A Practical Study on Commanding Behavior and Power Bases of Female Naval Officers¡XSamples taken from female officers serving on warships of the R.O.C. Navy Abstract In recent years, due to the popularity of education and the variation of traditional concepts, employment opportunities are wide open to women. In other words, it has become the main stream to welcome ¡§woman power¡¨ into all walks of life. There is no exception for the Ministry of National Defense (MND). In the past, professional officers were all males. Military academies admitted only male students. A few years ago, the MND, adjusting to the world trend, made major academies open to female students in order to cultivate female officers who would be serving in the military. In 1994, for the first time, the following academies admitted female students: the Military Academy, the Naval Academy, the National Management College and the Chung-cheng College of Science & Engineering. Now, female officers have been an important part of the military personnel. Since modern politics, society and technology have become more and more complicated, how to successfully lead is a branch of art and science. The commanding modes of female military officers have formed a newly-rising research field and need to be studied continuously. The essence of leadership is derived from influence, which means ¡§power¡¨ in the broad sense. This study is based on two theories. One is the theory of transformational leadership and transactional leadership advocated by Bass in 1985. The other is the power bases advocated by French & Raven in 1959. This study is focusing on the commanding behavior and power bases of female naval officers serving on warships. Through the study with logical analyses and practical experiments, it is hoped that female Naval officers can clearly understand how they practise their leadership and power. Furthermore, the study can help them establish their own successful and unique commanding styles. Questionnaires and interviews were done with female officers who had been serving in the Navy for one or two years. There are three important points found as follows: (1) Regarding the factors of the transformational leadership and transactional leadership, no significant difference is shown between male and female Naval officers. Officers of both sexes use both types of leadership although female officers have a slight preference for transformational leadership. (2) In practising power bases, officers of both sexes are almost the same although female officers have a little tendency to use reference power and expert power. (3) The relation between commanding behavior and power bases of female naval officers is significantly positive. Key words: transformational leaderhsip & transactional leadership, power bases, Female officers

Syftet med föreliggande studie var att undersöka varför kvinnor som gått militär grundutbildning väljer att vidareutbilda sig till specialistofficerare. Respondenterna utgjorde fem kvinnliga specialistofficerare i åldrarna 22 till 34. Tre av dem hade gjort allmän värnplikt och två av dem hade gått grundläggande militär utbildning (GMU). Av demografiska skäl genomförde jag telefonintervjuer med respondenterna. Jag följde principerna för induktiv tematisk analys när jag analyserade intervjuerna. Analysen visade att kamratskapen och möjligheten att utmana och utveckla sig själv samt typen av arbetsuppgifter och möjligheten att använda utbildningen både i det militära och i det civila var motiv för vidareutbildning. / The aim of this study was to investigate why women who have basic military training choose to continue their education in the Armed Forces. The participants represented five female officers aged 22 to 34. For demographic reasons I conducted telephone interviews with the participants. I followed the principles of inductive thematic analysis when I analyzed the interviews. The analysis showed that the comradeship, the opportunity for personal development, the type of tasks and the ability to use the military training not only in the Armed Forces but also in the civilian life were motives forbecoming an officer.

The staff distribution and the gender diversity in the Swedish Armed Forces aren't at the level the organization has the ambition to be. Meanwhile previous research shows that there are multiple obstacles for women to work and advance in military organizations. This study examines the staff category of newly examined female officers’ perception of their possibilities to work in the Swedish Armed Forces, a personnel category that specifically hasn't been studied in this area. The study will be conducted by interviewing female officers in this personnel category. The study shows that most of the interviewed women have a positive experience in their new workplace, where a supporting commander seem to be a success factor. Some of the interviewed women also testifies about perceived misconducts in the workplace where problems such as traditionally manly ideals permeate colleagues and/or the organization's behaviour and consequently limits the women’s possibilities.

