Description
hello can anyone help me to complete my synthesis paper , i need someone to write discussion part and complete a table follow same pattern from first row in schedule until rich 30 from my references that I put.
Unformatted Attachment Preview
College of Applied Medical Sciences
Nursing Department
MSN 702 Essentials of Evidence Based Practice
ACADEMIC YEAR 2023-2024 1st Sem
SYNTHESIS PAPER TITLE
Improving Leadership Skills among Saudi Women Leaders in High Education Institutions
Linking with Saudi 2030 Vision.
Student Name: Amjad Yousif Alquaimi
ID Number: 224108590
Cohort: 3 (Year 1 semester 1)
Course Code: MSN 704.
Words Count:
Grammar cheeked: Yes – No
Plagiarism Percentage: ( ……..…)
Date of Submission: 00/00/2023
Course Faculty: Dr. Safia Belal
Student Name: Zahra Alali
ID Number: 224108584
/ Report attached: Yes – No
/ Report attached: Yes – No
1 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
OUTLINE
Introduction……………………………………………………………………….….3
Literature Review ……………………………………………………………………. 4
Significant of the Study …………………….….……………………………………. 6
Aim of the Study ……………………………………………………………………..7
Methods ……………………………………………………………………………… 7
Results ………………………………………………………………………………. 7
Dissection……………………………………………………………………………..9
Conclusion……………………………………………………………………………. 9
Reference……………………………………………………………………………… 10
2 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
Abstract
There are various ways to define leadership, but the most frequent definition centers on
the capacity to mobilize and motivate people to collaborate in order to achieve a shared objective.
This definition includes a useful element: the capacity to specify goals, gather resources,
comprehend challenges, and take action to accomplish them. Because a genuinely effective leader
must convince his or her team that they are a part of something greater than themselves and that
the task they are doing is significant and deserving of their best efforts, it also has an emotional
and intellectual component. The Aim of the current study to evaluate and analyses the literatures
to gather recommendation for improving the leadership skills among Saudi women in the higher
education institutions through addressing cultural, organizational, and personal barriers. Design:
A systemic review design will be used to achieve the aim of the study. It examines how Saudi’s
2030 vision is affecting these barriers, identifying challenges, and predicting future opportunities
for women’s empowerment in the state. Conclusion and Recommendation:…….
Key Words: Higher education; Leadership; 2030 Saudi Arabia vision; Women empowerment.
Introduction
According to its definition, a systematic review is a review of the evidence on a clearly
formulated question that uses systematic and explicit methods to identify, select, and critically
appraise relevant primary research, and to extract and synthesis, analyze, and data from the studies
that are included in the review. Saudi Arabia is the largest nation on the Arabian Peninsula and is
geographically situated in the Southwest of Asia. It has a population of 36.33 million people and
a women ratio of 42.36 percent, placing it at the center of the Arab and Islamic worlds. It is
important that we recognize that the practice of isolation among Arab Muslim women is a
relatively new occurrence. According to Hamdan (2005), Muslim Arab women have historically
been actively involved in several spheres of life, including politics, social activities, and the
economy. According to Al-Rasheed (2013), the transformation of customs can be attributed to the
influence of Islamic nationalism and the abundance of oil revenue (2012). The author posits that
starting from the 1980s, there has been a prevalent utilization of stringent interpretations of Islam.
These interpretations serve the purpose of not only further restricting the presence of women in
public spaces but also accentuating their emotional nature. This focus is employed as a means to
3 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
undermine women’s suitability for roles in the public sphere and within the state apparatus. The
author contends that the generation of riches resulting from the oil business led to a decrease in
the necessity of women’s earnings for family sustenance. Consequently, the decision of women to
refrain from employment became emblematic of affluence and ethical standing. Furthermore, the
author highlights the notoriety of fatwas about women, which mandate their involvement in trivial
matters related to their looks and way of life, particularly in light of the increased affluence
resulting from the oil industry (Le Renard ,2008).
