Factors affecting women in acquiring leadership positions in workplaces: A human resource management perspective
DOI:
https://doi.org/10.25273/she.v4i1.15602Keywords:
Gender equality, leadership, recruitment, selection, human resource managementAbstract
Downloads
References
Ahmed, J.U., Uddin, M.J., Ashikuzzaman, N. M., & Khan, N. (2016). Women in management: a developing country perspective. International Journal of Gender Studies in Developing Societies, 1(4), 376-389.
Akpinar-Sposito, C. (2013). Career barriers for women executives and the Glass Ceiling Syndrome: the case study comparison between French and Turkish women executives. Procedia - Social and Behavioral Sciences, 75 (2013 ), 488 – 497
Babic, A. &Hansez,I. ( 2021). The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work. Frontiers in Psychology, 12(2021),1-17
Becker, G.S. (1993). Human capital: a Theoretical and Empirical Analysis, with Special Reference to Education,third edition. Chicago: The University of Chicago Press.
Bertogg, A., Imdorf, C., Hyggen, C., Parsanoglou, D. &Stoilova, R. (2020). Gender Discrimination in the Hiring of Skilled Professionals in Two Male-Dominated Occupational Fields: A Factorial Survey Experiment with Real-World Vacancies and Recruiters in Four European Countries. KZfSSKölnerZeitschriftfürSoziologie und Sozialpsychologie, 72 (2020), 261-289. DOI: https://doi.org/10.1007/s11577-020-00671-6
Brue, K. L. & Brue, S.A. (2021). Experiences and outcomes of a women’s leadershipdevelopment program: A phenomenological investigation. Journal of Leadership Education, 4(3), 75-97.
Buta, S. (2015). Human Capital Theory and Human Resource Management. Implications in Development of Knowledge Management Strategies. Ecoforum, 4(1), 155- 162.
Furtado, J.V., Moreira, A.C., Mota, J. (2021). Gender Affirmative Action and Management: A Systematic Literature Review on How Diversity and Inclusion Management Affect. Behavioural Science, 11(21), 2-9. https:// doi.org/10.3390/bs1102002
Guest G., Namey, E., & Chen, M. (2020). A simple method to assess and report thematic saturation in qualitative research. PLoS ONE, 15(5). https://doi.org/10.1371/journal. pone.0232076
Hedge, J.W. &Rineer, J.R., (2017). Improving Career Development Opportunities Through Rigorous Career Pathways Research. RTI Press Publication No. OP-0037-1703. Research Triangle Park, New York: RTI Press. https://doi.org/10.3768/ rtipress.2017.op.0037.1703
Hopkins, M.M., O’Neil, D. A. Passarelli,A., &Bilimoria, D. (2008). Women’s Leadership Development Strategic Practices for Women and Organizations. Consulting Psychology Journal: Practice and Research, 60(4), 348-365
IFC (2021). Leading Tanzanian Women in Financial Services: An examination of gender equality in Tanzania’s financial services sector. Washington: International Financial Corporation
ILO (2016). Promoting Diversity and Inclusion through Workplace Adjustments: A Practical Guide. Geneva: IntenternationalLabourOrganisation
ILO (2020). Women in managerial and leadership positions in the G20: Data availability and preliminary findings. Accessed at https://www.ilo.org/wcmsp5/groups/public/---dgreports/---ddg_p/documents/publication/wcms_762098.pdf
Kay, A. C. (2011). Evidence That Gendered Wording in Job Advertisements Exists and Sustains Gender Inequality. Journal of Personality and Social Psychology. DOI: 10.1037/a0022530
Khan,A., Rainayee, A. & Gull, I. A. (2019). Women Discrimination in HRM Practices: A Review of Literature. International Journal of Management, Technology and Engineering, 9(1), 1846-1856
Kindsiko, E. &Poltimae, H. (2019). The Poor and Embarrassing Cousin to the Gentrified Quantitative Academics: What Determines the Sample Size in Qualitative Interview-Based Organization Studies? Forum Qualitative Research, 20(3),
Kossek, E.E. &Buzzanel, P.M. (2018). Women’s Career Equality and Leadership in Organizations: Creating an Evidence ҃Based Positive Change. Human Resource Management. 2018; 57:813–822. https://doi.org/10.1002/hrm.21936.
