Date of Award

Winter 12-15-2023

Document Type

Dissertation

Degree Name

Doctor of Education (EdD)

Department

Organizational Leadership

First Advisor

Dr. Phil Pendley

Second Advisor

Dr. Alan Enomoto

Third Advisor

Dr. Laurie Goodman

Abstract

Purpose: The purpose of this qualitative phenomenological study was to examine the supports of cultural, family, community, professional career, and mentorship Hmong women administrators experienced in their career path toward a high-ranking educational administrative position. Additionally, the purpose of this study was to examine the cultural, family, community, professional career, and mentorship barriers Hmong women administrators experienced as they ascended to high-ranking educational administrative positions.

Methodology: This study was conducted using qualitative research methods. The researcher utilized a group of highly educated Hmong female administrators in the Central Valley, California area. This group of individuals shared their experiences of supports and barriers with respect to culture, family, community, professional, and mentorship. The study population and sample information allowed the reader to determine if the findings of this study were applicable to their situation. This study thoroughly utilized the research design, instrumentation, data collection, and analysis of the qualitative data to effectively reflect and understand themes, systematic approaches, dialogues, and acculturation to Western society.

Findings: Ten Hmong women K-12 administrators responded to interview questions, resulting in eight major findings. The eight major findings were: (a) family as the main source of support, (b) belief and support from previous administrators, (c) reversal of gender roles, (d) patriarchal cultural barriers, (e) gender role and gender bias, (f) lack of mentors, (g) lack of trust from Hmong men, and (h) network and hiring practices for minorities.

Conclusion: This study revealed one of the main reasons why Hmong women were slower at advancing into administrative leadership positions was the perception of being passive and submissive, which led people to think they were not able to handle such high-ranking positions. Additionally, the participants shared that they have had to learn strategies necessary to navigate uncomfortable conversations with their mentors due to a fear of being judged.

Recommendations: Based on the findings from this study, five recommendations were put forth, including a replication of this study utilizing the glass ceiling and bamboo ceiling in conjunction with the intersectionality theory.

Download

Share

COinS