In Saudi Arabia, women’s relationships with place their physical and geographic
environments of upbringing and residence have a significant impact on their leadership experience
and practice. The social, political, and cultural values of the community where people live, and
work are closely related to its physical location. Women’s possibilities for leadership are
influenced by cultural and religious ideas on gender, therefore in many circumstances, husband or
family support is needed to assist women develop in their careers. This is reflected in the behavior
of certain males because of their entrenched conventional conservatism, which continues to
exclude women leaders despite their education (Almenkash et al., 2007). Saudi women have
generally endured cultural and conventional gender bias during the previous century, not just in
the area of leadership but in all areas of life. In Saudi Arabian society, women are not allowed in
public. (Alotaibi, 2020). Saudi Arabia has seen significant changes over the past few decades, and
women are now permitted to take on greater responsibilities in public spaces and hold higher roles
in organizations (Thompson, 2015). However, when it comes to holding leadership positions at
work, women have not been sufficiently empowered (Alghofaily,2019). Women’s opportunities to
achieve leadership positions are constrained in Saudi Arabia by several pervasive misconceptions
of women. Many of the ladies were struggling to see themselves as leaders as a result of their
cultural heritage. The gender divides in the workplace influences women’s possibilities (Hodges,
2016). Gender stereotypes mean “generalizing behavioral characteristics of groups of individuals
and then applying the generalization to people who are members of the group one source of gender
inequalities in the workforce is gender stereotyping in the form of occupational segregation
(Alqahtani,2019). Due to cultural expectations, men and women are expected to work in different
environments in Saudi Arabia. As a result, sex-specific workplaces and institutions for women
only” are required, including hospitals, banks, universities, and schools. As a result, it is difficult
to find infrastructure that can support women because recruiting women calls for brand-new
4 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
facilities, conference rooms, and entrances. (Hodges, 2016) Due to gender bias, women leaders
lack resources and feel helpless. Several studies offer recommendations for leadership training to
address issues with female empowerment (Al-Shaalan and Kaki, 2013).
However, compared to their male colleagues, there are still few Saudi women in positions
of leadership or management (ALghofaily ,2019). Despite increased levels of education among
women, it had little impact on the professions that were open to them (Sakr 2008). After an increase
in education and greater visibility for women working in the media, there was no change in the
advancement of women in Saudi Arabia. This discrepancy might indicate that Saudi women
leaders still struggle to occupy positions of responsibility despite advancements in their
educational status ( Hodges, 2016). The 2030 vision has made efforts to address certain obstacles,
but a more comprehensive and extensive range of measures is necessary in order to achieve the
desired outcomes. Incorporating women into policy-making processes has the potential to enhance
the government’s ability to develop and implement more impactful policies aimed at promoting
women’s empowerment. The Saudi government could consider implementing additional measures,
such as offering leadership training programs and granting women greater decision-making
authority, with the aim of enhancing their confidence and societal standing. The implementation
of role models and leadership training and development initiatives is expected to be a beneficial
approach in the progressive eradication of cultural obstacles to women’s leadership at a broad
societal level. Furthermore, the 2030 vision places significant emphasis on the active participation
of women in the Kingdom of Saudi Arabia, highlighting their crucial role in fostering sustainable
development within the country by the year 2030. In order to realize the 2030 vision, it is
imperative for governments and civil society to facilitate the empowerment of women and foster
the cultivation of their capabilities (Al-Qahtani et al.2021).
Literature Review
Saudi Women in Higher education
Institutions of higher learning are crucial for promoting gender equality in society.
(António et al. 2013& Alghofaily 2019) In the previous 40 years, women’s enrollment and
involvement rates in higher education (HE) have increased by a factor of six globally. (Morley,
2013; Leathwood and Read, 2009). Higher education is one field of employment where women
5 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
have made significant strides, reflecting the surge in educated women in Saudi Arabia. There were
4700 female lecturers in 2003–2004; there were roughly 19,600 in 2008–2009. Accordingly,
throughout the same period, there were approximately 48,800 more male lecturers, an increase of
7200. (Al Alhareth et al. 2015, p. 11). Numerous researchers have examined the status of women
leaders in Saudi Arabia’s higher education, yet their perspectives are conspicuously absent from
this literature. (Von Alberti-Alhtaybat, &Aazam, 2018). noticing that the majority of academic
leaders are men. Despite having among of the highest rates of female education in the world, Saudi
Arabia ranks poorly in terms of women’s employment and empowerment. Saudi Arabian women
are perceived as lacking access to leadership and economic prospects. (Alghofaily 2019). women
were less preferred choice for leadership roles. (Almansour and Kempner2016) The positions that
are available to women are primarily for the campus that is exclusively for female students. The
offices of dean or deputy dean are only given to women in Saudi Arabia’s universities that are
exclusively for female students, giving them little decision-making authority. (Neubauer& Kaur,
2019). Over the past 20 years, the nation has seen some notable advancements in the standing of
women in social, political, and economic life. Some prohibitions have, however, been eliminated
over the previous ten years; for instance, since 2007, women have been allowed to study law.
