共查询到20条相似文献，搜索用时 718 毫秒
1.
Natalie A. Tran 《Mentoring & Tutoring: Partnership in Learning》2014,22(4):302-315
While numerous scholars have investigated the role of mentoring in the success of women of color in faculty positions, few have examined how mentoring affects the development of women leaders of color in higher education. Using qualitative data gathered from interviews with women leaders of color at Hispanic-serving institution, this study presents findings from cross-case studies to provide insights into perceptions of mentoring and various types of mentorship across the different levels within the organization. Supported by the empirical data, this paper challenges traditional notions of mentoring and advocates for a more critical approach to mentoring to reflect the multidimensionality of the mentoring process and explores how mentoring can be used as a strategy to facilitate institutional change. 相似文献
2.
Heewon Chang Karen A. Longman Marla A. Franco 《Mentoring & Tutoring: Partnership in Learning》2014,22(4):373-389
In this collaborative autoethnography, we explored how 14 academic and administrative leaders of color working in faith-based higher education have experienced personal and professional mentoring, and how mentoring experiences have influenced their leadership development. All participants identified a wide array of developmental relationships that had contributed to their leadership development, although not all of the relationships were labeled as mentoring. Whereas female participants (11 in total) relied on these relationships primarily for psychosocial support, three male participants had more actively sought out mentoring relationships to develop career skills and expand their professional network. Particularly, for the female participants, mentoring took place mostly outside their professional settings. We argue that personal and institutional factors contributed to the participants’ limited access to professional mentoring within their higher education contexts. This collaborative autoethnography process, which lasted at least six months for most participants, unexpectedly provided professional mentoring opportunities for these leaders of color. 相似文献
3.
Precious Guramatunhu-Mudiwa Roma B. Angel 《Mentoring & Tutoring: Partnership in Learning》2017,25(1):97-118
Two women faculty members, one White from the southeastern United States and one Black African from Zimbabwe, purposefully explored their informal mentoring relationship with the goal of illuminating the complexities associated with their cross-racial, cross-cultural experience. Concentrating on their four-year mentor-mentee academic relationship at a predominantly White institution (PWI), these women employed a dialogic duoethnographic methodology to uncover emerging, nuanced characteristics contributing to the positive nature of their mentoring experience. Calling upon a seminal nine-function mentoring framework focused on advancing mentee personal growth and professional advancement, the authors, engaged in critical interplay of dialogic considerations of their mentoring experiences, relationship, and literature. The authors revealed a distinct cross-cultural and cross-racial journey where each, as participant researcher, uncovered a deeper appreciation for the importance of engaged dialog. Emerging is a complex interplay of understandings about trust, care, and power dynamics as factors in defining mentoring relationships that work for good. 相似文献
4.
Lorri J. Santamaría Nathalia E. Jaramillo 《Mentoring & Tutoring: Partnership in Learning》2014,22(4):316-337
In this article, we, colegas/colleagues of color, explore the ways in which the literary and artistic contributions of Gloria Anzaldúa, Octavia Butler, and Frida Kahlo have inspired, nurtured, and profoundly influenced our personal and professional lives as academics. We underscore the importance of mentoring for women of color in academe and educational leadership, particularly the psychosocial functions associated with informal mentoring. Further, we discuss how the lives and contributions of our “mentors” impacted our scholarly journeys, framed by third-wave and decolonial woman-of-color-feminism. In this article, we offer an alternative consideration for women of color in search of suitable mentors, concludes by sharing the lessons we learned from the artists. Thinking about mentoring from the position of alterity adds to the general mentoring discourse and serves to inspire women to consider alternatives when seeking mentorship to reach academic and professional goals. 相似文献
5.
