Community college enrollment doubled during the 1940s and 1950s, but during the 1940s and 1950s, it was not common to compare male and female enrollment patterns. For this study, I disaggregated male and female enrollment information from four editions of American Junior Colleges (1940, 1948, 1952, and 1956) in order to explore the gendered meaning of access in regard to two-year colleges during the 1940s and 1950s. The analysis compared male and female enrollment and graduation in pacesetter states within the community college movement. By using descriptive statistics, I gave voice to a story that previously had been untold – the story of women’s access into one segment of higher education – two-year colleges. In order to provide context for the numbers I compiled, I investigated the literature on women in higher education in the post-World War II period – a literature almost completely focused on four-year institutions – to examine the degree to which that literature captured, or failed to capture, meanings of access for women. With the overcrowding in higher education due to the preponderance of veterans returning to colleges and universities immediately following World War II, women were often crowded out of four-year institutions. The two-year college provided a means for many women to enter higher education but did not provide them the same level of access as males. For the most part women had access to programs preparing them for the dual labor market and/or reinforced their status as wife and mother.

ABSTRACT PREPARATION OF THE ASSISTANT PRINCIPAL FOR THE ROLE OF THE PRINCIPAL: AN EXAMINATION OF REAL TASKS AS COMPARED TO THE PERCEIVED IDEAL TASKS by April Chastang Madden Principals most commonly ascend from the pool of those who are assistant principals, but it is unclear whether assistant principals are prepared to assume such a pivotal leadership role. This study seeks to compare the extent of on the job training provided to the assistant principals by examining ideal as compared to actual task performance in six competency areas associated with the job of principal. The research questions were as follows: 1. What are the perceived ideal professional tasks assistant principals should perform prior to becoming a principal? 2. Which tasks are performed by assistant principals? 3. Do these performed tasks prepare assistant principals for principalships? Utilizing Survey Monkey, a survey was e-mailed to principals with 1-3 years of experience in the State of Georgia. Descriptive statistics, Pearson Correlations, and t-tests were used for data analysis. As for research question 1, this study revealed that the tasks that ranked the highest among the study participants regarding perceived ideal tasks that assistant principals should perform prior to becoming principal were the competencies falling under the categories of Instructional Leader, Leadership in Staff Personnel, and Management of Schools. For question 2, Pearson Correlation showed that there were no significant correlations for ideal and actual tasks, except in the area of Instructional Leader. Regarding research question 3, The Pearson Correlation along with t-tests of subscales showed that there are significant differences between the ideal and actual tasks performed by assistant principal. The Pearson Correlation highlighted that the only significant correlation between ideal and actual competency tasks was found in the area of Instructional Leader. In conclusion, this study indicated that assistant principals are not adequately prepared to transition to the role of principal.

ABSTRACT THE REVOLUTION BEGINS AT 3PM: A QUALITATIVE STUDY OF A STATEWIDE 21ST CENTURY COMMUNITY LEARNING CENTERS PROGRAM by Corrie L. Davis The purpose of this qualitative case study was to explore how teachers and staff members demonstrated caring toward their students within a statewide 21st Century Community Learning Centers (21st CCLC) afterschool program. The participants in the study included 17 program directors, 22 site coordinators, 16 teachers, 3 paraprofessionals, 11 parents, 11 principals, and 18 other stakeholders associated with the program. This multi-site case study utilized the naturalistic paradigm of qualitative research. The data collection process included 98 semi-structured interviews, 22 participant observations, 112 photographs, and document analyses with materials from the 20 grantees selected in the sample. The qualitative software program, Atlas.ti: The Knowledge Workbench (2003) assisted with the management and analysis of data during the coding, categorizing, and interpretation process. Findings from the study revealed 3 central themes: (a) staff members that care about the whole child educate the whole child, (b) using culture as an asset increases students’ desire to learn and (c) building character promotes positive change. By incorporating these attributes, the program’s staff demonstrated their commitment to the academic and democratic advancement of the students in their care. This study will help inform policy makers, afterschool advocates, and 21st CCLC stakeholders about the importance of incorporating caring, culturally relevant pedagogy, and character education within local and national afterschool programs.

