Agentic women continue to be penalized for success in male-dominated industries, resulting in gender discrimination and differing opportunity structures (Foschi, 2000). The purpose of the proposed study is to see how an employee’s gender and status in male-dominated corporate settings influence participants’ perceptions of competency, liking, and consequences after the employee makes a mistake. These dependent variables will also be examined in relationship to participants’ level of sexism. Approximately 132 participants will be recruited from high technology companies, and will read a vignette about a male or female and entry-level or executive employee who makes a mistake. They will then answer competency, liking, and firing questions, as well as Glick & Fiske’s (1996) Ambivalent Sexism Inventory. Participants are expected to perceive females more negatively than males, and executives more negatively than entry-level employees. Additionally, female executives will be perceived as the least competent, and will be the least well liked. It is also predicted that they will be most likely fired. This study may add important information on gender stereotyping in the workplace, and further explore how an employee’s status in the company influences perceptions of the employee. The implications of the proposed study for future research are also discussed.

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Though women are overrepresented in education as classroom teachers, they continue to be underrepresented in decision-making leadership positions in education administration (Bynum, 2016; Coleman, 2003; Fuller, 2013; Grogan & Shakeshaft, 2011; Moorosi, 2018; Robinson et al., 2017; Torrance et al., 2017). The cause of the low representation of women in decision making has been attributed to a wide range of reasons spanning from ingrained patriarchal mindsets, societal biases, lack of professional networks, misconceptions of women in leadership, and the lack of leadership opportunities. Other causes of gender inequality in educational leadership are linked to a lack of a systematic mentorship ecology and infrastructure within institutions. Instead, there are hegemonic structures of White males in power who mentor other White males to continue the cycle (Robinson et al., 2017; Shakeshaft, 1989). It is a challenge in the Catholic church because traditional beliefs rooted in conservative Biblical interpretation may support and reinforce male domination in leadership contexts. The steady shift of society’s values and understanding of women, however, has revealed the growing acceptance of women as leaders in other industries beyond education, which contributes to a deeper understanding of leadership styles and how leadership can be androgynous. This study analyzed the experiences of current assistant superintendents or superintendents in a Catholic diocese. Experiences ranged from participants’ early days as teachers, administrators, and assistant superintendents or superintendents. This phenomenological study explored participants’ lived experiences with faith, spirituality challenges and barriers, and navigating relationships and accomplishing goals through transformational leadership.

The role of gender on international security has received a great deal of attention. In crucial political arenas, women are conspicuously absent, and this lack of representation permits male interests to take precedence. In 2017, the global average percentage of women in parliament was only 23.3%, a gain of 6.5% over the previous decade. Does the occurrence of violent conflict change when women become leaders or when their participation in parliament increases? There is a varied range of explanations that supports or contradicts the assertion that women in leadership positions lead to less conflict and war. This research aims to evaluate the conduct of female leaders during crises. It is impossible to prove that female pacifism creates a less conflicted system. However, it does contribute to the notion that a women-only leadership would be just as conflicted as the existing patriarchal institutions, albeit in a different manner. The study conducted a desk study research method. It aimed to answer specific questions related to primary research. Secondary research was conducted by looking at already existing secondary data. The obtained data were analyzed through thematic analysis. The findings suggest that women may have distinct gender values than males due to their different social positions. Women leaders must overcome sex role stereotypes. Women in influential positions may use their experiences as voters and members of society in their policy choices as leaders. The widest gender disparity occurs between men and women in the intellectual core of politics (foreign affairs). This has driven women to favor other paths over foreign policy and war, so we may anticipate female leaders in powerful positions to behave differently than males. / Master of Arts / Gender and its influence on international relations has gained interest worldwide. Notably, women today are few in the political scene. Consequently, male interests are dominant. For example, the number of female parliamentarians has increased slightly over the last few decades. Nevertheless, whether women leaders result in less conflict and war remains a question. This thesis evaluates the conduct of women leaders during conflict and war. According to the findings, the answer as to whether women leaders cause less conflict and war is inconclusive. In fact, just like male leaders, women leaders are just as likely to result in more conflict and war. However, women leaders are faced with specific sex-role stereotypes. Moreover, women leaders are more likely to address social issues based on their experiences. These factors may influence female leaders to behave differently than men.

This discourse analysis study investigates the interplay between Confucianism, media representation, and gender dynamics in South Korea. By analyzing articles from prominent Korean newspapers published between 2023 and 2024, I will address two key research questions. First, I will explore how media portrayals of women leaders reflect shifts in traditional Confucian gender norms and their implications for societal perceptions of gender roles and leadership. Second, I will examine how changes in family structure influence media narratives about gender inequality, considering the extent to which these narratives challenge or reinforce traditional Confucian values regarding familial and gender roles. My analysis contributes to a deeper understanding of the complex relationship between tradition, progress, and gender representation in South Korean media.

