[pt] Este estudo teve como objetivo analisar a liderança autêntica e sua relação com outros conceitos como gênero na liderança, compartilhamento de conhecimento, empoderamento e intenção de turnover. O trabalho traz algumas das principais teorias sobre o assunto e é baseado em um levantamento realizado junto a uma grande empresa brasileira. Alguns resultados confirmam as hipóteses e reforçam a relação entre a liderança autêntica e a liderança feminina, a liderança autêntica e o empoderamento e a liderança autêntica e a intenção de turnover. Uma hipótese não foi confirmada, a relação entre liderança autêntica e compartilhamento de conhecimento. Todas as hipóteses, confirmadas ou não, criam uma série de possibilidades para pesquisas futuras, que podem aprofundar o conhecimento sobre o tema, ampliar as teorias sobre liderança autêntica e ainda contribuir para a compreensão do que acontece na prática dentro das organizações. / [en] This study aimed to analyze authentic leadership and its link to other concepts such as gender in leadership, knowledge sharing, empowerment and intent to turnover. The work brings some major theories of the subject and is based on a survey conducted with a large Brazilian company. Some results confirm the hypotheses and reinforce the link between authentic leadership and female leadership, authentic leadership and empowerment and authentic leadership and intent to turnover. One hypothesis was not confirmed, the link between authentic leadership and knowledge sharing. All hypotheses, confirmed or not, create a lot of possibilities for future research in order to push knowledge boundaries on the subject, expanding theories of authentic leadership and yet understanding what actually happens in organizations.

This study explores the representation of women in leadership positions in Metropolitan Police Departments (MPDs). Historically, the police career was male dominated and women were not allowed to work in the police. Democracy, changes in law, and societal beliefs opened policing as a career to women. Various legal frameworks provide for gender equality, therefore equal gender representation in the workplace is a developmental goal in South Africa. The Commission on Employment Equity (CEE, 2015) of South Africa reported that women comprised 44.8% of the economically active population, yet males were still in charge of senior management positions in South African companies. The 2015 South African Employment Equity Report indicates that women hold only 29.5% of top level management positions and 30.7% of senior management positions (CEE, 2015). These results are lower than the government’s mandated target of 44.4% management positions reserved for women. The MPDs (2017) indicated that, out of a sample of 600 women, 91 are in leadership positions. The current gender representation in MPDs’ leadership positions forms this study’s problem statement. This study is qualitative in nature. Twenty-five South African women from the Gauteng Province from Ekurhuleni, Tshwane, and Johannesburg MPDs were interviewed. The transformative approach was used to inquire on participants’ experiences and views about gender representation, as well as women’s advancement to leadership positions in the MPDs. Data were analysed using Atlas.ti™. The results showed that culture, stereotypes, and physical fitness were perceived as barriers that hindered the representation of women in leadership positions. Furthermore, sexual and verbal harassment, bullying, discrimination against female officers at the workplace, and unimplemented policies and procedures were also hindrances. The participants recommended that the South African MPDs review human resource practices and policies to promote a positive and constructive work environment for all employees. / Police Practice / D. Litt. et Phil. (Police Science)

