| Summary: | 碩士 === 國立雲林科技大學 === 應用外語系碩士班 === 93 === The purpose of the present study was to explore what kinds of know-how in-services female leaders utilize in performing leadership from the perspective of subordinates. The current study is conducted in two phases: Interviewing with subordinates of female leaders and survey questionnaires in the pretest and the formal test. On the interviewing, it is discovered that female leaders have adequate ability, provides a vision, demonstrates delegation, builds up interpersonal relationship, and enhance subordinates’ ability or self-leadership. On the other hand, compared with the findings in interviews, the results of analyzing returned questionnaires demonstrate that female leaders have the tendency to execute leadership by employing selling. And female superiors do not perform leadership different ways in accordance with their positions. Moreover, it is indicated that male subordinates were prone to score lower than female ones on assessments of female leaders. When responding to willingness to be led by a female superior and the satisfaction with the female leadership, male subordinates’ score are significantly lower than female ones’. Male subordinates seem not genuinely approve their female leaders’ superiority in leadership performance. Sex stereotyping may be its cause. Except the above-mentioned, other demographical variables, like age, marital status, and educational background, do not make significant influences upon the subordinates’ attitudes toward the approval of female leadership and the enhancement of self-leadership. In addition, it is also noticed that pertaining to the issue of leadership development, female subordinates, contrasted with male ones, are more consenting to further enhance the leadership performance of their own. Yet, male subordinates contrarily are more willing to suggest their female superiors to do that. Hence, probing into the results, applicable suggestions for leadership development of female employers are: upgrading needed competence at work from the further or advanced education and following the example of their female leaders. As for suggestions for in-service leaders are: continuously bettering their capability and performance for serving as a model to subordinates and for bettering career planning. Besides, female superiors are encouraged to employ “selling” and “participating” in executing leadership. And it is also recommended that in-service female leaders should pay more attention to the interactions with male subordinates for altering their viewpoints on female leadership to prevent from dull and inactive atmospheres within organizations.
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