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1.0 INTRODUCTION
The female leadership concept and can be defined in different ways. Some understand
female leadership as the fact that women can be leader, others may define it from a
feminist point of view and as a matter of equality and the right to have the same
opportunities. It also refers to certain leadership characteristics which are valuable in
today's organizations.
Women not only able to lead at whatever positions they at. They are able to
continuously strive towards improvement. They are naturally progressive imbibed
with maternal instincts to nurture, grow and maintain relationships that form an innate
part of any leadership role. Women are better in handling rejections and going ahead
with I will do it attitude. They are emotionally stronger than their male counterparts
and deal with stress in a composed way.
Overall, women have emerged as well rounded leaders not only in a perfect balance
of their personal and professional life, but also excelling in what they do. Women are
good leaders, because "Leadership" is a part of their DNA as any other male
counterpart. All leadership traits are ingrained in women, some to a much higher
degree. Women can be assertive, persuasive, empathetic and flexible as well as
demonstrate an inclusive, team-building leadership style of problem solving and
decision making. The characteristics of an effective leader. In terms of competence,
skills and knowledge, there are equality in men and women, however women leaders
may display high emotional intelligence (EI) and know how to communicate
effectively.
Women
A woman is a female human. The term woman is usually reserved for an adult, with
the term girl being the usual term for a female child or adolescent. The term woman is
also sometimes used to identify a female human, regardless of age, as in phrases such
as "women's rights". Involvement of women as leaders in organizations today shows
that women in this era has started the move towards a different change compared with
women in the past. Achieving female leaders in today boasts many parties over their
involvement in the organization so that the achievement of the goals and objectives of
an organization.
Emotional intelligence
Transformational leadership
According to Bass (1985) Transformational Leaders motivate subordinate to
transcend their own self-interests for the good of the group or organization by setting
exceptionally high standards for performance and then developing subordinates to
achieve these standards. While Burns (1978) stated that leadership transformation is
more potent. The transforming leader recognizes and exploits an existing
need or demand of potential follower.
The sources of secondary data can classified into two as : (1) paper-based sources :
books, journals, abstracts, indexes, directories, research reports, papers, market
reports, annual reports newspapers and magazine (2) electronic sources : CD-ROMs,
online databases, internet, videos, broadcasts (Writing the proposal, 2013). From that,
to obtain or achieve objective for this study, the secondary data was got from the on-
line databases and internet.
Theoretical Framework
Method
Based on literature by Krishnan (2010), the participants for the study are the employees
from different sectors which consist of government, non-government and semi
government employees (percentage of respondents presented in table 1). The area of
study is in Malaysia whereby the structured questionnaires are distributed to local
government, private and semi-government offices such as Hasil (tax company), Felda,
(Palm oil company), Bernama for Malaysian TV, DBKL, IIUM (Krishnan, 2010). The
respondents are consisting of male and female employees which are in the low level of
the organization such as clerk, assistant accountant etc. The involvement of the
participants are voluntary.
In choosing the respondents, random sampling is used where the employees are randomly
chosen as respondents. Random sampling is related to the population that has the equal
opportunity or chance to be selected in the sample (Teddlie and Yu, 2007). The
measurement on the transformational leadership is based on asking the employees
whether the employers are associated with the transformational leadership. The
measurement that being used in the study is the Transformational Leadership
Questionnaire (TLQ) (Krishnan, 2007) that modified slightly to be more appropriated
with the study. The questionnaire consists of 30 items and it is using five-point Likert
scale. Emotional intelligence is measured using wong & Laws (2002) 16-item EI
questionnaire. The questionnaire is attached in the appendix.
4.0 RESULT
Therefore, this result supported the first hypothesis; Emotional intelligence is positively
related to femininity.
