Male Leaders Research Articles

Rebellious sons and bad fathers: white male jouissance in the postcolony

ABSTRACT The visual devices employed by the artists Anton Kannemeyer and Brett Murray to criticise apartheid-era patriarchal rule seemed to have remained intact in their satirical critiques of black male leadership, yet their later works generate markedly different affects. This difference in affect is explored through the application of key Lacanian concepts (primarily the RSI and jouissance). It is argued that a slippage in the operation of the signifier demonstrates the tensions, complexities and anxieties that underpin white male subjectivities in times of radical transition. It is proposed that the artists’ jouissance, an irrepressible and destructive kind of enjoyment fuelled by the feeling that one’s rightful enjoyment is not only denied but has indeed been stolen by a cultural other, is behind the production of these works and is responsible for its affects.

Emotional Intelligence and Workplace Spirituality in Predicting Career Success of High-Tech Leaders

In the highly competitive environment of the high-tech industry, leadership roles are often filled with numerous challenges and stressors. Success in the workforce requires a combination of high emotional intelligence and a connection to workplace spirituality. This study aimed to compare demographic differences among high-tech leaders regarding emotional intelligence, workplace spirituality, and career success. It also sought to examine the relationships and effects of emotional intelligence and workplace spirituality on career success, as well as the moderating role of workplace spirituality in these relationships. A survey was conducted with 139 leaders from various high-tech companies in Taiwan. The results showed that male leaders demonstrated higher levels of self-awareness and self-motivation in emotional intelligence, while leaders with higher education levels exhibited greater self-awareness and empathy. Additionally, both emotional intelligence and workplace spirituality were significant predictors of career success. Notably, workplace spirituality moderated the relationship between emotional intelligence and career success. The implications of this study highlight the importance of enhancing emotional intelligence and workplace spirituality to foster leaders’ career success and gain a competitive advantage in the high-tech industry.

Who is the next leader? Understanding women leadership development and succession planning in Saudi Arabian higher educational institutions.

Leadership development and succession planning is a valuable strategy for closing the gender gap and providing an equal chance for males and females to be trained and involved in leadership roles. This strategy is an incredibly effective tool in higher education, where there is a significant disparity between male and female academic leaders. Despite its effectiveness, succession planning remained an overlooked component of the higher education system. Further research studies enhance our understanding of the current state of succession planning and the factors that affect the recruitment and selection of future academic leaders. Hence, this study aims to identify the current women's leadership development and succession planning practices in public and private universities in Saudi Arabia. A qualitative study was conducted in a Saudi Arabian higher education setting. The interest in Saudi Arabia stems from the fact that succession planning is less likely to be practiced since gender discrimination is apparent when assigning leadership positions. Results indicate that top powers typically select leaders since succession planning is absent in Saudi Arabia's higher education institutions. In this circumstance, networking and relationships play a significant role, as these institutions have no formalized succession planning process. In a highly gender-segregated society like Saudi Arabia, women are deprived of expanding their networks and showcasing capabilities to male decision-makers. The results of this study further identified the underlying components of the women's leadership and succession planning process in the Saudi Arabian setting. This study contributes to leadership and succession planning knowledge and its implications, which may extend opportunities for practitioners, consultants, and policymakers to include women in higher education succession planning.

Hilja Pärssinen and the religious grounds for socialist welfare in early twentieth-century Finland

ABSTRACT The schoolteacher and poet Hilja Pärssinen (1876–1935) was the most influential and internationally best-known female socialist in Finland before the Finnish Civil War (1918). She was a member of the Finnish Parliament, the leader of the Finnish Social Democratic Women’s Movement, and the most prominent ideologue of the Finnish Social Democratic Party’s (SDP) welfare programme. For instance, Pärssinen promoted paid maternity leave, public daycare, legalised abortion, and compulsory education with free meals and school supplies. Historians have acknowledged Pärssinen’s leading role as the architect of Finnish socialist welfare, but also pointed out that she was an aggressive opponent of the Evangelical Lutheran church. However, the studies have mainly failed to note that instead of rejecting religion itself, Pärssinen claimed all the reforms demanded by socialists were based on Christianity. Finnish scholars have argued—mainly based on writings by the party male elite—that the SDP rejected religion and adopted secular/antireligious ideology at the beginning of the twentieth century. I argue that this paradigm is based on an oversimplified and gendered interpretation. This paper will show that shifting the perspective from male socialist leaders to female ideologues can change and widen the comprehension of the history of socialism drastically.

