Perceptions of gender differences at work in Tanzania: The case of Tanzania Public Service College

Faisal Hassan Issa; Joseph Josiah Masaga Joseph Josiah Masaga; Elia Kilonzo

doi:10.51867/AQSSR.3.3.110

Authors

Faisal Hassan Issa Mzumbe University, Tanzania Author https://orcid.org/0000-0002-1818-7745
Joseph Josiah Masaga Mzumbe University, Tanzania Author https://orcid.org/0009-0004-7926-4996
Elia Kilonzo Mzumbe University, Tanzania Author

DOI:

https://doi.org/10.51867/AQSSR.3.3.110

Keywords:

Attitudes, Behaviours, Gender Differences, Organizational Context, Perceptions

Abstract

In recent decades, global initiatives have aimed to address gender balance and equality in workplaces, championed by organizations like the United Nations (UN). Despite progress, challenges persist, particularly in regions like Tanzania, where cultural norms and historical biases continue to influence workplace dynamics. This study was conducted at Tanzania Public Service College (TPSC) in Dar es Salaam. It explores the influence of gender differences on organisational performance. The objectives were to explore differences in abilities between genders, examine behaviors impacting workplace performance, and identify attitudes towards work that affect organizational success. Employees from Tanzania Public Service College were used as the target population of this study, whereby 16 high-ranking employees were purposively selected as the representative sample. Human Capital Theory and Feminist Theory were used as theoretical frameworks to guide the study. Using a case study design, data were gathered through interviews with 16 high-ranking employees and a documentation review. Thematic analysis was used for data analysis, whereby themes found within the dataset were identified, organised, described, and reported. Findings revealed that while job qualifications and behaviors significantly influence performance, gender itself does not inherently determine ability or behavior. Rather, individual competencies and qualifications were found to be decisive factors. The study concludes that addressing gender biases and promoting merit-based evaluation criteria are crucial for enhancing workplace equity and organizational effectiveness. Major recommendations include: educating senior management on gender dynamics and conducting further research to deepen the understanding of factors influencing organizational performance beyond gender stereotypes. These measures are essential for fostering a more inclusive and productive organizational environment at TPSC and similar institutions globally.

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