Women In Leadership Roles Research Articles

Emotional Intelligence Amongst Millennials

The Millennial generation constitutes the majority of the present day workforce. As per the birth year and age group they presently belong to, many Millennial are already in managerial roles and many shall occupy key leadership roles in their respective organizations. Leadership being an emotion laden process requires the millennials to be adaptable so that they can motivate their team members or followers, understand their requirements and reduce their stress levels. Emotional Intelligence plays a crucial role in addressing these workplace issues and correlates positively with leadership. The study is focused on Indian Information Technology (IT) and ITES organizations as it is one of the biggest employers and contributes majorly towards the country’s economy. The present study tries to compare the level of emotional intelligence of millennials across gender, management levels, qualifications and years of experiences. Practical implications related to gender diversity and inclusion of women in leadership roles has also been discussed.

‘It was Bauhaus without realising we were Bauhaus:’ BBC women and Youth and Entertainment programming in the North

This working paper focuses on women in leadership roles in the Entertainment Department of BBC North, based at New Broadcasting House on Oxford Road, Manchester and subsequently at Media City UK. In so doing, it considers the role of the department’s founder, Janet Street-Porter, and her leadership of the then Youth Programmes department in the late 80s/early 90s. Drawing on interviews with six women professionals who worked either during or just after Street-Porter’s leadership and scholarship on women in the UK media industry, this paper considers some of the reasons why this environment proved so fertile for our interviewees. We also reflect on some of the key issues the interviews provoked: the issue of balancing motherhood with a career in the UK television industry, the importance of women’s networks, and the impact of class in terms of working in the BBC. In this sense, the BBC was formative for our interviewees, particularly through the leadership of an ‘outsider’ like Street-Porter despite structural issues of exclusion that remained present in the organisation.

Exploratory investigation of women leadership in developing economies with special reference of India

Gender, religion, and culture all come together in this research, which aims to find out what it's like for women in leadership roles. The study investigates the effect religion and cultural norms have in Pakistani women rising to positions of leadership based on an inductive-qualitative analysis. And the study investigates women’s leadership in India and how is the women’s increase the economies. Rather than holding liberal or socialist/Marxist feminist ideals, Pakistani women leaders, according to the study, have an Islamic feminist worldview instead. It looked as though women's leaders were attempting to recover their religious faith from those who supposedly hold it prisoner to monolithic theological views. For the last two decades, researchers have been looking at how women may lead in higher education. This review of 64 articles from throughout the world, with a particular emphasis on India, Pakistan, Sri Lanka, Indonesia, and Malaysia, was conducted.

Influential factors impacting leadership effectiveness: A case study at a public university

Orientation: As a result of increased globalisation and rapid changes in the technological, social, economic and political spheres, the environment in which businesses and organisations function has become increasingly volatile, uncertain, complex and ambiguous (VUCA). This has created a unique set of challenges for the leaders of these organisations, including higher education (HE) in South Africa.Research purpose: This study aimed to identify potential influential factors that have impact on leader effectiveness in a HE VUCA environment.Motivation for the study: Leadership effectiveness under VUCA conditions within the South African higher education sector no longer only depends on professional leadership training. A thorough understanding of crucial influential factors moderating leader effectiveness and a sober strategy to overcome potential negative impact is pivotal. This study seeks to contribute to this understanding and to leadership theory and practice.Research design, approach and method: A qualitative research approach was adopted to test research participants’ perceptions regarding the significance of influential factors impacting leadership effectiveness. Semi-structured interviews were conducted with 24 employees in leadership positions at a single public university. A rigorous 16-stepwise method was used to analyse the qualitative data that employed a directed qualitative content analysis.Main findings: The major findings of the study include theoretical and empirical support for four influential factors impacting leadership effectiveness, that is, organisational culture, the role of women in leadership, and the role of millennials in leadership and diversity.Practical/managerial implications: Recommendations for university leaders to create an enabling environment for effective leadership to navigate VUCA are provided.Contribution/value-add: The significance of this study lies in the potential contribution to leadership theory and insights for leaders in Higher Education Institutions (HEIs) to be effective in the face of VUCA.

