M.Tech. Business Administration. Business School. / The purpose of this study is to investigate the extent to which female managers utilise the transformational leadership style as a feature of their normal dealings as managers. Much of the available literature on leadership typologies refers to the need to identify leadership styles that are suited to managing in different and changing environments. In this regard, various leadership styles or orientations have been identified as useful for managing change. However very few studies have been pre-occupied with understanding the extent to which a particular type of leadership styles may be preferred over another particularly from a gender perspective.

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

This qualitative study investigated the role mentoring plays in the professional development of women in student affairs. The goal of this research was not to prove a theory about women's mentoring relationships, but rather to richly describe these relationships in order to understand the impact they have had, and will continue to have on womens' professional lives. The results of this study is significant because it will provide a foundation for understanding the process of women's mentoring relationships in student affairs. The researcher conducted five indepth, open-ended interviews with women in various positions in student affairs in order to gather rich, descriptive data. The researcher selected women with whom she already has at least an acquaintance relationship. These women were from the Mid-West region. Each woman was at a different point in her professional development- graduate student, new professional, midlevel, and senior administrator. Women from both private and public institutions were interviewed. Four themes emerged from the interviews that each of these women discussed. These themes were, there are common characteristics of mentoring relationships; the impact mentoring has on the early development of the professional; the importance of having a female mentor; and the scarcity of female mentors at the top of the ladder. / Department of Secondary, Higher, and Foundations of Education

The purpose of this research was to describe how eight selected women administrators employed in student affairs at Ball State University utilized five leadership practices of challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart. There is an abundance of research on leadership, however very few studies have identified the leadership actions of women in student affairs administration in higher education.A case study methodology was used for this current research. Eight informants were purposively selected from a population of 26 women administrators employed in student affairs at Ball State University. Three interviews were conducted with each of the eight informants. Retrospective, structured, and semi-structured interviews, as described by Fraenkel and Wallen (1996) were utilized. There was not an available interview guide for use in this study, therefore one was constructed.Four conclusions were drawn from the results of this study. These included the following:1. There were a number of themes found that indicated these eight informants are relational leaders.2. The evidence collected suggested that leadership is situational, contextual, and influenced by the people involved.3. Experience was identified most often as a way these eight informants tested their own leadership skills, the skills of others, and helped others learn leadership skills.4. Learning from mentors was an important way these informants developed their leadership skills.Results of this study were not generalized beyond these eight informants. However, this study contributed new information to the field of leadership studies by describing the leadership practices of eight women administrators employed in student affairs. This study provided insights on the actions and behaviors that these informants used when exercising leadership. / Department of Educational Leadership

The purpose of the study was to examine the career paths of women managers in the service area of higher education and women managers in the hospital industry service area. A secondary purpose was to identify factors that influence the advancement of women managers in those areas.This research outlined the career paths of women managers in the service industry in educational and in non-educational organizations. It identified encouragements and impediments to the promotion of qualified women in the areas of management within the service industry.Findings from the study show that there is no significant difference between the career paths of women managers in higher education and women managers in the hospital industry. There are no differences between the education, training, length of tenure, motivation for employment, mentoring, emotional support or career impediments of women managers in service area of both higher education and the hospital industry.The following conclusions were drawn from the study:1. Women in the service field of higher education and the hospital industry face very similar histories.2. Entry into the profession can be found through a variety of sources and it is through the investigation of these sources that a woman will find entry into this field.3. Very few women reported career impediments and many reported having the emotional support of family and friends.4. The true reason why the experienced, educated, trained woman manager has not progressed up the career and salary ladder until the past several years has not been found. Both groups are being motivated by opportunity for advancement and salary.5. Most women managers in the service have been the determinants of their own career advancement. The women desiring to become managers in the service field must realize that the future of her career and its advancement lies with her own decisions and her own initiative. The woman manager must be responsible for her own future. / Department of Educational Leadership

Thesis (Ph. D.)--University of Washington, 2006. / Vita. Includes bibliographical references (leaves 165-173).

Thesis (Ph. D.)--Oregon State University, 2008. / Printout. Includes bibliographical references (leaves 162-168). Also available on the World Wide Web.

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.

The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Title from PDF of title page (University of Missouri--Columbia, viewed on April 20, 2010). Thesis advisor: Dr. Sandra Hutchinson. Vita. Includes bibliographical references.

Thesis (Ph. D.)--University of Texas at Austin, 2003. / Supervisor: Marilyn Kameen. Vita. Includes bibliographical references. Available also from UMI company.