السلوك القيادي للمرأة الفلسطينية في المواقع اإلدارية الحكومية

كريم, همسة محمد يوسف (2015) السلوك القيادي للمرأة الفلسطينية في المواقع اإلدارية الحكومية. Masters thesis, الاكاديمية.

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Abstract

This study aims to recognize the leadership behaviors that practiced by the Palestinian woman in the managerial positions in the institutions of the Palestinian government, it also aims to know the differences in her leadership practices according to her followers': gender, period of time working in government institutes, and the institute they working in. The study also aims to know the differences in her leadership behavior according to her position, the way she got her position, and her social status. Furthermore, this study offers a proposal to develop the woman's abilities and potentials in her leadership career. In order to achieve the study's objectives, the descriptive /analytical approach was used. The Multifactor Leadership Questionnaire, (MLQ), was the core of the instrument which used to collect the required data. This questionnaire has been widely used in leadership researches, which was developed by Bernard Bass, and Bruce Avolio to measure the Full Range Leadership Model (FRL). The scale was applied to (170) employees, who represent (64.9%) of the overall study community, the (245) employees were administrated by (66) women hold a (C) degree in the official jobs hierarchy or higher. Actually, (149) questionnaires were recovered, which represent (93.71%) from the total questionnaires. After applying the required statistical methods and analyzing the results, it appears that woman in the managerial positions fairly often practice: the inspirational motivation behaviors, then the idealized influence behaviors, then the intellectual stimulation behaviors, then the contingent reward behaviors. In other side, she rarely practices: the laissez-faire behaviors, and the passive management-by-exception behaviors. Therefore, the woman in the managerial positions in the Palestinian government generally exhibits the transformational leadership style, then the transactional leadership style, and she rarely exhibits the passive/avoidant leadership style. Also, the results show that there were no differences in leader woman's behavior according to her followers' employment period in the government institutes and their gender, except in the contingent reward behavior in favor to males. In the same context, leader women show differences in their behavior according to the institute they belong to in the following leadership behaviors: idealized influence (attributes), inspirational motivation, intellectual stimulation, and contingent reward in favor to the leader women in Ministry of Interior. Moreover, there were differences between leader women in the passive management-by-mxception behaviors in Ministry of Interior and Ministry of Finance in favor to leader women in Ministry of Finance, also between leader women in Ministry of Interior and Ministry of Woman Affairs in favor to leader women in Ministry of Woman Affairs. Additionally, there were differences between leader women in the laissez-faire behaviors in Ministry of Interior and Ministry of Finance in favor to leader women in Ministry of Finance, also between leader women in Ministry of Interior and Ministry of Woman Affairs in favor to leader women in Ministry of Woman Affairs. السلوك القيادي للمرأة الفلسطينية في المواقع اإلدارية الحكومية الصفحة خ Regarding to leader woman attributes, there were no differences in her behaviors according to her social state, and the way she got her leading position. In contrast, there were differences according to her position in passive, and active management-by-exception behaviors in favor to the leader woman in general director's position. Finally, this study offers a suggestion to enable and improve the women's leadership and management capability, and talents in governmental positions, and the Ministry of Woman Affairs can take the responsibility of applying it by: - Enabling women to get leadership positions in the government institutions, and empower them in these positions. - Developing the capacities of women in leadership positions in government institutes, especially in communication skills, and the action and reaction techniques, also teach her how to adapt with the surrounded differences and use these differences in positive way. - Change the woman's stereotype which put her in limited social roles. - Help women in balancing between their roles in family and work. - Applying training courses to improve the managerial, and humanity skills and abilities. - Constructing a new specialist unit, that has the responsibility of supporting women that have problems and need any type of support.

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