A Study of the leadership style of the female educational executive officer

• Main Authors: Ni-na Yeh, 葉妮娜
• Other Authors: 鄭彩鳳
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/91292146475343545155

碩士 === 國立高雄師範大學 === 成人教育研究所在職專班 === 93 === Abstract The purpose of this research is to explore the leadership style and its influence of the female educational executive officer. The main purposes of this research include: I. To explore the leadership style of the five female executive officers of Some County Educational Bureau. II. To explore the elements of how to make the five female executive officers’ leadership style. III. To explore how the five female executive officers to deal with the sex issue between themselves and their colleagues. IV. To explore if the five female executive officers meet with [glass ceiling] obstacle. V. To explore what kind of the leadership style is most welcomed by the colleagues and encourage the colleagues to love their work. For the sake of achieving these purposes, this research adopts case study and in-depth interview methods. After interviewing the five female executive officers and ten colleagues, this research has conclusions listed below: I. The leadership style’s integer exhibition of the female executive officers: 1. The leadership style of the female executive officers is always restricted by the bureaucracy. 2. The integer exhibition of leadership is very excellence and steady, and has their personal features. 3. The new leadership style is between rigid and flexible, it is the new tendency. II. The elements of how to make the female executive officers’ leadership style: 1. The past working experiences have big influence on making the female executive officers’ leadership style. 2. In the back of the female executive officers has a strong support family system. III. The female executive officers and [glass ceiling] issue: 1. The meaning between executive officers and female executive officers is different. 2. The female executive officers have both priority and weakness. 3. The female executive officesr have the same leadership style to the colleagues but the interaction is different. 4. The female executive officers face to variety pressure and challenge. 5. The effect of glass ceilng is improved apparently. IV. What kind of leadership style is most welcomed by the colleagues and encourage them to love their work: 1. There are four directions in trasfermation leadership, but only two directions [charm and encourage] and [care] can encourage the colleagues’ enthusiasm and potential. 2. The executive officers of another two directions [vision] and [encourage talent] are difficult to express their originality. Based on the research purposes and conclusions, the researcher provides suggestions listed below: I. The suggestions to the female executive officers: 1. The female executive officer has to mastery female flexible priority and to study male priorty. 2. The female executive officer has to adopt the leadership style both rigid and flexible. 3. The female executive officer has to express personal ability and talent, in the same time to eliminate the effect of glass ceiling. 4. The female executive officers have to reference the experiences of the past leader’s style and to be the model of themselves. 5. The female executive officer has to seek the help of social and family system and emphasis your ability and to adjust personal leadership style. 6. By way of rigid, flexible, fare and square to construct the most welcomed leadership style. II. The suggestions to government: 1. Eliminating dull sex role-playing impression. 2. To fulfill the idea of [Both male and female are not lower a fixative ratio]. 3. To build a justice and competition promotion system.