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首页> 外文期刊>International Journal of Business and Management >Being and Becoming a Leader: Arabian Gulf Women Managers’ Perspectives
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Being and Becoming a Leader: Arabian Gulf Women Managers’ Perspectives

机译：成为和成为领导者：阿拉伯海湾女性经理人的观点

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This study examines the challenges and opportunities of Kuwaiti, Emirati and Qatari female managers at the major milestones of their career paths, and also explores their perceptions of Arab women leadership competencies. Questionnaires responses of 84 Kuwaiti, 47 Emirati and 43 Qatari female lower/middle managers were used, and 63 of them were interviewed. The findings of the three samples were similar, and they indicated that the main barriers were formal and informal gender-discrimination practices, trivialization of female skills and scholarship, difficulty in accessing certain professions and cross-gender social network and support. Lack of ‘formal’ mentoring systems and female role-models were considered of a lesser value compared to the difficulty in accessing significant social network at work. Balancing work and life responsibilities was not as a major problem as in the West. Male relatives were often perceived as either major hindrances or great help. The respondents perceived themselves as high-potential employees who were as assertive and competitive as their male counterparts, and relatively more cooperative and androgynous leaders. They also saw themselves as more cooperative, competitive, assertive and career-oriented than the average Arabian Gulf working woman. The respondents did not see the average working woman in a stereotypical way, except for the notion that ‘women lack workplace political savviness’. Mostly, the findings were consistent with regional and international literature, however patriarchy, gender-biased legal and organizational systems and dictated traditional gender-roles augmented the career challenges of Arabian Gulf women. The findings were discussed within the region’s socio-political context.
机译：这项研究考察了科威特，阿联酋和卡塔尔女经理在其职业道路上的重要里程碑所面临的挑战和机遇，还探讨了他们对阿拉伯妇女领导能力的看法。使用了84名科威特，47名阿联酋和43名卡塔尔中下层管理人员的问卷调查表，并对其中的63名进行了采访。这三个样本的调查结果相似，表明主要障碍是正式和非正式的性别歧视做法，女性技能和奖学金琐碎化，难以获得某些职业以及跨性别的社会网络和支持。与在工作中访问重要社交网络的困难相比，缺乏“正式”指导系统和女性榜样被认为具有较小的价值。平衡工作和生活责任并不像西方那样成为主要问题。男性亲戚通常被视为主要障碍或巨大帮助。受访者认为自己是高潜力的员工，与男性员工一样自信，有竞争力，并且相对合作且雌雄同体。他们还认为自己比阿拉伯海湾地区的普通职业女性更加合作，竞争，自信和职业导向。除了“妇女缺乏工作场所的政治头脑”这一概念外，受访者没有看到普通的职业女性成见。大多数情况下，调查结果与区域和国际文献一致，但是父权制，偏重性别的法律和组织体系以及传统的性别角色增加了阿拉伯海湾妇女的职业挑战。在该地区的社会政治背景下讨论了这些发现。

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