<?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>2739-0063</journal-id>
<journal-title><![CDATA[Revista InveCom]]></journal-title>
<abbrev-journal-title><![CDATA[Revista InveCom]]></abbrev-journal-title>
<issn>2739-0063</issn>
<publisher>
<publisher-name><![CDATA[Asociación Investigadores Venezolanos de la Comunicación]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2739-00632025000402068</article-id>
<article-id pub-id-type="doi">10.5281/zenodo.14854296</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[La mujer en la administración pública: barreras y oportunidades para el liderazgo femenino]]></article-title>
<article-title xml:lang="en"><![CDATA[Women in public administration: barriers and opportunities for women's leadership]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rodriguez-Saavedra]]></surname>
<given-names><![CDATA[Miluska Odely]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Barrientos-Alfaro]]></surname>
<given-names><![CDATA[Alvaro Rafael]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Quispe-Nina]]></surname>
<given-names><![CDATA[Wilian]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Málaga-Dávila]]></surname>
<given-names><![CDATA[Candi Pastora]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Alegre-Chalco]]></surname>
<given-names><![CDATA[Maria Elena]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Arguedas-Catasi]]></surname>
<given-names><![CDATA[Rubén Washington]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Nacional de San Agustín de Arequipa  ]]></institution>
<addr-line><![CDATA[Arequipa ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Tecnológica del Perú  ]]></institution>
<addr-line><![CDATA[Arequipa ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad Nacional de San Agustín de Arequipa  ]]></institution>
<addr-line><![CDATA[Arequipa ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af4">
<institution><![CDATA[,Universidad Nacional de San Agustín de Arequipa  ]]></institution>
<addr-line><![CDATA[Arequipa ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af5">
<institution><![CDATA[,Universidad Nacional de San Agustín de Arequipa  ]]></institution>
<addr-line><![CDATA[Arequipa ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af6">
<institution><![CDATA[,Universidad Nacional de San Agustín de Arequipa  ]]></institution>
<addr-line><![CDATA[Arequipa ]]></addr-line>
<country>Peru</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>5</volume>
<numero>4</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://ve.scielo.org/scielo.php?script=sci_arttext&amp;pid=S2739-00632025000402068&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://ve.scielo.org/scielo.php?script=sci_abstract&amp;pid=S2739-00632025000402068&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://ve.scielo.org/scielo.php?script=sci_pdf&amp;pid=S2739-00632025000402068&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen Este estudio se propuso analizar las barreras y oportunidades que enfrentan las mujeres para alcanzar el liderazgo femenino en instituciones gubernamentales, tanto nacionales como internacionales. La investigación adoptó un enfoque cualitativo con método fenomenológico, aplicando entrevistas semiestructuradas a una muestra de 879 mujeres líderes seleccionadas de una población de 4,950. La muestra se determinó buscando la saturación del corpus de datos. Las participantes provenían de instituciones tanto nacionales (68%) como extranjeras (32%), incluyendo ministerios, organismos multilaterales y agencias de cooperación internacional. Asimismo, se incluyeron mujeres con al menos dos años de experiencia en cargos directivos en ministerios (45%), organismos multilaterales (30%) y agencias internacionales (25%). Se utilizó el programa Atlas.ti para el análisis de datos, incluyendo la red de códigos, la frecuencia y la nube de palabras. Además, el Diagrama Sankey de co-ocurrencia permitió visualizar las relaciones entre las barreras y los factores facilitadores del liderazgo femenino. Los resultados evidenciaron que la discriminación de género, los estereotipos arraigados y la falta de políticas efectivas de conciliación laboral-familiar constituyen las principales barreras para la promoción del liderazgo femenino. No obstante, se identificó que los programas de mentoría, las redes de apoyo y las políticas de inclusión han tenido un impacto positivo en el empoderamiento y ascenso de mujeres a posiciones directivas. Concluyendo que, a pesar de los avances en igualdad de género, persisten desafíos institucionales y culturales que limitan el liderazgo femenino, lo que resalta la necesidad de fortalecer las políticas públicas y la cultura organizacional para fomentar un entorno equitativo en la administración pública.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This study aimed to analyze the barriers and opportunities that women face in achieving female leadership in government institutions, both national and international. The research adopted a qualitative approach with a phenomenological method, applying semi-structured interviews to a sample of 879 female leaders selected from a population of 4,950. The sample was determined by seeking saturation of the data corpus. The participants came from both national (68%) and foreign (32%) institutions, including ministries, multilateral organizations and international cooperation agencies. Likewise, women with at least two years of experience in management positions in ministries (45%), multilateral organizations (30%) and international agencies (25%) were included. The Atlas.ti program was used for data analysis, including the code network, frequency and word cloud. In addition, the Sankey Co-occurrence Diagram allowed to visualize the relationships between the barriers and the facilitating factors of female leadership. The results showed that gender discrimination, deep-rooted stereotypes and the lack of effective work-family reconciliation policies are the main barriers to promoting female leadership. However, it was identified that mentoring programs, support networks and inclusion policies have had a positive impact on the empowerment and promotion of women to management positions. It was concluded that, despite advances in gender equality, institutional and cultural challenges persist that limit female leadership, which highlights the need to strengthen public policies and organizational culture to foster an equitable environment in public administration.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[administración pública]]></kwd>
<kwd lng="es"><![CDATA[igualdad de género]]></kwd>
<kwd lng="es"><![CDATA[liderazgo]]></kwd>
<kwd lng="en"><![CDATA[public administration]]></kwd>
<kwd lng="en"><![CDATA[gender equality]]></kwd>
<kwd lng="en"><![CDATA[leadership]]></kwd>
</kwd-group>
</article-meta>
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