Thesis (Ed. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 172-182). Also available on the Internet.

Thesis (Ph. D.)--West Virginia University, 2002. / Title from document title page. Document formatted into pages; contains ix, 261 p. : ill. Vita. Includes abstract. Includes bibliographical references (p. 220-249).

Thesis (Ed. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 172-182). Also available on the Internet.

Gender is perhaps the most significant social category in human society. According to Maccoby and Jacklin (1974), the influence of gender is apparent in all known languages, past and present, and serves to distinguish the role differences in society. Gender may be seen as the primary basis for human differentiation and serves as a powerful incentive for this study. The study was conducted at the University of Kwazulu-Natal (UKZN) to gain a better understanding of the differences in leadership styles and the significant role that gender plays in leadership. The aim of the study was to highlight gender differences in leadership styles, gender discrimination, the break in the ‘glass ceiling’ and the stereotyping of male and female leaders. The objective of this study was to determine if there were any differences in leadership styles based on demographics, perceptions and past research. The questionnaire was designed around the objectives of the study. Participants were invited to participate in a web based survey using the on-line software programme QuestionPro. The University of Kwazulu-Natal employs 4361 staff. In terms of a number of sample size tables, 384 is the recommended minimum sample size. Links to the online questionnaires were sent to all employees however, only 64 people responded even after numerous attempts were made to increase the sample. The findings revealed that 64.4% of respondents preferred to be led by a male leader and 35.6% of respondents preferred to be led by a female leader. In contrast, 67.31% of respondents disagreed that they respond more positively to male leaders and 17.13% strongly disagreed. A salient feature of this study is that, while participants still prefer to be led by a male leader, the majority of the participants felt that there was no difference in the leadership styles of men and women and that the gender of their manager did not impact on their work performance. The study can be of benefit to anyone that is currently in a leadership role or someone that is has been identified by the organisation to be placed in a leadership role in the future. It is also of great value and benefit to women in leadership roles as this study addresses gender discrimination and the obstacles that women face in the workforce. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

The position of director of intercollegiate athletics represents the highest administrative position in athletics in colleges and universities. During the days of the Association for Intercollegiate Athletics for Women (AIAW), 90% of the women's programs were coached and administered by women. Shortly after the implementation of Title IX in 1972, this trend began to change and most women's programs began to fall under the leadership of male coaches and administrators. During the summer of 1982, the National Collegiate Athletic Association (NCAA) took control of the AIAW forcing women administrators to take a backseat to their male colleagues. This lack of administrative and coaching representation has also resulted in fewer role models for female athletes.This study was designed to compare the qualifications of men and women directors of intercollegiate athletics to determine if the women must be more qualified than theirmale counterparts to hold the same position. This study may also serve as a blueprint for women in athletics as to the qualifications and experiences necessary in their attaining a position of director of intercollegiate athletics.The results of a survey questionnaire to 200 male directors of NCAA Division I, II, III, and NAIA colleges, with a return rate of 52.3%, were compared to an early study conducted on female directors to determine if the qualifications between the two genders were different. The educational results were very similar between the two genders, with both maintaining that a master's degree was extremely important in attaining their positions. Both genders also confirmed that at least one year of experience in athletic administration was crucial to their appointment as director of athletics.In examining the qualifications of both men and women who hold athletic administrative positions, it was not conclusive that educationally or professionally, the women were more qualified than their male colleagues. The responses to the survey by both men and women were very similar in their beliefs of what was important in attaining their current positions. / School of Physical Education

Two primary purposes were attendant to the study. The first purpose was to identify(from a list of support elements for black student retention deemed important from a study of the literature) the support elements present at 400 predominantly white colleges as perceived by the directors of their minority affairs/student affairs departments. The population for the study was colleges and universities with at least 1000 students and at least a 2% and no more than a 12% black student population. From the population a random sample of 400 colleges were selected from the 48 states in the continental United States. The minority/student affairs personnel from this sample were polled.A secondary purpose was to have these same personnel give their opinions as to the effectiveness of each support element and to rank them as to their effectiveness. The following findings were noted:1.Eleven of the elements listed were represented as part of the retention program for black students at 50% or more of the respondent colleges and universities.2. Those retention elements which numbered in the top five in importance to black student retention, that received the most responses were presidential commitment, black faculty members at all levels, committment to multiculturalism, increased financial aid, faculty/peer counselling and deal quickly with racism. Presidential committment was listed as among the five most important elements 9ltimes or 55.4% of the returns.3.When the percentages of weight that these respondents gave to cultural vs academic support was averaged, academic support was considered more important (63.0272) thancultural support (36.1967).4. There was a significant correlation at the .003 level between the number of retention support elements utilized by each respondent college and the retention rate of black students at the end of the student's first year. / Department of Educational Leadership

The purpose of this naturalistic qualitative inquiry was to determine perceptions of experiences of nontraditional African American nursing students regarding their persistence in or departure from a baccalaureate degree nursing program. The literature reflects that although more people of color are enrolling in higher education, graduation rates remain dismal. Many studies have examined the problem from an institutional viewpoint with a focus on retention and attrition. The present study laid out a blueprint for qualitative research and focused on the individual student so that the problem was approached from the angles of persistence and departure. A bi-polar model of this educational issue was proposed to demonstrate this concept.Convenience sampling was used to identify participants who were assigned to separate focus groups. One group was composed of participants who were departers due to academic dismissal. The second group was composed of participants who persisted and were either currently enrolled or had graduated. Interview guides were developed and participants were interviewed in a focus group setting, followed by individual interviews. Data analysis identified emergent themes from the transcribed interviews that fell into the categories of educational climate, myth of homogeneity, and desire for a level playing field.The findings suggest that African Americans attending predominantly White institutions continue to face racism and oppression, supporting the conclusion of previous researchers on these issues. Implications from this study concluded that to reflect the changing demographics in society, higher education and specifically nursing education must become more inclusive.The conceptual framework for this study was based on the theories of McClusky (1963) from the field of adult education; and Tinto (1975, 1993) prominent in the field of higher education. McClusky's Power/Load/Margin Theory was found to be minimally supportive in describing the experiences of nontraditional African American BSN students. Participants identified barriers that related solely to their status as African Americans and thus eroded the level of Margin. Tinto's longitudinal model of institutional departure was found to be applicable to students who leave due to academic dismissal, an area not previously addressed in the model. Recommendations for further research were given. / Department of Educational Leadership

Thesis (Ph. D.)--Ohio University, 2006. / Includes bibliographical references (leaves 197-212). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Thesis (M.A.)--University of Toronto, 2005. / Includes bibliographical references (leaves 118-123).

Thesis (D.Ed.) in Educational Leadership--University of Maine, 2005. / Includes vita. Includes bibliographical references (leaves 242-264).