Barriers and Challenges Minority Men and Women Experienced With Senior Executive Service Advancement

Abstract

Despite the progress made in diversity hiring and promotion initiatives, minority men and women in the federal government remain underrepresented in the senior executive service workforce. An exploratory case study of 12 minority men and 12 minority women in a federal agency described and explored the perceived personal barriers and challenges experienced with SES advancement. The subfocus explored the perceived influence of support received from agency leaders on SES career advancement. This study was grounded in the expectancy theory and the motivation-hygiene theory to support the career advancement and promotion framework. From the thematic patterns personal and institutional barriers eight themes emerged to offer insight into how taking charge of career development and receiving support from agency leaders can help minority men and women with SES advancement. Future recommendations are outlined.

Women’s Leadership Characteristics and Its Impact in Developing the Psychological Capital: Test of the Moderating Role of Experience Power (Analytical Study from the Perspective of Subordinates in Private Education Schools in Amman)

“…Studies have revealed that there is an impact of leadership in psychological capital [2]. Women leadership is one type of the leadership administration types that affects psychological capital because it represents a set of characteristics that enable women to make their own decisions and increase their self-confidence to assume leadership and managerial positions and to develop their ability to achieve superior performance [3].…”