Women Leaders Research Articles

A Strategic Approach to Empowerment and Improving Educational Quality: Women's Leadership in Higher Education Institutions

The growing global recognition of leadership diversity and the acknowledgment of women's contributions to higher education necessitate the appointment of women to leadership positions within academic institutions, which is essential for promoting inclusivity and improving educational outcomes. This study employed a qualitative descriptive research methodology to examine the role of women in leadership positions within higher education institutions, with the objective of empowering women and improving the quality of education offered. The results demonstrate that women in leadership positions adeptly tackle institutional difficulties through inventive and adaptable solutions, enhancing academic quality significantly. The findings highlight the importance of robust policies and organizational backing in facilitating women's achievement of quality goals via leadership. The report suggests that universities, colleges, and departments should implement quotas to ensure women's presence and active participation on their boards, as well as training programs to support female leaders in improving academic achievement. These ideas seek to improve the quality of higher education by creating more sustainable and progressive classroom environments.

Challenges in implementing educational strategies for women’s career advancement towards advancing SDGs in Malaysia

The purpose of this study is to identify the key challenges in implementing educational strategies for women’s career advancement in Malaysia’s corporate sector, and to evaluate their impacts on advancing gender equality (SDG 5) and quality education (SDG 4) in the country. The study employs a qualitative phenomenological approach, utilizing the combination of purposive and snowball sampling to conduct in-depth interviews with senior female executives in Malaysia, exploring their experiences and perceptions of obstacles on the implementation of educational strategies for women empowerment in the corporate sector. The findings uncover four major challenges in implementing effective educational strategies for women’s career advancement which are insufficient organizational support and underrepresentation of women leaders; unconscious gender bias and stereotypes; resistance to change and work-life balance challenges. The study offers practical insights for corporate sectors and human resource management to develop comprehensive policies and practices that is essential to empower women and promote gender equality within the organization. The challenges identified in the findings provide valuable direction for the development of targeted interventions and strategies that address the unique challenges women face in the corporate sector, thereby enhancing their leadership potential and contributing to the achievement of gender equality and quality education as outlined in SDG 5 and SDG 4. This qualitative approach offers a unique, in-depth understanding of the challenges and successes women face in their career advancement. The findings will provide valuable insights for corporate sectors, policymakers, and human resource management on the guidance to develop an effective framework and approach that promotes gender equality and women leadership within Malaysia’s corporate setting and contribute to both academic literature and practical interventions.

Women faculty members' challenges when pursuing leadership positions in academic dentistry: A survey.

This study addresses persistent gender disparities in leadership roles in academic dentistry. The objectives were to identify the challenges and barriers to leadership that women face in general and during the COVID-19 pandemic, as well as to describe resources they need to reach their leadership potential. The American Dental Education Association Section on Women in Leadership (WIL), gathered survey data concerning leadership challenges and faculty development needs. The survey targeted 300 WIL members in leadership roles or aspiring to leadership roles. It was conducted from January to March 2021 and 128 participants responded (response rate: 42.7%). The data was analyzed quantitatively and qualitatively. The most frequent reported leadership barriers indicated by the survey respondents were lack of mentoring, limited leadership training, lack of sponsorship from administration, family obligations and limited job opportunities. The participants stated that the COVID-19 pandemic exacerbated these challenges, affecting collaborations, increasing stress, and impacting scholarly productivity. The survey responses showed how external factors can challenge faculty productivity. Respondents identified mentoring, increased leadership opportunity awareness, and leadership development seminars as factors most helpful for their professional development. This study identified women faculty members' perceptions of why disparities persist in gender equity in leadership in dental education. It suggests developing gender specific leadership strategies and resources. Addressing barriers requires concerted efforts at the institutional, national, and global levels. This is vital for achieving gender parity in leadership roles in dental education settings.

