The purpose of this qualitative research study was to determine the best methods for achieving key leadership roles in education. The problem was to define the qualities that are important in leadership positions and to determine how those qualities relate to the top-level positions in school systems across Tennessee. Nineteen female directors of schools were interviewed. Directors also completed the Multifactor Leadership Questionnaire (5X-Short). Characteristics of transformational and transactional leadership styles were included in the study. Most of the directors scored high on using the transformational factors (idealized influence, inspirational motivation, intellectual stimulation, individualized consideration) of leadership and on using the contingent reward style of transactional leadership. The female directors of this study perceived communication skills, a caring attitude, honesty, being a visionary, and having people skills as important leadership characteristics. Other emergent themes included the qualities of males and females in the workplace, barriers to success, and the best practices that leaders are currently using in the workplace. The retention of top leaders in education is important. The perceptions of the 19 directors of Tennessee's public schools in this study are vital in understanding how women in leadership positions work. Mentoring, peer coaching, and providing time for directors to network, collaborate, and receive quality professional development are essential practices that should be promoted and continued to retain these leaders. The implication from this study is that higher education institutions should also consider best practices for preparing future administrators to be successful. Attention should be paid to the differences in which males and females work and to the difference of personality traits and characteristics of leaders that may affect success in top-level positions in education.

Correctional leadership, especially by women, has been under examined by researchers and scholars. Some researchers have suggested that women may be more likely to exhibit transformational leadership styles, which may be effective for addressing the uniquely stressful corrections work environment and improving working conditions, yet women in corrections have remained relatively excluded from correctional leadership. Increasing women's participation in correctional leadership may involve transformational leadership and training in leadership skills, as well as gender bias relating to the correctional profession. The purpose of this quantitative correlational study was to examine the relationship between transformational leadership, leadership training, and traditional gender biases and the position held by women. Interpreted through gender bias and gender-leadership theory, the central research questions involved the relationships among transformational leadership, leadership training, and traditional gender biases and the position held by women in corrections. Utilizing an online survey, a random sample was collected of 71 female members of the National Association of Blacks in Criminal Justice and the Federal Prisons Retiree Association. A multinomial logistic regression was used to determine that transformational leadership (p = .001) was a significant predictor of job positions held by women in corrections, but leadership training (p = .065) and gender biases (p = .087) were not significant predictors. This study may lead to positive social change by providing women in corrections an avenue for increasing their job positions in corrections through cultivation of transformational leadership style.

African American women's (AAW) presence has increased in the corporate workforce, but this increase has not transferred to a comparable rise in leadership positions. The purpose of this transcendental phenomenological study was to explore the lived experiences AAW faced relating to race and gender differences that influenced their leadership development and limitations on advancement in Fortune 500 corporations. The research problem addressed in this study was the underrepresentation of AAW in senior leadership positions within Fortune 500 corporations and what can increase their representation and retention in senior level positions. The 10 participants included African American women holding senior level positions in corporate America. The concepts of race, gender, and stereotyping derived from intersectionality theory, critical race theory, black feminist theory, and racial microaggression were the foundation for the conceptual framework. The data collected through semistructured interviews were analyzed using the modified van Kaam method. Four themes emerged including race, gender, stereotyping in the workplace, and the lack of AAW led mentorship programs. The findings of this study may contribute to social change by assisting organizational leaders in policy changes to support the concerns of AAW in leadership roles around the lack of diversity and mentoring programs to increase retention and new recruitment.

Public relations is one of the fastest growing majors chosen by college students throughout the United States, and most of these students are women. This thesis attempts to define the important role that women play in the practice of public relations and to determine why female students choose this major as their desired field of study more often then men. There is a need for such a study because in 1996 women accounted for only 37 percent of managers in marketing, advertising, and public relations, although they comprised 62 percent of all public relations specialists in this country. This research study seeks to outline the arguments for and against gender diversity efforts, within public relations practice, and to examine the motivations female college students may have for entering such a tumultuous field. To accomplish this purpose, this study will also borrow from established research in academic interest and career development in general.

