732 research outputs found
Sort by
Dames Paving Pathways to Directorships. A Study About Female Leaders in Art Museums in the United States
No full textPurpose: The purpose of this qualitative phenomenological study was to examine and describe the career pathways of female art museum directors in the United States
Methodology: This phenomenological study described lived experiences of eight female art museum directors with over five years of directorship experience from museums with operating budgets over $10 million and in states that receive the highest private funding: CA, DC, IL, MA, NY, OH, PA, and TX. Data collection consisted of in-depth interviews using a scripted interview guide in research categories: a) motivation; b) career advancement; c) barriers; and d) support.
Findings: All major findings were evaluated by the theoretical framework and followed a phenomenological research methodology utilizing the four research categories. Eleven major findings effectively answered research questions and two unexpected findings were intrinsically related to all four research categories contributing to a comprehensive examination.
Conclusions: Four conclusions were successfully derived from findings and synthesized with the literature providing evidence of shared lived experiences: a) Female art museum directors are motivated by cultural work because they are genetically prepared to assume positions for public will; b) Female art museum directors advanced their careers as visionary leaders and brought change to societies through art and cultural work; c) Female art museum directors apply different strategies to overcome gender bias, but their main strength is self-reliance; and d) Female art museum directors do not expect support but are willing to support others.
Recommendations: Three future research recommendations were suggested to prominently position this topic within existing literature
Grounded Roots Applied to Women Presidents in the California Community Colleges System
No full textPurpose: The purpose of this explanatory mixed methods study was to identify and describe what exemplary female presidents in California community colleges do to stay grounded and maintain physical, emotional, intellectual, social, vocational, and spiritual health.
Methodology: This mixed methods study identified and described the perceptions of 16 women presidents in the California Community Colleges system regarding strategies they use to remain grounded in their current positions. Respondents were purposively chosen based on specific criteria. Data were gathered through the Stay Grounded survey from 16 participants and interviews with 5 of the participants. Quantitative data were tabulated to determine mean scores, frequency distributions, and standard deviations. Qualitative data were organized into 19 themes.
Findings: Analysis of the data revealed 6 findings related to all areas of grounded health. Exemplary female presidents in the California community colleges stay grounded through strategies. They practice mind-body awareness, have high emotional intelligence and awareness, create collaboration through active listening and being open-minded, are authentic and transparent to build stronger relationships, value serving others, and above all stay grounded by their commitment to the community college mission.
Conclusions: Five conclusions were drawn from the data and findings. The conclusions are that exemplary female California community college presidents (a) use physical activity to create workplace relationships and foster rewards beyond health, (b) practice mind-body awareness to manage stress and conflict, (c) model emotional awareness and self-control that builds a culture of trust, (d) use active listening and intentional inclusion to create a collaborative culture, and (e) intentionally support other leaders on their leadership journey.
Recommendations: Further research is recommended to compare this study by gender, different levels of administration, and different college systems; during a time of non-COVID-19 restrictions; on specific grounded areas of health that had notable results in this study; and in a meta-analysis on the thematic research team’s findings.
Keywords: women, college presidents, presidential turnover, California community colleges, higher education, women in academic leadership, barriers to women in leadership, grounded leaders, grounded health, wellness, leadership, stress, higher education, CEO retention
The Student Voice: Experiences of First-Generation, Adult, Latino Male Tutees Learning within a Peer Tutoring Environment
No full textPurpose: The purpose of this qualitative, single-site case study was to identify and describe the lived experiences of first-generation, adult, Latino male tutees utilizing peer tutoring services within the Solano Community College (SCC) learning assistance center (LAC), concerning readiness, challenge, support, and balance as they applied to motivation to learn and personal academic growth.
Methodology: Fifteen participants were selected through a purposeful sampling process, and data were collected and analyzed through semi-structured, open-ended interviews to develop common themes with tabulated results presented via frequency tables.
Findings: First-generation, Latino, male tutees (1) sought tutors who were confident in the subject matter, (2) learn better when the tutors are culturally responsive, (3) are more motivated to learn when they experience high levels of engagement, (4) learn and grow best in a learning environment that is adaptable in meeting their schedule, (5) find that their academic progress is influenced by responsibilities encountered by the individual, and (6) possess reduced levels of stress when support is received in peer tutoring sessions.
Conclusions: As a result, this study supported Laurent Daloz’s model for mentoring relationships, which formed a more comprehensive understanding of what motivates students to learn in a peer tutoring learning environment.
Recommendations: Further research is recommended to investigate areas within student support services that can be improved to meet the academic and non-academic needs of first-generation, Latino, male students
Common Ground Leadership in California Private, Nonprofit Colleges and Universities: Transformative Behaviors in the Higher Education Field
No full textPurpose: The purpose of this qualitative research was to discover and describe how exemplary private, nonprofit college and university presidents accomplish common ground and attain breakthrough results through the utilization of 6 domains of conflict transformation: collaboration, communication, emotional intelligence, ethics, problem-solving, and process. This research was achieved through the examination of the lived experiences of higher education presidents with firsthand experience of conflict transformation. These outstanding academic executives were selected through a criterion sample based on their background, knowledge, and experience.