Exploring Interpersonal Dynamics in Wellness Tourism: A Reexamination of Intentions Through a Case Study of Generation X Citizens In Thailand

Objectives: This study explores the key factors influencing women’s leadership performance in crisis situations, particularly during the COVID-19 pandemic. It aims to identify the most dominant factors affecting women's leadership in regional governments in North Sulawesi, Indonesia. Theoretical Framework: The research builds on theories of leadership and gender, incorporating concepts from human resource management and performance analysis. Women's leadership is viewed through the lens of gendered leadership styles, organizational behavior, and crisis management. Method: A mixed-method approach was used, combining quantitative and qualitative methods. Quantitative data was collected through surveys distributed to 147 women in leadership positions across three regional governments, followed by qualitative interviews with key informants. Data was analyzed using Confirmatory Factor Analysis (CFA) to identify dominant leadership factors. Results and Discussion: The findings revealed 12 key factors influencing women's leadership performance, including motivation, organizational infrastructure, work atmosphere, problem-solving abilities, and interpersonal relationships. The study highlights the importance of collaborative leadership, communication, and fairness in performance evaluations. Women leaders were found to emphasize nurturing and interpersonal relationships more than male leaders, reflecting gender-based leadership styles. Research Implications: The study contributes to understanding gender-specific leadership during crises, emphasizing the need for supportive organizational structures and inclusive policies. The findings also suggest that women's leadership, with its focus on collaboration and care, plays a significant role in effectively managing crises. Originality/Value: This research provides a novel contribution by focusing on women leaders in sub-national units during a global crisis, highlighting the distinct leadership strategies employed by women. It adds value by identifying factors that enhance women's leadership performance in crisis management, which has been underexplored in previous research.

Female Leaders in Lebanese Private Schools: Perceptions, Barriers and Leadership Characteristics

Globally females are underrepresented in leadership positions. In academic settings, despite the majority of teachers being females, there is no equal representation between the two genders when it comes to leadership. The trend remains that females teach and males manage. This is discriminatory and unfair, especially when female leaders have an advantage over male leaders in school settings. If females are more effective in academic leadership positions, why aren’t they provided with equal leadership opportunities? This paper uncovers the perceptions surrounding female leaders and their ability to lead, the barriers that forbid females from advancing to leadership positions, and the predominant leadership characteristics viewed in each gender. By surveying female and male teachers from Lebanese private schools in the district of Mount Lebanon, this paper indicates that female leaders are surrounded with positive perceptions, but are, however, prevented from advancing to leadership positions by several challenges. The two most prominent barriers to female leadership are found to be related to organizational discrimination, and societal pressures. Moreover, the predominant leadership characteristics visible in each gender are confirmed by this study. Similar to studies about the situation of female leaders in other Arab countries, this research reveals a growing acceptance for female leaders in Lebanese private schools, despite the presence of challenging barriers. By uncovering the current situation of Lebanese female leaders in private schools, this study helps pave the path for much needed solutions in terms of gender equality and equity.

Women Fighting the Crisis: Antecedents of Women's Leadership Performance in Facing the Covid-19 Pandemic

Objectives: This study explores the key factors influencing women’s leadership performance in crisis situations, particularly during the COVID-19 pandemic. It aims to identify the most dominant factors affecting women's leadership in regional governments in North Sulawesi, Indonesia. Theoretical Framework: The research builds on theories of leadership and gender, incorporating concepts from human resource management and performance analysis. Women's leadership is viewed through the lens of gendered leadership styles, organizational behavior, and crisis management. Method: A mixed-method approach was used, combining quantitative and qualitative methods. Quantitative data was collected through surveys distributed to 147 women in leadership positions across three regional governments, followed by qualitative interviews with key informants. Data was analyzed using Confirmatory Factor Analysis (CFA) to identify dominant leadership factors. Results and Discussion: The findings revealed 12 key factors influencing women's leadership performance, including motivation, organizational infrastructure, work atmosphere, problem-solving abilities, and interpersonal relationships. The study highlights the importance of collaborative leadership, communication, and fairness in performance evaluations. Women leaders were found to emphasize nurturing and interpersonal relationships more than male leaders, reflecting gender-based leadership styles. Research Implications: The study contributes to understanding gender-specific leadership during crises, emphasizing the need for supportive organizational structures and inclusive policies. The findings also suggest that women's leadership, with its focus on collaboration and care, plays a significant role in effectively managing crises. Originality/Value: This research provides a novel contribution by focusing on women leaders in sub-national units during a global crisis, highlighting the distinct leadership strategies employed by women. It adds value by identifying factors that enhance women's leadership performance in crisis management, which has been underexplored in previous research.

