• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文学位 >Understanding career progression for women in higher education advancement: Gender bias and personal choice.
【24h】

Understanding career progression for women in higher education advancement: Gender bias and personal choice.

机译：了解高等教育中女性的职业发展：性别偏见和个人选择。

获取原文
获取原文并翻译 | 示例
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Institutions of higher education in the United States currently face a growing budget crisis as public funding steadily diminishes while costs skyrocket (Rosenstone, 2004). Increasingly, institutions are turning to fundraising to offset lagging revenues (Carnesale, 2000), because tuition increases are becoming untenable (Spencer, 2002). While critical to financing higher education, the fundraising field itself faces significant challenges. Fundraisers most commonly cite staffing and leadership dilemmas within their own development offices as most problematic (Association of Fundraising Professionals, 2007).;Fundraising has become a highly professionalized and mobile field. Yet, attracting and retaining top talent are issues that plague all nonprofits (Herbst, 2005), particularly at leadership levels (Baldwin, 2007; Bell et al., 2006; Stannard-Friel, 2007). Coupled with these challenges is the possibility of a glass ceiling in fundraising -- a term symbolizing instances in which women and minorities are prevented from attaining top leadership positions in organizations solely because of gender or race (Equal Employment Opportunity Commission, 2004). Women comprise the majority of all advancement employees (Taylor, 2005), yet are generally undercompensated as compared to their male colleagues and also underrepresented in nonprofit leadership ranks (Gibelman, 2000; Sampson & Moore, 2006). This raises the question of why, in the midst of a staffing crisis, greater numbers of women are not promoted to fill the current overabundance of vacant positions.;The literature offers many potential theories to explain female undercompensation and underrepresentation in advancement leadership; however, these theories vary widely from intentional gender bias (Sampson & Moore, 2006) to personal choices made by women themselves (Joslyn, 2003). This mixed methodology research study employed a questionnaire and follow-up focus group interviews with female advancement professionals to discover if women in higher education advancement perceive that they are affected by a true glass ceiling, or whether other factors, such as opting-out, may instead be responsible for female undercompensation and underrepresentation in their field. By understanding the motivations and aspirations of women in higher education advancement today, effective solutions can be implemented to inform advancement leadership, to enhance the available talent pipeline, and to provide opportunities for professional development leading to staff success and loyalty.
机译：当前，随着公共资金稳步减少而成本飞涨，美国的高等教育机构面临着日益严重的预算危机（Rosenstone，2004）。由于学费的增长变得站不住脚（Spencer，2002），越来越多的机构转向筹款以抵消落后的收入（Carnesale，2000）。虽然筹资对高等教育至关重要，但筹款领域本身面临重大挑战。筹款人最常提出自己的发展办公室人员配置和领导困境的问题（问题是筹款专业人员协会，2007）。筹款已成为高度专业化和流动性强的领域。然而，吸引和留住顶尖人才是困扰所有非营利组织（Herbst，2005）的问题，尤其是在领导层（Baldwin，2007； Bell等，2006； Stannard-Friel，2007）。伴随着这些挑战的是筹款活动可能达到最高限额的可能性。这一术语象征着妇女和少数群体仅由于性别或种族而无法获得组织最高领导职务的情况（平等就业机会委员会，2004年）。在所有晋升雇员中，女性占大多数（Taylor，2005年），但与男性同事相比，她们的薪酬普遍不足，在非营利领导层中的代表人数也不足（Gibelman，2000； Sampson＆Moore，2006）。这就提出了一个问题，为什么在人员配备危机中，没有提拔更多的女性来填补当前过多的空缺职位。文献提供了许多潜在的理论来解释女性在职前领导中的薪酬不足和代表性不足的问题；然而，这些理论从故意的性别偏见（Sampson＆Moore，2006）到女性自己的个人选择（Joslyn，2003），差别很大。这项混合方法研究使用了问卷调查和对女性晋升专业人士的后续焦点小组访谈，以发现接受高等教育升学的女性是否认为自己受到真正的玻璃天花板的影响，或者其他因素（例如选择退出）是否可能受到影响。而是负责女性在该领域的薪酬不足和代表性不足。通过了解当今女性在高等教育发展中的动机和愿望，可以实施有效的解决方案，以提高领导地位，增强可用的人才渠道，并提供职业发展机会，从而实现员工的成功和忠诚度。

著录项

  • 作者

    Owen, Sandy A.;

  • 作者单位

    Johnson & Wales University.;

  • 授予单位 Johnson & Wales University.;
  • 学科 Womens Studies.;Education Administration.;Sociology Industrial and Labor Relations.;Education Higher.
  • 学位 Ed.D.
  • 年度 2009
  • 页码 162 p.
  • 总页数 162
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 社会学;社会学;教育;高等教育;
  • 关键词

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号