(Meijer 2010), In 2009, the way was opened for the first woman to receive an archaeological
master’s degree. (Al-Sudairy 2017). On February 23, 2009, King Abdullah bin Abdul-Aziz gave
Saudi women the right to hold positions of leadership. The King promptly declared that the first
woman to be nominated to a leadership post would be Deputy Minister of Education, underscoring
his commitment to expanding women’s leadership and particularly their role in educational
leadership. Subsequently (Al-Sudairy 2017). In Saudi Arabia, women hold a sizable proportion of
leadership roles. The first exclusively female university is Princess Nora bint Abdul Rahman
University. (Al-Sudairy, 2017).
Leadership development among Saudi women
When discussing the primary obstacles encountered in the search for to women’s
empowerment in leadership roles inside Saudi Arabia, these obstacles can be categorized into three
main areas: personal challenges, institutional challenges, and cultural challenges (Alomiri, 2015).
To begin with, individual barriers. It is usually acknowledged that positions of leadership and
empowerment have historically been predominantly occupied by males rather than women. The
6 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
participation of women in these roles was severely limited, mirroring the broader trend observed
in several sectors where women in Saudi Arabia are either significantly underrepresented or have
minimal influence. Furthermore, there are cultural barriers that need to be addressed. In Saudi
Arabia, it is customary for men to assume the role of breadwinners, taking charge in the workplace
and ensuring the financial well-being of their families. On the contrary, women are often expected
to assume the responsibility of maintaining the household and nurturing their kids, as though their
primary purpose is to fulfill the role of caregivers and providers for their children. The perception
that leadership was primarily designed for males rather than women is evident. On the other hand,
it is important to acknowledge that institutional problems inside organizational settings can
provide significant barriers for women in leadership positions. These challenges are primarily
rooted in the inherent gender dynamics that women must navigate, as well as the unique qualities
and characteristics associated with their gender. When considering the existence of religion, which
is a topic of sensitivity and significance.
According to Al-Ahmadi’s (2011) study carried out in Saudi Arabia, women have
experienced marginalization since their beginnings, which has resulted in significant disparities
and bias between them and men. Consequently, this has greatly diminished their involvement and
influence in various spheres of life. The constraints of the setting hindered their capacity to
demonstrate their competence in executing these activities. The societal emphasis in Saudi Arabia
on the advancement and cultivation of males in several domains, including professional, social,
and personal spheres, has resulted in significant disadvantages for women. Consequently, women
have been consistently portrayed as lacking the capacity to undertake substantial responsibilities
beyond the confines of their domestic environment. However, her self-confidence was
significantly diminished, leading her to put herself in the position of a selfless figure who
prioritizes the needs of others over her own due to the established sense of unworthiness instilled
in her during her growing up. However, a significant obstacle that affects women’s capacity to
assume leadership roles and effectively carry out these tasks lies in their work-family
responsibilities (Edwards, 2016). This difficulty presents a specific barrier for women, since it
increases the burden, they face as the primary caregivers within the family structure. The capacity
of women to effectively manage and excel in both domains. The presence of women who primarily
engage in organizing activities due to their familial responsibilities has instilled apprehension
regarding their potential for leadership, leading to doubts about their capacity or ability to assume
7 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
leadership roles (Hodges, 2017). The act of imposing restrictions on a woman’s skills without
affording her the opportunity to demonstrate her potential is a significant injustice towards women.
In contrast, it is possible that women possess the capability to effectively fulfill both their familial
responsibilities and leadership roles, potentially surpassing the expectations placed upon them and
outperforming their male counterparts. Women are often perceived as lacking strength and
resilience in the face of work-related challenges, based on the view that women typically handle
issues with heightened emotional sensitivity, potentially leading to decisions influenced more by
personal passion rather than objective fairness.
