Women In Leadership Positions Research Articles

O CRESCIMENTO DAS MULHERES EM CARGOS DE LIDERANÇA NA ÚLTIMA DÉCADA EM PERNAMBUCO

The article discusses the growth of female leadership in Pernambuco in recent years, driven by public policies and business initiatives. From projects like #TáComElas, which train women for leadership positions, to the inclusion of women in executive roles in large companies, there is a positive movement towards gender equality. However, wage disparity persists, with women earning on average 78% of men's salaries in similar positions. The theoretical foundation explores the historical and cultural context of women's integration into the workforce, the role of public policies and private initiatives promoting female leadership, and the challenges women still face, such as cultural biases and difficulties balancing personal and professional life. Studies indicate that women's participation in leadership roles is on the rise, but challenges remain. Practical examples, such as those of Laís Xavier and Taciana Medeiros, highlight the relevance and impact of female leadership in the state. The methodology includes exploratory research based on journalistic reports and interviews with women in leadership positions. The interviewees share their career paths, emphasizing the importance of perseverance and the constant pursuit of growth. Lastly, the case study presents the experiences of two businesswomen from Pernambuco, Elaine Ferreira and Juliana Werner, who discuss their success stories and the challenges they face in their respective fields.

The power of women in the success of business family: A case study of Kosovo, Albania and North Macedonia

The main objective of this research is to emphasize the significant role women hold in leading family businesses in transitional countries such as Kosovo, North Macedonia, and Albania. It aims to demonstrate how women’s leadership can positively influence business performance, economic advancement and social development in these regions where traditional gender norms are shifting. Additionally, this study explores how empowering women in leadership roles can foster innovation, strengthen resilience, and ensure long-term sustainability for family-owned businesses ultimately contributing to the broader economic progress of these transitioning economies. This research aims to analyze family support, cultural factors and the influence of education on the advancement of women in leadership positions with a particular focus on family businesses. In this empirical research, 490 women from the countries above were included and the sample was randomly selected due to a lack of formal data. The results of the analyses were presented through descriptive analysis, Pearson correlation, Ordinary Least Squares (OLS) and T-test. The results indicate that family support has already a significant impacted advancement. Similarly, cultural factors have a positive influence. These factors have changed and are no longer obstacles to women's advancement as in the past, although in some rural countries this is still seen as an obstacle. Another important factor is education where women prioritize before taking leadership positions and continue with various training even after taking positions to be fully prepared to achieve their business objectives.

Kepemimpinan Perempuan dalam Lembaga Pendidikan Islam

Women's leadership in Islamic educational institutions is the primary focus of this research. This study aims to delve into the contributions, challenges, and policy implications of women's leadership in the context of Islamic education. Employing a qualitative approach and literature review method, this research analyzes various theories and related studies to compile a comprehensive overview of this issue. The findings indicate that women's leadership significantly contributes to the development of Islamic education, both academically and morally. However, challenges such as gender stereotypes, lack of institutional support, and societal perceptions remain obstacles that need to be overcome. A deep discussion on the factors influencing the success or failure of women in leadership positions provides insights into strategies that can be implemented to strengthen women's roles in Islamic educational institutions. Recommendations for educational institutions, governments, and society include enhancing inclusive leadership development programs, implementing gender equality policies, and educating the public about the importance of gender inclusion in education. The implications of this research for Islamic education policies and practices highlight the need for transformation to create a more representative and inclusive learning environment. Thus, this research has the potential to provide guidance for policymakers to enhance women's participation in Islamic educational leadership more broadly.

ETHICAL LEADERSHIP AND WOMEN’S EMPOWERMENT: DRIVING INNOVATION AND GENDER EQUALITY

This paper examines the challenges faced by women in leadership positions, highlighting how machismo and patriarchal culture influence their trajectories. The research uses a bibliographic methodology, complemented by quantitative data, to analyze the evolution of female participation in the labor market. In addition, the study addresses how gender inequality affects decision-making and proposes strategies to promote greater inclusion and equity in companies, encouraging ethical leadership and valuing the role of women.

