Abstract
The Problem. The number of women in management positions are limited in educational organizations. Opportunities for women aspiring to a position in management seem to be limited. The concept of leadership itself indicates a status differential in power and influence which continues to exclude women from its domain. It was hoped that this study would assist women reach their goal toward a management position, in addition, to fostering positive attitudes among administrators toward women in management. Purpose Of The Study. The purpose of this study centered upon an attempt to investigate and document the attitudes of Hispanic women toward women in management. Once those attitudes were explored and identified, a comparison with the identified attitude of Anglo female managers toward women in management was made. Research questions were formulated to determine if there were significant differences or similarities between the two populations in attitudes among the selected women respondents. Methodology And Major Findings. Data were collected from scores of a questionnaire mailed to one hundred Hispanic and one hundred Anglo female managers in the state of California. T-test computations of the analysis of the data yielded findings which indicated that there are no significant differences between attitudes of both populations of women toward women in management. The Women as Managers' Survey (WAMS) was used as the survey instrument for measuring women's attitude. Similarities between women respondents were found mostly in the area of feminine barriers. Conclusions and Recommendations. The results of this study clearly indicate that Hispanic and Anglo female managers have an attitude which is favorable toward women in management. Recommendations are: (1) A similar study to be conducted using different population of managers such as, superintendents. And determine if superintendents have an attitude which may be identified as either favorable or unfavorable toward women in management. (2) Determine differences and similarities between women managers toward auxiliary support positions such as counselors. (3) A similar study using a more appropriate instrument that would test for cultural differences. (4) That Hispanic and Anglo women work together toward providing assistance and mentorship whenever possible, to women in management. . . . (Author's abstract exceeds stipulated maximum length. Discontinued here with permission of author.)UMI.