Kuhn, P. &Shen, K. (2010). Gender Discrimination in Job Ads: Theory and Evidence. IZA Discussion Paper No. 5195
Kurtulus, F. A. (2015). The Impact of Affirmative Action on the Employment of Minorities and Women over Three Decades: 1973-2003. Journal of Policy Analysis and Management, 35(1), 34-36
Maguire, M. & Delahunt, M.B. (2017). Doing a Thematic Analysis: A Practical, Step-by-Step Guide for Learning and Teaching Scholars. All Ireland Journal of Teaching and Learning in Higher Education, 3(2017), 3351-3369
Mamizade, J. &Golabi, K. (2014). Barriers to women's occupational promotion to management levels. Management Science Letters, 4(2014), 1503–1506
Matotoka, M.D. &Odeku, K. O. (2021). Untangling discrimination in the private sector workplace in South Africa: Paving the way for Black African women progression to managerial positions. International Journal of Discrimination and the Law, 21(1), 47-71.https://doi.org/10.1177/1358229121990569.
Minasyan, D. (2020). Gender Differences in Decision-making and Leadership: Evidence from Armenia. Business Ethics and Leadership, 4(1), 6-16.
Msoka, E. M., &Muya, D. (2019). Women's Participation and Equal Opportunities for Leadership in Tanzania. In I. Management Association (Ed.), Gender and Diversity: Concepts, Methodologies, Tools, and Applications (pp. 1437-1458). IGI Global. https://doi.org/10.4018/978-1-5225-6912-1.ch074
Mutaburukwa, P. A. &Mazana, M. Y. (2018). Challenges Facing Women Leaders amongst Local and Central Government Authorities in Tanzania. Business Education Journal, 1(3), 1-11.
Mwakangula, E. &Mwita, K. M. (2021). Relationship between Leadership Styles and Job Satisfaction in Tanzania Public Sector. Journal of Contemporary Research in Social Sciences, 3(4), 78-86
Mwita, K. M. ( 2019). Conceptual Review of Green Human Resource Management Practices. East African Journal of Social and Applied Sciences, 1(2), 13-20.
Perepelkin, V.A., Perepelkina, E. V. &Morozova, E. S. (2016). Evolution of the Concept of “Human Capital†in Economic Science. International Journal of Environmental & Science Education, 11(15), 7649-7658.
Raffiee, J. &Coff, R. (2016). Micro-Foundations of Firm-Specific Human Capital: When Do Employees Perceive their Skills to be Firm-Specific? Academy of Management Journal, 59(3), 766–790.
Razak, A., Sarpan, S. &Ramlan,R. (2018). Influence of Promotion and Job Satisfaction on Employee Performance. Journal of Accounting, Business and Finance Research, 3(1), 18–27. https://doi.org/10.20448/2002.31.18.27.
Sadikhov, R. (2021). A research study of how equal employment opportunities are practiced in Azerbaijan: A comparison look at local and international companies. Bachelor Thesis at Modul University, Vienna.
Salloum, C. &Azzi,G. (2016). The rise of women and their impact on firms’ performance. International Journal of Entrepreneurship and Small Business, 27(2), 214-246.
Salum, S. S. (2020). Factors Influencing Women Access to Leadership Positions in Kisarawe District Secondary Schools. Master’s thesis at Mzumbe University. Tanzania
Schultz T.W. (1961). Capital Formation by Education. Journal of Political Economy, 68, 571- 583.
Stamarski, C. S. &Hing, L. S. S. (2015). Gender inequalities in the workplaces: effects of organizational structures, processes, practices, and decision makers’ sexism. Frontiers in Psyschology, 6:1400. DOI: https://doi.org/10.3389/fpsyg.2015.01400
Tahir, S.H., Ullah, M.R., Ahmad, G., Syed, N., Qadir, A. (2021). Women in Top Management: Performance of Firms and Open Innovation. Journal of Open Innovation., 7(87), 2-15. https:// doi.org/10.3390/joitmc7010087
Tiandani, S. &Anggriani,I.V. (2015). The Effect of Career Paths and Career Planning toward Career Development of Employees: A Case Study Penetentiary Office InPekanbaru. First International Conference on Economics and Banking organized by the Ekuitas School of Business, Indonesia
Yamini, M.N., Sakawati, H. &Putri,N. Q. ( 2019). Position Promotion and Employee Performance in the Regional Secretariat of Makassar City. JurnalIlmiahIlmuAdministrasiPublik, 9(2), 327 – 334.
Downloads
Published
Issue
Section
License
With the receipt of the article by Editorial Board of the Social Sciences, Humanities and Education Journal (SHE Journal) and it was decided to be published, then the copyright regarding the article will be diverted to Social Sciences, Humanities and Education Journal (SHE Journal).
Social Sciences, Humanities and Education Journal (SHE Journal) hold the copyright regarding all the published articles and has the right to multiply and distribute the article under Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.Â
Copyright tranfer from the author to the journal is done through filling out the copyright transfer form by author. The form can be downloaded HERE.Â
Licensing Terms

This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.