This study examined the perceptions of female leaders' qualifications, leadership style, and effectiveness to lead. Eighty-nine leaders were surveyed using the Leader Perception Questionnaire Inventory (LPQ-i) on a four-point Likert scale and four random selected phone interviews. This study focused on several conceptual frameworks: first, role congruity theory which examined the incongruence of female leaders; second, contingency and transformational theory, which focuses on behavior style based on qualifications, leadership styles, and effectiveness of female leader's; and lastly, feminist theory which examined gender related issues of leadership. This study details current and historical context of female leader's influence in the workplace throughout history. This study utilized a (qualitative and quantitative) mixed methods approach to gain a new perspective using a phi and chi test to test the hypotheses. The findings concluded that women are continually disproportionately outnumbered by a large margin of (62%) males and '37%) females in high level leadership positions. Also, the findings concluded that men and women hold similar views of female leadership.

In recent years, our society changes rapidly. The position of females in Taiwan have been promoted significantly. The situation induces the raise of the awakening of feminist consciousness. After that, females gets more opportunities to show off all of their talents, and generally become managers or leaders at workplace. The phenomenon caused many discussions and researches, and really highlights the importance of the topic of today's female leaders. How a leader shows the leadership performance could decide the success of the organizational development. Also, we know through the relevant literature that a leader¡¦s personality traits and leadership styles are not only an important issue in the organizational behavior study, but also the key elements of leadership effectiveness. Therefore, the purpose of this study is to inquire the relationship among female leaders¡¦ personality traits, leadership styles and leadership effectiveness by the subordinates cognition in southern electronic media centers. The questionnaire of the study is divided into two parts: the leader questionnaire and the subordinate questionnaire. Total of 215 out of 250 questionnaires were returned. (There are 38 out of 40 from leader questionnaires, and 177 out of 200 from subordinate questionnaires.) The data are analyzed by a variety of statistical methods, such as descriptive statistic, factor analysis, reliability analysis, and regression analysis, etc. The statistical analyses had concluded as followed¡G 1. The hypothesis that the female leaders¡¦ personality traits are significant effect on their leadership effectiveness is partially supported. In accordance with the order of the influence on leadership effectiveness, ¡§Conscientiousness¡¨, ¡§Agreeableness¡¨, and ¡§Openness to Experience¡¨ are the main significantly indicators to predict leadership effectiveness. 2. The hypothesis that the female leaders¡¦ leadership styles are significant effect on their leadership effectiveness is partially supported. ¡§Consideration¡¨is the only significantly indicators to predict leadership effectiveness. 3. Consider the female leaders¡¦ personality traits and the leadership styles at the same time, ¡§Conscientiousness * Initiating Structure¡¨ and ¡§Emotional Stability * Consideration¡¨ have a significant effect on the leadership effectiveness. Thus, the leadership styles have mediator effects between the personality traits and leadership effectiveness.

This research aims at understanding the career development of women in the high-level management in corporat ions and enterprises. I t will focus on their leadership uniqueness and inf luences, the conf lict of balancing fami ly wi th career, and how to coordinate and communicate. This research adopted multiple approaches on individual case studies. I t incorporates in-depth interviews of upper female leaders¡¦ career development and inf luence factor to acquire study results. The process included interviewing four women execut ives, t ranscribing the interview content , and analyzing the content. The study f inds even though the women execut ive¡¦s performance at work is outstanding, the responsibi lity in the fami ly does not reduce. With the increase in career opportunity, these women st ill have to be responsible for children¡¦s education as wel l as household duties. This renders greater pressure for women than men. Companies based on policies and system or indust ries that ¡¦s more sui table to women, wi th less obst ruct ion in career development wil l result in less family conf lict . Women execut ives with leadership styles that lean towards employee centered, team bui lding, proper delegat ion, and social experience, tend to have more pat ience and empathy. This is especially t rue in the communication and negot iat ion process. More democrat ic and inclusive spirit is incorporated. Encouragement and teamwork creates mutual t rust, and posi tive compet it ive envi ronment. As the famous quote by the American f irst lady Eleanor Roosevelt , ¡¨A woman is like a tea bag- you never know how st rong she is unt i l she gets in hot water¡¨, women leaders should possess self -knowledge, understand the inner-self and the role she wil l play. She should consider the nature of the job and its requirements. With personal uniqueness, distinct ive personali ty, and self -discipline, she wil l be convincing and possessing charming conf idence.