Women Leaders in Local Governance: A Study of Rajouri's Panchayati Raj Institutions

Women Leaders in Local Governance: A Study of Rajouri's Panchayati Raj Institutions

The Succession Effect: Change Over Time in Women’s Political Leadership Styles in New Zealand

Given the worldwide pattern that women leaders are often constrained by expectations to demonstrate proof of masculinity to be considered effective, this study explores whether it is possible for these expectations—and the leadership styles they promote—to change over time. I develop a new methodological tool to measure stereotypically masculine leadership style called the Ferrous Scale and apply the Scale to the three female prime ministers of New Zealand, where I find that Ferrous scores decline with each female prime minister. I conduct interviews with the three women leaders and examine a set of hypotheses on the causal mechanisms behind the apparent erosion of the association between executive office and masculinity in New Zealand, building a theory called the Succession Effect: that a succession of female prime ministers—rather than societal gender progressiveness or partisan affiliation—was the prerequisite in New Zealand to loosen the association between executive office and masculinity.

The influence of transformational leadership style, competency and emotional intelligence on job stress, job satisfaction and performance of women leaders of private universities (PTS) in LLDIKTI region VII, which is moderate by work-life balance

This research aims to examine the influence of transformational leadership style, competence, and emotional intelligence on job stress, job satisfaction, and performance of women leaders, which are moderated by work-life balance. Using a quantitative approach with explanatory research as the object of study using SEM-PLS analysis. The sampling technique used was simple random sampling, and a sample of 78 respondents was obtained. Data collection techniques were carried out using observation, interviews and questionnaires. The results are transformational leadership style has a negative and significant effect on work stress, transformational leadership style has a positive and significant effect on job satisfaction, transformational leadership style has no significant effect on individual performance, competence has a negative and significant effect on work stress, competence has a positive and significant effect on job satisfaction, competence has a positive and significant effect on individual performance, emotional intelligence has a negative and significant effect on work stress, emotional intelligence has a positive and significant effect on job satisfaction, emotional intelligence has no significant effect on individual performance, work stress has a negative and significant effect on individual performance , job satisfaction has a positive and significant effect on individual performance, work-life balance strengthens the negative influence of work stress on individual performance and work-life balance weakens the positive influence of job satisfaction on individual performance.

“It takes a village to raise a leader”

Women constitute most health workers, yet they hold proportionately fewer leadership positions. The literature is replete with normative advice to address gender specific barriers to women’s leadership; less attention is paid to the processes women undertake on their paths to leadership. We describe the leadership journeys of 23 women leaders in the health sector in Canada, guided by a multi-layered framework of barriers and enablers. A thematic analysis of 11 semi-structured interviews and 13 public presentations on leadership journeys was conducted, which applied a priori and emerging themes to segments of the transcripts using NVivo 12. Three key themes emerged: impetus for leadership journey, enablers to leadership development, and barriers to advancement. Women leaders reported a variety of reasons to embark on their leadership journey from their own desire to make a difference to being tapped on the shoulder by mentors and sponsors. Many of the barriers faced were specific to their intersectional identities where they often juggled the complex demands of gender role expectations, while maintaining personal and familial mental health and well-being. The multi-layered framework of important factors was validated and improved. Better understanding women’s leadership journeys needs to capture processual and structural dimensions. Keywords: Women Leaders, Leadership Journeys, Health Care, Health Sciences

The Emergence and Effects of Sponsors for Women Leaders

ABSTRACTSponsoring activities are crucial for women leaders' career advancement. We explore who the sponsors of women are, the nature of their sponsoring activities, and how these activities have influenced women careers' advancement. Based on semi‐structured interviews with women leaders in France and Spain, we show the importance of combined assistive and appreciative support in sponsoring activities by superiors and by informal networks inside and outside the organization for women leaders in their early‐ and mid‐careers. We show that women in leadership positions are predominantly sponsored by men, which differs from existing literature that advocates for homophilous propensities and the establishment of same‐sex sponsoring relationships. We argue for a more structured approach to offering challenging assignments to women at every stage of their careers, and to move toward a constellation of sponsors both within and outside the organization, who can offer diverse sponsoring opportunities to women leaders at various career stages.

