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Mentor-protege relationships: Women ...

De Pass-Albers, Angela Theresa.

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Mentor-protege relationships: Women breaking the glass ceiling and career advancement within an agency of the federal government.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Mentor-protege relationships: Women breaking the glass ceiling and career advancement within an agency of the federal government./
作者:	De Pass-Albers, Angela Theresa.
面頁冊數:	252 p.
附註:	Source: Dissertation Abstracts International, Volume: 66-01, Section: A, page: 0339.
Contained By:	Dissertation Abstracts International66-01A.
標題:	Psychology, Behavioral. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3159475
ISBN:	9780496926527

Mentor-protege relationships: Women breaking the glass ceiling and career advancement within an agency of the federal government.
De Pass-Albers, Angela Theresa.

Mentor-protege relationships: Women breaking the glass ceiling and career advancement within an agency of the federal government. - 252 p.

Source: Dissertation Abstracts International, Volume: 66-01, Section: A, page: 0339.

Thesis (D.P.A.)--University of La Verne, 2004.

Purpose. In recent years the Glass Ceiling, the invisible barrier that keeps women from going to the top of traditionally "Anglo," male institutions. Glass walls are equally impenetrable: glass walls keep women blocked from certain occupations within society and within institutions; it is easy for each of us to observe occupational segregation in our own place of work.

ISBN: 9780496926527Subjects--Topical Terms:

1017677
Psychology, Behavioral.

Mentor-protege relationships: Women breaking the glass ceiling and career advancement within an agency of the federal government.
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245 1 0 $a Mentor-protege relationships: Women breaking the glass ceiling and career advancement within an agency of the federal government.
300 $a 252 p.
500 $a Source: Dissertation Abstracts International, Volume: 66-01, Section: A, page: 0339.
500 $a Adviser: Susan Lomeli.
502 $a Thesis (D.P.A.)--University of La Verne, 2004.
520 $a Purpose. In recent years the Glass Ceiling, the invisible barrier that keeps women from going to the top of traditionally "Anglo," male institutions. Glass walls are equally impenetrable: glass walls keep women blocked from certain occupations within society and within institutions; it is easy for each of us to observe occupational segregation in our own place of work.
520 $a Theoretical framework. In order to examine the relationship of public administrators and the federal government business approach, this paper introduced the four following theories: Contingency Theory, Competency Theory, Social Theory Exchange, and Theory X & Y Theory.
520 $a Methodology. In this paper this researcher shows a coupling between a method-driven and a theory-driven approach for reconstruction in the federal government organization. This action-oriented case study, utilized a descriptive research method procedure to describe systematically the 360° Skillscope. This benchmark was introduced to this organization to provide future awareness and training with a select group of females being groomed for management.
520 $a Findings. This paper analyzed a significant difference between the types of behavioral competencies and represented leadership power acquired by a male mentee vs. female mentee. Female mentees acquired legitimate, expert, and information power to a greater degree than male mentees. Male mentees acquired legitimate power when their mentors were male rather than those who had female mentors.
520 $a Conclusions and recommendations. The collected information was used to identify the behavioral competencies associated with the success in leadership positions, the competency similarities and differences between gender groups with regard to the situations, obstacles, and challenges they have encountered in their leadership roles. Much work remains to be done on how women's formal roles in the federal government are viewed when holding male supervisor positions, in leadership roles and so on, affect public policy. Future research needs to avoid asking two decades from now why the federal government has not achieved its goal of a civil service female representation at all grade levels.
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