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The primary purpose of this study is focused on gender differences in the career development of managers in Nigeria. It specifically explored why managers perceived they were promoted and what strategies they perceived were effective in achieving their career advancement. / The study also examined gender differences in motivational factors that would lead Nigerian managers to a higher level of performance. It explored how women managers are motivated to perform better on their jobs as compared to their male counterparts. This study finally explores the career progression of women managers. It focused on the barriers and strategies for career advancement of women managers in Nigeria. Data were obtained by both qualitative and quantitative methodology. Survey questionnaires were employed with a sample comprising 220 male and female managers in frontline, middle and top management levels working in a Nigerian gas company as a case study. / The main answers to research problems, questions, and objectives reveal that there were differences as well as similarities in the career advancement process of male and female managerial employees in Nigeria. Results also showed that there were similarities in the job motivators identified by Nigerian male and female managers; however there were gender differences in the importance of job motivators perceived by Nigerian managers. More women managers considered intrinsic factors as their important job motivators to achieve a high level of performance, while male managers in this study preferred extrinsic (hygiene) factors. / The study affirmed that advancing ones career in Nigeria depends largely on performance of individual managers as well as their competence. The findings also supported other research which confirmed that women's career path is different from men's (Truss, 1999; Lyness & Thompson, 2000). / The findings explore the career advancement of women managers and also in examining some obstacles, barriers and challenges women managers in Nigeria encounter as well as strategies they perceive as being important and effective in their career progression. Thus this research enhances our understanding of career advancement of women executives in Nigeria and sheds light on research into women in management. Various challenges and barriers to women's career advancement were highlighted: however the major obstacle to women's career advancement identified is work-family dual role conflict. Limitations of the study and directions for future research are also discussed / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.

Thesis (M.Ed.)--Regis University, Denver, Colo., 2008. / Title from PDF title page (viewed on Mar. 11, 2008). Includes bibliographical references.

Thesis (M.S.)--Air Force Institute of Technology, 2007. / AFIT/GLM/ENV/07-M6. Title from title page of PDF document (viewed on: Nov. 15, 2007). "March 2007." Includes bibliographical references (leaves 48-51).

Thesis (M. Ed.(Opvoedkundige sielkunde))-University of Pretoria, 2006. / Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1994. / Vita. Abstract. Includes bibliographical references (leaves 55-57). Also available via the Internet.

Thesis (M.B.A.)--Carleton University, 2001. / Includes bibliographical references (p. 206-214). Also available in electronic format on the Internet.

Thesis (Ph. D.)--University of North Texas, Dec., 2007. / Title from title page display. Includes bibliographical references.

Thesis (M.A.)--California State University Channel Islands, 2007. / Submitted in partial fulfillment of the requirements for the degree of Masters of Arts in Education. Title from PDF t.p. (viewed September 2, 2008).

Thesis (B.A.)--Haverford College, Dept. of Economics, 2009. / Includes bibliographical references.