Advancing Women in Leadership Journal
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Women Faculty Pursuing Grants: Gender Differences
Get PDFFemale faculty overall, submitted fewer proposals and had fewer proposals funded than their male counterparts.
Barriers to Upward Mobility in International Schools for Women Administrators
Get PDFIn order to cultivate the qualitites of effective leadership, women administrators must be challenged to behave in ways beyond the bounds of the conventions of academia when women are obtaining degrees and certification in educational administration, and when women are working in the international school setting, where they do not traditionally have the same opportunities and levels of decision-making that men do
Correlation of Female Trinidadians, Bermudians, Sri-Lankans\u27 Feminist Identity Development, and Self-Esteem: Reflection of Social Role Theory
Get PDFSelf-esteem and feminist identity development share symbiotic dyads. Agentic and communal characteristics shape females\u27 identity and determine whether they see themselves as products or producers of their social system and display descriptive and/ or injunctive or prescriptive patterns of behavior. The aforementioned theoretical frameworks form the backdrop for my research which involved 40 Trinidadians, 20 Bermudians, and 38 Sri Lankans females ages 18 to 64. In my quantitative methodology study, I incorporated the Feminist Identity Development Scale (FIDS, Bargad & Hyde, 1991) and Rosenberg\u27s (1965) Self-Esteem Model (RSE) to determine whether or not there was a significant correlation between Trinidadian and Bermudian females\u27 self-esteem and feminist identity development. Descriptive statistics implementing a correlation matrix with the use of Mega Stats Add-Ins with Microsoft Excel determined that no significant correlation existed between Trinidadian and Bermudian female participants for their RSE and FIDS respectively. Additionally, one way ANOVA tests showed the correlation: (a) within sample group- Trinidadian females with no significant correlation between their FIDS and RSE; (b) within sample group- Afro and Indo- Trinidadians there was no significant correlation of RSE and a slight positive correlation of .0467 between participants\u27 subscales of FIDS; (c) within sample group- there was no significant correlation between Bermudian participants\u27 RSE but a significant negative correlation between subscales of FIDS; (d) within sample group- Sri Lankan females showed a significant negative correlation between subscales of FIDS; (e) among sample groups- Bermudian, Sri Lankan, and Trinidadian females there was a significant negative correlation among their RSE and no significant correlation of their FIDS. The findings corroborate other conclusions on FIDS and RSE and the social role theory
Exploring the Mentoring Relationship among African American Women in Psychology
Get PDFHistorically, there has been a scarcity of available mentors for African American women in psychology. The diminished presence of African American female psychologists in higher education limits the availability of same-race mentors for African American students, which decreases opportunities for African American students to pursue and succeed in this field, which in turn reduces the number of African Americans pursuing teaching, research, and clinical careers within psychology. We assert that same-race/same-gender mentorship is imperative in increasing the recruitment, retention, and training of African American women in psychology. In this literature review, we seek to address the unique issues related to the mentoring experience among African American women in psychology across three different stages of professional development (i.e., undergraduate, graduate, and faculty). Finally, we provide recommendations for mentors, mentees, and academic organizations in order to foster the growth and presence of African American women psychologists
Is There Perceived Gender Disparity for Women Practicing Sports Medicine?
Get PDFTo understand the demographics of women sports medicine physicians and to determine whether they experienced gender disparity in the quality, quantity or types of clinical job opportunities. The authors surveyed women sports medicine physicians in the United States who were trained in one of the five primary care sports medicine specialties (pediatrics, emergency medicine, internal medicine, physical medicine and rehabilitation, and family medicine). The participants completed the survey on the Internet and their participation was solicited via email based on membership in the American Medical Society for Sports Medicine or board certification with the American Board of Family Medicine. A total of 300 surveys were distributed; 182 surveys were completed for a response rate of 61%. Our study revealed that women over 35 years of age covered fewer events and games as part of their sports medicine practice than women under age 35 (75% versus 89% respectively). Only 25% of women under 35 and 41% over age 35 felt that they had achieved their career goals. In addition, 60.5% of the women surveyed felt that they were compensated at a rate commensurate with their male peers and most women stated that the type and amount of clinical opportunities for women did not differ from men. Overall, women sports medicine physicians were satisfied with their careers and most work in larger communities. However, it will be important to follow the careers of women sports medicine physicians in order to better understand the nuances of their clinical practice environments that may reveal disparities in the field of primary care sports medicine
Saudi Arabia Female Students\u27 Perception of Effective Female Leaders
Get PDFThe Kingdom of Saudi Arabia witnessed significant development over the past few years. One of these developments involves the increase of female leaders in the society. The aim of this study was for the female students at Prince Mohammad Bin Fahd University taking a Leadership and Teamwork course to write an essay on a Saudi female leader and their views about effective leadership. Additionally they completed a survey to analysis female leaders and their qualities. With the realization that perceptions of effective female leaders may be different from those of men, the current research examined how Saudi female students view effective leadership of prominent Saudi women currently operating in leadership roles
