Volume 25, Issue 1 (5-2022)
Hakim 2022, 25(1): 1-31 |
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Mosadeghrad A M, Tajvar M, Taheri S. Female managers’ leadership in healthcare organizations: Challenges and
solutions. Hakim 2022; 25 (1) :1-31
URL: http://hakim.tums.ac.ir/article-1-2130-en.html
URL: http://hakim.tums.ac.ir/article-1-2130-en.html
1- Professor, Department of Health Management and Economics, Health Information Management Research Center, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran.
2- Associate Professor, Department of Health Management, Policy and Economics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran.
3- PhD Student, Department of Health Management, Faculty of Health Sciences, European University of Lefke, Turkish Republic of Northern Cyprus. ,sarataheri.tums@gmial.com
2- Associate Professor, Department of Health Management, Policy and Economics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran.
3- PhD Student, Department of Health Management, Faculty of Health Sciences, European University of Lefke, Turkish Republic of Northern Cyprus. ,
Abstract: (1230 Views)
Introduction: Organizational leadership is ‘the science and art of influencing employees, and mobilizing them to achieve organizational goals’. The purpose of this research was to identify the leadership challenges of female managers in healthcare organizations.
Methods: This interpretive phenomenological research was conducted through in-depth semi-structured face-to-face interviews with 27 female managers in healthcare organizations in Tehran, Iran. The research sample was selected by purposeful and snowball methods. Thematic analysis method and MAXQDA2018 were used to analyze the data.
Results: Overall, 20 challenges were identified in the leadership of female managers of healthcare organizations, which were classified into four groups of structural, process, human, and cultural challenges. Personal and personality characteristics of female managers such as kindness, compassion, and flexibility, along with little management experience, insufficient authority, inconsistency with superior and peer managers, lack of resources, high workload, low motivation, knowledge and skills of subordinates, informal groups, organizational masculinity, gender misconceptions, and organizational discrimination were among the most important leadership challenges of female managers of healthcare organizations. Some of the solutions to solve these challenges include strengthening intelligence, knowledge, and management skills, adhering to moral values, managing gender characteristics, delegating authority, creating resources, increasing risk-taking, improving communication, effective conflict management, developing communication networks, meditation, coaching, correcting gender stereotypes and removing gender discrimination.
Conclusion: Female managers face several challenges in leading their employees in healthcare organizations that need to be identified and resolved. A model was developed to strengthen the leadership of female managers of healthcare organizations, which will lead to an increase in their productivity.
Methods: This interpretive phenomenological research was conducted through in-depth semi-structured face-to-face interviews with 27 female managers in healthcare organizations in Tehran, Iran. The research sample was selected by purposeful and snowball methods. Thematic analysis method and MAXQDA2018 were used to analyze the data.
Results: Overall, 20 challenges were identified in the leadership of female managers of healthcare organizations, which were classified into four groups of structural, process, human, and cultural challenges. Personal and personality characteristics of female managers such as kindness, compassion, and flexibility, along with little management experience, insufficient authority, inconsistency with superior and peer managers, lack of resources, high workload, low motivation, knowledge and skills of subordinates, informal groups, organizational masculinity, gender misconceptions, and organizational discrimination were among the most important leadership challenges of female managers of healthcare organizations. Some of the solutions to solve these challenges include strengthening intelligence, knowledge, and management skills, adhering to moral values, managing gender characteristics, delegating authority, creating resources, increasing risk-taking, improving communication, effective conflict management, developing communication networks, meditation, coaching, correcting gender stereotypes and removing gender discrimination.
Conclusion: Female managers face several challenges in leading their employees in healthcare organizations that need to be identified and resolved. A model was developed to strengthen the leadership of female managers of healthcare organizations, which will lead to an increase in their productivity.
Type of Study: Original |
Subject:
General
Received: 2022/03/12 | Accepted: 2022/05/31 | Published: 2022/05/31
Received: 2022/03/12 | Accepted: 2022/05/31 | Published: 2022/05/31
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