Diversity in the population along with the diversity of testing usage has resulted in smaller identified groups of test takers. In addition, computer adaptive testing sometimes results in a relatively small number of items being used for a particular assessment. The need and use for statistical techniques that are able to effectively detect differential item functioning (DIF) when the population is small and or the assessment is short is necessary. Identification of empirically biased items is a crucial step in creating equitable and construct-valid assessments. Parshall and Miller (1995) compared the conventional asymptotic Mantel-Haenszel (MH) with the exact test (ET) for the detection of DIF with small sample sizes. Several studies have since compared the performance of MH to logistic regression (LR) under a variety of conditions. Both Swaminathan and Rogers (1990), and Hildalgo and López-Pina (2004) demonstrated that MH and LR were comparable in their detection of items with DIF. This study followed by comparing the performance of the MH, the ET, and LR performance when both the sample size is small and test length is short. The purpose of this Monte Carlo simulation study was to expand on the research done by Parshall and Miller (1995) by examining power and power with effect size measures for each of the three DIF detection procedures. The following variables were manipulated in this study: focal group sample size, percent of items with DIF, and magnitude of DIF. For each condition, a small reference group size of 200 was utilized as well as a short, 10-item test. The results demonstrated that in general, LR was slightly more powerful in detecting items with DIF. In most conditions, however, power was well below the acceptable rate of 80%. As the size of the focal group and the magnitude of DIF increased, the three procedures were more likely to reach acceptable power. Also, all three procedures demonstrated the highest power for the most discriminating item. Collectively, the results from this research provide information in the area of small sample size and DIF detection.

ABSTRACT THE EFFECT OF PRE-TRANSFER GRADE POINT AVERAGE ON POST-TRANSFER GRADE POINT AVERAGE AS AN INDICATOR OF PERSISTENCE FROM TWO-YEAR COLLEGES TO STATE COLLEGES AND UNIVERSITIES WITHIN THE UNIVERSITY SYSTEM OF GEORGIA by Marci M. Middleton Community colleges provide an important access point for students who want to continue their educational studies and obtain a baccalaureate or advanced degree. Students have the opportunity to complete core curricula or the general education component of their education at a two-year college and then transfer to a four-year college or university in many higher education systems around the country including the University System of Georgia. Using linear regression initially and later multiple regression, this quantitative research study tested grade point average to project student academic performance at a state or research university upon transfer to such institutions. Data obtained for state systems institutions from fall 2001 through fall 2005 was used for the administration of this study. Research questions concerning the relationship between grade point averages before and after transfer were examined at various matriculation points with specific attention paid to pre-transfer grade point average and post-transfer grade assessment at three points across a student’s academic career. In addition, the strength of the relationship was tested for the aggregate student cohort of matriculants from fall 2001 through fall 2005 as well as sub-groups within the cohort.

Parental input and participation on curricular decisions influence the educational process in private schools. Parental participation in the development and continual examination of the curriculum is essential to maintaining an educational environment that reflects the ideals and goals of all of the stakeholders. However, parents often have differing ideas from schools on what the curriculum should encompass. The problem facing private school leaders is how to negotiate the tensions resulting from conflicting parental expectations for the curriculum of the school. Literature is reviewed surrounding the main research question for this study: how do school leaders respond to the differences in expectations for curriculum between parents and private secondary schools? Areas of the literature reviewed include the purpose of education, the curriculum development process in schools and the role of educational leadership in the curriculum development process. The overall research design of this study is framed by a qualitative methodology that includes a multiple-site case study that aims to create a better understanding of the dynamics of parental influences on curriculum in private schools. Data from the Upper Schools of three private schools in a metropolitan area were collected over the period of one academic semester from a variety of sources, including interviews, observations and document analysis. The emerging themes were constructed around the current and past knowledge of informants within the context of the social interactions of the stakeholders in the three schools. Several significant findings resulted from this study, which provides a framework to understand how school leaders negotiate parental curriculum expectations. These findings include parental influence and expectations, the distinction between leadership with the curriculum versus the co-curriculum, and the factors influencing the negotiation of curriculum conflict. This inquiry is important because it creates a dialogue among the stakeholders who influence curriculum in private schools. The results of this study help school leaders understand the influences of parents on the curriculum of their schools and offer practical suggestions for private school leaders on how to negotiate the differences in expectations for curriculum between parents and private secondary schools.

This dissertation examines a curricular approach at an institution that claims to maintain a liberal arts focus – that of the canon of Great Books as implemented as a formal curriculum at St. John’s College. My research question is: what enabled the Great Books program at St. John’s College to survive for over seventy years? The significance of this question can be seen by noticing that St. John’s College is the only college in the United States to have exclusively adopted reading the Great Books as its four-year curriculum. Other institutions that have experimented with a Great Books program prior to and since its introduction at St. John’s College have continued their existing programs as well, but many have limited their Great Books efforts to an honors course or general core requirement, if their Great Books effort survives at all. My dissertation is historical starting with the influencing factors leading to this curriculum’s introduction at St. John’s College in 1937. I then outline the implementation and document the changes to the list of Great Books comprising the program as it was updated over the subsequent seventy years as documented in St. John’s College’s academic catalogs from 1937 through 2008. I show that the list of Great Books required to be read by every student over the years has contained a consistent core while making slight adjustments.