The Role of Women in Islamic Sacred Texts: A Critical Study of Women's Narratives and Authority in Islamic Tradition

This research aims to examine the role and authority of women in Islamic sacred texts, focusing on narratives within the Quran and Hadith and their implications for the social status and leadership of women in contemporary religious contexts. The urgency of this study stems from a significant discrepancy between women's representation in Islamic doctrine and their participation and recognition in broader religious and social power structures. Employing a qualitative methodology with a phenomenological approach, this study collected data from primary sources through in-depth interviews, as well as document analysis and secondary literature review, to explore interpretations of texts and prevailing practices. The findings reveal that although the sacred texts provide a basis for gender equality, traditional interpretations often restrict women's roles in leadership and authority capacities. Discussions on reinterpreting these texts with a more inclusive gender perspective offer opportunities to expand understandings of women's leadership in Islam. This study also highlights the importance of education in supporting women to take on more active roles in religious activities and leadership. Based on these findings, the research recommends adopting a more egalitarian interpretative approach in Islamic theology and integrating gender-inclusive religious education as strategies to overcome structural and social barriers that hinder women. These recommendations aim to encourage broader dialogue and fairer religious practices, supporting social change that recognises and promotes women's roles and authority in Muslim communities.

Becoming Leaders - A Qualitative Research Study on the Priorities and Concerns of Early Career Women Faculty in Academic Medicine.

Gender inequity persists in high-level leadership within academic medicine. Understanding the perspectives of early career women faculty could clarify how to recruit and support women who pursue high-level leadership. This study explored the specific priorities and concerns that may influence the recruitment of women leaders in the future. Twenty-five assistant professors (mean: 1.8 years at rank) completed the Early Career Women's Leadership Program and participated in semi-structured, in-depth interviews in 2023. Data were analyzed using an iterative, thematic constant comparison process informed by constructivist grounded theory. The authors identified four themes. In theme one, participants described the importance of being seen and valued as a whole person, with consideration of their personal and professional lives. They sought mentorship and leadership positions that supported their work-life integration. In theme two, women balanced an interplay between the individual and the collective when considering themselves as future leaders. From the individual perspective, participants prioritized personal values like humility and compassion when discussing preferred leadership styles. From the collective perspective, they prioritized inclusivity and teamwork. Theme three showed discomfort with the unknown with a desire to fully understand a leadership position and its impact on personal and professional life. Participants wondered about having the authority and resources to realistically make meaningful change and whether they could adequately prepare to lead. The fourth theme was representation mattered. Participants valued having women leaders who have experienced similar challenges as themselves. These leaders inspired participants to believe that they could also achieve and succeed in high-level leadership. Early career women balanced numerous factors when considering whether to pursue high-level leadership in academic medicine. Understanding women's priorities and concerns can enable institutions to prepare women faculty to lead and ultimately recruit and retain them in high-level leadership.

Modeling Leadership for Women in Semiconductor Engineering: At the forefront of groundbreaking work [Career Advisor

Modeling Leadership for Women in Semiconductor Engineering: At the forefront of groundbreaking work [Career Advisor

Do women get into less debt? Gendered local political performance in the EU

Gender differences in local financial management are, according to empirical grounds, a reality that predetermines differences in the fiscal performance of municipalities led by women and men. The position of women leaders in public administration and their influence on sources of income, the nature of expenses, and the level of indebtedness have been a popular research issue in recent years, but it includes an almost unexplored gender dimension that needs deeper analysis. For this reason, the main aim of the paper is to examine the relationship between women’s representation in local politics (mayor and councilors) and local indebtedness, emphasizing the assumption about observed better fiscal discipline in municipalities led by female local authorities. The econometric estimations based on the panel data approach are conducted on the sample of twenty-seven European Union countries in the period 2011–2021 using the share of female mayors and female local councilors as explanatory variables. Further, we test the effects of the moment of the EU accession and the degree of fiscal decentralization to offer deeper insights into the problem. Results support the assumption of an inverse relationship between female mayors and local indebtedness, while female local councilors do not cause any statistically significant impact on local indebtedness. Other results show that the number of women in local politics and the degree of fiscal decentralization are important to consider when examining this relationship.