Women in the workforce and climate change performance: the moderating role of environmental management training

ABSTRACT This study examines the relationship between gender and carbon emissions, specifically focusing on the influence of female leadership roles and female employees on carbon emissions from 2012 to 2021 in companies listed on the Australian Securities Exchange. While gender socialisation theory suggests that women are naturally inclined to care for the environment, our results do not fully support the argument that more female directors and employees alone can combat carbon emissions significantly. However, our findings indicate that when employees receive environmental management training, the presence of female directors significantly reduces carbon emissions. This result highlights that informal education alone, as emphasised in gender socialisation theory, is insufficient for addressing carbon emissions of companies. The findings suggest the importance of having more women in leadership positions as well as providing formal training and education for employees to reduce carbon emissions.

Factors Impacting Perceptions of Gender Inequality in the Spanish Society

This study uses Ordinary Least Squares Multiple Regression with data on perceptions regarding gender equality from the Spanish general population. Overall, the results indicate that perceptions of equal treatment under the law and equality in political life are significantly associated with perceptions of gender equality. However, perceptions of discrimination in education do not seem to affect perceptions of gender equality significantly. In addition, the results show a clear association between the belief that gender equality leads to a fairer society and the perception of gender equality itself. Results also suggest that while certain perceptions related to the law, society, and political life are instrumental in shaping views on gender inequality, there remains a foundational level of perceived inequality in Spanish society. As a concluding remark, when examining the impact of female representation in leadership positions, the results provide empirical support that the presence of women in leadership positions improves the perception of gender equity in the contexts in which it occurs; this fact reflects the importance of promoting the participation of women in management positions through public policies.

Leadership Development and Emergence of Leadership Traits in Female Leaders in Nepal: A Narrative Analysis of Female Leaders of Private Organisations

Female leaders practice a transformational leadership style which has been regarded and proved to be an effective approach in organizational settings. Despite several research findings adhering to the effective leadership approach adopted by female leaders, men still outnumber women in leadership positions. This research study delves into the leadership identity of Nepali female leaders, their effective leadership practice in organisations, and their leadership styles and traits. The research used a narrative identity framework, analysing the narratives of seven prominent female leaders in private organisations in Nepal. The result indicated that the leadership identity of these leaders was shaped by social (gender, corporate outlook) and family factors. Contrary to popular belief, these female leaders received strong support from their families and colleagues. These leaders demonstrated high emotional intelligence, were observant, cordial with colleagues, served as mentors, and had an ever-learning attitude that continuously enhanced their professional efficiency in a self-regulatory way. The combined effect of these interrelated attributes helped form six major leadership traits – empathetic, loyal and committed, adaptive, intuitive, team player, and resilient. These traits had a common foundation of being resolute and ethical and were strongly embedded in how they led and how they perceived their role as leaders in their organisations.

Female entrepreneurship in a sport context: unveiling the barriers perceived by women in leadership positions in a society of stereotypes!

ABSTRACT Purpose Despite the efforts that have been made by several institutions, women still find it difficult to develop entrepreneurial initiatives in sport. This study identifies the barriers felt by women in leadership positions. Design A qualitative study was carried out through a semi-structured interview systematized at three levels (macro, meso and micro) with 30 female entrepreneurs in Portugal, between January and March 2022. Findings At the macro level, social/cultural issues are found to have a great influence on women’s careers. They also present difficulty in coping with the regulatory and legal matters involved in entrepreneurial processes. At the meso level, men do not willingly accept communication and coordination coming from women. In addition, women are still very dependent on the family. Concerning the micro level, the cultural idea of women being the weakest link ends up influencing their willingness to take risks professionally. More training in entrepreneurship is needed. Practical implications It is suggested that government institutions linked to sport should make adjustments to legislation and provide incentives for women, particularly financial, training and logistic support, applying them in the context of sport federations, clubs and organisations, both public and private. Research Contribution The multi-level model proposed is fundamental to understand how barriers are related, and contribute to more conscious decision-making.