<p>With the ambitions to rehabilitate individuals with different kinds of work disabilities through work, the government owned Samhall AB has a long history as labour market measure in Sweden.</p><p>To show Samhall AB its importance, the company has requirements to fulfill the goal that around 5 percent of their employees, at Samhall AB, every year shall be transferred to an employment outside the company, which is called transition. Unfortunately since this goal was introduced it also created several dilemmas. One dilemma is the long lasting female under representation in transitions from Samhall AB to the regular labour market.</p><p>The essays main task is to investigate the factors behind the female under presentation in transition from Samhall AB through a genus perspective and by using quantitative and qualitative method.</p><p>The main conclusions are that female under representation in transitions from Samhall AB are basically caused by structural factors. Samhall AB’s strong industrial tradition and particularly the strong segregation between female and males on the regular Swedish labour market may inhibit females in their transitions. It also seems that Samhall AB has problems with transitions to the public service which bear a large female work force and probably is an important factor that inhibits female transitions. Even wages and employment may effect female representations in transitions. Typical female jobs on the regular labour market have in general both lower wages and lower length of service. This may lead to a bigger and smaller gap, a bigger and lower incentive to leave Samhall AB to the regular labour market which also may affect female and their representation in transition.</p> / <p>Med ambitionerna att rehabilitera arbetshandikappade genom arbete vilar det statligt ägda Samhall AB på en lång historia som arbetsmarknadspolitisk åtgärd i Sverige.</p><p>För att visa på företagets betydelse som ett arbetsinriktat rehabiliteringsinstrument på den svenska arbetsmarknaden har Samhall AB krav på sig att uppfylla målet att 5 procent av de anställda lämnar företaget för anställning utanför Samhall varje år, i det som inom Samhall kallas för övergång. Procentmålet har sedan dess uppkomst dragits med flera dilemman. En av dessa är den varaktiga underrepresentationen av kvinnor i övergångarna ifrån Samhall AB till den reguljära arbetsmarknaden.</p><p>Uppsatsens har med ett genusperspektiv och med hjälp av kvalitativ och kvantitativ metodik, utrett de faktorer som ligger till grund för den kvinnliga underrepresentationen i övergångar ifrån Samhall AB.</p><p>Av resultatet tycks den kvinnliga underrepresentationen främst bero på strukturella grunder. Här återkommer de tidigare uppfattningarna om Samhalls starka manliga industritradition och i synnerhet den könsuppdelning som råder mellan män och kvinnor på den svenska arbetsmarknaden vilket troligtvis hämmar övergångar bland kvinnor. Uppsatsen har även uppmärksammat de svårigheter Samhall AB tycks ha med övergångar till kvinnodominerade yrken inom den offentlig sektor, vilket tordes utgöra en betydelsefull faktor till kvinnors lägre övergångsandel. Även lönesättningar och anställningsformer kan efter enligt uppsatsens resultat påverka kvinnors incitament att söka sig till den reguljära arbetsmarknaden. Samhallanställda kvinnor som har ambitioner att söka sig till kvinnodominerade yrken möter i många fall en arbetsmarknad med generellt lägre löner och spridda anställningsformer. Detta förhållande skulle kunna leda till ett större och mindre gap mellan män och kvinnor, vilket i sin tur kan ge skillnader mellan könens incitament att söka sig till ett arbete på den reguljära arbetsmarknaden. Enligt uppsatsens resultat skulle alltså detta kunna vara en betydelsefull faktor som påverkar kvinnor och deras lägre övergångsandel inom Samhall AB.</p>

<p>Using mainly quantile regressions, this paper evaluates the gender wage gap throughout the conditional wage distribution in Sweden. The gender wage is found to increase at the upper tail of the wage distribution, indicating an enforcement of the glass ceiling effect recorded in earlier studies.</p><p>The results also indicate that the earlier noted trend of diminishing wage differences at the bottom of the wage distribution now is turning. The increase of overall wage inequalities coincides with a general increase in wage dispersion among high-income and low-income individuals. It is also noted that there are substantial differences in returns to productivity characteristics between the public and the private sectors, and that both the highest and the lowest unexplained gender wage gap is found in the public sector.</p>

This study focuses on the experimental and theoretical analyses of radiant ceiling performance and on the use of their simulation models as commissioning tools. A steady state model of such system appears to be an appropriate tool for preliminary calculation, design and diagnosis in commissioning processes. Therefore, the main objective is to support a Functional Performance Test of the system in order to verify the radiant ceiling performance in cooling and/or heating modes. A series of experimental results obtained for seven types of cooling ceilings are used in order to validate this model. A dynamic model is also proposed to interpret the interactions of the radiant ceiling system with its environment (walls, facade, internal loads and ventilation system). This dynamic model is used to support a global commissioning procedure, to verify the radiant ceiling behavior and to evaluate the comfort conditions of the occupants. In this modeling the resultant temperature is calculated as a comfort indicator, as it depends strongly on the transient variation of the surface temperatures in the room. Dynamic tests in heating and cooling mode are used to validate the model. As an example of model application, the cooling ceiling system of a commercial building in Brussels is experimentally evaluated. Commissioning test results show that the influence of surfaces temperatures inside the room, especially the facade and ventilation are significant and that the radiant ceiling system must be evaluated together with its designed environment and not as a separate HVAC equipment.

Using mainly quantile regressions, this paper evaluates the gender wage gap throughout the conditional wage distribution in Sweden. The gender wage is found to increase at the upper tail of the wage distribution, indicating an enforcement of the glass ceiling effect recorded in earlier studies. The results also indicate that the earlier noted trend of diminishing wage differences at the bottom of the wage distribution now is turning. The increase of overall wage inequalities coincides with a general increase in wage dispersion among high-income and low-income individuals. It is also noted that there are substantial differences in returns to productivity characteristics between the public and the private sectors, and that both the highest and the lowest unexplained gender wage gap is found in the public sector.