Methodology: The data collection of this thematic, phenomenological study included one-on-one, open-ended personal interviews that considered the experiences, perceptions, and interpretations of these successful leaders and their understanding of how to work through and transform conflict to establish common ground. This becomes particularly important considering the challenges and opportunities manifested in a fluid and dynamic higher education landscape impacted by global and campus seismic cultural and economic shifts leading to the significance of the role of private university and college presidents.
Findings: The literature and findings of this research study supported the use of the conflict transformational behaviors of collaboration, communication, emotional intelligence, ethics, problem solving, and process in order to transform conflict and achieve breakthrough results. The information and results of this study were combined with the findings of the other researchers within the thematic team who were studying exemplary leaders and finding common ground in other professional fields.
Recommendations: Further research should be conducted to discover if these conflict transformational behaviors pertain to other leadership positions within private, nonprofit colleges and universities. Furthermore, a study should be utilized to determine whether these transformational behaviors also apply to private, nonprofit presidents and other leadership positions in other geographical areas and also comparing institutions to each other past and present
The Phenomenological Study on the Impact of Servant Leadership for Establishing a Culture of High Performance as Perceived by High School Principals
No full textPurpose: The purpose of this phenomenological study was to explore and describe the perceived impact of Patterson’s (2003) 7 servant leadership constructs on high school principals in establishing a culture of high performance.
Methodology: The qualitative phenomenological method was decided by 8 thematic researchers to study the high school principals’ perceived impact of the 7 servant leadership constructs developed by Patterson (2003) on establishing a culture of high performance. This method was selected to investigate the experiences, perceptions, and impact of the participants to help identify how the establishment of a culture of high performance in a high school setting is achieved. The population for this study was high school principals within Riverside County.
Findings: The qualitative data from the 8 high school principals participating in this study indicated a variety of findings. The data revealed 15 themes and 233 references across the 7 servant leadership constructs. There were 15 key findings and 15 major findings.
Conclusions: The study supported five conclusions drawn from the data findings that described the perceived impact of the 7 servant leadership constructs for establishing a culture of high performance for high school principals. Principals who established a culture of high performance must (a) allow for construct alignment, (b) empower staff and stakeholders, (c) foster relationship building, (d) show genuine care for others, (e) create a spirit of service.
Recommendations: Further research is recommended on the seven servant leadership constructs. The study should be replicated at high schools nationwide to gain national perspective. A comparative study should be conducted between high school principals and assistant principals who’ve adopted Patterson’s servant leadership constructs. A quantitative study would provide insight into use of servant leadership constructs and its correlation to high levels of student performance. A comparative qualitative study should be done to engage principals of high and low performing schools. Another thematic team should continue the study how servant leadership impacts a culture of high performance in schools with underrepresented populations
A Sequential Explanatory Mixed Methods Study of the Strategies That Chief Human Resources Officers Use to Create a Culture of Inclusiveness
No full textPurpose: The purpose of this sequential, explanatory mixed methods study was to identify and describe the leadership strategies that exemplary chief human resources officers (CHROs) of K-12 school districts use to create an organizational culture of inclusiveness using Kennedy’s (2008) 5 leadership qualities of cultural differences.
Methodology: This research study utilized quantitative surveys and qualitative interviews of 13 exemplary CHROs in Riverside, San Bernardino, and Orange counties in Southern California to identify and describe the strategies used to create an organizational culture of inclusiveness according to Kennedy’s (2008) 5 qualities of cultural differences.
Findings: The findings of the study reveal that exemplary CHROs understand that creating a culture of inclusiveness is important to achieving the goals of the school district and leads to a respectful and accepting environment, ensures that the needs of students, staff, and the community are met, and enriches the school district. The study produced 7 findings and 4 unexpected findings based on the quantitative survey results and qualitative themes as defined by Kennedy’s (2008) 5 leadership qualities of cultural differences.
Conclusions: The study produced 8 conclusions, drawn from the data analysis of exemplary CHROs. Creating a culture of inclusiveness is not a static process and consists of engaging in diverse hiring practices, getting to know people and their differences, taking personal responsibility for actions and behaviors to model inclusive practices, using influence to encourage others to embrace inclusive practices, fostering inclusive environments, encouraging feedback and collaboration, and providing professional development and training to support the development to support a culture of inclusiveness.
Recommendations: Further research is needed to assess and evaluate the effectiveness of the strategies identified in this study. Several research recommendations include the replication of the study of charter and private school CHROs to compare strategies; a Delphi or meta-analysis professional development trainings related to supporting culturally inclusive environments; a correlational study of the effect of identified inclusive strategies on K-12 employees; a Delphi or phenomenological study of CHROs of color in K-12 and their strategies. Moreover, a correlational study of strategies across and between the thematic team members is recommended
A Delphi Study of the Most Desirable Qualifications for Selecting Entry-Level School Site Administrators with no Prior Administrative Experience
No full textPurpose: The purpose of this policy Delphi study was to identify the qualifications expert K-12 Human Resources administrators identify as most important when selecting a candidate with no prior administrative experience for an entry-level administrative position. It was also the purpose to have the experts rate the importance of the identified qualifications and have the experts describe what they look for in the top-rated identified qualifications.