Society is facing rapid and continuous change. In order to participate in the development, organizations need to take advantage of all the knowledge and skills available in the labor market. Women leaders in top positions are still in the minority but do as good a job as their male colleagues. She brings different dynamics and a new dimension in the work culture but is nevertheless excluded from the mightiest rooms. The purpose of this study is to elucidate the organizational factors that determine and facilitate for women to take on leadership positions. Through semi-structured interviews with six women leaders, the material has resulted in a thematic analysis with four themes. These themes are the workplace culture, impersonation, conditions and driving forces. The result confirms earlier research showing the importance of a healthy corporate culture to shape and develop tomorrow’s passionate women leaders. / Samhället står inför snabba och kontinuerliga förändringar. För att kunna vara med i utvecklingen behöver organisationer ta tillvara på all kunskap och kompetens som finns tillgänglig på arbetsmarknaden. Kvinnliga ledare på toppositioner är fortfarande i minoritet men gör ett lika gott jobb som sina manliga kollegor. Hon tillför annan dynamik och en ny dimension i arbetskulturen men som trots detta stängs ute från de mäktigaste rummen. Syftet med studien är att belysa organisatoriska faktorer som avgör och underlättar för kvinnor att ta sig an ledande positioner. Genom semistrukturerade intervjuer med sex kvinnliga ledare har materialet resulterat i en tematisk analys med fyra teman. Dessa temaområden är arbetsplatskultur, personifiering, förutsättningar och drivkrafter. Resultatet styrker tidigare forskning och visar vikten av en sund företagskultur för att forma och ta fram morgondagens passionerade kvinnliga ledare.

В работе проводится исследование специфики карьеры женщин-руководителей в сфере профессиональной социальной работы. Актуализируется вопрос привлекательности социальной работы для женщин. Анализируются социальные факторы, оказывающие влияние на профессиональную карьеру женщин в социальной работе. На основании эмпирического исследования выделяются стратегии женщин-руководителей. / The work examines the specifics of the career of women leaders in the field of professional social work. The issue of the attractiveness of social work for women is being actualized. The social factors influencing the professional career of women in social work are analyzed. Based on empirical research, strategies of women leaders are identified.

This study focused on the challenges female school principals face in managing their schools effectively and the possible strategies to overcome these challenges. Ten schools from Mpumalanga province were purposively selected as research sites. Participants were the school principal and a member of the school management team of each school. Individual interviews with the school principals and an open-ended questionnaire to the school management team members were used to collect data. The findings revealed that a lack of confidence in female leadership with related gender discrimination, a lack of support and respect from staff and the community, and unfair practices with the promotion procedures of women are the main challenges that hamper female leaders in managing their schools well. The fostering of a positive attitude towards female leadership, a strong support system, female leaders empowering themselves and an effort to build good relationships with all stakeholders represent solution strategies. / Educational Leadership and Management / M. Ed. (Education Management)