Women police leaders: attitudes about policing and experiences in the occupation

PurposeThis study explored women police leaders’ (n = 503) attitudes and experiences relative to men police leaders (n = 3,359) and women police officers (n = 1,153) with no supervisory responsibilities.Design/methodology/approachSelf-reported survey data were collected from 5,015 officers in 85 United States law enforcement agencies.FindingsCompared with men police leaders, women police leaders were more likely to identify inequalities in the workplace, empower community members’ voices in defining legitimate forms of policing, elevate the importance of police misconduct and reject a tough physical approach. Women police leaders were also more likely than male police leaders to think that effective leadership influences the behavior of subordinates and more likely to feel that the rules leave room for interpretation. Black women police leaders reported different attitudes and experiences than White women police leaders, including recognizing greater inequalities, prioritizing increased law enforcement activities and experiencing less occupational burnout. Except for the seriousness of misconduct, there were no differences between women police leaders and women police officers without supervisory responsibilities.Originality/valueThis study contributes to the ongoing conversation about women in policing and how increasing the number of women in leadership roles affects law enforcement agencies and the public’s experiences with policing. As policing continues to face calls for reform and employment challenges, increasing the number of women in leadership plays a vital role in producing law enforcement agencies that are equitable and efficacious.

The Involvement of Religious Leaders in Supporting Institutional Childbirth in Rural Jimma Zone, Oromia, Southwest Ethiopia: An exploratory Qualitative Study.

This exploratory qualitative study examined the involvement of religious leaders in maternal health practices with a focus on promoting institutional childbirth in the rural Jimma Zone, Oromia, Ethiopia. In-depth interviews with 24 male religious leaders revealed five key themes: awareness of childbirth practices, religious beliefs, experiences of childbirth preparedness, experiences at health institutions, and challenges with using institutional childbirth services. The findings indicate that, while religious leaders significantly influence community attitudes toward institutional childbirth, their impact is often limited by a lack of awareness and insufficient engagement with health services. This study underscores the need for culturally sensitive interventions incorporating religious beliefs into maternal health promotion. Enhanced collaboration between health care providers and religious leaders, along with targeted training, is essential for improving maternal health outcomes and increasing the use of institutional childbirth services in rural Ethiopia and other similar contexts.

Más allá de la autonomía y la coacción. Procesos de reclutamiento y motivaciones de mujeres para unirse al crimen organizado en México

Analyzing 20 in-depth interviews with women who are former or active members of criminal groups, we describe some women’s motivations for joining and remaining in criminal groups and their recruitment process. Main motivations for joining criminal groups are a sense of belonging and recognition, access to financial resources and protection from violence or desire for revenge. Belonging to a criminal group provided the participants with agency and autonomy that they had not previously experienced. We conclude that joining criminal groups can be a way for women to escape gender-based violence and patriarchal norms. However, as structural machismo shapes their experiences within criminal groups, autonomy is an illusion, limited to the backing of male leaders who ultimately exert control over women’s lives.

