GLASS CEILING AND EMPLOYEE LOYALTY IN FEDERAL UNIVERSITIES IN SOUTH-EAST NIGERIA

Abstract

This study examined the relationship between glass ceiling and employee loyalty in five Federal Universities in South-East Nigeria, Workplace Policy influence Employee Commitment and Employee Satisfaction respectively. The work was anchored on Glass Ceiling Theory developed by Marilyn Loden in 1978, The study employed a survey research design with a total population of 17,805 from female teaching and non-teaching staff of the selected Federal Universities. Taro Yamane formula was used to determine the sample size of 391 female staff from five Federal Universities in South-East Nigeria, selected through a stratified sampling technique. Data were collected using a structured questionnaire and analysed using descriptive statistic. Pearson Product-Moment Correlation Coefficient was used for testing the hypotheses. The findings revealed significant positive relationships between glass ceiling and employee loyalty. Therefore, we rejected the null hypotheses and accepted the alternate hypotheses. The study concluded that understanding the relationship between glass ceiling and employee loyalty is essential for creating a positive work environment that values employee commitment and satisfaction in Federal Universities. The study recommended that Federal Universities need to implement transparent and inclusive workplace policies, representation quotas, to enhance engagement within the Federal Universities. By prioritising efforts to dismantle the glass ceiling, Federal Universities in South-East Nigeria can cultivate a loyal and motivated workforce, contributing to their long-term success and effectiveness in higher education.