Log in

Relevant bibliographies by topics / American College of Hospital Administrators / Dissertations / Theses

To see the other types of publications on this topic, follow the link: American College of Hospital Administrators.

Dissertations / Theses on the topic 'American College of Hospital Administrators'

Author: Grafiati

Published: 4 June 2021

Last updated: 24 January 2023

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the top 36 dissertations / theses for your research on the topic 'American College of Hospital Administrators.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.

1

Marbury, R. Kevin (Robert Kevin). "African-American Senior Administrators of Colleges and Universities in American Higher Education: Identification of Characteristics in Their Career Progression." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc277660/.

Full text

Abstract:

This study identified and compared characteristics in the career progression of African-American college presidents of institutions in the continental United States. The study was concerned with personal, educational and professional characteristics of these senior level administrators. From a population of 141 individuals, 73 presidents participated in this study. Frequencies, means, percentages, chi-square, crosstabulations and analysis of variance (ANOVA) were employed in the analysis of data. The level of significance was set at 0.05.

APA, Harvard, Vancouver, ISO, and other styles

2

Wright-Tatum, Patricia. "Job satisfaction of academic administrators at historically black colleges and universities /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9946315.

Full text

APA, Harvard, Vancouver, ISO, and other styles

3

Brinkley, Stacey K. "Time out on the field : a study of the socialization experiences of African American women in intercollegiate athletics administration /." View abstract, 2006. http://www.oregonpdf.org.

Full text

APA, Harvard, Vancouver, ISO, and other styles

4

Irizarry, Zoraida. "Barriers faced by Hispanic women in higher education institutions in the state of Illinois /." View online, 2008. http://repository.eiu.edu/theses/docs/32211131458171.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

5

Glick, Nancy Parsons. "Job satisfaction among academic administrators at selected American colleges and universities." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc332589/.

Full text

Abstract:

The problem of this study was job satisfaction among academic administrators in selected American institutions of higher education. Its main purpose was to document the level of job satisfaction among selected U.S. college and university academic administrators.

APA, Harvard, Vancouver, ISO, and other styles

6

Evans, Lamona Nadine. "The administrative styles of presidents of black colleges in the academic novel /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1987.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

7

Herbrand, Laura. "Career paths of female senior student affairs officers in American four-year institutions of higher education." Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1203645.

Full text

Abstract:

The purpose of this study was to describe the career paths of female senior student affairs officers (SSAOs) in American four-year institutions of higher education. Specific topics investigated included (a) demographic profile, (b) entry level and SSAO stepping stone positions, (c) work experience, (d) formal education, (e) promotion path, (f) career goals, (g) characteristics of the employing institutions, and (h) common career barriers.The population consisted of all 356 female NASPA members employed as SSAOs in American four-year institutions of higher education during the fall of 2000. A survey instrument designed by the researcher was used to gather data.The average age of female SSAOs when they were first appointed to this position was 41 years. The vast majority (81%) was White, and the most frequently reported marital status was married/partnered. Almost one-third of the SSAOs reported jobs in residence life as their entree into student affairs work. Jobs in the dean of students' office were the most frequently reported SSAO stepping stone positions. At the time they were first appointed SSAOs, they had worked an average of 14 years in higher education. Over half (51 %) held a doctorate. Over half (58%) received an internal promotion to their first SSAO position, and over half (57%) accepted this position at private institutions. For over half (55%), becoming an SSAO was a primary career goal at the time they were first appointed to this position. Close to two-thirds (66%) reported no barriers in achieving the first SSAO position.Major conclusions included: (a) student affairs positions that provide exposure, visibility, and connections provide a common career path to the SSAO position; (b) a doctorate has become a virtual necessity for women who aspire to be SSAOs; (c) women in general and minority women in particular have made gains in reaching the SSAO position.
Department of Educational Leadership

APA, Harvard, Vancouver, ISO, and other styles

8

Henry, Clifton W. Rogers Douglas W. "Career paths to the presidency of private black colleges in Texas as perceived by present and past occupants of the office." Waco, Tex. : Baylor University, 2006. http://hdl.handle.net/2104/5009.