267 AQualitative Exploration of Barriers and Recommendations from Women Leaders in Science and Agriculture

Abstract The purpose of the study was to conduct a qualitative exploration of barriers and recommendations from women leaders in science and agriculture. This study used a voluntary sample descriptive survey design that included 8 demographic, 11 importance/satisfaction, 7 negative/positive attribution, 11 barrier, and two open-ended questions. Responses were collected over a one-week period using social networking sites for women leaders in science and agriculture resulting in 60 respondents. The average respondents were all women in leadership roles in science and agriculture, 44years old, married, with no children, making between $60-120,000 per year, who were also highly educated with a Masters or Doctoral degree and traveled more than two-three times per month. This study focused on responses of the two open-ended questions. Comments to the questions: “If there was one piece of advice you could go back and give yourself when you began your career, what would you share?” and “Please let us know if there was something else you wanted to share related to women in leadership roles in science and agriculture” resulted in 72 individual responses analyzed using the constant comparative method. Peer debriefings and inter-coder reliability were used to ensure trustworthiness and credibility. The qualitative analysis resulted in the following emerging themes: Having it all, Personal Development and Education, Personal Advocacy, and Networking. Though the results of this study are limited to this group of respondents, it is an important step in understanding the nuanced issues women face in leadership roles. One participant summed it up by stating: “The "take this opportunity now because it might never happen again" advice Iwas given for my career, Iused too much... and sometimes…the opportunities DO happen again... your life doesn't though, and at the end of the day, it's your family and health that stick.”

Women in Leadership in State and Regional Orthopaedic Societies

Introduction:Female representation in orthopaedics remains low compared with other specialties. Recently, several studies have examined the membership composition and leadership roles of women in orthopaedic societies. However, there is a paucity of information on the possible connection between the number of women within state and regional orthopaedic societies and women who serve in leadership roles within these societies.Methods:Authors invited executive directors of 51 state and four regional orthopaedic societies to participate in an anonymous 14-question web-based survey about female members and women in leadership positions within these societies. The survey asked about female membership composition, the percentage of male and female practicing orthopaedic surgeons in the state/region (if available), and female representation on the Board of Directors of these societies. Data were analyzed for relationships between ordinal variables.Results:Forty-nine executive directors (89.1%) responded to the survey. Among respondents, there was a statistically significant positive correlation between the percentage of female members and women leaders (P = 0.015). Thirty-two executive directors (68.1%) reported between 1% and 10% female members, 7 (14.9%) had between 11% and 20% female members, and 2 (4.3%) had no female members. Twenty-five societies (52.1%) have never had a female president. Of 17 societies (32.7%) that had female presidents, 15 (75.0%) reported having just one female president. In addition, of these 17 societies, 12 (70.6%) reported having at least one acting female president within the past 10 years.Discussion:Our study demonstrates a positive correlation between female members and women on the Board of Directors in regional and state orthopaedic societies. Twelve societies had female presidents within the past 10 years. Female representation in leadership positions may help with the recruitment of female orthopaedic surgeons and improve diversity in orthopaedics. Future studies should evaluate different methods of increasing female membership and leadership positions in state and regional orthopaedic societies.

The influence of female academic leaders in higher education institutions on achieving Saudi Vision 2030

Education is an essential element to the development of nations. Accordingly, Saudi Arabia has invested heavily in the development of its education sector. Nevertheless, continuous development of education, especially the higher education sector, significantly depends on the quality and adequate supply of leadership that cuts across the gender divide. However, analysis of the literature indicates a lack of discussion on the leadership role of women in Saudi higher educational institutions. This paper reviews the opportunities and challenges against female academic leadership in Saudi higher education institutions and their influence towards achieving the Saudi Vision 2030. An eclectic scoping review was adopted to synthesize the relevant materials published in the past ten years in the context of Saudi Arabia. The findings indicate that the main obstacles to female academic leaders include structural challenges, shortage of resources, and lack of empowerment, with personal and cultural challenges ranked last.

Symbolic Intersection of Self-Reflection, Workplace Interaction and Sociocultural Aspects in Shaping Women Identify as Leaders: A Study in Higher Education, Vietnam

The current literature identified the under-representation of women in leadership roles in higher education. Several countries have recognized the absence of women leaders in senior roles. Along with government efforts in various countries, the first thing is that women need to consider themselves as leaders to prepare themselves to take up leadership positions. The purpose of this study is to examine if there is any role of self-reflection, workplace interaction, and sociocultural phenomenon in shaping up the identities of women in higher education institutions (HEIs) in Vietnam. The data was collected from 14 women leaders working in higher education sector in Vietnam. The methodology used in this study to analyse the data was symbolic interaction to understand how women think about themselves asleaders and shape their own identify. The results from the study suggest that there is intersection of all three aspects—self-reflection, workplace interaction indicating gendered leadership, and sociocultural phenomenon and all these plays a vital role in shaping up the identify of women leaders. The women did not see themselves as leaders due to their family responsibilities, lack of self-confidence, views on gendered leadership at the workplace, and societal pressure. It is suggested to formally train the women, which will boost their self-confidence, and support from institutions and society is also equally important to encourage them to become leaders.