本研究目的在於探討與女性領導者有關的刻板印象與偏見是否會產生刻板印象威脅效果而影響女性的領導表現，以及是否可以消除或減少它對於個人表現的影響。本研究也探討「對特定領域的認同」及「對所屬團體的認同」在女性領導能力的範疇中，是否會使得刻板印象威脅對於個人表現有不同程度的影響效果。另外，本研究為了要更加確認威脅感的產生，故增加行為觀察的方式來測量焦慮的產生，以彌補自陳焦慮方法的不足。 本研究以60位國立政治大學女學生為研究對象，隨機分派至「激發刻板印象威脅」、「不激發刻板印象威脅」、及「減除刻板印象威脅」等三個情境。每位女性受試者另搭配一男一女成為一小組，每組由此位女性受試者擔任領導者，帶領小組討論並解決一新車分配問題。女性受試者的領導表現由自己、小組中的二位成員、以及不知道本研究目的與假設的評估者來予以衡量。另外，本研究除了由受試者及小組成員以情境焦慮量表來評估受試者的焦慮程度之外，也請不知道本研究目的與假設的評估者，以情境焦慮量表來評估受試者的焦慮程度，並觀察其焦慮行為，評量受試者在活動過程中顯出不舒服或不自然的程度及頻率。 研究結果顯示，「激發刻板印象威脅」情境與「不激發刻板印象威脅」情境的受試者在大部分領導表現變項上均無顯著差異；「激發刻板印象威脅」情境中的受試者在部分領導表現變項上的平均得分顯著低於「減除刻板印象威脅」情境中的受試者。在本研究中，性別認同程度及領域認同程度並不會影響刻板印象威脅與領導表現之間的關係。此外，三個實驗情境中受試者的情境焦慮程度及非語言焦慮並沒有顯著差異。 本文也針對研究結果進行整體性的討論，並提出可能的研究限制，及對於後續研究的建議。

Syftet med följande kandidatuppsats är att skapa en större förståelse för ledares upplevelser av employer branding ur ett genusperspektiv i mansdominerade organisationer. Denna kandidatuppsats har undersökt en organisation inom tillverkningsindustrin och har inslag av fallstudie. Studien har fokuserat på hur kvinnliga och manliga ledare uppfattar arbetsgivarvarumärket för att attrahera och behålla kvinnliga ledare. Vidare har studien fokuserat på hur jämställdhet uppfattas av ledare i en mansdominerad organisation. Den teoretiska referensramen består av teorier, begrepp och tidigare forskning gällande employer branding, employer femvertising, genusteorier, jämställdhet, kvinnan i minoritet samt ledarskap.I kandidatuppsatsen har en kvalitativ metod använts där åtta semistrukturerade intervjuer har genomförts med kvinnliga och manliga ledare på olika nivåer och affärsområden. En kompletterande intervju har även genomförts med en representant från personalavdelningen för att skapa en överblick över organisationens kontext. Resultatet påvisar att organisationer som domineras av män tenderar att främja män. Vidare indikerar resultatet att det i den studerade organisationen finns få insatser för att attrahera och behålla specifikt kvinnliga ledare. Resultatet synliggör även hur organisationskulturen i en mansdominerad organisation kan bidra negativt till arbetsmiljön för kvinnliga ledare. Denna kandidatuppsats kan ses som ett komplement till tidigare forskning med sin inriktning mot employer branding och könsskillnader som få tidigare studier kombinerat. Vidare kan även denna studie bidra till praktikersamhället som inspiration samt underlag för mansdominerade organisationer som vill arbeta för en mer jämställd arbetsplats. / The purpose of this bachelor’s thesis is to broaden the perspective of leader’s experience regarding employer branding from a gender perspective in male-dominated organisations. This bachelor’s thesis has examined an organisation in the manufacturing industry and has elements of a case study. The study is focused on how female and male leaders perceives their employer brand to attract and retain female leaders. Furthermore, the study has focused on how gender equality is perceived by leaders in a male-dominated organisation. The theoretical framework consists of theories, concepts and previous research in employer branding, employer femvertising, gender studies, gender equality, females in minority and leadership.In this bachelor’s thesis, a qualitative method was used where eight semi-structured interviews was conducted with female and male leaders at different levels and business areas. A complementary interview was also implemented with a human resource representant to create an overview of the organisational context. The results show that organisations dominated by men tend to promote men. Furthermore, the results indicate that in the studied organisation are few efforts to attract and retain specifically female leaders. The results also show how organisational culture in a male-dominated organisation can contribute negatively to the work environment for female leaders. This bachelor’s thesis can be viewed as complementary to earlier research oriented around employer branding and gender differences, which few earlier studies have combined. This study could furthermore contribute to practitioner society as inspiration and basis for male-dominated organisations who aspire towards a more equal workplace.