Full text

APA, Harvard, Vancouver, ISO, and other styles

9

Freeman, Pamela Telia Barber. "Presidential profiles in higher education : perspectives from African American women /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1993.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

10

Wilcox, Judith Virginia Harris. "Black educational leadership in 2010 /." Access Digital Full Text version, 1989. http://pocketknowledge.tc.columbia.edu/home.php/bybib/1090282x.

Full text

APA, Harvard, Vancouver, ISO, and other styles

11

Kirchner, Lisa Maureen. "Managing Student Death at Small College Campuses:Experiences of Senior Student Affairs Administrators." Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1467724086.

Full text

APA, Harvard, Vancouver, ISO, and other styles

12

Bright, Kyle Huntington. "Perceptions of African American Faculty Retention Practices in Community College." ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7915.

Full text

Abstract:

The retention of African American faculty at predominantly White institutions (PWI) has long been a point of concern in higher education. Midwest Community College (MCC), a PWI, 2-year public institution, has a problem of retaining African American faculty employed by the college. The purpose of this study was to explore the perceptions of African American faculty retention practices at MCC since little is known about the African American faculty experience at PWIs. Delagado and Stefancic's critical race theory conceptual framework of counter storytelling, Whiteness as property, interest conversion, and critique of liberalism guided this study. A qualitative case study research design was implemented for this study with research questions about the perceived issues of African American faculty and administrators' retention practices at MCC. Four African American faculty and 4 African American administrators answered questions to an interview. Interviews, observation of interviewees, archival review, and field notes constituted the data collection techniques. A qualitative research process of manual data and inductive thematic analysis was implemented in this study. Key findings developed from the themes with implications for changes to organizational culture as well as faculty recruitment and retention practices. Policy recommendations include: the appointment of a Diversity Office designee to the Joint Advisory committees; faculty recruitment through the development of a minority faculty recruitment program; faculty retention through the development of a minority faculty success retention program, along with parallel diversity training for all MCC employees. This study would promote social change by offering focused practices for hiring and retaining African American faculty.

APA, Harvard, Vancouver, ISO, and other styles

13

Edwards, Marcia Elizabeth. "Assessing the leadership profile of appointed second-line administrators in the American community college : a case study." FIU Digital Commons, 1992. http://digitalcommons.fiu.edu/etd/3119.

Full text

Abstract:

This qualitative study investigates the perceptions of leadership practices of associate deans/directors in the community college as compared to that of exemplary leaders in other organizational contexts, and the impact of specific rater characteristics on those perceptions. Fifteen associate deans/director's from a multi-campus institution in the southeastern United States rated themselves on the Leadership Practices Inventory (LPI) Kouzes and Posner (1987), which identifies five dimensions of exemplary leadership. A select number of subordinates, peers, and supervisors of these associate deans/directors simultaneously rated these leaders on an alternate form of the LPI. A demographic survey and in-depth interviews were used to gather data on rater characteristics, such as gender and cultural/ethnic orientation, leadership training, and campus culture. Nine associate deans/directors and their subordinates from a single campus institution in the Midwest who had completed the LPI a year earlier constituted a validation case. This study found that (a) the leadership profile of associate deans/directors in the community college was similar to that of exemplary leaders in other contexts, (b) significant differences in perceptions among leaders and their co-workers occurred on three dimensions of the LPI, and (c) specific rater characteristics and contextual variables did not significantly affect perceptions as measured by the LPI. Information gathered from in-depth interviews amplify these findings. Associate deans/directors perceive their jobs as one of support (staff) rather than line positions and with limited power or influence. Even though they report familiarity with concepts of leadership, these leaders do not consistently engage in planned, systematic feedback from co-workers. Additionally, data point to the possible influence of a campus, or site-based, culture on the leadership practices of the associate deans/directors.

