台灣年輕女性的領導經驗：挑戰與解決策略之探討
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Date
2024
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Gender diversity is increasingly discussed in academic literature and organizations as more women join the labor force. Despite Taiwan has made progress in promoting gender equality in education and employment, women continue to face significant gapsin leadership positions. There is a need to discover young women’s leadership journey since they will become future leader. Thus, this study explores the leadership journeys of young women leaders in Taiwan. The purpose of this study is to discover the challengesthey face and resolving strategies for young women, human resources, and senior management to consider and implement. This study adopted qualitative methods such as observations, interviews, and document reviews, to gain insights from their personal experiences across various industries within Taiwan. In this study, young women leaders aged between 25 and 44 in Taiwan were selected through purposeful sampling, with 20 participants chosen for their leadership experience in workplaces or university studentassociations. The analysis involved transcribing interviews, coding data, and categorizing themes through open and axial coding by using Atlas.ti software. The researcher ensured validity and reliability through triangulation, multiple data sources, peer and participant reviews, and thick descriptions. The research identifies four mainchallenges: leadership resilience and well-being, team dynamics and integration, organizational effectiveness, and gender bias in professional growth and leadership. To overcome these challenges, the study proposes three resolving strategies: advancingpersonal growth and communication excellence, facilitating organizational support and cultural adaptation, and implementing systemic changes for equality and fair recognition. This research aligns with the United Nations' Sustainable Development Goal 5 (SDG 5) to “ achieve gender equality and empower all women and girls ”. These strategies are purposed for young women themselves, human resources, and senior management to consider and implement, ultimately creating an inclusive and supportive environment.
Gender diversity is increasingly discussed in academic literature and organizations as more women join the labor force. Despite Taiwan has made progress in promoting gender equality in education and employment, women continue to face significant gapsin leadership positions. There is a need to discover young women’s leadership journey since they will become future leader. Thus, this study explores the leadership journeys of young women leaders in Taiwan. The purpose of this study is to discover the challengesthey face and resolving strategies for young women, human resources, and senior management to consider and implement. This study adopted qualitative methods such as observations, interviews, and document reviews, to gain insights from their personal experiences across various industries within Taiwan. In this study, young women leaders aged between 25 and 44 in Taiwan were selected through purposeful sampling, with 20 participants chosen for their leadership experience in workplaces or university studentassociations. The analysis involved transcribing interviews, coding data, and categorizing themes through open and axial coding by using Atlas.ti software. The researcher ensured validity and reliability through triangulation, multiple data sources, peer and participant reviews, and thick descriptions. The research identifies four mainchallenges: leadership resilience and well-being, team dynamics and integration, organizational effectiveness, and gender bias in professional growth and leadership. To overcome these challenges, the study proposes three resolving strategies: advancingpersonal growth and communication excellence, facilitating organizational support and cultural adaptation, and implementing systemic changes for equality and fair recognition. This research aligns with the United Nations' Sustainable Development Goal 5 (SDG 5) to “ achieve gender equality and empower all women and girls ”. These strategies are purposed for young women themselves, human resources, and senior management to consider and implement, ultimately creating an inclusive and supportive environment.
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none, women leadership, young women leaders, women leadership challenges, women leadership resolving strategies