Submitted by Elba Lopes (elba.lopes@fecap.br) on 2015-12-21T17:53:36Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Osvaldo_Contardi.pdf: 1668327 bytes, checksum: 245f8f1f53df7975dd13b19abbff0853 (MD5) / Made available in DSpace on 2015-12-21T17:53:36Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Osvaldo_Contardi.pdf: 1668327 bytes, checksum: 245f8f1f53df7975dd13b19abbff0853 (MD5) Previous issue date: 2015-09-22 / The objective of this study is to analyze the presence of women on boards of directors and management executive of the companies listed on the Novo Mercado of BM & FBOVESPA and verify that the financial performance, measured by ROI, is influenced or not by the presence of women on the Board. The study mapped and quantified the presence of women on Boards of Directors, Executive Board and President (CEO) of companies listed on the Novo Mercado. Then analyzed the influence or not the female presence in the financial results of companies in which they are present.The method used was Multiple Linear Regressions Cross - Section (OLS) to identify the influence or not on the ROI of the companies. The result of this study revealed a positive influence on the ROI of the companies that in their Boards of Directors have female representatives. / O objetivo do presente estudo ?? analisar a presen??a feminina nos Conselhos de Administra????o e diretoria-executiva das empresas listadas no Novo Mercado da BM&FBOVESPA e verificar se o desempenho financeiro, medido pelo ROI (return on investment), ?? influenciado ou n??o pela presen??a de mulheres no Conselho de Administra????o. O estudo mapeou e quantificou a participa????o feminina nos Conselhos de Administra????o, Diretoria executiva e de Presidente (CEO) das empresas listadas no Novo Mercado. Ap??s essa an??lise estudou a influ??ncia ou n??o da presen??a feminina nos resultados financeiros das empresas em que est??o presentes, medido pelo ROI, utilizando a Regress??o Linear M??ltipla de Cross ??? Section de M??nimos Quadrados Ordin??rios. O resultado deste estudo revelou a influ??ncia positiva sobre o ROI das empresas em que seus Conselhos de Administra????o possuem representantes femininos.

In information technology, few women of color hold senior level executive leadership positions in the United States. Currently, in the high-tech industry, Asian and Black women hold 1.7% of executive/senior-level positions, and only 0.2% are in CEO positions. The purpose of this research was to understand professional executive women of color experiences in career advancement in the high technology fields. The study's conceptual framework included organizational culture theory, Krumboltz's theory of career counseling, and the leadership pipeline model. The overarching research question and subquestions addressed the lived experiences of 15 professional senior executive women of color in relation to career advancement in high technology to understand their perceptions, feelings, and values through a transcendental descriptive phenomenological approach. Through the use of Colaizzi's method of data analysis, 8 major themes and 11 subthemes emerged from interviews with the participants. The results indicated that women of color needed to have access to internal opportunities for advancement, adjusting to longer work hours in a male dominated work environment, and the need to establish networks of women of color for support. This study may support positive social change by prompting organizational leaders to develop gender-neutral, comprehensive strategies that do not impede women from obtaining technical executive positions. If women were extended the same opportunities as their senior executive male counterparts, women executives could thrive as senior leaders.

Recent literature shows an increased interest in generational differences among the workforce, particularly in Western societies. This has coincided with a focus on the role of women as successful leaders in the workplace. Despite this, the exploration and understanding of generational differences amongst female leaders in organisations has received limited attention, particularly in the South African context. The main purpose of the study was therefore to explore whether generational differences among women have an influence on how they approach leadership roles in a South African context. The study also sought to examine whether there are differences in gender identity across the generations as a result of socialisation. The study adopted a qualitative, life histories methodological approach to address the research purposes. Semi structured interviews were conducted with nine South African women in leadership positions from both the Baby Boomer and Generation X generational cohorts. The two generational cohorts were selected as they make up the majority of the current workforce while also being more likely, due to their age, of occupying leadership positions. The interviews were recorded and transcribed, and were imported into Atlas.ti for data analysis. The findings indicated that mothers played a dominant role in the socialisation of women, while fathers were significantly less present in the women’s stories. In terms of the effect of socialisation on career and leadership expectations, Baby Boomers were taught that they should be ‘stay-at-home-mothers’ and after having raised their children could then begin their careers. Generation X believed that they could be career women just as easily as ‘stay-at-home-mothers’. Despite both generations favouring a transformational approach to leadership, each generation differed in the way it practiced leadership. Baby Boomers led in a shared, structured and empowering manner, whereas Generation Xs focused on being attentive, unlocking potential, identifying talents of followers, and assisting in the growth and development of followers within their leadership approach. / Dissertation (MCom)--University of Pretoria, 2013. / Human Resource Management / unrestricted

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