‘Is it because I’m a woman?’ Gender-based attributional ambiguity in higher education administration
This study examines gender-based attributional ambiguity among higher education administrators in the US, specifically academic deans. Attributional ambiguity involves situations in which members of underrepresented groups cannot determine whether interactions both negative and positive have occurred because of their minority status or for some unrelated yet plausible reason. A conceptual model of attributional ambiguity in higher education administration is presented highlighting the types of situations that produce this ambiguity, two variants of attributional ambiguity (i.e. cognitive and social), and the psychological and organizational consequences of such ambiguity. Reasons that attributional ambiguity is inherent to higher education administration are examined including the fluidity of gender roles, the culture of academia, and leaders’ minimization of discriminatory experiences. Implications for professional practice are also presented such as the need for curricula, trainings, mentoring, and coaching that addresses attributional ambiguity and greater publicity related to women’s underrepresentation in leadership roles in higher education. 相似文献
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Women constitute just over one fifth of full professors in UK higher education and whilst work has emerged in recent years on professors as leaders, there has been comparatively little research about how this under-represented cadre define and practise their role as intellectual leaders. This paper seeks to analyse how women see their role as full professors through autobiographical accounts of their intellectual and career histories via interviews with women professors, and a small comparison group of male professors. A range of freedoms and responsibilities connected with the professorial role are identified along with personal qualities considered central to success. Both female and male professors understand their role principally in terms of research leadership, but women are more likely to emphasise the importance of academic citizenship, especially mentoring, compared to their male counterparts, an obligation that weighs especially heavily on women working in science, technology, engineering and mathematics areas. While these findings are indicative of the continuing effect of so-called ‘academic housework’ in holding back the academic careers of women, they are also a positive indicator of a commitment to an all-round role as an intellectual leader. 相似文献
8.
女子高等教育——文化变迁的寒暑表中国女子高等教育的过去、现在和未来 总被引：10，自引：0，他引：10
潘懋元 《集美大学学报(教育科学版》2001,2(3):1-6
女子高等教育的变迁与社会的化现代化过程和现代化程序密切相关。首先以西方女学的传入为视点，梳理出中国女子高等教育的控化历程：西方女学传入的肇端与中国近代女子高等教育的孕育、兴起，男女同校教育的传入与中国近代女子高等教育的发展等。通过对大量数据的收集，从比较的视解对中国子女高等教育的现况和问题进行了总体把握和具体分析，并展望了中国女子高等教育的未来，指出了所面临的挑战和机遇。 相似文献
9.
Allison B. Smith Elizabeth A. Taylor 《Mentoring & Tutoring: Partnership in Learning》2016,24(5):346-364
The number of women working and participating in intercollegiate athletics has steadily increased the past four decades. This has led for a need to develop women as leaders within collegiate athletics and one way of doing this is through mentoring. Mentoring provides guidance in regard to both the professional development and psychosocial support. In our research, we investigated mentoring within the college athletics environment by interviewing female athletic directors and female graduate assistants. Four themes emerged from the interviews: (a) importance of mentorship; (b) quality of mentorship; (c) availability, and (d) lack of female mentorship. Our research builds on the idea that mentorship is important and valued by both the mentor and protégé but the key is determining how to best connect the two groups. This would possibly lead to higher job satisfaction, higher employee retention, and more productive work environment. 相似文献
10.
This emergent case study explores a special case of mentoring about the value and relevance of graduate administration programmes for professionals aiming to lead schools. It describes a questionnaire that was piloted with a graduate education group and then completed by beginning school administrators who were also interviewed. A graduate professor and student in a leadership programme collaborated on this study in order to more fully represent crucial perspectives. Their analysis of the questionnaire data suggests that some administrative tasks and duties (e.g., mediating school conflicts) are considered of the utmost importance for new school leaders to know. Topics covered by this emergent analysis of administrator preparation and related reform issues include a veteran teacher's story, major climate issues, literature on school administrator preparation that elucidates mentoring themes, insights from new school administrators, and examples of graduate programmes that include relevant education internships. Discussion focuses on concepts and examples of educational internship solutions and initiatives. The authors conclude with a call for programmatic improvement from the perspective of challenges that will need to be addressed to ensure change. 相似文献
11.
