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Women's Leadership Aspirations and Career Paths in Higher Education: Influence of Personal Factors

Women's Leadership Aspirations and Career Paths in Higher Education: Influence of Personal Factors

Lilian H. Hill, Celeste A. Wheat, Tanyaradzwa C. Mandishona, Andrea E. Blake
Copyright: © 2021 |Pages: 23
ISBN13: 9781799885924|ISBN10: 1799885925|EISBN13: 9781799887386
DOI: 10.4018/978-1-7998-8592-4.ch044
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MLA

Hill, Lilian H., et al. "Women's Leadership Aspirations and Career Paths in Higher Education: Influence of Personal Factors." Research Anthology on Challenges for Women in Leadership Roles, edited by Information Resources Management Association, IGI Global, 2021, pp. 799-821. https://doi.org/10.4018/978-1-7998-8592-4.ch044

APA

Hill, L. H., Wheat, C. A., Mandishona, T. C., & Blake, A. E. (2021). Women's Leadership Aspirations and Career Paths in Higher Education: Influence of Personal Factors. In I. Management Association (Ed.), Research Anthology on Challenges for Women in Leadership Roles (pp. 799-821). IGI Global. https://doi.org/10.4018/978-1-7998-8592-4.ch044

Chicago

Hill, Lilian H., et al. "Women's Leadership Aspirations and Career Paths in Higher Education: Influence of Personal Factors." In Research Anthology on Challenges for Women in Leadership Roles, edited by Information Resources Management Association, 799-821. Hershey, PA: IGI Global, 2021. https://doi.org/10.4018/978-1-7998-8592-4.ch044

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Abstract

The purpose of this chapter is to provide insight into the ways in which personal life roles such as mother, daughter, and/or spouse/partner influence the leadership aspirations of women holding senior university administrative positions (e.g., academic dean, vice president, provost). The chapter is informed by a postmodern feminist perspective and reviews literature related to pathways to the presidency, family considerations, gender roles, and geographic mobility. Findings from the literature are integrated with those of the dissertation of the second author. In keeping with a postmodern feminist perspective, the chapter concludes with recommendations for change in recruiting diverse women for higher education leadership.

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