Leadership Innovation and Gender Issues in Academic Libraries in Southwest Nigeria

Abstract

The study assessed leadership innovation and gender issues in academic libraries in Southwest Nigeria, focusing on leadership innovation, gender composition in leadership positions, and barriers to adopting innovative leadership practices. A multi-stage sampling technique was used to select 176 respondents (80 females and 96 males). Data was collected through an online survey distributed via email and institutional platforms and analyzed using descriptive statistics, and Chi-square with results presented through charts and tables. Four key innovative leadership initiatives were identified: Adoption of Digital Tools and Platforms – Mean scores were 3.90 for males and 4.18 for females. Creation and Promotion of Open-Access Institutional Repositories – Mean scores were 4.67 for males and 4.60 for females. Mentorship and Professional Development Programs – Mean scores were 4.00 for males and 3.90 for females. User-centered Design Approach to Library Services – Mean score of 4.48 for both genders. There was no significant difference in perceptions of these initiatives, showing strong consensus across genders. However, of the four innovative technologies introduced, only one (library mobile application) was widely adopted, while the others showed low adoption rates. The study revealed gender disparities in leadership representation. Men predominantly occupied senior leadership positions (e.g., library directors), whereas women were mostly in middle-management roles. The p-value (0.008) indicated a statistically significant difference in perceptions of gender representation. Despite this, a majority perceived gender balance in leadership roles, with 54.2% of males and 55.0% of females believing leadership roles were equally distributed (p=0.938). However, the overall gender distribution suggested otherwise. The study identified several barriers to leadership innovation in academic libraries, lack of funding for new technologies, training, and innovation projects, inadequate technological infrastructure, rigid organizational structures and institutional culture that resist change, risk aversion among leaders and staff, preference for traditional leadership methods among existing leaders, fear of the unknown, leading to resistance to innovation and shortage of leadership development programs. The study concluded that leadership development programs are crucial for fostering innovation in academic libraries. Addressing these barriers could enhance leadership innovation and promote gender diversity in leadership roles within academic libraries in Southwest Nigeria

Keywords: Academic Libraries, Gender Diversity, Gender Issues, Leadership Innovation, Southwest Nigeria,

DOI: 10.7176/IKM/15-1-04

Publication date: April 30^th 2025