This bias and marginalization against women continued until recently, on the basis that
“women are encouraged to remain at home, their kingdom is their house, and their hijab (veil) has
concealed them” (Alotaibi et al., 2016: p. 9). Speaking about the family system surrounding
women, we find that there is a significant lack of family support for women’s development
educationally, personally, and socially. While care is taken to ensure that men are educated at the
university level and obtain the best jobs, whereas many women can’t even enter school. Defining
a woman’s abilities according to a specific mold that she can’t look outside of and setting many
limits for her under the pretext of customs and traditions. Painting a stereotypical picture of
everything that violates these limits is shameful and causes shame to the entire family. In Saudi
society, there is a reverence for men as if they are a god and women, are their slaves. She must
submit to him and humiliate herself in order to please him, whatever the means. Because of the
social situation that was imposed on women and made their work focus on their family and home,
we find that they are better at multi-tasking and organizing than men because of the large number
of household chores imposed on them that they must organize, forced to please family members.
Among the obstacles in the organizational sector that women must deal with are religious, social
and sexual differences. There are many limits to a woman’s dealings with men in the Islamic
religion, which makes some jobs not appropriate to her dignity and honor. On the other hand,
women are always required to work in a lower position than men, as if they are subordinate to him.
Which makes there limits to making decisions and always assigning them to the man because they
consider him to be always the strongest. As a result of marginalizing women in leadership
positions, they have been disenfranchisement in taking any decision within their organizations.
However, lack of connections with upper level of decision makers. The issue isn’t the lack of
contact with upper decision-makers, but rather the fact that they aren’t allowed to have such
8 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
contact. Making communication more complicated for women and easier for men. Alotaibi (2020).
At the end, is managerial selection and promotion procedures? With the priority given to men in
promotions, career support and grants, women’s opportunities for career development and
promotions in the career ladder are reduced. What makes her continue to work in the same position
for many years without any change in her rank or skills?
Saudi Women Role in 2030 Vision
The year 2018 has undoubtedly been a historic year for Saudi Arabia, but it has been even
more so for the country’s women, who have had an incredible year seizing newly acquired
possibilities and leading the way in the face of change (Almas 2019). Saudi Arabia’s “Vision 2030”
is to completely overhaul the nation’s social and economic structures. With a view to lessening the
nation’s dependence on oil earnings and fostering social and economic development, the vision
covered a wide range of industries, including healthcare, education, and economic diversification
(Vision 2030, 2021). Mohammed bin Salman’s coronation as Saudi Arabia’s crown prince marked
a significant shift in the nation’s social, cultural, and economic landscape and the beginning of a
new Saudi Arabia. Following his accession, the newly appointed crown prince initiated a
comprehensive reform of his native country, involving numerous choices to overhaul the civil and
military establishments. He unveiled significant economic reforms dubbed “Vision 2030” with the
goal of weaning the kingdom off of its oil dependence. The proposals called for encouraging
women to play a larger part in the economy (Alotaibi, 2019). As a developing economy, the
Kingdom of Saudi Arabia depends more on men than on women to meet its development goals
(Naseem& Dhruva, 2017). A significant portion of Vision 2030 is devoted to women’s
empowerment. The Saudi government said that the old rentier economy centered on oil needed to
give way to a more diversified paradigm in order to expand job skills and ensure jobs for its people.
