<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2007-7467</journal-id>
<journal-title><![CDATA[RIDE. Revista Iberoamericana para la Investigación y el Desarrollo Educativo]]></journal-title>
<abbrev-journal-title><![CDATA[RIDE. Rev. Iberoam. Investig. Desarro. Educ]]></abbrev-journal-title>
<issn>2007-7467</issn>
<publisher>
<publisher-name><![CDATA[Centro de Estudios e Investigaciones para el Desarrollo Docente A.C.]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2007-74672025000200959</article-id>
<article-id pub-id-type="doi">10.23913/ride.v16i31.2585</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Evaluación de las interpretaciones sobre los desafíos y prejuicios en el liderazgo de mujeres. Un análisis factorial exploratorio]]></article-title>
<article-title xml:lang="en"><![CDATA[Evaluation of interpretations of challenges and biases in women's leadership: an exploratory factor analysis]]></article-title>
<article-title xml:lang="pt"><![CDATA[Avaliação de interpretações de desafios e vieses na liderança feminina: uma análise fatorial exploratória]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Hernández Herrera]]></surname>
<given-names><![CDATA[Claudia Alejandra]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Instituto Politécnico Nacional  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>México</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2025</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2025</year>
</pub-date>
<volume>16</volume>
<numero>31</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2007-74672025000200959&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2007-74672025000200959&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2007-74672025000200959&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen La presencia de las mujeres en los puestos de liderazgo sigue siendo limitada, a pesar de los esfuerzos para captar y promover el talento de las mujeres en los sectores. Sin embargo, los avances se desdibujan o no son tan visibles debido a la amplia brecha de género en los ambientes laborales. El objetivo es analizar las percepciones con respecto a los desafíos y los prejuicios del liderazgo femenino para identificar los obstáculos a los que se enfrentan las mujeres líderes y de esta forma visibilizar el fenómeno. Es un estudio cuantitativo y transversal. Los datos se obtuvieron por medio de un cuestionario tipo Likert, con 392 participantes. Se realizó un análisis factorial exploratorio que identificó dos factores, y se aplicó un modelo lineal generalizado. Los hallazgos revelan que las mujeres enfrentan desafíos significativos para ser tomadas en serio, ser promovidas y recibir oportunidades de liderazgo, además de experimentar un mayor escrutinio cuando tienen hijos. En cuanto a los prejuicios, las mujeres líderes son percibidas como menos autoritarias y carismáticas, y menos capaces de liderar en situaciones de crisis. Asimismo, las mujeres expresaron una preferencia por tener jefas mujeres en lugar de hombres. En conclusión, resulta crucial implementar políticas que reduzcan estas barreras y promuevan la equidad de género en el liderazgo. Además, se debe fomentar una cultura organizacional inclusiva que valore las competencias de liderazgo independientemente del género. Finalmente, es importante ofrecer programas de mentoría y apoyo a las mujeres para fortalecer su confianza y habilidades en roles de liderazgo.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The presence of women in leadership positions remains limited, despite efforts to attract and promote female talent across sectors. However, progress is often blurred or less visible due to the wide gender gap in workplace environments. The objective of this study is to analyze perceptions regarding the challenges and biases of female leadership in order to identify the obstacles faced by women leaders and thereby make the phenomenon more visible. This is a quantitative and cross-sectional study. Data were collected through a Likert-scale questionnaire administered to 392 participants. An exploratory factor analysis identified two factors, and a generalized linear model was applied. The findings reveal that women face significant challenges in being taken seriously, promoted, and offered leadership opportunities, in addition to experiencing greater scrutiny when they have children. Regarding biases, female leaders are perceived as less authoritative and charismatic, and less capable of leading in crisis situations. Likewise, women expressed a preference for having female supervisors rather than male ones. In conclusion, it is essential to implement policies that reduce these barriers and promote gender equity in leadership. Moreover, fostering an inclusive organizational culture that values leadership competencies regardless of gender is essential. Finally, mentorship and support programs should be offered to women to strengthen their confidence and skills in leadership roles.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo A presença de mulheres em cargos de liderança permanece limitada, apesar dos esforços para recrutar e promover talentos femininos nesses setores. No entanto, o progresso é obscuro ou não tão visível devido à grande disparidade de gênero no local de trabalho. O objetivo é analisar as percepções sobre os desafios e preconceitos da liderança feminina para identificar os obstáculos enfrentados por mulheres líderes e, assim, lançar luz sobre o fenômeno. Este é um estudo quantitativo e transversal. Os dados foram obtidos por meio de um questionário do tipo Likert com 392 participantes. Foi realizada uma análise fatorial exploratória, identificando dois fatores, e um modelo linear generalizado foi aplicado. Os resultados revelam que as mulheres enfrentam desafios significativos para serem levadas a sério, serem promovidas e receber oportunidades de liderança, além de sofrerem maior escrutínio quando têm filhos. Em relação aos preconceitos, as mulheres líderes são percebidas como menos autoritárias e carismáticas, e menos capazes de liderar em situações de crise. Da mesma forma, as mulheres expressaram preferência por ter chefes mulheres em vez de homens. Em conclusão, é crucial implementar políticas que reduzam essas barreiras e promovam a equidade de gênero na liderança. Além disso, uma cultura organizacional inclusiva que valorize as habilidades de liderança independentemente do gênero deve ser fomentada. Por fim, é importante oferecer programas de mentoria e apoio às mulheres para fortalecer sua confiança e habilidades em cargos de liderança.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Liderazgo femenino]]></kwd>
<kwd lng="es"><![CDATA[desigualdad de género]]></kwd>
<kwd lng="es"><![CDATA[prejuicios de género]]></kwd>
<kwd lng="es"><![CDATA[techo de cristal]]></kwd>
<kwd lng="en"><![CDATA[Female leadership]]></kwd>
<kwd lng="en"><![CDATA[gender inequality]]></kwd>
<kwd lng="en"><![CDATA[gender biases]]></kwd>
<kwd lng="en"><![CDATA[glass ceiling]]></kwd>
<kwd lng="pt"><![CDATA[Liderança feminina]]></kwd>
<kwd lng="pt"><![CDATA[desigualdade de gênero]]></kwd>
<kwd lng="pt"><![CDATA[preconceito de gênero]]></kwd>
<kwd lng="pt"><![CDATA[teto de vidro]]></kwd>
</kwd-group>
</article-meta>
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