Search Results (7)

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. Full article

After half a century of formal equality regarding ministry in Protestant churches, female leaders have become increasingly common in Protestant churches in Western Europe and North America. However, in Hungary—and in East-Central Europe in general—women leaders are typically absent. Based on in-depth interviews with clergywomen, our study, which has focused on clergywomen’s aspirations and choices, explores the reasons why women’s church careers in Hungary will stop progressing at a certain point. We argue that by adapting to the traditional gender beliefs typical in Hungarian churches, clergywomen’s choices contribute to the maintenance of the existing gender order rather than challenge it Nevertheless, through their growing presence and the way in which they minister, Hungarian clergywomen have gradually expanded women’s opportunities in the church, albeit mostly unintentionally, by following a special way of emancipation: ‘norm-following emancipation’. This way of emancipation legitimizes women in the ministry but does not promote women in leadership roles. Full article

A part of diversity management is working to achieve gender equality and create a comfortable working environment for women. However, in many organizations, gender biases and stereotypes frequently occur, consciously or unconsciously, regardless of whether women take on leadership roles. In addition, women must overcome a variety of challenges when taking on leadership roles or aspiring to become leaders. Based on the above background, we review and integrate the literature on management and career studies related to the challenges that women face in the process of advancing to leadership positions in organizations. Specifically, we examine the external and internal factors that create the various obstacles that women who aspire to leadership positions in structured organizations face from a gender perspective. Based on the integrative review, we discuss the implications for practices to increase the number of female leaders. Full article

Ever since gaining approval to be admitted to the Jordanian Armed Forces (JAF), Jordanian women have become more visible in this sector. Women were recruited in various fields across the military, including administrative posts, education, and human resources. There is a noticeable gap in the number of women reaching leadership positions despite the quality of their work and their tremendous contributions in this sector. The present study aims to explore the correlation between military culture and environment and women’s perceptions of leadership by drawing on quantitative data from female personnel at Al-Hussein Medical Center (HMC). A five-point Likert scale was adopted in the current questionnaire to test the extent of agreement with question items suggested for each aspect of work culture and environment construct. The results demonstrate that women at HMC perceive their work culture and environment positively, which in turn reflects their positive perceptions about their quality of work and their ability to lead. The female participants at HMC demonstrate positive perceptions of gender that challenge prevailing gender norms through gaining necessary support and opportunities for career advancement. The study results imply that supportive work environments have a greater impact on women’s aspirations to become leaders. Full article

Malawi has a high maternal mortality rate, of which unsafe abortion is a major cause. About 140,000 induced abortions are estimated every year, despite there being a restrictive abortion law in place. This leads to complications, such as incomplete abortions, which need to be treated to avoid further harm. Although manual vacuum aspiration (MVA) is a safe and cheap method of evacuating the uterus, the most commonly used method in Malawi is curettage. Medical treatment is used sparingly in the country, and the Ministry of Health has been trying to increase the use of MVA. The aim of this study was to investigate the treatment of incomplete abortions in three public hospitals in Southern Malawi during a three-year period. All medical files from the female/gynecological wards from 2013 to 2015 were reviewed. In total, information on obstetric history, demographics, and treatment were collected from 7270 women who had been treated for incomplete abortions. The overall use of MVA at the three hospitals during the study period was 11.4% (95% CI, 10.7–12.1). However, there was a major increase in MVA application at one District Hospital. Why there was only one successful hospital in this study is unclear, but may be due to more training and dedicated leadership at this particular hospital. Either way, the use of MVA in the treatment of incomplete abortions continues to be low in Malawi, despite recommendations from the World Health Organization (WHO) and the Malawi Ministry of Health. Full article

Prior research indicates that just 4.5 percent of mainland China’s higher educational institution leaders are female. This article extends theory and research by drawing attention to identity and Discourse as an important, yet under-researched, aspect of the problem of women’s underrepresentation in higher education leadership. Drawing on in-depth qualitative interviews with nine female academics in Chinese universities and informed by discursive approaches to identity and constructionist views, we analyze how women construct multiple identities, the interplay of identities, and the influence of broader societal Discourses of gender and leadership. The findings highlight the interplay between competing multiple identities, and illustrate how the women’s identities are shaped and constrained by dominant historical and cultural Discourses in Chinese society, which results in identity regulation (Alvesson and Billing 2009), notably identity positioning that is congruent with social norms and conventions. A key finding is that the female academics reject the leader identity. This is true for those in middle management positions, as well as women in early career stages, who might otherwise aspire to leadership. Implications for the leadership pipeline in China’s universities is discussed and recommendations are made for future research directions. Full article

This article is concerned with the implications of casual, non-permanent forms of employment that have become a common cultural practice in higher education. It proposes that contractual terms of employment have important implications for women and leadership in higher education, since to pursue leadership, usually one must first gain permanency in an organization, in contractual terms. Based on an autoethnographic study by a female academic in a UK higher education institution, the article illustrates that temporary forms of employment, should they be protracted, can stifle leadership aspirations due to lack of career progression opportunities and lead to a sense of alienation from the target community of practice, and even to personal difficulties, such as feelings of isolation and poor self-esteem. The article discusses theoretical and practical implications for women’s leadership arising from the findings and makes recommendations for improvements in practice in the higher education sector. The findings and recommendations from this study will also be relevant to other organizational contexts where casual or temporary, fixed term, zero-hours non-permanent forms of employment are common. Full article