Brenda Lloyd-Jones 《Mentoring & Tutoring: Partnership in Learning》2014,22(4):269-283
African-American women and other underrepresented faculty members often report experiences of social exclusion and scholarly marginalization in mainstream institutions of higher education. This lack of inclusion challenges their retention and hinders them from becoming productive members of the professoriate, positioning them at a disadvantage for achieving tenure and promotion. In this article, mentoring is conceptualized as socialization and examined as a strategy for addressing social exclusion and scholarly marginalization as associated with the advancement of African-American women faculty in academe. Highlighting traditional and nontraditional mentoring initiatives and formal and informal networks, the discussion features the idea of a broad, flexible network of support. In addition, recommendations from the existing literature are offered for mentors, mentees, and academic department chairs to facilitate effective mentoring strategies. 相似文献
12.
In this study, we analyzed the experiences of an educational leadership doctoral student and aspirant to the professoriate (protégé) and an educational leadership professor (mentor) during our two-year mentoring relationship. Collaborative autoethnography was employed, and our analysis relied primarily upon a process-oriented model of mentoring. Four main themes emerged: (a) reciprocal trust, (b) experiential learning, (c) stability and change, and (d) mutual benefit. Our relationship also was marked by several critical features, and we described the timing and sequence of the socialization experience. This productive mentoring relationship offers a detailed model for doctoral students and faculty members who wish to pursue a similar relationship. From our research, we also contribute to the broader mentoring literature, in which previous researchers have rarely delved simultaneously into mentor and protégé experiences. Scholars who study mentoring will gain from insights into the manner in which anticipatory socialization unfolds, as well as critical features that emerge and evolve in the process. 相似文献
13.
ABSTRACTHuman resource development professionals in Higher Education are continually striving to develop efficient interventions to increase the capabilities of their leaders. As a result of evaluating feedback from an action learning (AL) programme designed and delivered in North West Higher Education Institutions in the UK for women in senior academic and professional service roles, we are able to share how AL can be utilised to transcend and supplement traditional leadership training. The article discusses the approach taken to support participants to develop vital leadership behaviours through the acquisition of critical questioning and reflective habits whilst developing strong supportive cross-institutional relationships with other higher education leaders. 相似文献
14.
女性的教育参与,体现出教育公平与社会公平的社会价值,体现出为女童发展树立榜样的教育价值,体现出女性潜能全面开发的发展价值。调查发现,乡村女教师人数在教师总数中所占比例呈上升趋势,但县镇学校女教师所占比例大,乡村屯学校女教师所占比例小：乡村女教师担任学校领导职务的人数少,即使有,也多担任学校中层干部或副职;女教师主观能动性发挥不充分,教育参与意识弱,参与能力有待提高。为提高乡村女教师的教育参与度,应当从法律、政策、社会文化以及教育资源分配等方面采取积极措施。 相似文献
15.
《Journal of Marketing for HIGHER EDUCATION》2013,23(1):63-72
ABSTRACT In response to this unprecedented growth, higher education is finally recognizing the contribution of the adult learner. Previous research has explored what the “nontraditional” student values in an education. While our knowledge base regarding the nontraditional learner continues to expand, relatively little research has been conducted on an important segment of this market-nontraditional women. As such, the nontraditional woman represents an important target market for colleges and universities. Therefore, the purpose of the present study is to better understand the unique educational needs of the nontraditional woman. A convenience sample of 197 non-traditional women and men from a mid-western university participated in the study. Perhaps the most interesting finding to emerge from the present study (from a marketing perspective) is the notion of three distinct market segments of non-traditional women. Implications for higher education administrators are discussed. 相似文献
16.
ABSTRACTExamining the historiography of women’s education, the issue which dominates is understandably that of access. Access, or lack thereof, is a transnational construct which forms an over-arching framework through which the issue of historical gender equality in higher education can be interpreted and interrogated. Each of the seminal texts which examines the historiography of women’s higher education uses access as a lens. While it is important to examine access in the historiography of women’s education, a focus on access can obscure an interrogation of agency and particularly the role of social and intellectual networks in advancing key strategic objectives such as access. Against the backdrop of the higher education movements in both Ireland and the United States, this article examines the role of the Central Association of Irish Schoolmistresses (CAISM) in securing access for women to Trinity College Dublin and the concomitant role of the Woman’s Education Association, Boston (WEA) in securing Harvard degrees for women. Chronicling the activities of the associations, both compensatory and innovative, it interrogates how the women at the centre of the associations straddled a conservative/progressive agenda in order to incrementally open up the privileges of a patriarchal space to women. 相似文献
17.
