turanВестник университета «Туран»Bulletin of "Turan" University1562-29592959-1236Университет «Туран»10.46914/1562-2959-2025-1-2-488-502turan-4713Research ArticleТРИБУНА МОЛОДОГО ИССЛЕДОВАТЕЛЯPLATFORM OF YOUNG RESEARCHERЗначимость женского лидерства в управлении человеческим капиталом: инновационные перспективы и проблемыThe importance of women’s leadership in human capital management: innovative perspectives and issueshttps://orcid.org/0009-0009-3010-4138МаратА. Е.MaratA. E.

докторант.

Алматы

PhD student.

Almaty

24250905@turan-edu.kzhttps://orcid.org/0000-0003-0184-6297ОрловскаР.OrlowskaR.

PhD, ассоциированный профессор.

Гданьск

PhD, associate professor.

Gdansk

renata.orlowska@ug.edu.plhttps://orcid.org/0000-0002-4717-7191ТлеужановаМ. А.TleuzhanovaM. A.

к.э.н., профессор.

Алматы

c.e.s., professor.

Almaty

manatzhankz@gmail.comhttps://orcid.org/0000-0002-2290-1059СергазиеваМ. Р.SergaziyevaM. R.

к.э.н., старший преподаватель.

Шымкент

c.e.s., senior lecturer.

Shymkent

vipforever@mail.ruУниверситет «Туран»КазахстанTuran UniversityKazakhstanГданьский университетПольшаUniversity of GdanskPolandМеждународный инженерно-технологический университетКазахстанInternational Engineering Technological UniversityKazakhstanРегиональный инновационный университетКазахстанRegional Innovation UniversityKazakhstan20252906202502488502Copyright © Марат А.Е., Орловска Р., Тлеужанова М.А., Сергазиева М.Р., 20252025Марат А.Е., Орловска Р., Тлеужанова М.А., Сергазиева М.Р.Marat A.E., Orlowska R., Tleuzhanova M.A., Sergaziyeva M.R.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://vestnik.turan-edu.kz/jour/article/view/4713

Достижение гендерного паритета в управленческих структурах и полная интеграция женщин на руководящие позиции является критическим фактором преемственности социального развития. В контексте трансформации управленческих парадигм важность женского лидерства в современном менеджменте продолжает расти, открывая принципиально новые горизонты для профессионального роста. Исследовательский интерес к этой проблеме объединяет усилия академического сообщества, политической элиты и представителей бизнес-среды. Феномен женского лидерства рассматривается как мощный инструмент преодоления устоявшихся социальных стереотипов, препятствующих полной модернизации общественных институтов. Исследование в статье сфокусировано на проведении комплексного анализа женского лидерства через призму вторичных и первичных информационных источников, полученных путем кабинетных исследований и эмпирических методологических подходов. Основные аналитические выводы демонстрируют фундаментальные различия в управленческих стратегиях. Женщины-руководители в первую очередь формируют организационную культуру на основе принципов взаимного уважения, доверия и взаимной поддержки, уделяя внимание профессиональным достижениям сотрудников на социальном уровне. Мужчины-руководители, напротив, склонны выстраивать модели стимулирования преимущественно с точки зрения личных преимуществ. Работа вносит существенный вклад в теоретический дискурс в области менеджмента и лидерства, предлагая инновационные исследовательские перспективы. Практическая значимость результатов заключается в разработке конкретных рекомендаций для организаций по максимизации административного потенциала женщин.

Achieving gender parity in management structures and full integration of women into leadership positions is a critical factor in the continuity of social development. In the context of transforming management paradigms, the importance of women's leadership in modern management continues to grow, opening fundamentally new horizons for professional growth. The research interest in this issue unites the efforts of the academic community, political elite, and business environment representatives. The phenomenon of women's leadership is viewed as a powerful tool for overcoming established social stereotypes that hinder the full modernization of social institutions. The scientific research in the article focuses on conducting a comprehensive analysis of women's leadership through the prism of secondary and primary information sources obtained through desk research and empirical methodological approaches.The main analytical findings demonstrate fundamental differences in management strategies. Female leaders primarily form organizational culture based on principles of mutual respect, trust, and mutual support, paying attention to employees' professional achievements at a social level. Male managers, conversely, tend to construct incentive models mainly from the perspective of personal advantages. The scientific work makes a significant contribution to theoretical discourse in management and leadership, offering innovative research perspectives. The practical significance of the results lies in developing specific recommendations for organizations on maximizing women's administrative potential.

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The authors declare that there are no conflicts of interest present.