Determinants of career progression among female lecturers in the University of Cape Coast, Ghana: The moderating role of socio-cultural factors

Abstract

The study examined the effect of individual factors, organizational factors and socio-cultural factors on female lecturers’ career progression in the University of Cape Coast. The sequential explanatory research design was employed for the study. Using the census sampling technique, 152 respondents were used in the study. Questionnaires and interview guide were used for the collection of primary data and respectively analysed using PLS-SEM and thematic analysis. The results showed that individual factors (self-efficacy, personality, selfperception) and organisational factors (organisational policies, availability of information, opportunities for professional development) affects female lecturers’ career progression. Socio-cultural factors, which includes mentorship and culture, did not affect female lecturers’ career progression in the University of Cape Coast. However, they moderated the relationship between individual factors and career progression. The study recommends that University of Cape Coast human resource programmes, policies and strategies should focus more on building the self-efficacy and self-perception of female lecturers to ensure their progression. Furthermore, adequate opportunities and information about promotion should be provided to female lecturers, as well as adopting favourable policies like work life policies by the University.