This paper uses an auto‐ethnographic storytelling approach to connect an individual’s experience in leadership with the literature on women in leadership as a way of further exposing and understanding gendered organisational practices. Whilst the paper details only one women’s experience it was through the connection to the literature that most ‘sense making’ occurred and a realisation (on the part of one of the authors) that the experience was not unique or individualised but, rather, systematic of masculine, gendered, organisational cultures. The paper offers some ‘strategies for survival’ for other women who may find themselves in similar situations. It concludes with a call for programmes and strategies to bring about fundamental change. Although the setting is the higher education sector in Australia the paper’s findings and recommendations have much broader applicability. 相似文献
18.
Karen A. Longman Amy Drennan Julie Beam Amanda F. Marble 《Christian Higher Education》2019,18(1-2):54-77
Although women are now graduating in greater percentages then men at all degree levels—associate through doctorate—the senior-level leadership on most postsecondary campuses in the United States continues to be predominantly White and male. Numerous internal, institutional, and systemic barriers have been identified that hinder women from aspiring to leadership and advancing into senior-level roles. However, new streams of research in the leadership literature are addressing the motivations, encouragers, and discouragers that influence women’s leadership aspirations and experiences, including a growing body of scholarship focused on the process of leadership identity development rather than simply leadership development. This article presents the relevant literature and discusses the findings of interviews with 30 emerging and current women leaders in the Council for Christian Colleges & Universities; the interview questions focused on the extent to which various kinds of developmental relationships (specifically mentoring, coaching, and sponsorship) have been experienced by the participants. Three primary themes emerged from the data analysis of developmental relationships vis-à-vis the participants’ leadership journeys: (a) the value of having a network of influential relationships was key in the leadership journey; (b) the perceived benefits of distinct developmental relationships, either present or desired; and (c) the contribution of developmental relationships in navigating women leaders’ professional challenges. Although many of the 30 participants reported having benefited from mentoring of various types in the past, only a few reported having been coached or sponsored. Notably, such developmental relationships were not only desired but also viewed as potentially critical to professional advancement. Recognizing that the influence of developmental relationships (particularly coaching and sponsorship) in later career stages merits greater research attention, this article proposes a slightly modified version of a Women’s Leadership Development Model in which developmental relationships are recognized as a motivator for women to aspire to or step into leadership, with coaching and sponsorship playing a larger role in the later stages of women’s career development. 相似文献
19.
Kaleb L. Briscoe 《Mentoring & Tutoring: Partnership in Learning》2013,21(4):416-438
ABSTRACTThe purpose of this study was to explore the role of mentoring and how it shapes university presidents in higher education. Using phenomenological case studies to understand the lived experiences of university presidents, we analyzed data from eleven interviews. Drawing on tenets of Zachary’s Four Phases of Mentoring, this study reflects the ways in which university presidents were mentored including the effect that mentoring has on executive leadership preparation and success. This study’s findings can inform our understanding of mentoring and the importance of graduate preparation programs, executive leadership programs and organizations, and professional associations for the university presidency. 相似文献
20.
The ways in which women deliberately press back against practices of oppression and demonstrate agency in higher education institutions are highly contextual and culturally bound. The formal and informal networks that women develop and maintain are important elements of generating agency and enhancing women's access to and opportunities for leadership. This article presents a case study from research that explored women's leadership experiences in a higher education context in the Pacific Islands – Papua New Guinea. Situated within a feminist poststructural methodology, the research examined women's experiences of leadership and considered aspects that influenced women's access to formal leadership roles. The findings illustrated that the women faced numerous barriers to formal leadership opportunities. A range of culturally and contextually located approaches supported women to demonstrate agency with regard to their own leadership development and practice. This research highlighted the importance of considering the relationship between networks and agency and the impact of associated cultural and contextual practices within organisations, providing insights into the culturally located complexities of women's leadership in higher education contexts. 相似文献