Can Chinese‐style trade unions promote corporate philanthropy? A stakeholder theory perspective

AbstractCorporate philanthropy is an important form of fulfilling social responsibility and improving social income distribution systems. Unlike Western trade unions, Chinese trade unions have government‐like functions. This study discusses whether Chinese‐style trade unions help promote corporate philanthropy. Based on stakeholder theory, this study examines the philanthropic effects of Chinese‐style trade unions using data from the Chinese Private Enterprises Survey and employs methods such as the Treatment Effect Model, Instrumental Variables Method, and Propensity Score Matching. The results show that unions with government‐like functions can significantly incentivize firms to engage in philanthropic activities and that this effect encourages start‐ups and well‐funded firms, which enriches and expands the research on the functions of unions. Trade unions can help enterprises gain political connections and promote a sense of corporate social responsibility, thus enhance corporate philanthropy. In addition, female leaders are more likely than male leaders to promote the positive impact of unions on corporate philanthropy. This study not only expands the literature on union functions and the antecedents of corporate philanthropy, but also enriches the discussion on the synergies among multiple stakeholders in stakeholder theory and the role of gender in the field of management.

21st Century Skills Through STEAM Education: Analysis of School Leaders’ Perspectives

STEAM is an educational approach that strive for developing students’ STEAM skills to meet the demands of the global workforce. This research examined the role of STEAM education in developing 21st century skills, and the factors influencing the integration of STEAM education in the Pakistani education system. It was a descriptive research. A sample of 100 school leaders, 52 male and 48 female, using a simple random method was selected. Researchers made questionnaire based on a five-point Likert scale was used for data collection after confirming its validity and reliability. The instrument's reliability (α =.87) was calculated. The collected data were analyzed it using SPSS (version 26). This study revealed that the majority of the school leaders agreed about developing 21st century skills through STEAM education such as technology and information literacies, problem solving, critical thinking, leadership, social and civic literacy and responsibility. Most of the leaders also agreed regarding the factors influencing the integration of STEAM education in the Pakistani education system, such as lack of resources and infrastructure, ineffective teacher training, traditional teaching methods, cultural barriers, lack of awareness, lack of budget, traditional testing system, limited collaboration with industry, language barriers, and lack of clear guidance in policy and curriculum. Both Male and female leaders were agreed equally regarding 21st century skills and factors influencing integration of STEAM education. This study recommends that Ministry of Education should minimize the aforementioned factors in order to ensure the effective integration of STEAM education in Pakistani education system and in order to develop 21st century skills among students.

The feminization of student’s leadership in the universities: the election of the first female SRC president in KNUST

ABSTRACT Historically, women have been marginalized in student leadership in higher education institutions; nevertheless, recently, a number of women have gradually taken up leadership roles and risen to the topmost ranks previously held by only men. In Ghana, there is a gradually shifting from an exclusively men-dominated headship position for the SRC president to the inclusion of women. This article uses the glass cliff and feminization of leadership theories to establish the gradual changes in student leadership. This paper contributes to scholarship on women’s leadership by using the historic election of Yvonne Osei Adobea in 2023 as the first female SRC president in the Kwame Nkrumah University of Science and Technology to question whether this is a symbol of feminization of student leadership or a form of glass cliff. Using key informant interviews, archival data, and participant observation, this paper uniquely explored the extent to which student leadership in universities has been feminized. The paper argues that despite the overall marginalization of women’s leadership, some women have broken through the glass ceiling of student leadership. In addition, the inability of the male leadership to adequately address student needs has introduced the glass cliff phenomenon of experimentation with women’s leadership.

Gender difference in leaders framed with responsibility or authority: An experimental study

The underrepresentation of women in top leadership positions may result in a potential loss in efficiency. In this study, we examine gender differences in leadership emergence and efficiency when a leadership task is framed as authority or responsibility. In a public good game, the group leader is entitled to punish low contributors among the group members in order to increase the group welfare. The experimental design includes a basic treatment—framing the leader's task as authority or responsibility—in occasions where group leaders emerge through self-promotion or voting. We find a more pronounced framing effect among females compared to males. Although women are generally less willing and less voted to lead than men, the responsibility framing enhances female leaders' effectiveness to a larger extent than male leaders': they contribute more to the public good, and are more inclined to punish low contributors when they are voted as leaders. Therefore, when leadership tasks emphasize responsibility, female leaders could enhance social welfare in the provision of public goods.

Childhood cancer in Bangladesh: a qualitative evaluation.