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.

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.

Penolong yang Sepadan menurut Kejadian 2:18 terkait Perdebatan Kepemimpinan Wanita dalam Gereja

The text of Genesis 2:18 is one of the passages debated by Complementarians and Egalitarians regarding the role of women as "helpers." Complementarians believe that the role of a helper indicates the functional subordination of women to men. According to them, Adam and Eve are spiritually equal, but Eve is not equal to Adam in function because she is his helper. For this reason, Complementarians refuse to place women in positions of leadership in the church. On the other hand, Egalitarians believe that women should have the same opportunities as men, including in church leadership. This study aims to analyze Genesis 2:18 in relation to the debate on women's leadership in the church. The method used is exegesis, to uncover the meaning according to the original author's intent when the text was written. The results of this study indicate that the helper provided by God is not a subordinate, but a partner. Women were created as partners to help their husbands so that God's mandate could be fulfilled through the unity of the two. This context applies to the household, not the church. Therefore, this role should not be used to prohibit women from teaching and leading in the church.

You Can't Be What You Can't See: The Progression of Women in Otolaryngology-Head and Neck Surgery.

Objective: To examine trends in the gender composition of residents and faculty in Otolaryngology-Head and Neck Surgery residency programs in the United States and to investigate the correlation between women's representation in leadership positions and the proportion of women faculty and residents. Methods: A literature review was first performed to analyze trends in the gender composition of residents and faculty in Otolaryngology-Head and Neck Surgery (OHNS) residency programs. Current residency programs were then identified using the Electronic Residency Application Service 2023 Participating Specialties and Programs website. The following data was collected from each program website: gender of associated medical school dean, gender of department chair, gender of residency program director, and total number and gender of fellowship directors, faculty, and residents. Wilcoxon rank sum test and Fischer's exact test were used to analyze relationships between the number of women in leadership positions and the proportion of women faculty and residents. Results: An increase in the number of women chairs, residency program directors, residents, and faculty over the past decade is documented across published literature. One hundred twenty-three current academic residency programs were identified. Women accounted for 42%, 30%, 27%, and 8% of current residents, residency program directors, faculty, and department chairs, respectively. Department chair gender was significantly correlated with number of women faculty (P = .01). Any women in a leadership position were correlated with a statistically significant increase in median percent of women faculty (P = .006). Conclusion: Further understanding of how the mentorship of women promotes gender equity is necessary to promote gender diversity in OHNS.

Exploring the Challenges and Unveiling the Glass Ceiling Effect on Career Progression among Turkish Women in 3 to 5 Star Hotels