APA, Harvard, Vancouver, ISO, and other styles

14

Lewis, Brenda Neumon. "Black female administrators in academia : a descriptive analysis of their career development and use of mentors /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1332949831.

Full text

APA, Harvard, Vancouver, ISO, and other styles

15

Patton, Karen L. "A career path study of women managers in the service industry of higher education and women managers in the hospital industry in the midwest." Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/774751.

Full text

Abstract:

The purpose of the study was to examine the career paths of women managers in the service area of higher education and women managers in the hospital industry service area. A secondary purpose was to identify factors that influence the advancement of women managers in those areas.This research outlined the career paths of women managers in the service industry in educational and in non-educational organizations. It identified encouragements and impediments to the promotion of qualified women in the areas of management within the service industry.Findings from the study show that there is no significant difference between the career paths of women managers in higher education and women managers in the hospital industry. There are no differences between the education, training, length of tenure, motivation for employment, mentoring, emotional support or career impediments of women managers in service area of both higher education and the hospital industry.The following conclusions were drawn from the study:1. Women in the service field of higher education and the hospital industry face very similar histories.2. Entry into the profession can be found through a variety of sources and it is through the investigation of these sources that a woman will find entry into this field.3. Very few women reported career impediments and many reported having the emotional support of family and friends.4. The true reason why the experienced, educated, trained woman manager has not progressed up the career and salary ladder until the past several years has not been found. Both groups are being motivated by opportunity for advancement and salary.5. Most women managers in the service have been the determinants of their own career advancement. The women desiring to become managers in the service field must realize that the future of her career and its advancement lies with her own decisions and her own initiative. The woman manager must be responsible for her own future.
Department of Educational Leadership

APA, Harvard, Vancouver, ISO, and other styles

16

Bowie, Eleanor S. Hutchinson Sandra L. "Profile of African American women leaders in a southeastern community college system." Diss., Columbia, Mo. : University of Missouri-Columbia, 2009. http://hdl.handle.net/10355/6976.

Full text

Abstract:

The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Title from PDF of title page (University of Missouri--Columbia, viewed on April 20, 2010). Thesis advisor: Dr. Sandra Hutchinson. Vita. Includes bibliographical references.

APA, Harvard, Vancouver, ISO, and other styles

17

Hopkins, Maria Annette. "Resilient behaviors of African-American women in educationi : lessons for life /." La Verne, Calif. : University of La Verne, 2003. http://0-wwwlib.umi.com.garfield.ulv.edu/dissertations/fullcit/3098898.

Full text

APA, Harvard, Vancouver, ISO, and other styles

18

Slotnick, Ruth C. "University and Community College Administrators’ Perceptions of the Transfer Process for Underrepresented Students: Analysis of Policy and Practice." Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1774.

Full text

Abstract:

This study describes and explains purposefully selected university and community college administrators' perceptions of the Florida statewide articulation agreement and the resulting institutional practices as they pertain to underrepresented transfer students. The theoretical framework that undergirds this dissertation is three-fold: social constructivism, philosophical hermeneutics, and interpretive policy analysis (Yanow, 2000). In particular, the local level knowledge consisting of six university and six community college administrators (also referred to as policy implementers), was assessed through face-to-face interviews, document analysis, and field notes. The researcher reflective journal (Janesick, 2004) is asserted as a crucial link to analyzing the three frames as way to record the history of the project and integrate the ever-present voice of the researcher while lending credibility to the research findings. All three cases were examined for themes and subthemes using cross-case analysis guided by the study's research questions. Three types of policy implementers were apparent: policy experts, technocrats, and generalists. Three categories also emerged: policy proximity, policy fluency, and perceptions of underrepresented students. An administrator's policy proximity was found to be reasonably congruent with his or her policy fluency. This held true across all implementer types. Perceptions of underrepresented students, however, varied greatly; some administrators saw no differences, while others perceived major differences for underrepresented transfer students. A major finding of this study-that all administrators perceive no differences in the state articulation agreement for low-income, first generation in college, and racial and ethnic minority groups-ran counter to a recent study by Dowd, Chase; Bordoloi Pazich, and Bensimon (2009) which found seven state transfer policies to be mostly colorblind. Future studies on the transfer process incorporating more community college and university administrators both in Florida and in other states could continue to explore how different policy actors interpret and understand state and institutional policy; especially for the growing populations of underrepresented minority groups. The researcher reflective journal may be a useful tool for policy analysts to record more intensive micro-rich views of how policy knowledge is generated, perceived, and perpetuated (or not) from the inside.