Qualitative description of sexual harassment and discrimination of women in emergency medicine: Giving the numbers a voice.

Gender disparities in medicine are well documented; however, little qualitative data exist. This study sought to provide a qualitative assessment of harassment and discrimination experienced by female physicians in emergency medicine (EM) specifically by colleagues or supervisors. An electronic survey was distributed to female EM physicians on October 18, 2018, asking if they have felt harassed, diminished, uncomfortable, or discriminated against by a male colleague or supervisor at work based on a sexual comment or unwanted advance. Space for descriptive experiences was provided. A data abstraction tool was developed, and experiences were placed into thematic categories. The survey was closed on December 18, 2018, and data were analyzed. There were 1280 responses. Responses that were incomplete, not attributable to women, and outside of EM were excluded leaving 1144 to be analyzed. Respondents were primarily White (81%) and working in nonacademic environments (53.5%). The majority (57.3%) felt harassed, diminished, uncomfortable, or discriminated against by a male colleague or superior at work based on sexual comment or innuendo; 22.3% experienced an unwanted sexual act or advance. There were 482 descriptive experiences reported, most frequently focusing on patronizing behavior (16.5%), pregnancy/maternity leave (15.9%), and physical appearance (12.5%). Women in EM experience sexual harassment and discrimination at work by their peers and supervisors. Exploring the themes of their shared experiences can guide and focus efforts on both prevention and intervention. Further studies are needed to determine if these experiences contribute to disparities in earnings, promotion, and leadership roles of women in medicine.

These are the people in your neighborhood: Community logics and board gender composition in United Ways

AbstractNonprofits that serve particular communities are in essence products of those communities. Community logics are localized norms, beliefs, and attitudes that may impact local organizational behavior. Gender status beliefs, which are also normative assumptions about the abilities of women, may be transmitted into nonprofit organizations through community logics and may color recruitment choices for board members. This paper attempts to understand the relationship between these gendered community logics and the presence of women on United Way boards of directors over a period of 15 years. This paper uses a nationally representative sample of United Ways across 23 states to identify community characteristics that may change attitudes and receptiveness to women as members of boards of directors, an area of board selection that has been little studied. There is some evidence for community logics such as having more female local business leaders or advanced degree holders in the community being related to an increased presence of women on these prestigious boards, perhaps indicating new status beliefs and community logics around the abilities of women in leadership roles.

Outlook of women in science: an interview with our authors.

Diversity in research teams ties alternative perspectives into research projects, and this can fast‐forward scientific progress. Concerted efforts have been aimed at encouraging and supporting women to pursue a career in science, yet a gender disparity can still be observed at senior positions, with fewer women in leadership roles. To get insight into how the current landscape for women in science is perceived by different career stages, we interviewed female authors of Molecular Oncology from diverse career stages and disciplines about their inspiration, challenges they have faced as scientists as well as their thoughts on how gender diversity can be further enhanced.

“I am the Chair”: Women and Department Leadership in the Academy

The paucity of women in leadership roles in the academy has been the focus of the literature in higher education for several decades. The discussion has lamented how few women attain presidencies, chancellorships, or vice chancellor roles, that women of color experience even greater barriers to leadership attainment, and that women are likely to experience both a “glass ceiling” and a “glass cliff”. As a result, women often find themselves trapped in low-level managerial roles, unsupported when they do attain leadership positions, and underrepresented on powerful committees and in meaningful decision-making bodies. Drawing on data from a large study of the department chair, this qualitative study explores the experiences of twenty women who hold the position. Findings suggest that women department chairs continue to face ongoing gendered challenges to their leadership and that barriers to their success are still very much present in the academy. Coping with these challenges requires a balancing act within oneself, with others, and within the institution. Each challenge is then reflected in tensions that must be negotiated rather than resolved. Recommendations for structural and cultural changes are offered.

Abstract WP47: An Investigation On First Author Gender Disparities In Stroke-related Randomized Controlled Trials

