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Despite the increased rate of women in the workplace and more women acquiring advance degrees, there are still barriers in the workplace that hinders the advancement of women. The focus of this qualitative study was first to understand the perceptions and beliefs of six female managers' experiences during the developmental process of an all-female mentoring program. The second focus was to provide information on the importance of mentoring in the development and advancement of women in the workplace. Utilizing a phenomenological methodology, a descriptive approach was employed to examine and describe the thought processes and subjective views of the participants' role, understanding, and expectation of the program development. The purpose of this applied dissertation was to examine and describe from the participants' perspectives the factors that hindered the successful development of the mentoring program. Based on the analysis of the data collected from the semi-structured interviews, four themes emerged: (a) purpose for mentoring program development, (b) perception of barriers to mentoring program development, (c) perception of management role in program development, and (d) perception of program outcome. The data collected as a result of this study revealed five findings: (a) mentoring programs are an important human resource intervention, (b) the lack of top management support and commitment adversely affected the successful development of the mentoring program, (c) the successful development of a mentoring program requires the clear establishment of the program goals and objectives, (d) research does not fully support the findings that women in senior positions will advocate for women in lower ranking positions, and (e) the top management role is an essential component in the continued success of mentoring programs. This study offers insight into female managers' perceptions of the barriers that affect mentoring program development and insight into the development of successful mentoring program.

趨勢預測專家約翰•奈思比在新作《亞洲大趨勢》中預言了亞洲當前風起雲湧的八大趨勢，其中一項即為『男性褪色→女性頭角崢嶸』。近年來，愈來愈多的女性由私領域邁入公領域，她們在職場上或甚至是政壇上，經常有讓人聒目相看的傑出表現；在一向由男性主導、陽剛價值至上的組織環境中，女性領導人為日漸僵化的組織運作，注入了一股源頭活水。她們的「另類觀點與作風」，使人們開始重新省思許多過往習以為常的想法及做法，而「女性領導」亦已成為研究領導的一個新方向。本研究於第一章，說明研究動機與目的、方法與限制、架構與內容。第二章，則由典範變遷的觀點分析女性領導產生的背景。第三章，是關於女性領導的文獻分析。探討男女有別領導風格的成因、女性領導的特質，並點出本文的重心－希望重建一個男女均衡的領導新模式，以「男女兼性」的「人性觀點」來詮釋領導。第四章，是關於女性領導的實證分析。筆者訪談了五位公部門女主管、五位私部門女主管，以及一位婦女研究學者、一位婦女團體領導人，希望將實務面與第三章的文獻分析互相對照比較。於此章並歸納出若干這些傑出女領導人職涯發展成功的關鍵性因素；以及欲突破女性領導的困境，女性自身及社會環境尚待補強努力之處。第五章，為本研究之結論。將文獻檢視及訪談結果進行重點摘要，並提出關於後續研究展望的一些建議及方向。