APA, Harvard, Vancouver, ISO, and other styles

19

DeLeon, Patrice D. "Campus- and Community- Based Administrators and Mental Health Providers Perspectives on Sexual Assault among College-Age Women." University of Cincinnati / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1504881936058287.

Full text

APA, Harvard, Vancouver, ISO, and other styles

20

Flores, Olga. "In an exquisite voice (en una voz exquisita) : a case study of one Latina community college chancellor /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

Full text

APA, Harvard, Vancouver, ISO, and other styles

21

Hargett, Temetria D. "Career vs. marriage : perceptions of professional Black women employed in higher education /." View online, 2008. http://repository.eiu.edu/theses/docs/32211131458569.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

22

Seawood, Leonard Padavil George McCluskey-Titus Phyllis. "A study of perceptions about racism and influential effects on satisfaction and the retention of African-American student affairs administrators in traditionally white institutions of higher education." Normal, Ill. : Illinois State University, 2005. http://proquest.umi.com/pqdweb?index=0&did=1225103431&SrchMode=1&sid=1&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1176732071&clientId=43838.

Full text

Abstract:

Thesis (Ph. D)--Illinois State University, 2005.
Title from title page screen, viewed on April 16, 2007. Dissertation Committee: George Padavil, Phyllis McCluskey-Titus (co-chairs), W. Paul Vogt, William Pearch. Includes bibliographical references (leaves 103-117) and abstract. Also available in print.

APA, Harvard, Vancouver, ISO, and other styles

23

Taylor, Bradley Lyle. "The retention and recruitment of African Americans in sport administration positions at NCAA institutions." Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1221294.

Full text

Abstract:

The intent of this investigation was to examine age and gender differences in neuromuscular adaptations following 12 wks of progressive resistance training(PRT). 39 healthy, untrained individuals were divided into four groups: older men((OM); 70±1.67; n=9), older women((OW); 73.75±1.76;n=8), young men((YM); 25.9±2; n=6) and young women((YW);22.2±1.2; n=6). Subjects participated in a bi-lateral knee extensor PRT consisting of 2 sets of 10 repetitions and 1 set to volitional failure at 80% of their onerepetition maximum(1RM), 3 days per week. Prior to and after completion of the PRT, subjects' right thigh muscles were evaluated for cross-sectional area (CSA) via computed tomography, maximal voluntary isometric contraction (MVC), specific tension((ST);MVC/CSA), maximal neuromuscular drive(IEMG), and 1RM. Subcutaneous needle biopsies were also taken from the subjects' right vastus lateralis pre and post PRT. CSA increased (time, P<0.05) in all four groups following the PRT (4.35%+0.94 to 7.31%+3.87). Excluding OW, each group displayed an improvement (time, P<0.05) in MVC (OM 28.7%+5.06, YM 17.4%+5.8, and YW 17.8%±10.3). OM and YM demonstrated increases (time, P<0.05) in ST after completion of the PRT, 21.67%+4.88 and 12.5%+5.1, respectively. These two groups also improved (timeXgender, P<0.05) over their gender counterparts for this variable. IEMG increased (time, P<0.05) in OM and YM (37.8%+12.3 and 43.26+12.54, respectively) and both groups also showed improvements (timeXgender, P<0.05) over their gender counterparts. 1RM increased (time, P<0.05) in all groups (34.9%+7.9 to 57.3%+8). OW showed an increase (time, P<0.05) in the CSA of the MHC type Ha fibers. No other changes in single fiber CSA occurred. While all groups displayed increases in CSA and strength, ST and IEMG data indicate that neuromuscular drive may influence strength increases seen with resistance training to a greater extent in males than females, regardless of age.
School of Physical Education