Text in German / Zusammenfassung Der Ausgangspunkt dieser Untersuchung ist die Frage, wie weibliche, ledige, heterosexuelle Führungskräfte in deutschen, christlichen Organisationen mit ihrer Sexualität und sexuellen Versuchlichkeit umgehen. Das Ziel ist es, ledigen, leitenden Missionarinnen Hilfestellungen zu geben, wie sie authentisch leben und arbeiten können um so auch die Authentizität ihrer missionarischen Botschaft zu stärken. Welchen Einfluss hat sexuelle Versuchlichkeit auf Authentizität von weiblichen Singles in der Missionsarbeit? Macht Macht diese Frauen erotisch? Im ersten Schritt untersuchen wir Frausein und sexuelle Versuchlichkeit theologisch, biologisch und soziologisch. Die abgeleiteten Thesen dienten als Grundlage zu einer empirischen Untersuchung. Fünf ledige Frauen in Führungspositionen wurden interviewt die in missionarischer Authentizität leben wollen. Die Ergebnisse dieser Interviews führen zur Verifizierung und Modifizierung der Thesen. SchlieÃlich werden praktische Konsequenzen gezogen wie Missionsorganisationen ihre ledigen Leiterinnen unterstützen können. English Summary The starting point of this investigation is the question how female, single, heterosexual leaders in German Christian organisations deal with their sexuality and sexual temptability. The objective is to provide these women with support to live and work authentically in order to strengthen the authenticity of their mission. Which impact has sexual temptability on the authenticity of female singles in the mission field? Is their power sexy? In the first step we investigate womanhood and sexual temptability both in theological and in psychological-sociological perspective. The derived hypotheses served as a basis for an empirical investigation. Five single women in leadership positions were interviewed. The results of the interviews lead to verification and modification of the hypotheses. Finally, we draw practical consequences for mission agencies how to support female, single leaders. / Christian Spirituality, Church History and Missiology / M. Th. (Missiology)

Text in German / Zusammenfassung Der Ausgangspunkt dieser Untersuchung ist die Frage, wie weibliche, ledige, heterosexuelle Führungskräfte in deutschen, christlichen Organisationen mit ihrer Sexualität und sexuellen Versuchlichkeit umgehen. Das Ziel ist es, ledigen, leitenden Missionarinnen Hilfestellungen zu geben, wie sie authentisch leben und arbeiten können um so auch die Authentizität ihrer missionarischen Botschaft zu stärken. Welchen Einfluss hat sexuelle Versuchlichkeit auf Authentizität von weiblichen Singles in der Missionsarbeit? Macht Macht diese Frauen erotisch? Im ersten Schritt untersuchen wir Frausein und sexuelle Versuchlichkeit theologisch, biologisch und soziologisch. Die abgeleiteten Thesen dienten als Grundlage zu einer empirischen Untersuchung. Fünf ledige Frauen in Führungspositionen wurden interviewt die in missionarischer Authentizität leben wollen. Die Ergebnisse dieser Interviews führen zur Verifizierung und Modifizierung der Thesen. SchlieÃlich werden praktische Konsequenzen gezogen wie Missionsorganisationen ihre ledigen Leiterinnen unterstützen können. English Summary The starting point of this investigation is the question how female, single, heterosexual leaders in German Christian organisations deal with their sexuality and sexual temptability. The objective is to provide these women with support to live and work authentically in order to strengthen the authenticity of their mission. Which impact has sexual temptability on the authenticity of female singles in the mission field? Is their power sexy? In the first step we investigate womanhood and sexual temptability both in theological and in psychological-sociological perspective. The derived hypotheses served as a basis for an empirical investigation. Five single women in leadership positions were interviewed. The results of the interviews lead to verification and modification of the hypotheses. Finally, we draw practical consequences for mission agencies how to support female, single leaders. / Christian Spirituality, Church History and Missiology / M. Th. (Missiology)