With the ambitions to rehabilitate individuals with different kinds of work disabilities through work, the government owned Samhall AB has a long history as labour market measure in Sweden. To show Samhall AB its importance, the company has requirements to fulfill the goal that around 5 percent of their employees, at Samhall AB, every year shall be transferred to an employment outside the company, which is called transition. Unfortunately since this goal was introduced it also created several dilemmas. One dilemma is the long lasting female under representation in transitions from Samhall AB to the regular labour market. The essays main task is to investigate the factors behind the female under presentation in transition from Samhall AB through a genus perspective and by using quantitative and qualitative method. The main conclusions are that female under representation in transitions from Samhall AB are basically caused by structural factors. Samhall AB’s strong industrial tradition and particularly the strong segregation between female and males on the regular Swedish labour market may inhibit females in their transitions. It also seems that Samhall AB has problems with transitions to the public service which bear a large female work force and probably is an important factor that inhibits female transitions. Even wages and employment may effect female representations in transitions. Typical female jobs on the regular labour market have in general both lower wages and lower length of service. This may lead to a bigger and smaller gap, a bigger and lower incentive to leave Samhall AB to the regular labour market which also may affect female and their representation in transition. / Med ambitionerna att rehabilitera arbetshandikappade genom arbete vilar det statligt ägda Samhall AB på en lång historia som arbetsmarknadspolitisk åtgärd i Sverige. För att visa på företagets betydelse som ett arbetsinriktat rehabiliteringsinstrument på den svenska arbetsmarknaden har Samhall AB krav på sig att uppfylla målet att 5 procent av de anställda lämnar företaget för anställning utanför Samhall varje år, i det som inom Samhall kallas för övergång. Procentmålet har sedan dess uppkomst dragits med flera dilemman. En av dessa är den varaktiga underrepresentationen av kvinnor i övergångarna ifrån Samhall AB till den reguljära arbetsmarknaden. Uppsatsens har med ett genusperspektiv och med hjälp av kvalitativ och kvantitativ metodik, utrett de faktorer som ligger till grund för den kvinnliga underrepresentationen i övergångar ifrån Samhall AB. Av resultatet tycks den kvinnliga underrepresentationen främst bero på strukturella grunder. Här återkommer de tidigare uppfattningarna om Samhalls starka manliga industritradition och i synnerhet den könsuppdelning som råder mellan män och kvinnor på den svenska arbetsmarknaden vilket troligtvis hämmar övergångar bland kvinnor. Uppsatsen har även uppmärksammat de svårigheter Samhall AB tycks ha med övergångar till kvinnodominerade yrken inom den offentlig sektor, vilket tordes utgöra en betydelsefull faktor till kvinnors lägre övergångsandel. Även lönesättningar och anställningsformer kan efter enligt uppsatsens resultat påverka kvinnors incitament att söka sig till den reguljära arbetsmarknaden. Samhallanställda kvinnor som har ambitioner att söka sig till kvinnodominerade yrken möter i många fall en arbetsmarknad med generellt lägre löner och spridda anställningsformer. Detta förhållande skulle kunna leda till ett större och mindre gap mellan män och kvinnor, vilket i sin tur kan ge skillnader mellan könens incitament att söka sig till ett arbete på den reguljära arbetsmarknaden. Enligt uppsatsens resultat skulle alltså detta kunna vara en betydelsefull faktor som påverkar kvinnor och deras lägre övergångsandel inom Samhall AB.

Past research reveals that fewer women than men possess top management positions and statistics imply that in Sweden only 24 percent of all board members are women (European Commission, 2008). Gender differences are even more obvious in the private sector and this is the reality facing today’s graduates, regardless of the fact that the number of female and males taking a business degree in Sweden is approximately the same (SCB, 2006). The purpose of this study is to examine if networking can influence women’s career development. Networking and social capital is argued to be a vital tool for career development (Yukl, 2006), and former studies present information that men and women take advantage of their networks rather differently (Burke, Rothstein and Bristor, 1995). However, as the researchers approached the subject, supplementary factors for advancing up the corporate ladder were identified. Theories regarding female leadership, female career progression and the glass ceiling are therefore taken into consideration as vital factors for career development. In order to carry out this study a qualitative approach was chosen, and five business women were interviewed, all considered proficient of the subject. The main conclusion derived from the interviews demonstrates that formal networks were less important than informal networks in order to overcome career obstacles and advance professionally. The networks that were considered most beneficial for the interviewees were the ones that evolved naturally and were reciprocal. Moreover, pure female networks were not considered as valuable as mixed networks since men more often possess access to important information than women. Having a mentor was considered vital at top positions since it provides support and further enhances information sharing. However, the results led to conclude that an additional key success factor for female career development was connected to leadership style; and having a transformational leadership style with transactional characteristics was concluded as most beneficial. Furthermore, the interviewees highlighted the importance of possessing the right personal traits and also to share the responsibilities for home and family life with one’s partner. This study is assumed to be interesting for women in their career with ambitions to reach the top of the corporate ladder. It is also assumed to be interesting for network organisations to use as a benchmark tool.