Methodology: The research design used a Delphi approach allowing data collection from a panel of experts. The Delphi study collected qualitative and quantitative data during various rounds of electronic surveys. The electronic surveys consisted of open-ended questions in Round 1 and Round 3, while Round 2 was a Likert scale rating which returned quantitative data from the expert panel.
Findings: The initial round returned 26 desirable qualifications to be rated in round 2. The top four qualifications resulted in a tie for first and a tie for third. The four top-rated qualifications returned a total of eleven findings.
Conclusions: The study had three major conclusions. The first was associated with the imperative need to be able to build relationships by leveraging interpersonal skills, emotional intelligence, and effective communication. The second conclusion revolved around ensuring an accurate way to measurable or evaluate a desirable qualification. The final conclusion targeted a candidate\u27s need to intrinsically desire to serve others.
Recommendations: Eight total recommendations for future research are provided to further advance the body of literature and collective knowledge around the hiring of inexperienced entry-level school administrators
Phenomenological Study on the Lived Experience of Black Women in Positions of Leadership in California State Government
No full textPurpose: The purpose of this phenomenological study was to explore the lived experiences of Black women in their roles as leaders in the California state government with respect to support received and barriers encountered.
Methodology: The phenomenological qualitative study involved exploring the lived experiences of 12 Black women in positions of leadership in northern California state government with regard to the supports they received and the barriers they encountered during their careers in California state government. Patton (2015) asserted that phenomenology\u27s philosophical interpretation occurs when individuals only know what they experience. Additionally, to fully understand the phenomenon, it must be described, explicated, and interpreted (Patton, 2015, p. 116). In-depth interviews were conducted virtually via Zoom. Study participants answered eight semi-structured questions using an open-ended protocol to examine the supports received and barriers encountered. Observation and triangulation were utilized, and the data were coded for emergent themes.
Findings: The analyzed data resulted in 32 themes and 146 references. Sixteen major themes emerged identifying the study participants\u27 supports received and barriers faced.
Conclusions: After reviewing the literature and interviewing 12 Black women in former or current leadership positions within California state government, the researcher concluded that Black women remain underrepresented in leadership positions in northern California state government.
Recommendations: Based on the findings from this study, three recommendations were put forth for future research to advance the understanding of how to examine and improve the underrepresentation of Black women leaders in California state government
Vocational Education: CNA Students’ Perspectives of Soft Skills in Training and The Workplace
No full textPurpose: The purpose of this quantitative study was to identify CNAs’ perceptions about the most important soft skills used by CNAs in training and the workplace.
Methodology: This quantitative research study identified CNAs’ perceptions of the most important soft skills they used based on the composite model for soft skills. CNAs were selected based on purposeful sampling. Likert scores were collected from the survey responses.
Findings: Examination of the quantitative data from the 35 CNAs revealed that brainstorming is the most important collaboration soft skill in CNA training and the workplace.
Conclusions: Results based on the findings of this study observation and reflection are the most important soft skills for CNAs in training and the workplace. These soft skills must be administered with sensitivity as we deliver patient care.
Recommendations: This study was limited to a few organizations in Northern California for CNAs to examine CNAs in training and the workplace. Further investigation into soft skill training and implementation in all health care education programs and professional rotation programs would be beneficial
A Qualitative Analysis of Associate Degree Nurses’ Perceptions of Motivators and Barriers to Return to School for a Bachelor of Science in Nursing Degree
No full textPurpose: The purpose of this qualitative phenomenological study was to understand and describe the perceived motivators and barriers of nurses with ADNs working in the California health care system to return to school for a BSN using Herzberg’s two-factor principles of motivation and hygiene.
Methodology: This phenomenological qualitative study described the lived experiences of ADNs working in the California Association of Public Hospitals and Health Systems located in the Inland Empire to return to school for a BSN. Through purposeful sampling, the researcher selected 12 ADNs with working experience of 10 years or more.
Findings: The data analysis resulted in 24 themes across the 2 research questions. Ten major findings emerged from the data relating to the lived experiences of nurses with ADNs. The findings on perceived motivators revealed 5 emerging themes, namely employer expectation, keep my job, career advancement, job qualifications, and keep up-to-date professionally. The finding on perceived barriers discovered 5 emerging themes, namely balance of personal, career, education, study skills, inadequate staffing, personal protective equipment, and cost of education.
Conclusion: The conclusions show that (a) ADNs enrollment in a BSN program will increase when pressured by their employer; (b) when employers provide career advancement opportunities, ADNs will be motivated to enroll in BSN degree programs; (c) ADNs are motivated to enroll in BSNs programs by the possibility of increased knowledge and skills that improve patient care; (d) ADNs who do not have a balance of their personal, career, and educational life will not pursue the BSN degree program; and (e) the lack of financial resources will result in ADNs not enrolling in a BSN program.
Recommendations: There are recommendations to conduct further research to broaden the scope and add to the current body of literature available