Resumo A discriminação sofrida pelas mulheres em posições estratégicas é fato recorrente no mercado de trabalho, em particular no Brasil. Mesmo que, geralmente, elas possuam maior qualificação que os homens, isto não se reflete nos seus salários e nos cargos por elas ocupados. As causas de tais limitações possuem raízes históricas, sociais e psicológicas. Neste artigo objetiva-se melhor compreender desafios enfrentados na ocupação de posições de liderança por mulheres na administração pública do executivo brasileiro, tendo por base barreiras comumente descritas na literatura internacional e nacional sobre o tema do alcance de postos de liderança - “teto de vidro”, “labirintos de liderança”, “abelha rainha”. Metodologicamente, o estudo compreende duas etapas. A primeira, de abordagem qualitativa, compreende entrevistas semiestruturadas e em profundidade com lideranças - Subsecretárias - da Administração Pública do Rio de Janeiro. Na segunda fase, quantitativa, fez-se uso de survey, aplicado a gestoras da Secretaria de Estado de Fazenda e Planejamento Fluminense. Nos resultados, constata-se que a mulher ainda sofre preconceitos e enfrenta barreiras associadas aos códigos masculinos de ascensão profissional. Ainda assim, a maioria das entrevistadas indica não sofrer preconceito direto, afirmando o crescimento e o alcance de posições estratégicas por méritos próprios.

The central aim of this chapter is to verify the extent to which the orientation of scientific research on the topic, leadership follows classical or contemporary approaches, according to analysis of the main databases of publications on the topic in the period 20142021, in English and Portuguese. A Focus Group with experts on leadership define 28 descriptors responsible for revealing the incidence and content of publications of different natures with academic, technical, technological or scientific orientations, whether classical or emerging. A quantitative approach followed, through bibliometric research, in which the descriptors were investigated in three selected prestigious databases and two non-prestigious ones. The main conclusions were: (i) the low scientific production and the need for more prestigious publications in Portuguese on the topics of leadership and management; (ii) recognition that the traditional mental model of the twentieth century was massively disseminated in explicit communications in English, in all databases, when compared to the contemporary mental model, with inverse behavior for publications in Portuguese, a phenomenon that has increased over the last few years, contrary to the research expectations.

Resumo A discriminação sofrida pelas mulheres em posições estratégicas é fato recorrente no mercado de trabalho, em particular no Brasil. Mesmo que, geralmente, elas possuam maior qualificação que os homens, isto não se reflete nos seus salários e nos cargos por elas ocupados. As causas de tais limitações possuem raízes históricas, sociais e psicológicas. Neste artigo objetiva-se melhor compreender desafios enfrentados na ocupação de posições de liderança por mulheres na administração pública do executivo brasileiro, tendo por base barreiras comumente descritas na literatura internacional e nacional sobre o tema do alcance de postos de liderança - “teto de vidro”, “labirintos de liderança”, “abelha rainha”. Metodologicamente, o estudo compreende duas etapas. A primeira, de abordagem qualitativa, compreende entrevistas semiestruturadas e em profundidade com lideranças - Subsecretárias - da Administração Pública do Rio de Janeiro. Na segunda fase, quantitativa, fez-se uso de survey, aplicado a gestoras da Secretaria de Estado de Fazenda e Planejamento Fluminense. Nos resultados, constata-se que a mulher ainda sofre preconceitos e enfrenta barreiras associadas aos códigos masculinos de ascensão profissional. Ainda assim, a maioria das entrevistadas indica não sofrer preconceito direto, afirmando o crescimento e o alcance de posições estratégicas por méritos próprios.

An increasing number of studies are being conducted with the objective of understanding discriminatory practices associated with the management of female professionals. Aimed at broadening this discussion in the context of the fourth industrial revolution, this paper discusses results of a quantitative research developed with 45,217 professionals (including women and men) from Brazilian companies participants of the Alliance for the Empowerment of Women, an initiative by UN Women. The results show that women are still underrepresented at the top level of organizations and have little participation in the most demanded professional areas in the context of the Industry 4.0.

This paper explores the influence that organizational support and social support has on the turnover intentions of information technology (IT) professionals. Through quantitative approach, the research applied the Perceived Organizational Support and Turnover Intention scales. The data were submitted to descriptive statistical analysis and bivariate correlations, with the findings indicating that the perception of support has a significant and negative correlation with turnover intention. The more positive the perception of support, the less professionals want to leave the organization. The data also reveal that Performance Management, Compensation and Development Policies, Management and Leadership Style and Social Support have a negative influence on turnover intention. In contrast, Workload has a positive influence. Despite turnover intention being a phenomenon of multiple causes, the conclusion is that organizational/social support and its dimensions are important influencing factors on decisions regarding professional evasion.

This article explores the intricate interplay between cultural paradigms and leadership styles within the context of transition to a multipolar world. Drawing on frameworks such as Hofstede’s cultural dimensions and Deleuze and Guattari’s Oedipal–rhizomatic archetypes, the study investigates how cultural values shape leadership behaviours and organizational dynamics in Western and Asian perspectives. Through a comparative analysis, the study examines contrasting leadership approaches and their implications for organizational performance, innovation and sustainability. Key findings highlight the importance of cultural sensitivity in leadership, emphasizing the need for leaders to adapt their strategies to diverse cultural landscapes while fostering inclusivity, collaboration and sustainability. Moreover, the study underscores the evolving nature of leadership in response to global challenges, advocating for a more integrative approach that combines traditional and contemporary leadership paradigms. The article concludes by emphasizing the significance of understanding cultural influences on leadership for building inclusive and adaptable organizations in today’s multipolar world.