Safeguarding Women’s Land Rights: The Role Transformational Leadership as a Game Changer: A Case of South Sudan

Carrying out the study in Juba, South Sudan, with a specific focus on safeguarding women's land rights and exploring the role of transformational leadership is not only timely but also essential for addressing gender disparities in land ownership and contributing to broader efforts towards gender equality and sustainable development in the region. The incorporation of UNSCR 1325 in South Sudan has significantly altered the narrative surrounding women's roles, shifting them from passive recipients to active participants in peace and security endeavours. This resolution underlines the intrinsic right of women to engage in such processes, influencing the development of crucial policies and Legal Frameworks geared towards gender parity and women's empowerment, exemplified by instruments like the Transitional Constitution and National Action Plan. Moreover, UNSCR 1325 emphasizes the imperative of addressing the specific relief needs of women and girls during and after conflicts, positioning women as indispensable agents in relief and recovery processes. The study conducted in Juba gathered respondents from diverse backgrounds, including members of Community-Based Organizations, Faith Groups, women associations, Civil Society Organizations, village committees, community leaders, policymakers, subject matter experts, and political parties. Employing a qualitative research approach, the study utilized Focus Group Discussions (FGDs) and Key Informant Interviews to collect data and insights. Thirty research participants partook in three separate FGDs, each comprising ten members, while twenty-three Key Informant interviews were conducted with stakeholders. The qualitative data underwent meticulous thematic analysis, revealing the significant challenges faced by women in South Sudan when asserting their land rights, exacerbated by conflicting statutory and customary laws. The transformative impact of UNSCR 1325 was a central revelation from the study, reshaping women's roles in peace and security efforts and emphasizing their active participation. This paradigm shift has been instrumental in shaping policies and legal frameworks in South Sudan, such as the Transitional Constitution and National Action Plan, which prioritize gender equality and women's empowerment. Conducting further studies focusing on women's land rights and transformational leadership in South Sudan is crucial for advancing gender equality and sustainable development, with recommendations including aligning laws, providing training, engaging champions, establishing information-sharing platforms, and developing comprehensive training programs tailored to promoting women's rights in land ownership. These recommendations aim to guide future interventions in fortifying women's land rights, fostering gender equality, and empowering women as pivotal actors in sustainable development efforts in South Sudan

Glass Ceiling in Focus: A Comprehensive Bibliometric Review of Business and Management Studies

The glass ceiling continues to impede women's progression into leadership roles within Business and Management Studies. Despite increased awareness of gender inequality, systemic challenges remain pervasive. This study aims to conduct a bibliometric review to elucidate the trends, key contributors, and geographical landscape related to the glass ceiling from 1999 to 2024. A systematic review methodology was employed, sourcing data from the Scopus database using the keyword "Glass Ceiling." The results indicate a significant uptick in publications post-2017, reflecting increased scholarly attention on gender inequality, influenced by movements such as MeToo. Influential authors, including Senthil Arasu Balasubramanian and Néstor Gandelman, were identified, with the United States leading in geographical contributions, followed by Australia and Spain. New themes such as the "glass cliff" and the unique challenges faced by African women emerged, highlighting the need for a broader focus on intersectionality in future research. The findings reveal an evolving research landscape surrounding the glass ceiling, emphasizing the necessity for interdisciplinary collaboration among scholars. These insights call for targeted initiatives to address barriers to women's leadership advancement. This study offers a comprehensive bibliometric analysis of the glass ceiling phenomenon in Business and Management Studies, charting the evolution of research trends and identifying key authors and geographical disparities. It provides a framework for future investigations into gender inequality in leadership.

Never quite right: Identity factors contributing to bias and discrimination experienced by women leaders in the United States

AbstractWhile much bias and discrimination research has focused on individual identity analysis, for example, gender, race, or ethnicity, what is not fully understood is how other social categories of difference influence discrimination. Using qualitative content analysis, this study examines facets of women leaders' identity that influence their experiences of bias. Respondents were 913 women in four United States industries in which top leadership roles are male dominated but the industries overall are female dominated or gender balanced. The findings revealed 30 distinct identity factors that were used as the basis for discrimination. The variety of the factors and the variation of stigma within each factor show that women leaders are considered “never quite right” as almost any facet of their identity can be declared problematic for a specific woman in a specific context. Human resource leaders should create inclusive policies so that women can express their authentic selves at work. Leadership teams and supervisors should be trained to recognize identity factors that may be the focus of criticism and, thus, serve as veiled bases for discrimination.

