Aspects of Women’s Leadership in the Organisation: Systematic Literature Review

Aparna Kulkarni, Mahima Mishra
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引用次数: 4

Abstract

In most organisations, women are underrepresented in top positions. Many aspects of Women’s Leadership are studied in the literature for underrepresentation of women leaders. This study aims to analyse and consolidate the insights about those aspects of Women’s Leadership, which gives them a stable and secure position in the organisation, beyond the unseen walls of gender discrimination. These aspects are barriers, enablers, strengths and weaknesses of Women’s Leadership. The research method used for the study is a systematic literature review method. Peer-reviewed, scholarly journal articles and book references between 1990 and 2021 identified from the Scopus and Web of Sciences databases are considered for the study. The result showed much uniformity in the ‘Women’s Leadership’ phenomenon, globally. This research found that Women’s Leadership studies are mostly conducted in areas such as social sciences, business and management, medicine, education, etc. It also found that most women-leadership-related studies are conducted in developed countries where the percentage of women leaders is comparatively higher than in other industries. Still, women leaders in both developed and developing countries face similar barriers during their careers. The gender gap and the glass ceiling they have to break are some of the issues experienced by women in any organisation. Organisational bias, lack of assertiveness and poor networking also pose barriers to Women’s Leadership. Yet, there are some enablers for Women’s Leadership, such as mentoring, good training programmes and workplace culture. However, maintaining a work–life balance, working under pressure and excluding informal communication are considered as limitations for Women’s Leadership. Strengths, such as high emotional intelligence, empathy, democratic leadership style, sincerity and ability to make decisions under critical circumstances benefit the organisation. This study will help to get an integrated and consolidated theoretical review of different aspects of Women’s Leadership in the organisation. Moreover, the study can help to implement various organisational policies to increase the percentage of women in leadership roles.
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组织中妇女领导的各个方面:系统的文献综述
在大多数组织中,女性在高层职位上的代表性不足。女性领导的许多方面都研究在文献中女性领导人的代表性不足。本研究旨在分析和巩固关于女性领导力的这些方面的见解,这使她们在组织中拥有稳定和安全的地位,超越了看不见的性别歧视之墙。这些方面是妇女领导的障碍、促成因素、优势和劣势。本研究采用的研究方法是系统文献综述法。该研究考虑了从Scopus和Web of Sciences数据库中确定的1990年至2021年间的同行评审学术期刊文章和书籍参考文献。结果显示,全球范围内的“女性领导力”现象非常一致。这项研究发现,女性领导力研究主要在社会科学、商业和管理、医学、教育等领域进行。报告还发现,大多数与女性领导力相关的研究都是在发达国家进行的,在这些国家,女性领导者的比例相对高于其他行业。尽管如此,发达国家和发展中国家的女性领导人在职业生涯中都面临着类似的障碍。性别差距和她们必须打破的玻璃天花板是女性在任何组织中都会遇到的一些问题。组织偏见、缺乏自信和糟糕的人际关系也构成了女性领导力的障碍。然而,女性领导力也有一些推动因素,比如指导、良好的培训计划和职场文化。然而,保持工作与生活的平衡,在压力下工作和排除非正式沟通被认为是女性领导力的限制。高情商、同理心、民主的领导风格、真诚和在关键情况下做出决策的能力等优势对组织有利。这项研究将有助于对组织中妇女领导的不同方面进行综合和巩固的理论审查。此外,这项研究可以帮助实施各种组织政策,以增加女性担任领导角色的比例。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.30
自引率
23.50%
发文量
29
期刊介绍: South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.
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