio- economic factors items

disagree=1
Natural=3
Strongly

Strongly
Agree.4

age=2
A =5

Dis
1.1There are the Social Burden that hinder women
from leadership

1.2 Lack of power affects women from leadership

position

1.3Low social status determines women

leadership position

1.4 In your office there is equal or Less allocation

of resource based on gender

1.5 Burden of family responsibility at home

prevents women expert to participate in leadership
positions.

1.6 High work load at home prevents women

experts to participate in public sectors leadership
positions

1.5 Husband influence prevents women experts to

participate in public sectors leadership positions.

1.6 Participation of women in leadership is low

because culturally women leadership is unacceptable
by the society.

1.6 Participation of women in leadership is low

because they understand that leadership doesn‘t
belong to them.

1.7 Women refrain from participation in

leadership positions because they lack necessary
skill for leadership

47
1.8 Participation of women in leadership is low
because the community believes that women
personality and behaviors are inappropriate for
leadership.

2.Organizational factories items

2.1The value of the organization affects women

leadership position
2.2 The Realities of your office affects women
participation in leadership position
2.3There are Symbols that affects women
participation in leadership position
2 . 4 Rituals that affects women participation in
leadership position
2 . 5 The organization expects me to demonstrate
knowledge of organizational vision, mission,
objectives and strategic plans and facilitates
access to information that has helped me to
understand the overall goal of the organization
2.6 Officials of organization are strongly
committed to implement gender equity in
leadership.
2 . 7 Women‘s networking is established in order
to share their experience & to empower women
leaders through experience sharing.
2.7Management bodies of office are highly
aware of gender issues and takes high
responsibility to increase participation of women
leadership
2 . 8 Gender related issues are monitoring and
evaluating regularly by top officials so as
increase women leader

48
3.Work Place Policies (Polices Or Policy Gap)
Items

3.1 Have the Childcare police in your organization.

3.2Breastfeeding is factors that hinder women from
leadership position

3 . 3 Flexible working hours conducive for women to

participate in leadership position
3.4There is Part-time work for women in your office.
3.5 There is discrimination during hiring/recruiting
time in your office.
3 . 6 Job evaluation is influence women‘s in your
office.
3.7 Women have special Promotion Policies in your
office.
3.8Training police can promote women to participate
in leadership position
3.9 Compensation can affect or hinder women from
leadership position.

4. Gender Stereotypes items (these are

generalized believes about the characteristics, qualities,
and demonstrated that men are generally seen as
more agent and more competent than women while
women are

4.1 Employment, selection and promotion procedures

are free from gender bias.

4.2 The implementation of affirmative action has

contributed to expand choices, increase the number
and quality of women civil s at each career ladder
4.3 Gender Stereotypes are m ore expressive in your
sector
4.5Women‘s are Less confident if they are mangers
4.6 Lack of self-confidence of women hinders them to
participate in leadership and decision making
positions.

49
 4 . 6 I believe that leadership positions demand
masculine physical strength
4 . 7 I believe that in our context single women have
equal access to leadership position as the married
ones.

4 . 8 Gender department of the sector is effective of

gender policy implementation

5.Women representation at leadership level

Items
5.1 Management bodies of office are highly aware of
gender issues and takes high responsibility to increase
participation of women at leadership level
5 . 2 Gender related issues are monitoring and
evaluating regularly by top officials so as increase
women leadership level
5.3Gender preference and quota system are currently
given special attention during selection so as increase
women at leadership position.
5.4Proactive strategies sifting to empower women
leaders through training
5.5Officials of sector are strongly committed to
implement gender equity in leadership.

50