The Lived Experiences of Women Leaders in Nonprofit Organizations

This qualitative study aims to explore and understand the leadership experiences of women in mid-level roles in nonprofit organizations. By employing role congruity theory and intersectionality as analytical frameworks, the study aims to identify the unique personal, professional, and organizational challenges these women face. The research also seeks to contribute to the literature by examining how gender intersects with other social identities to shape the leadership trajectories of women in educational settings. The study identifies self-confidence and gender, and racial stereotypes as major challenges experienced by women leaders in mid-level roles. The research highlights how these stereotypes can undermine women's leadership effectiveness and limit their opportunities for career advancement. Overall, this study adds to the existing body of knowledge by addressing gaps related to the intersection of gender with other identities.

The search for good governance in Chile: tensions and challenges from indigenous women’s perspective

ABSTRACT What does “good governance” mean for indigenous women? What are the main dimensions of analysis from the perspective of indigenous women? The search for good governance has become a challenge for Latin American states, especially in representing the interests of indigenous women. In nation-state contexts, governance models have been characterized by patriarchal forms of democracy, with indigenous women obliged to participate as members of a homogeneous nation. This highlights the importance of considering concepts such as power, hegemony or exclusion from decision-making spaces. From the Chilean case, this article proposes an analytical framework to analyze the tensions, values and proposals that arise from indigenous women’s perspective, showing the difficulties that arise in defining the principles of good governance in contexts of diversity. The main information is based on the application of in-depth interviews with 20 Mapuche indigenous women leaders, complemented by the responses provided by 925 Mapuche women who participated in the Special Mapuche CEP 87 Survey in 2022, along with press analysis and official documents.

Leadership Development in Women STEM Students: The Interplay of Task Behaviors, Self-Efficacy, and University Training.

This study explores the relationship between task-oriented behaviors, self-efficacy, and leadership emergence in women STEM students, grounded in the context of prototypical leadership theory and self-efficacy theory. Prototypical leadership theory emphasizes the alignment of leadership behaviors with group expectations, which, in STEM fields, are often task-oriented. The research examines how task-oriented behaviors, such as planning, decision-making, and supervision, influence women's self-perception of leadership ability and their subsequent emergence as leaders. Our results show a positive relationship between task-oriented behaviors and self-efficacy and a positive relationship between self-efficacy with leader emergence, with academic experience further ngthening this link. As students' progress through their programs, engaging in more teamwork and leadership tasks, their self-efficacy enhances, leading to stronger leadership emergence. Also, we found an indirect effect from task-oriented behavior to leader emergence via self-efficacy. These findings have significant implications for fostering leadership in women, particularly in STEM. The study calls for educational programs to enhance opportunities for women to develop these behaviors early on, ensuring their growth into leadership roles in STEM fields.

Exploring Gender Equity in Tanzania- A Comprehensive Study on the Need for Inclusive Practices in Selected Major Media Houses in Tanzania

This study investigates gender equity in Tanzanian print media, particularly focusing on women's leadership. Utilizing a qualitative approach with an interpretivist paradigm, the explanatory case study design includes 12 in-depth interviews. The research unveils the impact of Stereotype Theory on employment promotion policies, emphasizing challenges related to family life and child-rearing in career advancement. Challenges in adhering to maternity leave regulations are identified, hindering the balance between family planning and career progression for female journalists. The study highlights subjective performance evaluations, favoritism concerns, and a lack of transparency in promotion policies, contributing to gender inequity. A glass ceiling is noted at middle and senior management levels. Recommendations include implementing supportive structures for working mothers, revising promotion policies for transparency, and fostering a workplace culture that actively promotes inclusivity. The aim is to create a more equitable and inclusive media industry in Tanzania.

Enhancing Women's Leadership and Agency in the Context of University Spinouts and Businesses

This paper is reporting the preliminary results of a case study at Coventry University. Using innovative methodologies, we map needs of women in academia who intend to start a university spinout/business and develop a supportive tool in line with the co-creational approach of Living Labs. Data collected at our creative workshop reveals how women struggle in a toxic masculine environment, in which they both identify external and internal barriers and difficulties in defining ‘business success’. Our suggestion to support them is to invest in Living Lab based networking opportunities, role models, and to develop a tool that models the business journey.