ABSTRACT

This study ascertained the performance differentials among male and female employees of Federal Universities in Southeast of Nigeria, with a focus on; Michael Okpara University of Agriculture, Umudike (MOUAU), the Federal University of Technology, Owerri (FUTO) and the University of Nigeria, Nsukka (UNN). It was aimed at achieving six specific objectives namely; examine the differences in the workplace-related factors (HR functions, organisational climate, task, training and development, ethical concerns) for the male and female employees; ascertain the male and female employees’ perception of the accuracy and fairness of the performance appraisal system; determine the level of performance differentials between male and female employees in the University System under study; assess the effect of the performance appraisal on the motivation of male and female employees; explore if there are any discriminatory factors (age, childbearing, skills, educational attainment, promotion, training opportunities, unionism, responsibilities and appointment to critical positions) in terms of how male and female employees should perform in their schedule as University employees; identify barriers that mainly affect female employees in the University system The result showed that majority of the respondents were male, the age distribution of the respondents showed that, holistically and collectively for the male and female, a more significant percentage of the respondents where between the ages of 36 and 40 years.  The distribution on nature of appointment showed that  more were significantly on permanent appointment and also a more significant percentage of the respondents' were non-academic staff. Also, a higher percentage of the respondents had served for about 7 – 11 years. Office space; interpersonal relationship; appraisal; organisational climate; rules; regulations and ethics; nature of employment; training tasks and responsibilities affect the female employees, while all these factors except office space do not affect male employees. The regression results for the workplace factors that affect the employees and their perception towards these factors revealed that out of the eight explanatory variables,  five were significant at  different levels of significance and also in their relationship pattern. Both genders had a high level of fair perception for the appraisal system adopted in their institutions. Good understanding of job description, a good understanding of tasks and personal rating on performance were used as a yardstick for measuring performance. The motivation types (Salary, overtime, allowance, verbal, appraisal, discipline and personal motivation) have a relevant effect on male employees performance appraisal at the workplace. For the female employees, the number of children, skills, promotion and experience were found to affect the discriminate significant at 10 per cent significance level, while responsibility was significant at 5 percent level of significance. Male employees have all their factors to be positively significant but at a different level of significance. Some recommendations were proffered, which include that gender sensitive performance appraisal method should be encouraged and  that staff appointment into positions of authority should be on merit base not on gender biases or discrimination.