Abstract

Female leadership is crucial for diverse and balanced economic sectors, and understanding the factors that influence women's leadership aspirations is essential for fostering their development. But despite increasing awareness, there remains a significant gender disparity in leadership roles across public, private, and regulatory sectors. Therefore, this study explored the aspirations of female leaders and the intrinsic and extrinsic factors affecting these aspirations. Using a qualitative approach with semi-structured interviews and a questionnaire for data triangulation, alongside the grounded theory method to enhance both internal and external validity, we found that early leadership behaviors and recognition by supervisors are key indicators of leadership aspiration development. Intrinsic motivations, such as decision-making and autonomy, are more valued than extrinsic factors like power or status. Notably, the aspiration to “engage in work that positively influences people and the community” emerged as particularly significant. Numerous coping mechanisms were identified, with a strong emphasis on those of an intrinsic nature, categorized into 33 distinct groups. However, the only category exceeding 50% representation was extrinsic, specifically “support from family members”. The study offers practical implications for education and human resources management in supporting female leadership development. Proposed initiatives include programs to cultivate leadership identities in girls and young women, as well as efforts targeted at parents to dispel misconceptions about leadership and raise awareness of the importance of support and encouragement. This research is pioneering in its exploration of women’s aspirations and coping mechanisms in leadership across public, private, and regulatory sectors.

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