Encouraging Saudi women, who make up over 50% of the population, to engage in and contribute
their necessary skills and abilities to the Saudi labor market is one of the key stages in
accomplishing this aim (Alsharif, 2019). The Ministry of Labor and Social Development wants to
decrease the unemployment rate for women and increase their participation in the workforce
(Naseem& Dhruva, 2017). Significant progress has been made in the political empowerment of
women under the present King Salman government. The General Sports Authority has appointed
9 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
a Vice President for Women’s Affairs, paving the door for women to participate in sports for health,
contests, and professional prospects. This is just one example of how more Saudi women are being
chosen for leadership roles (Alsubaie & Jones, 2017). Saudi women have been more prominent in
society over the past few decades, even if their roles have been restricted. This was also the case
in 2016, when Vision 2030 was originally revealed. Still, social and economic policies have
changed quickly. Three prominent financial roles, including the CEO of the stock market, were
held by women in September 2017. A woman has also been chosen by Citigroup to lead the bank’s
activities in the kingdom. In addition, the Saudi Arabian military has invited female applicants for
the first time, which is a significant step toward enhancing women’s rights and prospects in the
nation. The rights of Saudi women to drive and watch football matches have been granted, and
most recently, in 2018, a woman was named Deputy Labour Minister (Al-Eisa, 2018). The release
of the 2030 vision modifications appears to have inspired women in the kingdom. Excitement was
expressed by some responders regarding the appointment of the first female ambassador
(Alghofaily 2019). Princess Reema Bint Bandar Al Saud became the first Saudi woman to serve
as an ambassador to the United States when she was appointed in 2019. Crown Prince Mohammed
Bin Salman has proposed reforms for Vision 2030, one of which is to increase the proportion of
Saudi women in the workforce. The goal is to increase women’s participation from 22% to 30% of
the workforce according to the (Global Gender Gap Index 2016 n.d.). In order to maximize the
potential of the Saudi labor force, Vision 2030 will promote a high-performance culture and
reaffirm the importance of lifelong learning. Saudi ladies make a valuable asset. Since women
make up more than half of university graduates, the Saudi government will keep fostering their
abilities, investing in their capacity for productivity, and providing them with the tools they need
to fortify their future and support the growth of the nation’s social and economic structures
(Naseem& Dhruva, 2017). Saudi Vision 2030 describes women as a “great asset” that should be
cultivated both professionally and educationally, with the goal of further developing women as a
labor source (Matthew, 2016). Tomorrow’s economic progress would be more promising if we
invested in today’s women as Nobel laureate and eminent economist Amartya Sen correctly points
out, “Empowering women is a key to building a future we want.” (Naseem& Dhruva, 2017).
10 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
Significant of the study
In Saudi Arabia, women have made significant strides in the field of leadership, obtaining
substantial backing from the government. This support has paved the way for women, enhancing
their opportunities and fostering favorable work conditions that enable them to assume influential
roles resulting in advantages for both them and the wider community. The women successfully
overcame multiple challenges in order to attain her current position. The women lived inside a
conventional setting characterized by established norms and immigration, while simultaneously
experiencing societal and cultural influences that exerted significant pressures. The presence of
bias and prejudice in the domains of education, leadership, and decision-making has emerged as
significant obstacles in her goal of professional and personal advancement. Although Saudi Arabia
has impressive female education rates, these figures fail to translate into significant advancements
in women’s employment and empowerment, as evidenced by the country’s relatively poor standing
in these areas. Saudi Arabian women are commonly perceived as facing limitations in terms of
economic and leadership prospects. But according to the Vision 2030, women have emerged as a
dynamic and engaged component within both Saudi and worldwide societies. She made significant
contributions across multiple domains and actively engaged in enhancing various decision-making
processes. She effectively fulfills her complete responsibilities across multiple personal and
practical domains. The recently revealed 2030 vision aims to address the prevailing circumstances.
The 2030 vision is designed to systematically remove these obstacles over time. This study
examines the present and prospective condition of women’s leadership inside higher education
institutions in Saudi Arabia ( Alghofaily ,2019).
Aim of the study
The main goal of this study is to evaluate and analyses the literatures to gather recommendation
for improving the leadership skills among Saudi women in the higher education institutions
through addressing cultural, organizational, and personal barriers Arabia. This aim will be
achieved through the following objectives:
1- Addressing the obstacles facing Saudi women in leadership, including cultural,
organizational, and personal hurdles.
2- Addressing how Saudi’s 2030 vision is improving, women’s leadership skills
11 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
3- Identifying challenges and predicting future opportunities for women’s empowerment
in higher education.
Methods
Design
This systematic review was conducted using a purposive sampling method to choose
relevant quantitative studies for inclusion. The available literature and research findings pertaining
to the involvement of Saudi women in leadership roles and their participation in higher education
have been documented in recent publications.
Search Methods
A range of databases, such as CINAHL, PubMed, MDPI, and Google Scholar, were
employed to conduct a comprehensive search for pertinent research articles. The search phrases
“Higher education,” “Leadership,” “2030 Saudi Arabia vision,” and “Women empowerment” were
combined using Boolean operators “AND” and “OR” to refine the search results. In order to
enhance the search sensitivity, the search strategy incorporated the utilization of keywords
extracted from the recognized research. The inclusion criteria for this analysis stipulated that only
research published in the English language were eligible for consideration. This study exclusively
included research articles published in the English language. Furthermore, to assure the currency
and inclusion of recent literature, papers published within the past two decades were incorporated
into the search. This approach aimed to encompass new research findings that have emerged since
the previous study conducted twenty years ago.