APA, Harvard, Vancouver, ISO, and other styles

24

Rashid, Timeka L. "Leading by Example: An Examination of Mary McLeod Bethune's Leadership as a College President." Ohio : Ohio University, 2009. http://www.ohiolink.edu/etd/view.cgi?ohiou1253543275.

Full text

APA, Harvard, Vancouver, ISO, and other styles

25

Click, Sally Evelyn. "Melvene Draheim Hardee music maker and dreamer of dreams /." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1237838404.

Full text

APA, Harvard, Vancouver, ISO, and other styles

26

Al, Hassani Mattar S. S. "Development of a System Based Approach for Strategic Implementation of Occupational Health and Safety Practices in Health Care Organizations." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/4884.

Full text

Abstract:

This thesis aims at investigating the importance of effective implementation of health safety and hygiene legislations and practices in Health Care delivery systems. A new System Based Approach for Strategic Implementation of Occupational Health & Safety Practices is proposed in this thesis. The underlying principle of the approach is based on involvement and inputs from staff and management rather than by pre-specified requirements and objectives. Furthermore, the development process is a closed loop process that provides a mechanism for continuously evaluating system performance and monitoring activities that have considerable impact on health and safety practices. A case study was conducted in the medical laboratories of five major hospitals in the Emirate of Abu Dhabi. Data were collected through questionnaires, staff interviews, and reviewing laboratory safety reports compiled over a three years period. The main conclusions from this study are: 1. The proposed approach has proven to be useful in analyzing existing health and safety systems. The methodology and tools proved to be instrumental in defining inefficiencies and determining the status of the Health & Safety policies & practices in the selected medical laboratories. 2. Effective implementation of the proposed approach has shown improvements in productivity, operational cost, service quality, staff and management satisfaction. 3. The case study has demonstrated that a developing country such the UAE, with no previously existing Health & Safety legislation and little risk prevention culture, can rapidly and effectively introduce effective industry specific H&S by adopting an integrated systems based approach. 4. UAE has highly advanced and economically developing base, there is a general willingness at senior level within the UAE to achieve high levels of competence and standards in all industrial sectors. 5. CAP is a system based management tool which has been implemented globally, but only limited in the gulf region; CAP has been implemented by the author and colleges within Zayed Military Hospital between 2003-2007.

APA, Harvard, Vancouver, ISO, and other styles

27

Al, Hassani Mattar Saeed S. "Development of a System Based Approach for Strategic Implementation of Occupational Health and Safety Practices in Health Care Organizations." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/4884.

Full text

Abstract:

This thesis aims at investigating the importance of effective implementation of health safety and hygiene legislations and practices in Health Care delivery systems. A new System Based Approach for Strategic Implementation of Occupational Health & Safety Practices is proposed in this thesis. The underlying principle of the approach is based on involvement and inputs from staff and management rather than by pre-specified requirements and objectives. Furthermore, the development process is a closed loop process that provides a mechanism for continuously evaluating system performance and monitoring activities that have considerable impact on health and safety practices. A case study was conducted in the medical laboratories of five major hospitals in the Emirate of Abu Dhabi. Data were collected through questionnaires, staff interviews, and reviewing laboratory safety reports compiled over a three years period. The main conclusions from this study are: 1. The proposed approach has proven to be useful in analyzing existing health and safety systems. The methodology and tools proved to be instrumental in defining inefficiencies and determining the status of the Health & Safety policies & practices in the selected medical laboratories. 2. Effective implementation of the proposed approach has shown improvements in productivity, operational cost, service quality, staff and management satisfaction. 3. The case study has demonstrated that a developing country such the UAE, with no previously existing Health & Safety legislation and little risk prevention culture, can rapidly and effectively introduce effective industry specific H&S by adopting an integrated systems based approach. 4. UAE has highly advanced and economically developing base, there is a general willingness at senior level within the UAE to achieve high levels of competence and standards in all industrial sectors. 5. CAP is a system based management tool which has been implemented globally, but only limited in the gulf region; CAP has been implemented by the author and colleges within Zayed Military Hospital between 2003-2007.