Purpose: Despite the significant growth in women’s participation in the hotel industry workforce, Turkish women continue to encounter limited access to senior management positions. This study investigates the obstacles faced by Turkish women in their pursuit of top managerial roles within the hotel industry and explores potential strategies to break through the glass ceiling. The purpose of this study is to investigate challenges and unveil the effect of the glass ceiling on the career development of Turkish women in 3-to-5-star hotels. The research endeavors to examine the experiences and challenges stemming from gender perceptions encountered by individuals within the hotel industry. Additionally, it seeks to discern the underlying social, organizational, and individual factors contributing to the disparity in leadership or senior positions held by women within this sector. Design/Methodology/Approach: The study utilizes a qualitative research approach, employing semi-structured, in-depth interviews with employees from 3 to 5-star hotels in Antalya, conducting an inductive thematic analysis approach the research aims to investigate the challenges faced by women in advancing their careers within the hotel industry and the diverse factors influencing their workplace performance. The statistical sample of the research includes people who have different viewpoints on the subject of the research. Findings: Twelve women working within the hospitality industry were interviewed. A thematic analysis revealed three interconnected barriers contributing to the glass ceiling faced by Turkish women: cultural and social obstacles, organizational challenges, and personal hindrances. These primary barriers encompass sub-barriers that collectively reinforce the glass ceiling, impeding numerous women from attaining senior positions. This research demonstrates that overcoming the barriers—especially organizational ones—can empower Turkish women to break through the glass ceiling and realize their leadership aspirations. Additionally, the study explores the implications for policymakers, academics, and practitioners regarding the impactful contributions of Turkish women to the hotel labor market." Practical Implications: This research showed evidence that there are real barriers for these women and the findings from this study offer implications that overcoming these barriers, particularly cultural and social barriers, could help Turkish women to crack the glass ceiling and achieve their dream of leadership. Originality/Value: The Hotel industry faces a worldwide shortage of Women in Leadership positions. This study aims to explore the challenges faced by the hotel sector in retaining highly skilled female employees who aspire to pursue managerial career trajectories. In addition, this research can add value to revealing gender inequality problems faced by Muslim women employees in the hospitality industry.

Impact of Gender Stereotypes on Career Advancement in STEM Fields in Tanzania

Purpose: The aim of the study was to analyze the impact of gender stereotypes on career advancement in STEM fields in Tanzania. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: In Tanzania, gender stereotypes significantly impede career advancement for women in STEM fields, creating barriers to their professional growth and development. Research reveals that societal expectations and cultural biases often undervalue women’s contributions and limit their opportunities for advancement. Women face challenges such as unequal access to resources, mentorship, and networking opportunities compared to their male counterparts. These stereotypes contribute to lower representation of women in leadership positions within STEM sectors, further perpetuating gender disparities. Unique Contribution to Theory, Practice and Policy: Social role theory, stereotype threat theory & expectancy-value theory may be used to anchor future studies on impact of gender stereotypes on career advancement in STEM fields in Tanzania. Establish mentorship programs that pair LGBTQ+ individuals with supportive mentors who can provide guidance and advocacy. Implement and enforce policies that promote diversity and inclusion in hiring and promotion practices within STEM fields.

Which organisational context factors help women to obtain and retain leadership positions in the 21st century? A systematic review and research agenda for human resource management

AbstractObtaining and retaining women in leadership positions is an ongoing challenge for scholars and practitioners in Human Resource Management (HRM). Research on the role of organisational context factors in supporting women who either are already in leadership roles or aspire to obtain them is fragmented and spread across multiple disciplines. In this systematic literature review, we identified 87 articles related to organisational context factors and female leadership. We mapped these articles onto the stages of the employee lifecycle: (1) Recruitment and Selection, (2) Learning and Development, (3) Performance Appraisal, and (4) Reward and Retention. Additionally, we introduced the category (5) Organisational Setting to encompass overarching context factors such as industry. For each article, we assessed the underlying assumptions concerning the gender‐neutrality or gender‐sensitivity in the practical implications. Our analysis revealed that some stages of the employee lifecycle received more attention than others and that the derived practical implications often go far beyond what can be concluded based on the study findings. We discuss theoretical implications and outline future research opportunities, such as the potential for HRM scholars to integrate an intersectionality lens into research along the employee lifecycle. We end with practical implications for HRM practitioners who wish to implement evidence‐based insights from our review.

The Level of Happiness and Its Relationship with Personal and Occupational Well-Being in Women Leaders at a Mexican University: An Exploratory Study

This exploratory study aims to identify the state of well-being of a select group of women leaders in a Mexican university by analyzing the relationship between their perception of happiness and their satisfaction with their life and work. Through the application of a psychometric battery, this work examined how these leaders manage their well-being within an environment that is simultaneously empowering and demanding. Methodologically, a descriptive statistical analysis was performed, including a correlation analysis of all items. As a result, the research identified positive correlations between the variables age and positive perceptions of work and life, which are strongly associated with high personal and professional satisfaction. In addition, people who find their work rewarding and feel that their life is close to their ideal tend to be more satisfied in general. Although this study intended to be exploratory, it also sought to contribute a deeper understanding of the well-being status of women in university leadership positions in Mexico. In doing so, it filled an important gap in the literature on gender, leadership, and well-being in Latin American academia by highlighting the complexity of managing and supporting women in leadership positions.