Childhood cancer persists as a prominent public health concern in low- and middle-income countries (LMICs), with only a 20% survival rate. In Bangladesh, 67% of healthcare expenses are out of pocket. Since 2012, World Child Cancer-UK (WCC-UK) has collaborated with Bangabandhu Sheikh Mujib Medical University (BSMMU) to address this issue. This evaluation aimed to assess the project's purpose and impact, delivering insights to donors regarding their contributions, best practices, lessons learned, potential challenges encountered, and recommendations for future project development or refinement. This study employed a qualitative method to evaluate the WCC-UK project objectives from May to June 2017. It involved seven document reviews and nine key informant interviews (KIIs) with project leadership, collaborating partners at the Hub and Satellites, management staff, and Twinning Partners. Besides, two in-depth interviews (IDIs) were carried out with certain beneficiaries, particularly parents of children with cancer. Thematic data analysis was performed to emanate the findings. Despite facing challenges such as an unclear management structure, ambiguous patient eligibility criteria, personnel issues, and communication gaps, the project made strides in several areas. BSMMU provided essential space and leadership, while Satellite Centers supported the project with continuing medical education (CME) and data entry. The project offered subsidies to poor patients and improved cancer awareness among healthcare providers and service seekers. Despite some parents receiving health and nutrition education during their hospital stays, developing a long-lasting system to educate them about long-term cancer care for their children was found to be formidable. The analysis also highlighted staffing shortages, a hierarchical gap between physicians and nurses, and a predominantly male leadership structure. While the project has made progress toward its goals, there are critical areas that require attention to fully realize its objectives. Specifically, it is recommended that the project clarify its management structure, establish clear patient eligibility criteria, address staffing and communication issues, and work towards a more inclusive leadership. These improvements are essential for the project's long-term success and sustainability.

Impact of Gender Role Attitudes and Gender Differences on the Evaluation of Female Leaders: Insights from a Survey of Japanese University Students

Women’s active participation in society is desirable. However, it has not increased sufficiently in contemporary Japan, where the ratio of women decision-makers in politics and corporations is low, and gender inequality persists. One reason for this could be people’s negative perception of female leaders. This study focused on female managers as female leaders. It examined whether people’s gender-role attitudes might affect their attitudes about female leaders and whether these attitudes might differ depending on people’s sex (males or females). We administered a collective-style questionnaire survey to university students (N=107, 46 men and 61 women, mean age=20.11, SD=1.04) in Japan. We adopted a three-way between-subjects survey design; gender-role attitudes (traditional or equal) x managers (male condition or female condition) x participants’ sex (male or female). The results indicated that the participants’ gender-role attitudes had a more substantial effect on evaluating female managers than the participants’ gender. People with liberal gender-role attitudes had a highly positive perception of female leaders, whereas those with traditional gender-role attitudes considered female leaders more strictly. The results of this study indicated that gender-role attitudes do not affect the assessment of male leaders, suggesting that individual values might not affect the evaluation of male leaders. In contrast, these variables affected the assessment of female leaders. Therefore, we concluded that gender-role attitudes are essential for promoting the psychological acceptance of women leaders, which suggests the need to develop personnel with egalitarian gender-role attitudes to increase and popularize women managers in Japanese society.

The impact of gender, psychology, and cultural dimensions on leadership development in distance education

The research purpose is to evaluate the effectiveness of leadership in the process of distance learning from the perspective of the psychological theories of leadership, gender, and cross-cultural issues. The present research is based on such methods as surveys, testing, quantitative and qualitative analysis, and statistical data processing. The subjective (the experience of the respondents) and objective (machine calculation of clusters) assessments allowed the scholars to generate more arguments on leadership in the learning process. The sample consisted of 600 female and male students (300 from each sex, respectively) aged 18–20 years from Abu Dhabi University, American University in The Emirates, and the United Arab Emirates University. The research stated that the majority of students, regardless of gender, suppose that both sexes can develop similar leadership traits (80%). The research claims that female leaders have to be more dynamic and demonstrate higher intelligence (26% vs. 20%) and confidence (20% vs. 15%) than male leaders. Cultural and socio-demographic characteristics do not play a significant role in leadership development (10%). The main cause for the choice of a leader is behavioural and communication characteristics (50%) as well as personal qualities (35%). These results can be used for the online design of distance learning courses in universities (both group and individual), as well as for psychologists to study the aspect of individuals’ predisposition to leadership. It makes sense for further research to explore the issue of differences in the perception of educational leadership in Asian and Western European countries based on the cross-cultural aspect, that is, the influence of national culture on the choice of leader in the educational environment.

