摘要
在中国公共部门中,县处级女干部兼具领导干部和普通干部的双重视野,中年时期是其职务晋升的重要时期,探究此年龄阶段女干部的成长轨迹,更能反映出女干部成长的突出问题。采用半结构性访谈的方式,研究发现,县处级中年女干部成长表现出如下规律:个人素质较为优秀,晋升的制度安排倾向明显,被安排在“双非”岗位上,上升通道狭窄。限制因素主要为:县处级中年女干部的晋升过度依赖政策,组织培养不够;使用呈现宽松照顾与苛刻求全的两面性;工作开展中存在两性之间的孤立与对抗现象;职业发展受政策局限和执行偏差的制约;成长受个体人力资本投入的限制。在实践层面真正推动县处级中年女干部健康成长,有必要从整体上优化成长路径。
In China’s public sector, division-head level female leaders have the dual visions of leaders and staff members, and the middle-aged stage is important for their promotion. The research, drawing on semi-structured interviews, discovered the growth pattern of female leaders, that is, although female leaders have excellent abilities and qualities, their promotion depends on policy, and their position does not matter, their development space is thus narrow. The main factors include: the government organizations do not care about the training and development of female leaders, and have low expectations and strict requirements for female leaders;there is conflict and confrontation between men and women in the organization;female leaders’ career development is restrained by policy and individual human capital investment. Hence, we advocate that only by comprehensively optimizing the growth path can we truly promote the healthy growth of female leaders.
出处
《中华女子学院学报》
2023年第2期99-106,共8页
Journal of China Women＇s University
关键词
县处级
中年女性领导干部
成长规律
职业性别隔离
晋升
division-head level
middle-aged female leaders
growth pattern
gender occupational segregation
promotion