Made available in DSpace on 2016-04-25T16:44:45Z (GMT). No. of bitstreams: 1 Cleonice Nazare do Nascimento.pdf: 2520668 bytes, checksum: 926cbd5e9b99a48407cb802ecd6b38fc (MD5) Previous issue date: 2015-10-26 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / In 21st century one observes more interest by organisations in subjects related to the female presence in labor market, specifically in leadership, entrepreneurship positions as well as executive and strategic functions, what is a topic approached constantly in diverse publications in business area in journals, articles and events. The present thesis, which involves bibliometric analysis, aimed at studying the matter of gender in organizations focusing women in labor market and in leadership in administration field. For such accomplishment, specific objectives were established which were: getting bibliometric indicators in Web of Science database from 2005 to 2015; quantifying and identifying articles, authors, citations occurrence, journals and their relevance, language, key words, institutions, publications country, editors and investigating other complementing topics discussed by the most relevant articles. The methodology used for such research work includes tools with both qualitative and quantitative, by secondary and exploratory data, that generates two bibliometric studies of the scientific articles. For the development of the proposed study here groups of key words were structured for each topic and search in the referred data base. The first bibliometric analysis, about the topic women in labor market resulted 11 articles. The most subtopics of the most relevant articles were: gender versus performance, women economic empowerment, entrepreneurship and impact factors for women in strategic positions. The second bibliometric analysis about the topic female leadership in organizations resulted in 30 articles, almost over three times the amount of the previous topic. The subtopics of the most relevant articles brought the matter of gender, focusing women in subjects related mostly to: leadership versus success; difficulties in career improvement; leadership stereotypes; presence in political functions; overrepresentation in strategic functions and professional and personal life balance / No século XXI observa-se maior interesse pelas organizações nos assuntos relacionados à presença feminina no mercado de trabalho, especificamente nas posições de liderança, empreendedorismo, cargos executivos e estratégicos sendo tema abordado constantemente em diversas publicações na área de negócios por meio de periódicos, artigos e eventos. A presente dissertação por meio de análise bibliométrica, teve por objetivo estudar a questão de gênero nas organizações com foco na mulher no mercado de trabalho e na liderança, no campo da administração, Para isso foram definidos objetivos específicos a serem seguidos que foram: apurar indicadores bibliométricos na base de dados Web of Science no periodo entre 2005 a 2015; quantificar e identificar artigos, autores, ocorrência de citações, períodicos e sua relevancia, idioma, palavras-chave, instituições, país de origem e editores; e investigar possíveis subtemas discutidos nos artigos de maior relevância. A metodologia utilizada para esta pesquisa incluiu ferramentas com foco qualitativo e quantitativo, por meio de levantamento de dados secundários e de caráter exploratório, gerando dois estudos bibliométricos de artigos científicos. Para o desenvolvimento do estudo aqui proposto foram estruturados grupos de palavras-chave para cada tema e rastreamento no banco de dados. A primeira análise bibliométrica, referente ao tema a mulher no mercado de trabalho resultou em 11 artigos. Os principais subtemas dos artigos de maior relevância foram: gênero versus performance, empoderamento econômico da mulher, empreendedorismo e fatores de impacto para as mulheres em cargos estratégicos. A segunda análise bibliométrica sobre o tema liderança feminina nas organizações , apresentou como resultado 30 artigos, quantidade quase três vezes maior do que o tema anterior. Os subtemas dos artigos de maior relevância trouxeram a questão de gênero, com foco na mulher em assuntos relacionados principalmente a: liderança versus sucesso; dificultadores na ascensão de carreira; estereótipos da liderança; presença em cargos políticos; sobrerepresentação em cargos estratégicos e equilíbrio da profissão com a vida pessoal

Despite holding a majority of lower and middle management positions in public two-year institutions, women still hold only one-third of current community college presidencies. This study explored the gendered phenomenon of navigating the career pipeline in higher education to reach the office of community college president. The purpose of the study was to examine the educational backgrounds and career paths of recently-appointed female community college presidents, as well as the barriers and sources of support they encountered while navigating the career pipeline. A phenomenological approach was utilized for this qualitative study. Data was primarily collected using semi-structured interviews. Additional sources for data collection include reflection logs, memos, and document analysis. A modified van Kaam method of data analysis was used to code participant data and identify recurring thematic elements. These recurring thematic elements provided the foundation for individual descriptions of the phenomenon, which were later synthesized to create a composite description. Results suggest that study participants encountered three types of barriers while navigating the career pipeline in higher education: institutional, birdcage, and internal. The term “birdcage barriers” was coined here to describe scenarios in which aspiring female leaders could identify opportunities for professional growth or advancement, but were unable to access these opportunities because of situational boundaries. Findings also suggest study participants benefited from three sources of support: institutional, personal, and individual traits/strategies. Additional findings include: participants were reluctant to label gender a barrier; most of the institutional bias encountered by participants was second-generation; and, as aspiring leaders in higher education, participants required intrusive recruitment.

