The purpose of this research has been to investigate the current situation of selected women in administrative positions in community colleges. This study proposed: (1) to develop a profile of selected women in community college administration positions in the United States community colleges to identify the kind of women who aspire to and succeed in community college administration; (2) to determine areas in which these selected women feel they need more training in order to advance or maintain a position in community college administration; (3) to examine the problems and rewards that these selected women find in their careers in community college administration; and (4) to determine how these selected women feel about themselves as women and administrators. The population for this study were women chosen for the Leaders for the 80's Professional Development Project sponsored by the American Association of Women in Community and Junior Colleges and the League for Innovation in the Community College. From this group of 309 women, 228 responded to the Women in Community College Administrative Positions Questionnaire. The data were aggregated from the usable questionnaires and analyzed by frequency distribution with percents to report findings. The study showed this national sample of women either in educational administration or slated for administration represented a new generation of female educational administrators. Many have been hired since the advent of affirmative action policies and antidiscrimination laws went into effect. These women, women in most professions, have made progress in the last decade. Unquestionably, there are many reasons for this progress, including the existence of affirmative action legislation, the resurgence of the women's movement, and growing awareness levels on the part of women, both collectively and individually, of their own potential, capabilities and aspirations. If the progress for women in educational administration is to continue, they must look first to themselves, through their influence, determination, and competency. This study has shown that these selected women are very traditional and conventional in both their personal and professional lives.

The problem of this study was to identify the perceived characteristics and administrative skills of women administrators in vocational education in the United States. The purpose of this study was to determine the perceived characteristics and administrative skills of women employed as vocational administrators in the United States. Additional sub-purposes were 1. To develop a profile of women administrators in vocational education; 2. To assist institutions of higher learning in preparing prospective women administrators in vocational education; 3. To assist local education agencies in the selection of women administrators in vocational education; 4. To provide information for women who aspire to become vocational administrators.

Women are a significant presence in today's workforce; however, few rise to the top management ranks. Therefore, there is a critical need to better understand the factors that facilitate their success. This study examined several variables that may contribute to women's objective (income, span of control, promotions) and subjective (self-reported satisfaction) success. Predictive variables include human capital (training, experience), individual (perception of promotability, motivation for training), organizational (supervisor gender, percentage of male subordinates) and power (extent of supervisory authority) factors. Participants were members of the National Longitudinal Surveys Young Women cohort, conducted by the Bureau of Labor Statistics. Data were analyzed through simultaneous multiple regression analysis, and the results indicated that education was significantly related to income for all women. For women in management positions, their degree of supervisory power was also predictive of higher income, yet negatively associated with job satisfaction. Further, their span of control was positively influenced by the amount of time they spent in on-the-job training. The implications for women's career advancement, study limitations, and future research possibilities are also discussed.