The purpose of this study was to describe through qualitative inquiry the professional identity that emerges as a woman attains the superintendency and to delineate those factors that facilitate and contribute to successfully attaining the superintendency. The research questions guiding the study were: (1) What patterns, themes, or trends emerge that characterize how female superintendents shape their professional identities? (2) What strategies do female superintendents use in establishing their professional identities? (3) What are the keys to successful entry into the role of superintendent? (4) Do female superintendents encounter "glass ceilings" on the way up to the position, and if, so, how are they overcome? The research design was a qualitative interview approach with descriptive methods of data collection. Seven participants were selected purposely through expert nomination on the bases of their availability, their willingness to participate, and their knowledge and experiences as women in educational leadership positions. Selections were also made according to size and geographic location of districts in which the superintendents worked, in order to study the possible differences and similarities in divergent settings. After data (interviews, informal conversations, interviewer's observation and reflective notes) had been gathered, it was coded using domain analysis onto matrices and from these matrices, conclusions were drawn through noting patterns and themes and making comparison and contrasts. The outcomes of this study identified that female superintendents acquisition to the position were enhanced by varied job opportunities and strong support of mentors. Themes identified in the development of a woman's professional identity through their shared stories and narratives were Makes a Difference for Kids, Powerful Personal Motivation and Drive, Thirst for Knowledge and Experience, and Knowing the Politics. Additionally, other themes explored based on the data analysis were pathways to the superintendency, mentors, supportive spouses, and perceived barriers. Findings did identify the following perceived barriers that limited advancement to the superintendency: difficulty in usurping male dominance in the position, stereotyping, and a woman's self imposed barriers. The women superintendents suggested strategies and made recommendations to aspiring female administrators. / Ed. D.

No description available.

Іnеquаlіtіеs іn thе rерrеsеntаtіоn оf wоmеn іn hіghеr аdmіnіstrаtіvе рublіс sсhооl роsіtіоns аrе а рrоduсt оf hіstоrісаl аnd sосіеtаl раttеrns (Byrd-Blаkе, 2000). Thеsе раttеrns hаvе dеtеrmіnеd thе соnstrаіnts wоmеn hаvе fасеd аnd соntіnuе tо fасе whеn thеy аttеmрt tо оbtаіn аdmіnіstrаtіvе роsіtіоns іn рublіс educational sсhооl systеms. Shаkеshаft's (1999) study revealed thаt wоmеn rерrеsеnt thе mаjоrіty оf thе tеасhіng рrоfеssіоn in public education (83.5%), but thеy rерrеsеnt approximately 14% of thе mіnоrіty оf tор lеvеl аdmіnіstrаtіvе роsіtіоns іn рublіс еduсаtіоn. Ассоrdіng tо Dаvіеs-Nеtzlеy (1998), wоmеn соntіnuе tо bе аt thе bоttоm оf thе соrроrаtе оrgаnіzаtіоnаl сhаrts, hаvе fеwеr сhаnсеs fоr аdvаnсеmеnts, аnd еаrn lеss іnсоmе thаn mеn іn sіmіlаr роsіtіоns. Out of the nations 13, 728 k-12 public school superintendents, 1, 984 are women (AASA, 2000). Thіs lасk оf gеndеr bаlаnсе аnd rеlаtеd іnеquіtіеs rаіsеs thе quеstіоn оf whеthеr wоmеn аrе trеаtеd іnеquіtаbly wіth rеgаrd tо nаtіоnаl stаtіstісs оn аdmіnіstrаtіvе hіrіng. Ассоrdіng tо thе Lоuіsіаnа Stаtе Dіrесtоry (2007), 20 оf thе stаtе 64 suреrіntеndеnts аrе wоmеn. Yеt, the number of k-12 public school wоmеn superintendents rеmаіn disproportionate to the number of women serving as classroom teachers. This study examined thе саrееr раths оf five wоmеn suреrіntеndеnts, thеіr suссеssеs, strugglеs, аnd bаrrіеrs tо k-12 рublіс sсhооl suреrіntеndеnts іn thе stаtе оf Lоuіsіаnа. Іn аddіtіоn, thе undеr-rерrеsеntаtіоn оf wоmеn suреrіntеndеnts іn thіs stаtе wаs іnvеstіgаtеd thrоugh іntеrvіеws, оbsеrvаtіоns, аnd dосumеnt аnаlysis.

