Exploring the Impact of Mentoring Relationships for Asian American Senior Women Administrators at a Critical Career Juncture

• Main Author: Kawamoto, Judy A.
• Format: Others
• Language: English
• Published: Boston College 2011
• Subjects: Asian American; critical race theory; mentoring; model minority stereotype; relational cultural theory; women administrators
• Online Access: http://hdl.handle.net/2345/2456

Thesis advisor: Karen Arnold === Despite an increasing number of Asian American women earning the advanced degrees necessary to qualify them for senior administrative positions such as dean, vice president, provost and president, this group remains severely underrepresented in the upper administrative ranks in American higher education. The purpose of this qualitative study was to determine if mentoring relationships, which research has shown to be vital to the success of other women administrators of color, would prove important to Asian American women administrators at critical career junctures. Eleven Asian American senior women administrators from four different ethnic backgrounds were interviewed. Two theoretical frameworks were used to interpret the data: relational cultural theory to analyze each interview from the participant's point of view, and; critical race theory to review the data from the institutional perspective. Many of the women experienced factors reported by other women administrators of color: a culture dominated by White men; sexism and racism; feelings of isolation, and; gender-typed family concerns. Most of the women also faced the model minority stereotype of being perceived as passive, yet analysis of their interviews revealed that they did not behave passively. Also contrary to what research has shown to be the experience of other women administrators of color, several reported more instances of sexism than racism. The majority of the women had White male mentors, which is consistent with the literature. For the women who had both male and female mentors, several experienced more career than psychosocial mentoring from their male mentors, a pattern opposite what is typical for other women administrators of color. No clear patterns emerged with regard to how the women utilized their mentors at critical career junctures. The interviews revealed that the women in this study were distinctly different from each other, which disputes the assumption that all Asian American women are similar. This study challenges how these women are currently perceived, and institutions must re-examine their current policies and practices to better support this population. === Thesis (PhD) — Boston College, 2011. === Submitted to: Boston College. Lynch School of Education. === Discipline: Higher Education Administration.