| Summary: | 博士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系 === 100 === In today’s competitive environment of globalization, and domination of male-centered leaders, female leaders highly demonstrate their unique benefits of thoughtful thinking, mild, inclusive, and great interpersonal qualities at workplace. However, women's leadership is still significantly undervalued, even in the financial services industry, where the total female employment as much as men, women workers can get the high-ranking leadership opportunity is still far lower than that of men. Therefore, this study focused on female executives in the financial services industry and employed the grounded theory as the data analysis methods of qualitative research. There were ten female executives were invited for in-depth interviews to explore the female executives leadership development evolution and its success factors, obstacles, and ways to cope with.
The results of this study found that the leadership development evolution of female executives in Taiwan’s financial services industry showed different development priorities in different stages of career development including Stage I - Career Growth and Exploration. Female executives mostly grew up in a family where paid great attention to children cultivation without gender stereotypes to develop positive character traits, and then entered the workplace with excellent academic background; Stage II - Career Establishment. Because of their professionalism, dedication, and performance, they were highly recognized and promoted to be the middle management level. The female leadership was learned, constructed, adjusted, and established gradually; Stage III - Career Maintenance. they had successfully developed ways to deal with different barriers from sex, family, and work perspectives, and were promoted to executive leadership positions, and developed leadership competencies for female at high-ranking leadership positions. The female executives’ leadership development revolution in financial industry evolved from various stages including giving birth, learning, construction, adjustment, establishment, and transformation. There were 11 success factors to support female senior executives’ leadership development including (1) positive character traits and self-belief; (2) no gender stereotypes growth environment; (3) great leadership exposure in school days; (4) excellent academic background; (5) excellent performance track records; (6) family support; (7) constant self-reflection and adjustment; (8) worked in a fast-growing organization; (9) role modeling system in place; (10) catalysis of critical influence events; (11) mentor guidance and support.
Based on research findings, this study made specific recommendations as reference for the aspiring female workers of the future executives, human resources practitioners, and for further study.
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