The Role of Family Responsibility, Assertiveness, and Networking in Building Female Leadership Aspirations

Reviewer 1

Notes

Comment and Improvement

Remark

For pronouns in terms of leadership, perhaps do not use he, but use they.

Has been replaced

The first two paragraphs could be edited for sentence transitions

First paragraph is deleted

Lines 65-70 is there research you can cite to support these claims?

Has been added

(Dai et al., 2019)(Gholami et al., 2021)(McKinsey, 2008).

Line 85-86 revise for language, it is not clear what is meant here.

Has been revised

The obstacles obstacles of women in leaderships ladder consists of internal and ex-ternal factors.  The work from Bohnet (2016) argued that traditional approaches such as training and metoring often fail in addressing gender equality.  Bohnet (2016) asserts that merely focusing on changing individuals or providing assistance isn't sufficient; instead, organizations must redesign systems to mitigate biases effectively.  However, Bohnet (2016) also emphasized the significance of role models and group dynamics.  Sanberg (2013) in her book "Lean In: Women, Work, and the Will to Lead" explored the internal and external obstacles hindering women's advancement into leadership roles. Sandberg (2013) compellingly argues that internal barriers like imposter syndrome, lack of con-fidence, and fear of failure are often exacerbated by external factors such as gender bias, work-life balance challenges, and limited mentorship opportunities. Both studies high-light the systematic approach and challenges change both within themselves and in the wider societal landscape.

Line 191-192 why use male pronouns?

Has been revised

herself

Line 200-201 fix sentence for grammar

Has been revised

Research conducted by (Song & Cheng, 2020) explores the impact of gender differences in family responsibilities on doctors' labor.

Line 218-219 fix for gramma.

Has been revised

Being assertive implies dominant, strong, directive, competitive, and task-oriented communication, qualities often associated with masculinity (McCroskey & Richmond, 1996).

'The research method used in this study is a research method' - this needs revision (is it empirical, qualitative, both?).

Also, who were the primary targeted research subject?

how were they being chosen?

Has been revised

It’s in the subsection 3.4. Population and samples

Has been added in section 3.4.

The research method used in this study is a quantitative research method

The population in this study is a female within the productive age range in Indonesia. According to the Central Statistics Agency, it is said that a person's productive age range is between 15 to 64 years. According to the Central Bureau of Statistics 2022, the population of women of productive age in Indonesia reached 94,290,165 people.

Non Probabilistic, convenience sampling collecting methods is used to choose respondents.

Overall, the only thing I would like to see in the introduction is a clear statement as to why you are conducting this research in your cultural context, why is it important to conduct in your local context and what does your research contribute to the filed.

Has been added

The world is not on track to achieve gender equality, SDG 5, by 2030. However, as stated by Secretary General of the United Nations Kofi Annan stated. "Gender equality is more than a goal in itself. Think about it, it is a precondition for meeting the challenge of reducing poverty, promoting sustainable development and building good governance." Gender equality is not give benefits to women themselves, but its link to other SDG is strong (WEGGI).

According to the 2023 Global Gender Gap Index no country has yet achieved full gender parity.  Across the 146 countries covered by the 2023 index, the Health and Survival gender gap has closed by 96%, Educational Attainment by 95.2%, Economic Participation and Opportunity by 60.1% and Political Empowerment by 22.1%. In In-donesia the gap index on Economic Participation and Opportunity is 66%. Still far behind Norway, Laos, Liberia, and Jamaica (WEGGI)

Reviewer 2

1.      In the Research Procedure, you do not mention the type of sampling (probabilistic or non-probabilistic).

Nor do you mention informed consent and data confidentiality. They should.

Has been added in section 3.4.

Has been added in section 3.4.

Non Probabilistic, convenience sampling collecting methods is used to choose respondents.

The first part contains a description of the research conducted, the provisions of re-spondents in filling out the questionnaire and the willingness of respondents to fill out the questionnaire (inform consent) and the explanation on confidentiality of data;

2. The sample description should be in the method, not the results.

Has been moved to methods section 3.4.

3. On line 449, they refer to table 4.8, and I need help finding a table with that numbering. They should correct it.

The same happens on line 456 with a table 4.9 that I can't find. The tables' numbering is incorrect.

I see two tables 5—another mistake.

The table number has been revised HTMT table 5 and Fornell Lacker in table 6

Has been revised to Table.6.

4. In chapter 4.2, the model's fit indices—the CFI, TLI, GFI, RMSEA, and SRMR—should have been mentioned.

You need to mention these fit indices to know whether or not the model has a good fit.

We used NFI as fit indeces in 4.2.

The findings show that the results of the fit model test obtained an NFI of 0.868, so it can be indicated that the model used is 86.8% fit.

5. In Table 4, you have a p-value of 0.000, so you should change it to p < 0.001. This is how the value is described because no p-value is exactly zero.

Has been revised to p<0.001

6. As you described the results, you discussed them.

They should post the discussion separately. It's a new chapter.

In the discussion, start with the aim of the study and then discuss the results of the hypotheses.

The limitations are a sub-chapter of the discussion.

The discussion also needs the sub-chapter on Practical and Theoretical implications (should add).

Discussion part is on new section now.

Has been added.

Has been changed as part of Discussion Section (5)

Has been added in subsection 5.4.

