Asian American Women in the Academy: Multiple Success Case Study of their Leadership Labyrinths and Practices&lt;br /&gt; &amp;nbsp;

Nguyen, Dao

doi:10.29333/ajqr/8467

Cited by 6 publications

(4 citation statements)

References 26 publications

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“…A study by Nguyen (2020) looked at the multiple identities and elements that intersect with each other in different ways and featured lived experiences of Asian American women in academic leadership. That research supported the intersectional model of social and institutional identities and elements that influence and shape Asian American women's leadership in higher education (Nguyen, 2020). It reinforced the intersectional idea that multiple identities and elements intersect differently and impact Asian American women's lived experiences and leadership in higher education (Nguyen, 2020).…”

Section: Intersectionality Of Race and Gendersupporting

confidence: 63%

“…That research supported the intersectional model of social and institutional identities and elements that influence and shape Asian American women's leadership in higher education (Nguyen, 2020). It reinforced the intersectional idea that multiple identities and elements intersect differently and impact Asian American women's lived experiences and leadership in higher education (Nguyen, 2020).…”

Section: Intersectionality Of Race and Gendersupporting

confidence: 63%

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An exploration into the best practices that support the underrepresentation of Asian American female leaders in higher education: an action research study

Le-Chan

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Asian American women are underrepresented in college leadership positions, which signals the absence of Asian American women's voices and perspectives in decision making about institutional policies, procedures, and practices for the Asian student body. In addition, the lack of Asian representation, such as role models, mentors, and a diverse pool of decisionmakers, negatively affects the entire educational community because the Asian student population is growing. This action research study sought to explore and improve Asian American women's ability to access leadership opportunities and provide support to Asian American women at a network of public colleges in the Northeast. Participants in Cycle 1 were female Asian American faculty and manager professionals at a network of public colleges.Participants shared their experiences and offered perspectives about the barriers and challenges Asian American women face when accessing leadership positions. Cycle 1 also outlines action steps based on its findings. The action steps were created, designed, implemented, and evaluated in Cycle 2. I created activities and opportunities for Asian American women to learn new skills, network with others, receive mentorship, gain knowledge, and create collaborative learning and information-sharing spaces. The first finding is that the women's professional conference and the community of practice (COP) helped increase confidence, personal growth, self-reflection, and a sense of belonging. Offering Asian American women a safe place, such as the COP group, where participants can connect with other Asian American women is essential to their professional development and career advancement. The second finding is that participants felt professional development is essential for improving their skills and providing them with the necessary knowledge to advance in their careers. There is a need for more organized, formal COP support groups and culturally inclusive professional development programs. Lastly, the study found that sharing stories allowed participants to reflect on their perspectives and experiences and learn from others with similar experiences. Sharing adds new information and knowledge. Implications for the organization include sustained engagement among Asian American women, ongoing supportive 6 community of practice groups, implementing culturally inclusive professional development programs and events, and advancing the pipeline initiatives for moving Asian American leaders into leadership roles across a network of public colleges in the Northeast.

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Section: Intersectionality Of Race and Gendersupporting

confidence: 63%

Section: Intersectionality Of Race and Gendersupporting

confidence: 63%

An exploration into the best practices that support the underrepresentation of Asian American female leaders in higher education: an action research study

Le-Chan

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“…This method prioritises equality and fairness. According to Helgesen (2017), Asian American women may employ a greater degree of informal interaction in their leadership approaches (Nguyen, 2020). Asian cultures prioritise the equilibrium of opposing forces and place importance on incorporating diverse viewpoints, which enhances Leadership (Ashkanasy, 2002).…”

Section: Outcomes Evaluationsmentioning

confidence: 99%

Women in Leadership: Changing Perspectives and Real-World Situations

Hayat

2024

TEC

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Women have progressively gravitated towards achieving enhanced gender parity in their households and professional settings. However, women remain inadequately symbolised in leadership positions and are still regarded as an exception compared to men, particularly in highlevel leadership posts inside educational institutions. When comparing the leadership approaches of men and women, the focus should be on the contrasting challenges they encounter rather than their specific actions. Conventional gender-based norms can limit their expression of leadership behaviours. The perception of a mismatch between women and leadership positions creates barriers to leadership and leads to situations where women face conflicting expectations, receive more unfavourable evaluations of their accomplishments, and are held to different criteria than males. It is becoming evident that a perspective on leadership that does not differentiate between genders is insufficient. We must consider the impact of cultural beliefs and the process of socialisation in forming leadership approaches. There is substantial evidence to indicate that feminist approaches to leadership are deliberately distinct, emphasising greater collaboration and development than men. The situation becomes more intricate when we incorporate the aspects of ethnic and cultural variation. We must revise our perspectives on leadership to encourage the adoption of more comprehensive theories and varied approaches to successful leadership. Contemporary leadership concepts prioritise revolutionary and interactive leadership approaches. However, organisational cultures frequently reflect societal conventions about ethnicity and race. In the realm of higher education institutions, there is frequently a conflict between hierarchy and participatory approaches of leadership, which is seen in contrasting sets of procedures. Although women leaders may possess certain advantages in such situations, they also encounter challenges when transforming organisational structures that reflect societal prejudices against women in leadership positions.

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“…It is a departure from most previous research that measures racial context using the proportion of foreign-born immigrants at the state or county level. As Ha (2010) points out, state and county are too large to represent individuals' experience of social life and social contact (Ha, 2010;Nguyen, 2020). Individual perceptions of the racial mix of a neighborhood or the change of racial diversity in residence are not necessarily coincided with the actual number.…”

Section: Independent Variablesmentioning

confidence: 99%

Identifying Asian American Attitudes Toward Immigration: Testing Theories of Acculturation, Group Consciousness, and Context Effects

Park

2020

J Ethn Cult Stud

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In this study, I test a model of competing theoretical explanations of Asian American attitudes toward immigration by studying the effects of acculturation, group consciousness and political commonality with other groups, and contextual factors. Using the 2018 Civic Engagement and Political Participation of Asian American Survey, Asian Americans’ policy preferences on Syrian refugees, Deferred Action of Childhood Arrivals (DACA), the Muslim travel ban, and a border wall are examined. Multinomial logistic regression analyses reveal that acculturation explains positive attitudes toward immigration among Asian Americans whereas factors such as Asian identity, political commonality with other racial groups, and the perceived racial mix of neighborhoods have limited and mixed influence on Asian American immigration attitudes. As one of very few studies on immigrants’ attitudes toward immigration policies, this study contributes to our better understanding of how the fastest-growing immigrant group like Asian Americans determine their attitudes toward policies that target immigrants.

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Asian American Women in the Academy: Multiple Success Case Study of their Leadership Labyrinths and Practices<br />

Cited by 6 publications

References 26 publications

An exploration into the best practices that support the underrepresentation of Asian American female leaders in higher education: an action research study

An exploration into the best practices that support the underrepresentation of Asian American female leaders in higher education: an action research study

Women in Leadership: Changing Perspectives and Real-World Situations

Identifying Asian American Attitudes Toward Immigration: Testing Theories of Acculturation, Group Consciousness, and Context Effects

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