There is a lack of female police officer representation in police departments nationwide. Women's position, or lack thereof, in law enforcement is a topic of discussion in many police literature reviews. However, there were minimal studies detailing female police officers' personal experiences in the law enforcement profession. The purpose of this phenomenological study was to describe and understand the perceptions and lived experiences of female police officers, as well as the impact those experiences had on their careers. Female participants from 3 police departments formed the purposive sample that included 8 full-time female police officers. The feminist theory helped to clarify the constructed meanings the women attached to their experiences. In-depth interviews were conducted, and the data analysis was guided by the Stevick-Colaizzi-Keen method. The findings revealed that all of the women pursued law enforcement careers and remained in the profession for reasons similar to what they perceived to be the reasons among the male police officers in their respective departments. The participants also suggested that the perceived intentional institutional barriers did not impact the female police officers' job satisfaction. This study contributes to social change by raising awareness about the current status, concerns, and accomplishments of women in law enforcement. Additionally, findings may assist police administrators and legislators in creating policies and procedures that incorporate the needs of female officers.

<p>The number of female officers employed in the Armed Forces is low. Of the total proportion officers, female stand for 4.8 %. The Armed Forces are currently working actively to level out the distribution. This paper is intended to create a better understanding of the slow increase in female officers in the Swedish Armed Forces. The study is qualitative and the results from the data collection have been based partly on a text analysis, partly on a theme-based group interview in which three themes have been discussed. The results are then analyzed through theories with the related areas: Organizations, genderand leadership. The study shows that there are no formal regulations that prevent women in the Armed Forces. However, it is possible to identify a number of factors that may affect efforts to achieve genderbalance in the organization negatively. The experience of gender equality is not permeated throughout the organization suggests a lack of commitment of managers at different levels. Furthermore is the conscription system, which only affected men, a major contributing factor, where a broad basis for recruitment of female officers has been lost. Finally may be mentioned that the fact that the Armed Forces currently is engaged in a variety of organizational changes can lead to a marginalization of the gender mainstreaming in favour of the other changes.</p>

The number of female officers employed in the Armed Forces is low. Of the total proportion officers, female stand for 4.8 %. The Armed Forces are currently working actively to level out the distribution. This paper is intended to create a better understanding of the slow increase in female officers in the Swedish Armed Forces. The study is qualitative and the results from the data collection have been based partly on a text analysis, partly on a theme-based group interview in which three themes have been discussed. The results are then analyzed through theories with the related areas: Organizations, genderand leadership. The study shows that there are no formal regulations that prevent women in the Armed Forces. However, it is possible to identify a number of factors that may affect efforts to achieve genderbalance in the organization negatively. The experience of gender equality is not permeated throughout the organization suggests a lack of commitment of managers at different levels. Furthermore is the conscription system, which only affected men, a major contributing factor, where a broad basis for recruitment of female officers has been lost. Finally may be mentioned that the fact that the Armed Forces currently is engaged in a variety of organizational changes can lead to a marginalization of the gender mainstreaming in favour of the other changes.

Using the theory on Representative Bureaucracy, this study considers the minority representative role, which suggests that administrators who are minorities are more inclined to represent minority interests. This study examined whether officers perceive themselves as advocates based on shared demographics and whether they develop attitudes toward reducing youth violence. Considerably more researchers conduct studies in adult prisons than juvenile correctional facilities, which focus on rehabilitation for youth. Therefore, this study further examines youth correctional staff attitudes toward inmates. The way correctional officers' treat minors may impact the amount of violence in juvenile detention facilities. The purposes of the study are to determine whether bureaucratic representation can have an impact on preventing violence, and to understand what factors lead officers in perceiving they have different roles. The two types of bureaucratic representation are passive and active. Passive representation, such as race, ethnicity, and gender, may shape role perceptions because attitudes are constructed by demographic characteristics. Active representation consists of decision-making behavior reflected in measurable policy outputs that are responsive to minority interests. This dissertation seeks to determine whether minority officers perceive themselves in passive or active terms, and how that representation relates to their particular strategies for dealing with youth violence. To determine how officers perceive themselves, this study incorporated mixed methods of both qualitative and quantitative research to examine how officers implement decisions in their positions. This study uses survey research from the Performance Based Standards from the U.S. Department of Justice and interviews with individuals who worked with inmates in California juvenile detention facilities to determine the relationship between minority officers and attitudes toward youth violence. Regression models, including year, were conducted for each hypothesis as a predictor in the model. Multiple regression analysis was used to demonstrate the relationship between independent variables and a single dependent variable. The data have information on facilities as well as staff and inmates within those facilities. Due to the nested nature of the data, multilevel regression models were also conducted when examining outcomes measured at the staff and inmate level.