APA, Harvard, Vancouver, ISO, and other styles

28

Silva, Stella Kameen Marilyn C. "A culture of success an examination of the life experiences and professional challenges of Mexican American female academic and student affairs administrators at four institutions in the University of Texas system /." 2003. http://wwwlib.umi.com/cr/utexas/fullcit?p3126130.

Full text

APA, Harvard, Vancouver, ISO, and other styles

29

Haney, Richard James. "Illinois community college administrators' perceptions of the American Association of Community Colleges six competencies for community college leaders /." 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3314785.

Full text

Abstract:

Thesis (Ed.D.)--University of Illinois at Urbana-Champaign, 2008.
Source: Dissertation Abstracts International, Volume: 69-05, Section: A, page: 1646. Adviser: James Leach. Includes bibliographical references (leaves 213-221) Available on microfilm from Pro Quest Information and Learning.

APA, Harvard, Vancouver, ISO, and other styles

30

Logan, Penny Lee. "A study of the pathway to community college presidency for African American women: an oral history." Thesis, 2006. http://hdl.handle.net/2152/2821.

Full text

APA, Harvard, Vancouver, ISO, and other styles

31

Muñoz, Martha 1959. "Prepating Latinas for the community college presidency." 2008. http://hdl.handle.net/2152/17993.

Full text

Abstract:

With the impending retirements of community college presidents hired during the rapid growth of the 1960s, consideration is imperative regarding how leadership vacancies will be filled. The turnover in leadership occurs at a time of increasing diversity in student enrollments; this gap is in contrast to the primarily homogeneous composition of current leadership. Although women comprise the majority of students and Latino enrollment is growing, the representation of Latinas in community college presidencies is woefully small. Without strategic intervention, the challenge of reflecting diversity at all levels of community colleges will grow in magnitude. The intersection of a changing student body and projected retirements present an opportunity to diversify leadership at the community college. The primary purpose of this research was to learn from Latina community college presidents about the conditions that influenced their ascension to the presidency. The conditions and experiences examined were (a) influences that Latina community college presidents identified as having the most impact on personal career success, (b) strategies Latinas have employed to overcome barriers or challenges on the pathway to the presidency, and (c) the organizational climate and practices within community colleges that either hinder or support Latinas. The convergence of these conditions was analyzed to determine effective strategies to support Latinas in achieving leadership roles. This study utilized mixed methods for data collection, both qualitative and quantitative. Data sources included interviews with 13 Latina community college presidents. Further, 22 participants completed questionnaires that provided demographic information. The following themes emerged from the findings: personal context, professional preparation, professional context, challenges and the leadership pipeline. In spite of the gains made by women in higher education and the increase of Hispanic students entering post secondary education, equity in the representation of Latinas in higher education at the administrative ranks has not yet been achieved. The findings suggests that trustees played a critical role in promoting diversity as the majority of the boards that hired the presidents in this study included representation from women and other minority groups. Moreover, although systemic barrier exist the Latinas presidents in this study refused to allow bias to prevent them from succeeding. Recommendations for further studies and implications for developing Latinas to gain access to the leadership pipeline were discussed in the findings.
text

APA, Harvard, Vancouver, ISO, and other styles

32

Hendrix, George A. "A voice : lived experiences of selected African American community college trustees." Thesis, 2004. http://hdl.handle.net/1957/29923.