Data synthesis
In Table 1 Within an annex, a spreadsheet was employed to compile a comprehensive
record of several attributes related to each article. These attributes covered the author(s), country
of origin, year of publication, research design, sample size, methodology, findings, and
recommendation and conclusion associated with each article.
12 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
Quality Appraisal
Two methodologies were employed to assess the methodological rigor of the selected
research. The semi structured interviews through phone calls and emails. The survey questionnaire
through emails and WhatsApp to different national and international universities. Each article was
read once in order to generate a concise summary of its contents. The texts were thereafter
reviewed numerous times to enhance comprehension of their substance. The researchers
independently documented comprehensive accounts of all acknowledged instances of Saudi
women occupying leadership roles and engaging in higher education. The codes were assessed,
verified, and merged to acquire all the necessary data expressions. The codes were examined in
terms of their similarities and differences. Expressions with similar characteristics were
categorized together, and the themes were named according to their respective content.
Data Extraction
The data included in this study were derived from qualitative research studies. These
studies provided comprehensive information, including the author’s name, publication year,
research objective, sample size, methodology utilized, criteria for measurement, reliability and
validity of the measures, analytical techniques performed, and the resulting conclusions. The
systematic reviews recovered information regarding the number of studies evaluated and the
important conclusions derived from them.
Discussion
……………….
Conclusion
Saudi Arabia is currently progressing in a positive trajectory towards change and aspires
to become a prominent exemplar of workforce development on both a regional and global scale.
According to the government’s ambitious Vision 2030, Saudi women are regarded as a significant
asset. Given that more than 50% of our university graduates are female, our institution remains
committed to nurturing their abilities, allocating resources towards enhancing their productivity,
and empowering them to fortify their prospects in the long run. Four years after this declaration,
13 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
they are currently making progress towards their aims and objectives, but at a slower pace than
initially anticipated. Hence, the endeavor to promote the inclusion of women in leadership roles
needs to be regarded as a collective undertaking at the national level, rather than relying just on
individual initiatives. The choice to appoint females into senior positions should be made from a
top-down approach. The sole determinants for the recruitment and selection of individuals for
leadership roles ought to be their efficiency and capability, rather than their gender or personal
ties. Numerous women have established prosperous professional trajectories within the realm of
higher education and various other industries. This observation strongly indicates that there is a
desire among a significant number of women in Saudi Arabia to attain comparable career prospects
as their counterparts in other regions of the world. If government policies and strategies aimed at
promoting the progress of women in the workplace and their ascension to leadership positions
align with the achievements observed in the field of education, it is plausible that Saudi Arabian
women will experience positive outcomes in the foreseeable future. It is imperative to regard this
endeavor as an ongoing project, open to the valuable contributions of the academic community
through rigorous empirical investigation and scholarly discourse.
14 | C C R 3 1 0 1 1 7 0 4 Organizational & Leadership in Health Care 2 0 2 3 – 2 0 2 4
Table 1:
NO
1
Author,
Title
Design, Sample
Year
Lama
Women Leadership in Higher Qualitative
Alghofaily Education in Saudi
study
Arabia
Nonprobability
(2019)
Tool
Semi
structured
interviews
Researcher
identify
some
barriers that women face to
become
a
leader
like.
Organizational barriers: Lack of
leadership training. Personal
barriers: lack of confidence to
lead. Cultural barriers: negative
perception of
women in
leadership
Survey
questionnaire
There are several obstacles that
Saudi Arabian women leaders
must overcome in order to be
effective and reach their full
potential. Saudi Arabia must
overcome the institutional and
cultural obstacles in order to
advance its current program of
empowering women.
sampling (15)
2
Hanan AlAhmadi
2011
Challenges Facing Women
Leaders in Saudi Arabia
Quantitative
study
Sample was
women leaders
who joined
leadership
development
workshops total
number is (527)
descriptive
statistics
Main Finding
T
