This article presents the findings of a grounded theory study that examined the role of organizational culture and organizational fit in the leadership aspirations and experiences of 16 women working in faith-based colleges and universities in the U.S. Specifically, the researchers sought to understand what aspects of organizational culture at the home institutions of these participants influenced their employment experiences, including their considerations and decisions related to aspiring to and/or advancing into leadership. Analysis of the interview data indicated that the participants clustered into four subgroups: (1) participants who did not perceive that gender issues in the culture influenced their work or roles within the institution; (2) participants who reported that they did not perceive gender issues to be an institutional problem; however, they cited examples of problematic systems and cultures; (3) participants who identified gender inequalities at their institution, but indicated that such problems impacted them only minimally, if at all; and (4) participants who offered explicit criticism regarding the gendered dynamics evident in the culture in their institutions and in Christian higher education more broadly. Influences on leadership aspirations or experiences were identified as either being "push" (i.e., propelling the participant away from the organization and thus diminishing aspirations or willingness to move into or remain in leadership) or "pull" (i.e., drawing the participant into further engagement with the organization, thus increasing the desire to become or remain a leader in that context), with particular attention to the context of faith-based higher education. The article concludes with a brief discussion of implications for practice for individuals and postsecondary institutions.

The Problem.The intentional preparation of future leaders for higher education remains a critical need today in institutions across the globe. Many colleges and universities are now seeking to design programs that develop the leadership skills of faculty, staff, and administrators, and because of the shortage of women in leadership positions, special efforts need to focus on the development of women. Yet guidance and assistance are required to do so effectively and efficiently.The Solution.The purpose of this final article is to highlight a few of the particularly important findings across all articles in this Special Issue, offer some overall implications for leadership development and the HRD field, and provide tables of sample leadership programs for women in higher education at the national, state, and institutional levels.The Stakeholders.This article provides researchers and practitioners in various fields of study with implications toward more effectively developing, evaluating, researching, and implementing leadership programs for women in higher education.

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Rooted in historical foundations and demonstrated by continued government financial support, one purpose of higher education is to contribute to the “public good,” or support and further social causes and human flourishing.  This notion has received renewed attention in both the literature as well as in professional practice.  Given the variety of institutional structures (e.g., public, private, religiously affiliated, nonprofit, and proprietary), the influence of institutional mission varies.  Yet, aside from institutional leadership, an institution’s mission is potentially most significant in influencing public good.   Faith-based higher education institutions often have missions that are inextricably interconnected with service and community engagement.  With these missions, faith-based colleges and universities are distinctively positioned to address social issues, engage in service to the local and global community, and to involve students, faculty, and administrators in this shared purpose. These institutions are uniquely accountable and have the greatest potential in this outcome precisely because of their faith commitment that both informs and motivates their policy and practice. In this essay, the role of faith-based institutions of higher education in promoting public good is explored.  In addition, an analysis of both opportunities to enhance public good, as well as obstacles and challenges faced are provided.

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