Does Leadership Matter? Exploring the Role of Transformational Leadership in Strengthening Women-Friendly HRM Practices for Career Progression.

Abstract

Women's career progression is still a critical issue for organizations, especially in societies where their structural, cultural, and institutional environments can hinder women's access to leadership roles and higher professional positions. While more and more organizations are implementing women-friendly HR policies, the effectiveness of such measures is highly dependent on the practice of fair implementation, with managerial support playing a significant role. This research aims to explore the relationship between women friendly HRM practices and women career progression while considering transformational leadership as a moderator. The quantitative research design was adopted and data was gathered from 200 working females who were working in various formal organizations in Quetta, Balochistan, Pakistan. Convenience sampling was used because there was no existing sampling frame. The data was analyzed using SPSS Version 27 by reliability analysis, correlation analysis, regression analysis, and Hayes PROCESS Macro Model-1. The results  showed that women friendly HRM practices have positive and significant effect on women's career progression. The findings further indicate that transformational leadership enhance the affect of women friendly HRM practices on career progression of women by supporting, motivating, recognizing and giving developmental advice. The research highlights the importance of equitable promotion practices, flexible work policies, mentorship programs, equal opportunity initiatives, and leadership that promotes and supports women's career development to minimize obstacles and better advance women in the workplace. The findings indicate that in order to advance gender equality and to bolster women's career progression, and engagement in higher organizational positions, inclusive HRM systems  is needed. The study contributes to the overall discussion about equality at work, HRM for inclusion and sustainable organizational development and their connection to SDG 5 (Gender equality) and SDG 8 (Decent work and economic growth).