In 2016, the U.S. Census Bureau indicated only 39.1% of women occupied management and leadership occupations. The absence of women in leadership roles minimizes career aspirations, reduces the benefits of gender diversity, and lowers growth opportunities for women. The purpose of this interpretive hermeneutical phenomenological study was to unveil the lived experiences of a sample of minority women managers and leaders in the finance and insurance sector in Central Florida who encountered general career barriers and self-imposed career impediments that hindered them from advancing. The conceptual framework that guided this study was the social cognitive career theory coupled with the self-efficacy theory. Data were collected through semistructured interviews with 8 minority mid-level managers and leaders in the finance and insurance industry in Central Florida. Data were analyzed using the modified van Kaam method reformed by Moustakas. Five themes emerged from the data: General career barriers, self-imposed career impediments, career challenges, career management strategies, and career barrier counsel. These results may contribute to social change by raising awareness about career impediments that can discourage career paths of women and illuminating strategies regarding how to maneuver through interferences. Women can take control of their lives and modify their career paths. When organizational managers and leaders become more self-aware of the perceived career obstructions, they can initiate the appropriate training to help their employees maneuver, overcome, and navigate through difficulties.

Thesis (Ed. D.)--Oregon State University, 2009. / Printout. Includes bibliographical references (leaves 115-126). Also available on the World Wide Web.

The research study focuses on the prejudices women encounter in both the church and society concerning the recognition of their leadership potential. Women’s leadership is largely defined by men in their cultural context. The church also imposes expectations on traditional African churchwomen, which seem contradictory to what the Word of God teaches. This condition is ironically supported by men who do not necessarily go to church because of their cultural convictions. Thus, the dissertation argues extensively that this untenable situation needs to be challenged. The study interacts with Biblical texts that are often subjected to erroneous interpretation drawn in support of oppressive cultural practises and used to militate against women leadership. The approach is not entirely subjective as it considers the perspectives of some renowned African theological writers, readers as well as women role models in exploring the extent of women’s burgeoning in leadership positions in the Assemblies of God (AoG) church in the O R Tambo district Eastern Cape, South Africa. / Christian Spirituality, Church History and Missiology / M. Th. (Theological Ethics)

Female managers in the mining industry face unique challenges not experienced by their male counterparts. They need to perform identity work to overcome these barriers successfully so that they can create a leadership identity. Leadership development contexts may foster identity construction. To enhance employment equity in historically male-dominated professions and environments, an understanding of women’s leadership identity construction in leadership development contexts is beneficial. The purpose of this research was to explore the identity work of female managers working in a leadership development context in the mining industry, to determine how they construct a leadership identity. This was an exploratory and descriptive qualitative study conducted within the hermeneutic phenomenological research paradigm. A purposive sample consisting of five women working in a mining company was used. Semi-structured interviews were conducted, and data were analysed using the phenomenological hermeneutical method. The main findings indicate that four main identity bases influence how female managers in a leadership development context create a leadership identity. These include: (i) the impact of life spheres, (ii) integrating personal and professional roles, (iii) the role work facets play and (iv) the changing self. Moreover, four leadership identity work strategies are used to counter the effects of the identity bases. These are: (i) being guided by personal philosophies, (ii) balance and negotiation between personal and professional lives, (iii) building relationships both personally and professionally, and (iv) assuming ownership for careers and lives using career management strategies. Based on these findings, a conceptual framework was developed. The findings may guide organisations in developing and implementing effective and well-informed policies, strategies and initiatives geared at the attraction, retention, development and appropriate support of women who are or who wish to be employed as female managers in the mining industry. This study contributes to the knowledge base concerning female leadership in the mining industry in South Africa. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

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