Female Cadres And Administrative Leadership And Influencing Factors Of The Structural Analysis

This study aims to conclude basic dimensions of forming the best administrative competences of women stuffs by hackling the administrative competences and their effecting factors of women stuffs from the perspective of theories of both leadership of human resource and the administration, with the expectation that it would be a reference for ministries of personnel & organization on the educating and training as well as selection and appointment of female cadres. This dissertation first states the importance of the study. Additionally, it attempts to construct a model that affects the administrative competence of female cadres on the foundation of the studies on this subject before. The study which based around the outline of theories is divided into two stages, by means of interviews, questionnaires, and analysis of data, to examine, compare, evaluate and analyze those factors that affect female cadres' administrative competence. The first stage is interviews and investigation, which means to get familiar with the basic factors and those main negative factors at female cadres who are engaged in administrative jobs according to a half-constructed and face-to-face confabulation method. The second stage is a questionnaire survey of 250 female cadres from 15 diverse departments, which is closely related to their educational background, organization, society, management capability and performance.The study reaches a conclusion that: (1) Among all the factors that influence the administrative competence of female cadres, the following factors are respectively strong: governing, planning, and communication; while other factors like job adaptation and self-control, role cognition and direction in emergency are relatively weak; (2) The administrative competence and the factors that influence the competence differ distinctively with the gender. The differences are often reflected as adaptation, self-control, planning abilities of male cadres are stronger than female cadres. It is also true that male cadres are more likely to satisfy their superiors. (3) Female cadre' administrative competences are influenced more by their opportunity for individual development, support for innovations, support from leaders, by rules to a certain degree, and by adapting their units and leaders' impressions only a little. (4) Female cadres' competence of job adaptation, planning, positive response when emergency, self-control, coordination, pressure and support from leaders, support for innovations, opportunity for individual development and adaptation influence their performance significantly. But role cognition and rules to goal influence it little. (5) What makes the male and female's competence different is not social or organizational environment or performance, but their background factors. (6) The background affects the female cadres' administrative competence significantly. Different departments, duties, tenures, and occupational phases, and social support webs affect the female cadres' competences obviously.The suggestions given to those organizations are as follows: (1) Developing their advantages and avoiding their weaknesses when selecting and appointing female cadres with regarding to their administrative competences and the relative effecting factors. (2) Shifting their jobs more effectively; (3) Improving female cadres' competences, especially the abilities for managing economic projects; (4) Training theyoung female cadres effectively; (5) Selecting those female cadres who have 5-10 years' work experiences more frequently.