The impact of various teaching methods on the knowledge of students of different genders: The case of mathematics word problems abstract

Despite significant progress in recent years, there is still evidence of gender differences and underrepresentation of women in leadership positions in mathematics. To promote equal opportunities for all students, it is essential to comprehend gender differences in math learning at school and identify potential barriers to educational equality. In this regard, our study examined the gender differences in solving word problems, and whether they relate to the solution strategy the students were taught.The study involved 100 10th-grade students divided into two groups and taught different solving approaches. One group was taught an algebraic approach using linear equations, while the other group was taught a combined approach, which incorporates the algebraic solution with a functional-graphic solution using a graph of a linear function.The research findings reveal gender differences in various aspects: Girls who learned the algebraic approach had better attainments than boys; Boys who learned the combined approach opted to solve problems with functions and graphs, whereas girls in the same group preferred an algebraic solution; Boys who learned the combined approach achieved significantly higher than boys who learned the algebraic approach.This study illuminates the importance of teaching word problems using diverse solution strategies because different populations of students respond differently to different strategies.

Women at the top: a qualitative study of women in leadership positions in emergency medicine in Canada.

For the last two decades, more than half of Canadian medical students have been women, with an increasing number of medical trainees choosing emergency medicine as their careers. Despite a proportional increase of women in full-time faculty positions in emergency medicine, women are still underrepresented in leadership. The purpose of this study is to explore the experiences of women leaders in emergency medicine to identify common themes that may have contributed to their acquisition of leadership roles. Participants included women emergency medicine physicians in Canada who currently or previously held a leadership position. Data were collected through semi-structured interviews. Inductive thematic analysis was performed on the interview transcripts. Transcribed data were coded and categorized into recurrent themes. A narrative summary of the most impactful themes was presented. Twenty participants were interviewed. Most participants perceived career opportunities were due to chance, related to personal skill set, or required additional training. Participants highlighted the importance of mentorship and sponsorship. Gender expectations and traditional gender roles were perceived as having a negative impact on career leadership success. Participants acknowledged the need for women in leadership to empower younger generations of women to become leaders. For future emergency medicine leaders, participants suggested applying for leadership positions early, networking, and seeking mentorship. Potential supportive changes to leadership structures included explicit parental leave policies, flexible scheduling, and job sharing to encourage women leaders. To date, there has been no Canadian specific study exploring the factors contributing to the success of women leaders in emergency medicine. This study examines career advancement of women leaders in emergency medicine and provides useful insight to those aspiring to grow their careers, as well as to mentors and sponsors of women in emergency medicine.

Why Such Few Women in Leadership Positions in Japan?

Why Such Few Women in Leadership Positions in Japan?

The Role of Family Responsibility, Assertiveness, and Networking in Building Female Leadership Aspirations

Female leadership plays a crucial role in organizations through improving performance and productivity and allowing businesses to achieve better results. Unfortunately, the number of women in leadership positions in business is still behind that of men, and progress is relatively slow. This study aims to determine the effect of external factors, such as family responsibility and networking, and internal factors, such as assertiveness, on female leadership aspirations. The research used quantitative research methods, with the sample being women within the reproductive age range in Indonesia. This study involved 258 female respondents. The data analysis used the partial least squares structural equation model (PLS-SEM) approach, using SmartPLS. The results of this study show that family responsibility has a significant negative effect on female leadership aspirations, while assertiveness has a significant positive effect, as does networking.