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Institutional culture and the advancement of women: A university administrative subculture as experienced by women administrators.

机译：机构文化与提高妇女地位：女性管理人员经历的大学行政亚文化。

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摘要

Despite the growth in numbers of women attending and employed in higher education, women remain under-represented in senior level administration. This phenomenon has proved easier to describe than to explain. Both individual and structural explanations have been posited; little attention, however, has been paid to institutional culture. The purpose of this study was to expand the empirical base on institutional culture, and the administrative subculture within it, to determine what role culture may play in the advancement of women in administration.;Qualitative and retrospective approaches were employed at a four-year public research university. This setting offered an opportunity to examine a unique phenomenon, a time when the glass ceiling was raised, and women were employed as senior level administrators from 1971 to 1986. An archival database and an interview database were generated and analysed.;This study addressed three specific questions: (1) How do women administrators characterize the administrative subculture within which they participated? (2) To what extent does the administrative subculture reflect its larger institutional culture? (3) What impact, if any, do these women perceive that this administrative subculture had on the success or advancement of women in the university?;Three themes emerged from the analyses of the interview database: the importance of the times and timing for women; the power of policy and procedure in enacting change; and the legacy of change that remained after the administration was reorganized. Overall, the findings indicated that this institutional culture encompassed an administrative subculture that reflected its values and enacted new values. This administrative subculture was able to not only help women administrators advance, but also to change the institutional culture in important ways that benefitted the women to follow. These findings are consistent with research that suggests successful cultural change in higher education occurs with long-term administrative and faculty support and full participation of the members. This study helps to explain the role cultural change can play in the advancement of women into senior level administrative positions in higher education.
机译：尽管上高等教育的妇女人数有所增加，但在高级行政部门中，妇女任职人数仍然不足。事实证明，这种现象比描述更容易描述。提出了个人和结构上的解释；然而，很少有人关注制度文化。这项研究的目的是扩大基于制度文化和其中的行政亚文化的经验基础，以确定文化在妇女担任行政管理职务方面可以发挥什么作用。在四年的公众中采用定性和回顾性方法研究型大学。这种设置提供了一个机会来研究独特的现象，那是玻璃天花板被抬高的时期，从1971年到1986年，女性被聘为高级管理人员。生成并分析了档案数据库和访谈数据库。具体问题：（1）女管理人员如何表征她们所参与的行政亚文化？ （2）行政亚文化在多大程度上反映了其更大的制度文化？ （3）这些女性是否意识到这种行政亚文化对大学中女性的成功或晋升有什么影响？;访谈数据库的分析产生了三个主题：时间和时间对女性的重要性;政策和程序制定变更的权力；改组后的遗留问题仍然存在。总体而言，调查结果表明，这种制度文化包含反映其价值观并制定新价值观的行政亚文化。这种行政亚文化不仅能够帮助女性管理者进步，而且能够以有益于女性追随的重要方式改变机构文化。这些发现与研究表明高等教育成功的文化变革发生在长期的行政和教职人员支持以及成员的充分参与下是一致的。这项研究有助于解释文化变革在提高妇女担任高等教育高等行政职位方面可以发挥的作用。

著录项

  • 作者

    Stringfellow, Lorraine C.;

  • 作者单位

    University of Hawai'i at Manoa.;

  • 授予单位 University of Hawai'i at Manoa.;
  • 学科 Education Higher.;Education Administration.;Womens Studies.
  • 学位 Ed.D.
  • 年度 1998
  • 页码 142 p.
  • 总页数 142
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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