Perceptions of northeast Ohio female faculty regarding higher education administrative career advancement opportunities

The purpose of this qualitative descriptive case study was to examine how higher education women faculty members perceived career advancement opportunities to senior-level administrative positions. The general problem was women are overrepresented in part-time and non-tenured faculty positions and underrepresented in senior-level administrative career positions. The specific problem was women are less likely to advance to senior-level administration in institutions of higher education. The general research question was: How do higher education female faculty members perceive career advancement opportunities to seniorlevel administrative positions? A purposive sample of 12 female faculty members employed at one Northeast, Ohio higher education institution provided perceptions of career advancement opportunities to senior-level leadership in higher education. Data were collected through in depth interviews, qualitative online questionnaires, and review of Integrated Postsecondary Education Data System (IPEDS) documents. Data were coded and analyzed using NVIVO10 data management software. Using NVIVO10 data management software, data categories were condensed to four categories and one sub category. The four themes that emerged following data analysis included career aspiration, life-work balance, networking, and mentoring. The sub category that emerged after data analysis was role models. Literature in which some women viewed senior-level leadership positions as incompatible with family and social responsibilities was supported by the findings in this study. Based on data collected through this research study, leaders at higher education institutions should seek opportunities to address societal and cultural factors that dissuade women from balancing senior-level leadership in higher education institutions and family and social commitments.