The purpose of this research was to explore the work of Dr. Asa Grant Hilliard, III (Nana Baffour Amankwatia, II) in three areas: (1) traditional African education and socialization, (2) responsibilities of African teachers, and (3) the need for inter/multicultural teacher education programs. It was also the purpose of this research to explore my African identity development and transformation as I interacted with, studied, and read works by Dr. Hilliard. Data used in the study include a selection of works by Dr. Hilliard, fieldnotes, fieldletters, original poetry and essays, and memory data (St. Pierre, 1997). Qualitative content analysis and autoethnography were combined to present an autoethnographic content analysis (ACA) of Dr. Hilliard’s work. The ACA method is unique to this study and provided a reflexive analysis of documents (Altheide, 1987) complimented by recognition of the events that contributed to my African identification. Findings from the study revealed several major themes in Dr. Hilliard’s work: (a) African socialization to challenge the MAAFA, (b) traditional African education for all children, (c) African teachers as responsible teachers, and (d) teacher education for inter/multicultural perspectives. The final product is an amalgamation of academic and literary writing, and includes poems, vignettes, and autobiographical narratives.

ABSTRACT THE QUEST TO RETAIN TEACHERS: ONE URBAN-SUBURBAN SCHOOL SYSTEM’S STORY OF TEACHER MOVEMENT by Karen Smits Recent data on teacher attrition indicate that approximately 15 percent of teachers either leave the profession or move from one school to another each year. The attrition rate is highest for teachers new to the profession with 30-50 percent leaving within five years. High rates of attrition are a contributing cause of various educational problems including reduced student achievement, teacher shortages, declining teacher morale, and organizational discontinuity. The purpose of this study was to examine the reasons why teachers choose to leave the profession or move to another school from one year to the next. A qualitative case study was conducted to explore the reasons teachers from one urban-suburban school system voluntarily resigned at the end of one school year and what changes could have been made to keep them from leaving. The study answers three questions: Why do teachers leave? Why do some move to other schools while other teachers leave the profession? What could keep teachers from leaving? Data were collected using exit questionnaires, exit interviews, and semi-structured interviews of teachers leaving after the 2006-2007 school year. Data were analyzed using both deductive and inductive methods. Teachers who participated in this study made the decisions to move or leave for two primary reasons: administrative support and new opportunities. Administrative support took many forms and was described in a variety of ways including the following: administrative visibility, communication, use of time, support with student behavior, workload, implementation of new initiatives, and school climate. Teachers who left for new prospects were seeking different teaching opportunities or a better chance of moving into administration. The greatest difference between the teachers who moved and those who left the profession was hope. Teachers who moved to another school system believed the situation would be better elsewhere. Teachers who left the profession saw the struggles they endured as likely to occur in any teaching situation. Teachers indicated that they may have considered staying if they had received more administrative support, experienced better working conditions, had more supportive mentors, or had a teacher advocate who could have intervened on their behalf.

The U.S. Census bureau projects that by 2023, minorities will comprise more than half of all children. The population of school-aged Hispanic children is already the largest ethnic group, and the sheer number and rate of increase of these linguistically and culturally different students creates unfamiliar cultural challenges for school leaders. School districts are confronted with diversity-related issues and school leaders, who are predominantly white and middle class, are often ill-prepared to meet the challenges. Effective professional development aimed at preparing school leaders to better understand the social and academic needs of culturally diverse students is a topic receiving much attention in recent years. Studying the social, cultural, and political circumstances of diversity in its natural setting offers particular advantages that other methods cannot replicate. One suggestion is for school leaders to spend time in the local communities of their Hispanic students. Another option for learning about culture, albeit a more difficult and costly one to achieve, is to have school leaders visit the home country of their Hispanic students and immerse themselves in the local culture for a short period of time. A school district in Georgia decided to provide authentic culture learning for some of its school leaders through a short term cultural immersion experience. The purpose of this study was to examine the effects of an eight-day cultural immersion trip to Xalapa, Mexico on school leaders from the Mary County School District in Georgia. Because this short-term cultural immersion experience was aimed at increasing the cultural awareness of school leaders and improving relationships with Hispanic students and their families, the primary focus of this study is to explore the meanings attached to the experiences of administrators participating in the trip.