Introduction: While the number of women in medicine and neurology is increasing, there remains a significant gender gap in academic neurology, especially, in the subspecialty of vascular neurology. This study aims to quantify gender differences and examine trends in primary authorship of stroke randomized controlled trials (RCTs) published over the last decade as a proxy for academic leadership. Methods: The PubMed database was searched using pre-defined keywords relevant to ischemic and hemorrhagic stroke filtered by title and article type RCT from 2011 to 2020. EasyPubMed package in R was used for the search. The gender of first authors was determined using the gender package in R, which identifies gender using historical data. Only predictions with an accuracy of ≥ 0.8 for the associated gender were considered, remaining genders were determined by manual search. Results: The query identified 657 RCTs published from 2011 to 2020. Amongst these, we were able to identify the gender of primary authors of 587 (89%) RCTs. Of the 587 RCTs, 205 (35%) had females as primary authors of which 184 (90%) had unique first names. Amongst the 382 male authors, 330 (86%) had unique first names. The mean (SD) percentage of female and male first authors was 31.05 (5.91) and 58.05 (7.21), respectively. Figure 1 demonstrates the annual proportions of both genders over the past decade. The Cox and Stuart trend test did not show any trend in the percentage of female or male authors over the course of 10 years [p values (2-tailed) = 0.36, 0.85, respectively]. Conclusions: Our results highlight the persistence of the gender gap in primary authorship of Stroke RCTs. Despite increased calls for greater representation of women in leadership roles, our data shows a lack of favorable trend towards gender parity in primary authorship. This emphasizes the need for further scrutiny of barriers contributing to this disparity and efforts to promote women as leaders in academic neurology.

Training the Next Generation of Physicians – Recognizing the Importance of Women in Leadership Roles

Training the Next Generation of Physicians – Recognizing the Importance of Women in Leadership Roles

Challenges impeding women into leadership roles in a student-led organization at a South African higher education institution

The study shows that a patriarchal society where women are still in the minority when it comes to leadership positions is still dominating. A few studies are exploring the role of women in leadership in government and industry, and very little focus is paid on higher education institutions and more especially – from a female leadership perspective. Therefore, this paper aims to determine the factors that hindered female students from attaining leadership positions and simultaneously make recommendations to create more leadership opportunities in a nationally recognized student-led organization known as the Student Representative Council at a large public South African higher education institution – the University of KwaZulu-Natal. The target population was 16 female leaders who served in the University’s Student Representative Council from 2019 to 2020 of which 13 had responded. A qualitative approach was followed and interviews were conducted. The study employed inductive qualitative thematic analysis using NVIVO 12. Findings revealed that the Student Representative Council structure at the university was patriarchal with little commitment to gender equality. Males outnumbered women in leadership roles. Portfolios assigned to women were mainly administrative rather than leadership. Females were subjected to stereotypical behavior. The study recommended ways to promote female student leadership whereby policy and constitution change is required to facilitate gender equality and the implementation of quotas. Women should be empowered to enhance their leadership skills via effective leadership development programs specifically designed for females to address the leadership gap between males and females.

A Comparative Study of Structural and Functional Changes of Female-Headed Households in Rural Areas in Sri Lanka

Aim: Male-Headed Households (MHHs) and Female-Headed Households (FHHs) can be distinguished by the gender of the household’s primary breadwinner. A home where the breadwinner is a woman is said to be a female-headed household. Male heads of households are the norm in patriarchal societies. However, there are many situations in which a woman must take on the headship role on her own: when her husband dies, gets sick or disabled, leaves her, gets divorced, never marries, etc. Thus, this research aims to compare how FHHs were set up before and after women took charge.Methodology: This research was carried out in the Kurunegala district of the North-Western province of Sri Lanka in the five Grama Niladari divisions of the Galgamuwa divisional secretariat: Molewa, Kallanchiya, Koonwewa, Wadugama, and Medawachchiya. Purposive sampling was used to select 100 female participants. Questionnaires and semi-structured interviews were the primary methods of data collection. Surveys and case studies were employed in the study’s research. Descriptive statistics were used to examine the numbers, while the descriptive approach was used to investigate the qualitative information.Findings: Changes to FHHs are more dramatic when one or both parents move back in with their children when a child moves back in with a different guardian, when a child marries and leaves the reproductive family, when a child dies, or when a child becomes an ordained religious leader. The study focused on how the household’s economic role and decision-making authority have changed.Implications/Novel Contribution: Seventy-four percent of women in leadership roles feel that structural and functional changes have negatively impacted their lives. Several factors, including economic hardship, insecure livelihood activities, sole household responsibilities, a lack of supportive community mechanisms, gender bias in the socialization process, dependency and a subordinate mentality in decision-making, and other factors, have influenced their adverse reactions to specific functional changes after assuming the headship. Therefore, it is essential to run mobilization and empowerment programs for women heads at the grass-roots level to boost their decision-making, leadership, and active community engagement potentials. We must provide emotional support systems like therapy, mentoring, and advocacy to enhance their mental health.

