Women Career Advancement in Public Service: A Study in Indonesia.
Women Career Advancement in Public Service: A Study in Indonesia.
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公共服务领域女性职业发展：印度尼西亚的一项研究。
DOI：
10.1016/j.sbspro.2012.09.1004
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发表时间：
2012
期刊：
影响因子：
--
通讯作者：
S. Basir
中科院分区：
文献类型：
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作者：
I. Azmi;Sharifah Hayaati Syed Ismail;S. Basir
印度尼西亚公共服务部门为穆斯林女公务员提供了许多设施，以减轻工作对家庭的影响，例如儿童保育、工作分担、灵活的工作时间、更长的产假和在家工作。最重要的是，支持女性的政策以同样的信任和信心对待她们，给予她们同样的任务，支付她们与男性相当的工资，而不是为了职业发展而重新安置她们。研究发现，促成他们职业成功的因素包括经验、教育程度、资历、人际交往能力、应对上级的能力、承诺和奉献精神、上级、同事和家庭的支持以及领导风格。另一方面，他们认为存在一些阻碍他们职业发展的因素，如家庭偏好、接受专业培训的机会有限、个性、缺乏领导魅力、缺乏自信、社会期望、性别偏见、缺乏资格；力量;享有声望的发展任务和非正式的网络，没有指导系统，自尊心低，不被认真对待。他们认为穆斯林女性有能力领导组织，因为与男性相比，她们的身体劣势并不是她们宗教信仰的一个因素。事实上，他们作为男人应该受到服从和尊重，因为他们的宗教并不禁止他们成为一般男人的领袖。这是因为性别不是一个因素，但他们的能力才是。此外，印度尼西亚穆斯林女公务员更关心其员工。然而，家庭比事业更重要。因此，这些印度尼西亚公务员认为，如果丈夫失业或身患绝症，穆斯林妇女应该在经济上帮助家人。大多数人同意他们在各自部门的晋升前景良好。因此，他们会在未来三到五年内申请晋升。为了获得晋升，他们愿意投入时间来提升自己的职业生涯，例如进一步学习、发挥能力、参加课程、与管理层发展人脉或改变领导风格。如果职业发展不成功，他们中的大多数人也会调整自己的职业抱负。然而，他们中只有一人愿意离开该组织。
There are lots of facilities provided by the Indonesian public service to the Muslim women public servant to ease the effect of working on their families such as child care, job sharing, flexible hours, longer maternity leave and working from home. On top of that, policies available that support the women are treating them with the same trust and confidence, giving them the same assignment, paying them comparable salaries as men and not to relocate them for the sake of career advancement. It is found out that the factors that contribute to their career success were experience, education, seniority, interpersonal skills, ability in tackling superiors, commitment and dedication, support from superiors, colleagues and family and leadership styles. On the other hand, they believe that there are some factors that hinder them from career advancement which are preference for family, limited access to professional training, personality, lack of leadership charisma, lack of confidence, society expectation, gender bias, lack of qualification; power; prestigious developmental assignments and informal network, no mentoring system, low self esteem and not taken seriously. They believe that Muslim women are capable in leading organizations as physical inferiority compared to men is not a factor in their religion. In fact, they should be obeyed and respected as men as their religion does not prohibit them to be the leader of men in general. This is due to gender is not a factor but their capabilities are. Moreover, Indonesian Muslim women public servants are more concerned of their staff. However, family is more important than their career. Thus, these Indonesian public servants believe that Muslim women should assist their family financially if the husbands are unemployed or terminally ill. Majority agreed that they have good prospects for promotion in their departments. Hence, they would apply promotion in the next three to five years. In order to get the promotion, they are willing to devote their time to advance in their career such as to further studies, perform abilities, attend courses, develop network with management or change leadership style. Majority of them would also like to adjust their career aspiration if they are unsuccessful in their career advancement. However, only one of them would like to leave the organization.