When women identify with their administrative role models, they tend towards a
leadership orientation to be non-traditional, transformational or different (Young and
McLeod, 2001). Furthermore, the past study done by Loganathan N. and Krishnan V. R.
in 2010 show that the Femininity, emotional intelligence and transformational Leadership
were all significantly positive correlated to each other (Table 3) , thus supporting the
hypotheses 1 to 3 by (Loganathan et. al., 2010).
M SD 1 2 3 4
To test for mediation, one should estimate the following three regression equations: first,
regressing the mediator on the independent variable; second, regressing the dependent
variable on the independent variable; and third, regressing the dependent variable on both
the independent variable and on the mediator. To establish mediation, the following
conditions must hold: First, the independent variable must affect the mediator in the first
equation; second, the independent variable must be shown to affect the dependent
variable in the second equation; and third, the mediator must affect the dependent
variable in the third equation. If these conditions all hold in the predicted direction, then
the effect of the independent variable on the dependent variable must be less in the third
equation than in the school. Perfect mediation hold if the independent variable has no
effect when the mediator is controlled (Loganathan et. al., 2010).
2 Transformational * *
Femininity 0.13 2.27 0.05 5.16
leadership
3 Transformational
Femininity 0.04 0.69
Leadership **
0.10 5.61
Emotional *
0.24 2.41
Intelligence
* = P<.05. **=P <.01. ***=P <.001
Based on study by Loganathan & Krishnan (2010), the relationship between emotional
intelligence and transformational leadership was significant. Thus, all the three condition
of mediation held in the predicted direction. Moreover the relationship between
femininity and transformational leadership was not significant in the third equation. This
implied perfect mediation since the independent variable (femininity) had no effect on the
dependent variable (transformational Leadership) when the mediator (emotional
Intelligence) was controlled. This provided support for hypothesis 4 (Loganathan et. al.,
2010). In addition, researchers investigating the effects of transformational and
transactional leadership have found that transformational leadership predict higher ratings
of effectiveness and satisfaction (Hater & Bass, 1998), higher group performance (Keller,
1995) and higher amount of effort on the part of subordinates (Seltzer & Bass, 1990)
compared to transactional leadership.
REFERENCES
Chek, I. T., Syed, S. I., Mohamad, Jusoff, K., Razak, A., Norwani, N. M., & M.L.
Khairuddin. (2011). Gender and Communication Issues in the Malaysian Public
Universities. World Applied Sciences Journal 12 (Special Issue on Creating a
Knowledge Based Society), pp. 41-45.
APPENDICES
6. Works for the group's common goal, even at the cost of foregoing personal
benefits.
Idealized Influence Behavior (Ideology)
6. Influences each person not to be selfish, but to think about the comfort of others.
Inspirational Motivation
1. Involves each member of his/her group in striving toward the group's common
goal.
Intellectual selection
2. Makes others question the assumptions they make, for even the simplest of things.
5. Makes others to come up with more and more ideas regarding any issue.
6. Encourages others to throw away conventional thinking.
6. Ensures that others get all possible support so that they can pursue other interests of
life.
1. I have a good sense of why I have certain feelings most of the time.
1. I always set goals for myself and then try my best to achieve them.
3. I am a self-motivated person.
1. Self-reliant
2. Yielding
3. Helpful
5. Cheerful
6. Moody
7. Independent
8. Shy
9. Conscientious
10. Athletic
11. Affectionate
12. Theatrical
13. Assertive
14. Flatterable
15. Happy
17. Loyal
18. Unpredictable
19. Forceful
20. Feminine
21. Reliable
22. Analytical
23. Sympathetic
24. Jealous
27. Truthful
29. Understanding
30. Secretive
33. Sincere
34. Self-sufficient
36. Conceited
37. Dominant
38. Soft-spoken
39. Likeable
40. Masculine
41. Warm
42. Solemn
44. Tender
45. Friendly
46. Aggressive
47. Gullible
48. Inefficient
50. Childlike
51. Adaptable
52. Individualistic
54. Unsystematic
55. Competitive
57. Tactful
58. Ambitious
59. Gentle
60. Conventional