The prevalence of child sexual abuse perpetrated by leaders or other adults in religious organizations in Australia

BackgroundNumerous national public inquiries have highlighted the problem of child sexual abuse in religious organizations. Despite this, evidence of population-wide prevalence is scarce. ObjectiveTo provide the first nationally representative prevalence estimates of child sexual abuse perpetrated by adults in religious organizations in Australia. MethodsThe Australian Child Maltreatment Study (ACMS) surveyed 8503 people aged 16 and over about their experiences of child maltreatment. Weighted prevalence estimates were calculated based on responses to the child sexual abuse questions from the Juvenile Victimization Questionnaire-R2: Adapted Version (ACMS). ResultsOne in 250 people reported being sexually abused as a child by an adult in a religious organization (0.4 %, 95 % CI, 0.3–0.6 %). Men reported significantly higher rates of child sexual abuse by these perpetrators (0.8 %, 95 % CI, 0.5–1.2 %), compared to women (0.1 %, 95 % CI, 0–0.3 %). This type of sexual abuse was overwhelmingly perpetrated by men (0.4 %, 95 % CI, 0.3–0.6 %), compared to women (0 %, 95 % CI, 0–0.1 %), and was substantially more often experienced in Catholic organizations (71.9 %) than other Christian denominations or other religions. Prevalence of child sexual abuse in religious organizations has declined over time (2.2 % of men 65 years and older, compared with 0.2 % of 16–24-year-old men). ConclusionsChild sexual abuse has been widespread in religious organizations in Australia. A decline over time indicates progress has been made in preventing sexual abuse of children. Religious organizations must take all reasonable measures to prevent child sexual abuse, with a particular need for interventions targeting male leaders, and organizational cultures.

The Dilemma of Women in the Workplace

Influenced by historical factors, women are often in a disadvantaged position in the workplace and in life. First of all, in the workplace, sometimes women and men are not paid equally even though they make the same contributions in the workplace. In addition, society often assumes that women need to take care of the family, resulting in women needing to adjust the balance between work and family. At the same time, men often do not have this problem. Second, young women entering the workforce are often vulnerable to sexual harassment by male leaders and bosses. This adds to the difficulties women face in the workplace. These inequalities are fundamentally caused by the subconscious existence of gender inequality in society and disrespect for women. This unequal treatment inhibits the enthusiasm of female employees and is not conducive to the guarantee of work efficiency. This paper analyzes the dilemma of women in the workplace and the causes of these difficulties, aiming to propose solutions to help women get out of the dilemma in the workplace, further realize gender equality in social status, and protect women's human rights.

Never Felt at Home: A Qualitative Study of the Experiences of Faculty From Underrepresented Groups in Family Medicine and Strategies for Empowerment.

Increasing diversity among medical educators is a vital step toward diversifying the physician workforce. This study examined how gender, race, and other attributes affect family medicine department chairs' experiences with sponsoring, mentoring, and coaching (SMC). We identified strategies at multiple levels to enhance SMC for faculty from underrepresented groups (URGs). Our qualitative study employed semistructured interviews with the chairs of departments of family medicine in the United States. We used inductive and deductive thematic analysis approaches to describe the experience and name usable strategies organized along the social-ecological model. We interviewed 20 family medicine department chairs between December 2020 and May 2021. Many participants continued to be alarmed that leaders and role models from URGs have been rare. Participants described incidents of aggression in White- and male-dominated atmospheres. Such experiences left some feeling not at home. Some White male leaders appeared oblivious to the experiences of URG faculty, many of whom were burdened with a minority tax. For some URGs, surviving meant moving to a more supportive institution. Building spaces for resiliency and connecting with others to combat discrimination gave meaning to some participants. Participant responses helped identify multilevel strategies for empowerment and support for URG faculty. Understanding the experiences of URG faculty is paramount to improving the environment in academic medicine-paving the way to enhancing diversity in the health care sector. Institutions and individuals need to develop multilevel strategies for empowerment and support to actively make diverse faculty feel at home.