Men’s Perceptions of the Value of Women Leaders in Higher Education

This qualitative research study, framed by social role theory, explored the perceptions of 20 men faculty and academic administrators at doctoral-granting highest research-intensive universities located in the Southwestern region of the U.S. The focus of the study was their perceptions of the value of women leaders, the differences between how men and women are valued in higher education, and the stereotypes and challenges that contribute to how women are valued as leaders. Findings from this study show that men faculty and administrators do not always value women as leaders; differences between academia and industry may exist surrounding how women are valued as leaders; institutional leadership may perpetuate the devaluation of women as leaders; and the value of women in higher education leadership remains a reflection of how women are valued in society. Differences between how men and women are valued were also explored, finding that men faculty and administrators may not see the differences in value based on gender; gender differences exist in regards to standards for evaluation and reward in higher education; and women are perceived to devalue themselves. Challenges that contribute to how women are valued were identified, including the continuation of homosociality that promotes men supporting other men, and the existence of stereotypes and biases that give men an advantage and undermine women in leadership roles. Keywords: social value, women’s leadership, gender

Salary disparities based on gender in academic emergency medicine leadership.

There are significantly fewer women than men in leadership roles in health care. Previous studies have shown that, overall, male physicians earn nearly $20,000 more annually than their female physician colleagues after adjusting for confounding factors. However, there has not been a description of physician leadership compensation in relation to gender. This was a successive cross-sectional observation study design of 154 emergency departments in the United States from 5years (2013, 2015-2018) using Association of Academic Chairs in Emergency Medicine and Academy of Administrators in Academic EM survey data. The primary variable of interest, leadership role, was attained by recoding the survey responses to assign primary job duty into four main categories: no leadership role, operations leadership, education leadership, and executive leadership. Overall, 8820 responses were included. Across all survey years, the mean (±SD) percentage of women in any leadership role was significantly less than men (44.5% [95% CI: 42.8, 46.2%] vs. 55.3% [95% CI: 54.1, 56.5%]). Women in leadership roles worked more clinical hours than men in the same position (female median=1008, male median=960). Women also had significantly lower salaries than men at each of the 5-year time points that data are reported, with unadjusted mean salary differences of -$54,409 per year for executives, -$27,803 for operational leaders, and -$17,803 for education leaders. Female physicians hold fewer leadership roles in academic emergency medicine (EM), and when they do, they work more clinical hours and are paid less than male physicians. As a specialty, EM should continue to investigate and report on gender achievement disparities as work is done to rectify the system inequalities.

Exploration of Women's Leadership Development Challenges and Transformational Learning: A Positional Paper

My review of the positions that involving decision-making roles shows that women still hold less than 26% of the decision-making roles within Fortune Magazine’s list of Top 500 companies, higher education, and politics. Fortune 500 boards of directors and entrepreneurs show increasing rates of women in decision-making roles. Surveys related to the division of labor in households show that women are still responsible for the majority of the work needed to keep the household running. These factors, along with challenges such as a lack of positive social feedback for aspiring women leaders, gender stereotypes, educational methods, and a lack of prominent role models, can affect women’s development as leaders and the number of women in leadership roles. This paper explores social feedback, gender stereotypes, conditional teaching, and lack of role models as affecting women’s potential and development as leaders. This review also explores applying lessons from the transformational learning literature to women’s leadership development process. Keywords: transformational learning, leadership development, identity development, women's leadership development, gender stereotypes, social constructs

Female Leadership in Academic Plastic Surgery: A Comprehensive Analysis.

Gender equity remains to be realized in academic plastic and reconstructive surgery. The purpose of this study was to measure the proportion of women in leadership roles in academic plastic and reconstructive surgery to verify where gender gaps may persist. Six markers of leadership were analyzed: academic faculty rank, manuscript authorship, program directorship, journal editor-in-chief positions, society board of directors membership, and professional society membership. Descriptive statistics were performed, and chi-square tests were used to compare categorical variables. About 16 percent to 19 percent of practicing plastic surgeons are female, as measured by the percentage of female faculty and American Society of Plastic Surgeons members. Female plastic surgeons comprised 18.9 percent (n = 178) of the faculty from 88 academic plastic surgery institutions, and represented 9.9 percent of full professors and 10.8 percent of chiefs. Nineteen institutions had no female faculty. Women were first authors in 23.4 percent of publications and senior author in 14.7 percent of publications. No journal studied had a female editor-in-chief. Of the examined plastic and reconstructive societies, the proportion of women on the board of directors ranged from 16.7 percent to 23.5 percent. The proportion of female program directors, first manuscript authors, and board members of certain societies is commensurate with the number of women in the field, suggesting an evolving landscape within the specialty. However, women remain underrepresented in many other leadership roles, heralding the work that remains to ensure gender parity exists for those pursuing leadership roles in the field of plastic and reconstructive surgery.