Full text

Abstract:

The focus of this study is a search for the voice of African American community college trustees as they work to impact the changes community colleges must make over the next quarter century. It examined the lived experiences and perceptions that selected African American community college trustees have of their roles as trustees and the impact they think they are having on the setting of priorities in the governance of their respective colleges. This topic is significant since, arguably, community colleges are the quintessential democratic institutions in society; their doors are open to everyone. In various ways, community colleges are dynamically responding to the demographic changes that are occurring in American society. Among those changes are an increasing number of African American students entering college, especially community colleges, and an increasing number of African Americans becoming community college trustees. This study found that the elected African American community college trustees who participated in this study are fully integrated into the governance processes of their colleges, but do not think of themselves a being assimilated into the culture of their boards. They believe that they bring a double consciousness to their roles as trustees and that it allows them to perceive governance issues from the perspectives of insiders who are comfortable with the status quo and from the perspective of outsiders who have been traditionally removed from the locus of institutional power. Participants see themselves as representatives of the interests of their colleges as well as representatives of the interests of groups and individuals who have little or no voice in the affairs of their colleges. Participants are long-time community leaders whose influence extends beyond their colleges into their communities; they see themselves as servant leaders dedicated to working for change in society.
Graduation date: 2005

APA, Harvard, Vancouver, ISO, and other styles

33

Silva, Stella. "A culture of success: an examination of the life experiences and professional challenges of Mexican American female academic and student affairs administrators at four institutions in the University of Texas system." Thesis, 2003. http://hdl.handle.net/2152/1116.

Full text

APA, Harvard, Vancouver, ISO, and other styles

34

Hamlett, John Wesley Scribner Jay D. "The perceptions of the campus administrators' role in the prereferral processes related to the placement of African American students in special education." 2005. http://repositories.lib.utexas.edu/bitstream/handle/2152/1539/hamlettiiij11789.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

35

Costa, Susan Therese. "Understanding African-American students' perceptions of the campus climate at a predominantly White college: A study of student affairs administrators." 1997. https://scholarworks.umass.edu/dissertations/AAI9737514.

Full text

Abstract:

Higher education institutions have a responsibility to educate all. Yet, significant proportions of blacks are not being successfully reached. This, coupled with changing demographics, is forcing educators to be concerned about the future. Under-representation exists in faculty and administrative ranks as well as with students. The hostile climate for black students on predominantly white campuses has been cited as a major concern and barrier to success. Black student alienation has been attributed to a number of variables, but the root of the problem is often traced to the campus climate. It is clear that the environment has a substantial impact on a student's level of satisfaction and can make a difference in whether a student leaves or persists. As the shapers of the climate and the experts on students, student affairs administrators play a key role in campus climate. With this major responsibility, one must ask how much of an understanding of black students' problems and experiences do these administrators have? Through the process of in-depth interviewing, the study examined the perception and the level of understanding of student affairs administrators of the campus climate for black students at Easton College, a predominantly white institution. Administrators are grouped into three groups for comparative purposes: those who are knowledgeable about black students, those who know little about black students, and those who are black. It also includes the perceptions of black students who attend the college. Results of the study indicate that the climate at Easton College is hostile and unwelcoming to its black students. While all the administrators are aware of the hostile climate, the level of knowledge and specificity differed among the three groups. Easton College is doing little to create a learning environment that promotes appreciation. Social and cultural isolation is prevalent. Care and support is limited because of insufficient knowledge and inadequate exposure to black culture. To improve the climate for black students, a number of recommendations are made.

APA, Harvard, Vancouver, ISO, and other styles

36

Hamlett, John Wesley. "The perceptions of the campus administrators' role in the prereferral processes related to the placement of African American students in special education." Thesis, 2005. http://hdl.handle.net/2152/1539.

Full text

APA, Harvard, Vancouver, ISO, and other styles

We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!