Perceived Self-Efficacy, Domestic Violence and Women\u27s Ability to Break Industrial Glass Ceiling
Get PDFThe purpose of this study was to examine perceived influence of self-efficacy and domestic violence on women\u27s ability to break industrial glass ceiling and become leaders in their chosen careers. A total of 150 women working in 3 government departments in Akwa Ibom State, Nigeria comprised our study group. Participation was voluntary. Participants filled out questionnaires anonymously. Women\u27s ability to break glass ceiling was measured using industrial glass ceiling questionnaire constructed by the researchers. The self-efficacy questionnaire and the domestic violence scales, also developed by the researchers, measured self-efficacy and practices of domestic violence by women. Results showed that self-efficacy [F(1,146) = 4.85, P < .05] and the interaction of domestic violence and self-efficacy [F(1,146) = 5.95 P < .05] significantly influenced women\u27s ability to break industrial glass ceiling. We found that the nature of domestic violence — whether it was emotional or physical — differentially impacts women\u27s career aspiration depending on their levels of self-efficacy. Women who reported high self-efficacy in the midst of exposure to emotional violence made the greatest effort to break industrial barriers towards career success. In the same way, women who reported low self-efficacy in an atmosphere of emotional violence were found to perform least in ability to achieve career goals. Physical violence however showed a near-inelastic effect irrespective of whether the women were high or low in self-efficacy. We therefore suggest that partners in dual career families should denounce violence and be supportive of each other in order to boost each other\u27s (especially the wife\u27s) self-efficacy, not only to achieve career success but also to meet the labyrinth of demands that marriage has placed on each partner
Understanding Women\u27s Career Goals across Ethnic Identities
Get PDFResearch on women\u27s careers has been evolving over the last 50 years. Initially, research on men\u27s careers was used to explain women\u27s goals, barriers, and strategies; then White women\u27s careers were used to explain all women\u27s careers, regardless of race and ethnicity; finally, contemporary research breaks the homogenous, monolithic group of "women" into meaningful ethic groups. This study of 860 U.S. managerial women extends that research by comparing the career goals of White women, Black women, Asian women, and Latina women. Factor analyses show differences across all ethnic groups in how women strive for different career goals: contemporary goals (self-actualization and impact on the community), balance goals (claiming life outside of work), and conventional goals (measuring success by money and position). We offer explanations for the differences, directions for future research, and implications for women seeking leadership
Shattering the Glass Ceiling: The Leadership Development of African American Women in Higher Education
Get PDFThe purpose of this research study was to explore the intersectionality of race and gender for African American women through their lived experiences of how they developed as leaders. This qualitative study aimed to research the implications of race and gender for African American women in academia. A phenomenological research method was employed to capture the essence of the participants\u27 stories and to fully understand their common experiences. Results show that the women in the study confirmed that race and gender informed their development as leaders in academia. Five themes were generated from their stories. In general, most of them described how the intersection of race and gender affected their leadership development and career trajectories. In spite of the barriers they encountered, these women perform skillfully in an environment where inequities, negative assumptions and doubts are prevalent. Even through adversity, they carry out their responsibilities but often in an atmosphere where they constantly have to prove themselves. Yet, these African American female leaders have persevered and continue to demonstrate their ability to rise above and perform with tenacity
A Quantitative Analysis of the Personal Characteristics and Workplace Experiences of Women and Men as Professional and Community Leaders
Get PDFIn the past, the subject of leadership in women has been confined to anecdotal figures who are remarkable for their small numbers. Women leaders have emerged as a more common phenomenon in American society in the last three decades, reflecting the transition in the status of women in society. According to Dye and Strickland (1982), between 1970 and 1980, the total number of women managers and administrators in the U.S. workforce increased over 100%. However, this change has not extended through all levels of leadership. Hymowitz & Schellhardt found that by 1985 only 2.7% of the top executives and directors of AT&T were women and 8.3% and 15% of division and district managers were women. In contrast, 22% of second-level supervisors and 38.7% of first -level supervisors were women. The slow progress of women on this front has two possible explanations. One is "the glass ceiling," a term that was coined in 1986 by Hymowitz and Schellhardt, two Wall Street Journal reporters. This is an invisible barrier that blocks women from advancing to senior leadership positions in organizations. An alternative explanation to "the glass ceiling" might be a delay in the pipeline with appreciable numbers of women only now reaching the point in their careers where senior positions are available. With increasing competition for leadership positions, women will likely encounter a growing number of obstacles to promotion (Pipelines of Progress, An Update on the Glass Ceiling Initiative, 1992). In a survey of female senior executives, one-third believed that the number of female executives in their companies would remain static or decrease (Business Week, June 8, 1992).
In 1991, the author was a participant in a yearlong program run by a private, nonprofit organization for women professional and community leaders. Beginning that year, the author initiated a study of these women.
The goal of this study was to discern how factors of personal background and workplace experience compare in successful women and men leaders. It was then extrapolated that these factors might influence the course of advancement for women leaders vis a vis men leaders