Career mobility of Black and White upper level administrators in a predominantly White institution of higher education: a case study

dc.contributorHardy, David E.
dc.contributorUrban, Wayne J.
dc.contributorHall, James C.
dc.contributorHerron, Jean F.
dc.contributor.advisorErevelles, Nirmala
dc.contributor.authorMcHargh, Carlton R.
dc.contributor.otherUniversity of Alabama Tuscaloosa
dc.date.accessioned2017-03-01T14:36:57Z
dc.date.available2017-03-01T14:36:57Z
dc.date.issued2010
dc.descriptionElectronic Thesis or Dissertationen_US
dc.description.abstractToday, more than half a century after Brown v. Board of Education, many institutions of higher education, particularly predominantly white institutions (PWIs) are still grappling with issues related to increasing diversity. And while many Institutions of higher education (IHE) now boast large numbers of students from diverse backgrounds, the same cannot be said of the diversity of upper level administrators particularly within PWIs. However, what research has shown is that most IHEs desire and value diversity. However, the means of achieving diversity are many, varied and contested. This study attempted to add to the body of existing literature on diversity within PWIs by drawing upon narratives of Black and White upper level administrators on issues of hiring and career mobility. By contrasting the careers of Black and White upper level administrators within one PWI in the southern United States, this study explored through their narratives what those narratives tell us about the impact of race on the processes of recruiting, hiring, promoting, and retaining upper level administrators within the PWI. NVIVO 7 was used to code and organize the interviews. The interpretation of the findings was framed and viewed through the lens of Critical Race Theory (CRT). Specifically, CRT was used to understand ways in which the political category of race impacts the hiring and career mobility of Black upper level administrators compared to their White counterparts within the PWI. The ideas of CRT were used not only in interpreting the findings of this study, but in framing it as well. More specifically, this study examined the effects of race and explored how race is deployed and experienced at the individual, institutional and to some extent, societal levels as evidenced in the narratives of the participants in this study.en_US
dc.format.extent166 p.
dc.format.mediumelectronic
dc.format.mimetypeapplication/pdf
dc.identifier.otheru0015_0000001_0000464
dc.identifier.otherMcHargh_alatus_0004D_10578
dc.identifier.urihttps://ir.ua.edu/handle/123456789/969
dc.languageEnglish
dc.language.isoen_US
dc.publisherUniversity of Alabama Libraries
dc.relation.hasversionborn digital
dc.relation.ispartofThe University of Alabama Electronic Theses and Dissertations
dc.relation.ispartofThe University of Alabama Libraries Digital Collections
dc.rightsAll rights reserved by the author unless otherwise indicated.en_US
dc.subjectHigher education
dc.subjectAfrican American studies
dc.subjectLabor Relations
dc.titleCareer mobility of Black and White upper level administrators in a predominantly White institution of higher education: a case studyen_US
dc.typethesis
dc.typetext
etdms.degree.departmentUniversity of Alabama. Department of Educational Leadership, Policy, and Technology Studies
etdms.degree.disciplineHigher Education Administration
etdms.degree.grantorThe University of Alabama
etdms.degree.leveldoctoral
etdms.degree.namePh.D.
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