Women continue to be underrepresented in superintendent roles in public schools. The purpose of this narrative inquiry was to explore the lived experiences and perceptions of women superintendents regarding the professional and personal factors that impacted their ability to be promoted to the position of superintendent in Texas public school districts. I applied role congruity theory (RCT) to participants' shared stories to ascertain how their promotion to the superintendency was affected by gender-related role stereotypes. Based on that lens, my findings revealed that every woman believed both formal and informal mentorship and networking opportunities were critical factors in being promoted to the superintendency and their continued success in that role; they perceived they had control over deciding how to balance family and work-life, they agreed they needed to have a supportive family; they perceived that hard work was directly correlated to promotion to or success in the superintendency, more so than gender. While each of the women may have experienced gender-related issues in their career, none perceived that gender-related issues impacted their ability to be promoted. Most of my participants said the career path they followed was a factor, and suggested that other women should be strategic about which superintendent position they should accept. As a result of my findings, I make recommendations that should be offered to women who want to pursue the superintendency and for future research.

No description available.

This study considered how being Latina, and all the variables inherent in gender and ethnicity intersect when a Latina is a public school district superintendent in Texas; specifically, how a Latina superintendent effectuates meaningful and productive superintendent-board relations. The study employed a phenomenological approach, and utilized semi-structured interviews, collection of artifacts, researcher observations, and a board of education member survey. Through the interpretivist paradigm, elements of gender role theory permeated the study. The notion of the glass ceiling as a barrier that women seeking executive level positions, such as the superintendency, emerged from the discourse of the study. Findings suggest that where professional skills, knowledge, and abilities are concerned there is no gender difference; however, the ability for women to be equally considered for executive level positions, such as the superintendency, suggests that disparity in practice continues to exist. Women are challenged to be equally considered for the superintendency. While women carry a presumably different challenge to balance work and family, the findings suggest that those who have attained the superintendency were able to thrive amidst this challenge. The study also suggests that the three Latina superintendent study participants’ practices in developing and maintaining effective superintendent-board relations sustained prior research in this regard. Where superintendents are strategic and purposeful in their efforts to develop and maintain effective superintendent-board relations, they thrive. In contrast, where superintendents are not strategic and purposeful in their efforts to develop and maintain effective superintendent-board relations, the superintendent’s tenure is abbreviated. / text

No description available.

The purpose of this study was to examine the self-perception of leadership styles of practicing female superintendents in Texas and how their preferred leadership style affected their performance. The study posed the following questions:(1) What are the preferred leadership styles of the practicing female superintendents in Texas as measured by Bolman & Deal’s (2003) four frames of leadership? (2) What are the predominant behaviors that female superintendents in Texas identify within each frame of leadership? (3) How do the preferred leadership styles and behaviors influence the superintendents’ every day performance? This study was relied on a mixed method approach, quantitative and qualitative. The quantitative component involved surveying 50 female superintendents, using the Leadership Orientations (Self-Report) survey (Bolman & Deal, 1990). The qualitative component included a semi-structured interview which asked follow up questions with six selected female superintendents (two from rural, two from suburban, and two from urban districts) who consented to the interview regarding the influence of their leadership preferences. The findings suggest participants’ preferred leadership style relates to the Human Resource frame which include: being an inspirational leader, utilizing interpersonal skills, making good decisions; as well as, coaching and developing people. Findings also suggest that predominant behaviors include: supporting others, building trusting relationships through collaboration, and being participative. The preferred leadership styles and behaviors’ influence on female superintendents’ everyday performance resulted in embracing collaboration, being transparent, sharing a vision, being passionate, and building trusting relationships. Additionally, beliefs and behaviors that lead to success include: being honest, depersonalize the situations, education makes a difference, adopt flexibility, and power to make decisions. The characteristics that lead to success are: being spiritual, being organized, being committed, and willing to help others. Furthermore, the following advice was offered: learn to cope with high level of visibility, become knowledgeable of the district’s needs and characteristics, and develop a professional image. Finally, implications for aspiring female superintendents, superintendent preparation programs and school boards members are also presented. / text