This study aims to see the role of internal factors in this case assertiveness and external factors such as family responsibility and the present of network to female aspiration as leaders. The result of the study shows that hypotheses 2 and 3 are accepted.  However, the study fails to show the influence of family responsibility to female leadership aspiration.

The findings from this research make several contributions to the current literature and practice. One prominent finding that emerged from the research is that internal and external factors (assertiveness and networking) play roles in female leadership aspiration. Having quality of dominant, strong and task-oriented and having a good networking are key drivers.  Another key insight from this study is that the role of gender stereotype, family responsibility, does not play key role in female leadership aspiration.

This study outcomes endorse the notion that in order to shorten the gender gap in female leadership role, practioner needs to ensure that women talents should be able to build their network.  Women talents need also to exercise their assertiveness while doing their daily task.

7. The conclusions chapter must also be included (should add).

Has been added

Going through the results of the research, it could be asserted that assertiveness and network have positive impacts to female leadership aspiration. From the two network has a stronger impact compared to assertiveness. This study also gives an evidence on how family responsibility role is insignificant to female leadership aspiration.

Reviewer 3

Female leadership or lack thereof is frequently discussed these days. From that viewpoint the article addresses an important topic. I see the following issues.

There is extensive literature on equity and women which is not included. One book that is a great starting point is Iris Bohnet, What Works: Gender equality by Design. This kind of literature needs to be included. 

Work and Bohnet and Sandberg have been added in introduction

The obstacles of women in leaderships ladder consists of internal and external factors.  The work from Bohnet (2016) argued that traditional approaches such as training and metoring often fail in addressing gender equality.  Bohnet (2016) asserts that merely focusing on changing individuals or providing assistance isn't sufficient; instead, organizations must redesign systems to mitigate biases effectively.  However, Bohnet (2016) also emphasized the significance of role models and group dynamics.  Sanberg (2013) in her book "Lean In: Women, Work, and the Will to Lead" explored the internal and external obstacles hindering women's advancement into leadership roles. Sandberg (2013) compellingly argues that internal barriers like imposter syndrome, lack of confidence, and fear of failure are often exacerbated by external factors such as gender bias, work-life balance challenges, and limited mentorship opportunities. Both studies highlight the systematic approach and challenges change both within themselves and in the wider societal landscape. 

Networks are important, but they are also biased. The fact that learning occurs through interaction is right. This, however, includes 'seeing is believing' meaning seeing women in leadership might be more important to nurture future female leaders. It is not just about the transfer of knowledge from other female leaders in particular not if there is a lack of those leaders which is exactly the point the research attempts to address.

Argument on network roles in leadership has been added.

Networking play key roles in fostering leadership aspirations for several compelling reasons. Fahrezzi et al (2014) and Misner (2010) in their books argue that networks provide access to valuable resources, opportunities, and information that are essential for career advancement. By cultivating a diverse network of contacts, individuals can tap into a wealth of knowledge, guidance, and mentorship from seasoned professionals who can offer insights and advice on navigating the complexities of leadership roles. Networks also serve as platforms for visibility and recognition, enabling individuals to showcase their skills, accomplishments, and potential to a wider audience. Building strong relationships with peers, colleagues, and industry influencers can enhance one's professional reputation and credibility, opening doors to leadership opportunities and strategic partnerships. Moreover, networks facilitate personal and professional growth by fostering continuous learning and development. Engaging with diverse perspectives and experiences within a network can broaden one's horizons, challenge assumptions, and spark innovation. Through meaningful interactions and collaborations, individuals can expand their skill sets, build confidence, and hone their leadership abilities.

The idea of assertiveness is presented and treated as a personality trait of women that gets them more access to leadership roles. It does sounds like the results are saying 'be assertive like men are'. There is a lot of feminist literature that addresses this issue which is not sufficiently addressed. Statements like 'women are considered less assertive' feel outdated and seems to build on old gender stereotypes

Thank you for the feedback.  We just want to give the rational choosing this variable.  Assertiveness, as emphasized in Sheryl Sandberg's "Lean In," is a critical variable in female leadership aspirations. By cultivating assertiveness, women can confidently communicate their ideas, assert boundaries, and advocate for themselves in the workplace. Sandberg underscores the importance of assertiveness in challenging gender norms, navigating professional challenges, and seizing leadership opportunities. Through assertive behavior, women can assert their presence, overcome barriers to advancement, and ultimately, lean into their aspirations to become effective leaders in their respective fields.

The article reads like a draft. There are many sentences that do not make sense and need rewriting. References are often formatted wrongly. There is no proper conclusion. Just a presentation (like a list) of results.

The grammar of the manuscript has been. 

Mendeley references system is used.

Conclusion has been revised.

This research delves into the dynamic between internal and external factors and female leadership aspiration. The findings place specific emphasis on the importance of having a good network and being assertive to encourage female in pursuing leadership role. Even though the factors are both external and internal, however, refer to Bohnet and Sandberg, the systematic approach by organization (either in workplace or in education) is im-portance to facilitate female for more opportunity and encourage them more to be more socialize and assertive.  Our PLS-SEM analysis uncovered compelling insights, demon-strating the insignificant role of family responsibility to female leadership aspiration. This finding underscored cultural shifting in female role in the family in Indonesia.  It is also highlighting the strong social support.