7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.) http://slidepdf.com/reader/full/priscilla-johnson-ppt-dissertation-proposal-updated-ppt 1/31 A Dissertation Proposal By Priscilla D. Johnson Dissertation Chair: Lisa D. Hobson, PhD Prairie View A&M University PhD Program in Educational Leadership
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7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
The process of education is extremely important. Accordingto the National Academy of Education, if elementarystudents have the opportunity to be taught by high qualityteachers, for at least three consecutive years, they perform
higher. Gaining high quality teachers in our classroomscontinues to be a challenge nationally. Improvements inhuman resource (HR) functions such as recruitment,preparations, retention, and professional development hasthe ability to enhance the quality of educators (2009).
This phenomenon calls for women HR leaders who canidentify and train effective educators for our schools. Thesewomen HR leaders must be trained appropriately.
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
The purpose of this ethnographic research study is to examine how womenHR leaders prepare for, experience, navigate, and lead HR functions in publicschools.
The key focus areas of this study include leadership behaviors, trainingrequirements, personal characteristics, leadership attributes, andorganizational structure. This study involves HR leaders in the 20 HarrisCounty school districts, located in Texas’ Region 4 Education Service Center.
0Considering women leaders, it is important to understand what it takes to
succeed from a woman’ s perspective, life, and history.
0In addition, this research aims to discover what training is needed from
perspectives of HR leaders.
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
The framework of this study is the Synergistic Leadership Theory (SLT).The SLT references equity for female educational leaders. The Synergistic
Leadership Theory acknowledge differences in accessibility to educational
programs across gender. SLT addresses social justice, daily life experiencesand work challenges in relation to gender (Irby, Brown, Duffy,and Trautman, 2002). The four constructs that comprise SLT are:
Attitudes,beliefs, values
Leadershipbehavior;
Organizationalstructure; and
External forces
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
I designed this study in a concurrent embedded strategy (CES).
This study is descriptive and qualitative in nature.
I will choose participants using purposeful sampling.
I use descriptive statistics as a means to compare data collected from the 20 school HR directors.
I will utilize SLT in a qualitative fashion to add to these findings and concentrate on women experiences asHR leaders.
This study will be conducted in early fall of 2012.
I will collect descriptive data using Survey Monkey.
To gather qualitative findings, I will interview eight women HR directors.
I will survey twenty HR leaders from 20 Harris County school districts, which includes a mixture of womenand men. Gender, specifically women, are the forefront of this research. I am interested in noting any
similarities or differences in the leadership characteristics of male and female participants.
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
• Participants for this study will be selected on thebasis of purposeful sampling. According to Fraenkeland Wallen (2009), “…based on previous knowledgeof the population and the specific purpose of theresearch, investigators use personal judgment to
select a sample” (p. 99). • Sample: 20 HR leaders from the 20 Harris county
school districts.
Quantitative
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
• A sample of eight women HR directors will be chosen from thegroup of 20 HR directors who participated in the survey by usingcriterion-purposeful sampling. Criteria to select these eight HRdirectors are
• two HR leaders with HR experience outside of a school setting,
• two HR leaders with less than 10 years of school HR
experience,
• two HR leaders with more than ten years of school HR
experiences, and
• two holding any type of HR certification (i.e., HRCI’s PHR,
SPHR, or GPHR certifications). According to Creswell (2007),
ethnographers select participants based on their ability to
provide and in-depth answer to the research questions.
Qualitative
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
• The mode of data collection is via participants’ personalcomputer using Survey Monkey to collect descriptive datathrough a researcher designed instrument. The survey is dividedin six sections; I will collect demographic data and the HRdirectors’ feelings, attitudes, perceptions, and beliefs about training requirements and leadership philosophies.
Quantitative
• I will use interview protocols and observation matrices as
instruments to collect data. During the semi-structuredinterview phase I will collect data using an interview andobservation protocol document, as a non-participant observer. Iwill spend eight hours with each participant. According toCreswell (2007), “observing and interviewing appear to be themost popular form of ethnographic data collection” (p. 131).
Qualitative
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
I will utilize one research instrument throughout the descriptive portion of this study. Idesigned this instrument based on review of related literature and the SLT guiding thisstudy. I divided the questionnaire into six sections:
Section 1:Participant will
providedemographic
information.
Section 2: I ask participants tochoose which
leadershipbehaviors theyfind themselves
altering indifferent
situations.
Section 3: I ask participants to
specify the levelof training
required for the
15 identified HRresponsibilities.
Section 4: I ask participants to
identify anypersonal
characteristicsthey believe are
compatible withtheir role as an
HR director.
Section 5: I ask participants to
choose the levelof the 12
leadershipattributes they
find important for serving as an
HR director.
Section 6:Participants are
asked if theybelieve their
school structureis conducive of
effectiveleadership.
The frequency scale utilized in section 2-6: 5 = very frequently; 4 = frequently; 3 = occasionally;
2 = rarely; 1 = very rarely. This scale is an interval measurement.
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
• I will utilize descriptive statistics to make sense
of raw data, using a researcher-designedquestionnaire. I will present answer choicesusing a Likert-type scale. I will use measures of central tendency (mean, median, and mode) tocategorize responses. I will not conduct
statistical testing or manipulate any variables.
Quantitative
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
• I will begin by defining women HR directors, the culture- sharing group for thisstudy. The data analysis process will be conducted in four phases as described inCreswell, 2007.
Qualitative
PHASE 1
I will organize thedata using index
cards and filefolders.
PHASE 2
I will reread notestaken during theinterviews and
observations for
deep clarification. Iwill use the fourconstructs of the
SLT as initial codesand assign codesthat emerge from
participant’swords.
PHASE 3I will describe,
classify, andinterpret
information. In thisphase I develop
themes under eachcode that describe
what I haveexperienced as theresearcher; themes
will be used as abasis for my
ending narrative.
PHASE 4
I will end the dataanalysis process by
exhibiting what Ifound throughout
the study usingnarratives,
supported bytables, and figures.
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
0 Access to the organization0 Be effective in seeking permission from individuals to participant in this
study.
0 Develop trust and credibility. The ability to pull pertinent data is vital.
0 Observations0 While observing the worksite, switch from participant to non-participant
without disrupting the study.
0 Interviews0 According to Creswell, the researcher will be faced with asking the right
questions and relying on the interviewee to explain their experiences fluently.I need to ensure sensitive issues are respected and allow the interviewee to bea big part of the study, not just a tool (2007).
0 Ethical Issues
0 Considering the personal and sensitive nature of this study, it is vital that I amethical. The sample will be accessed through rapport and informed consent of each participant. I will protect the confidentiality of each participant throughthe building rapport and a sense of trust. During data analysis, I will removeinformation such as the specific school district and participant names to avoidtracing. Pseudonyms will replace actual first, last and district names of participants.
7/28/2019 Priscilla Johnson PPT Dissertation Proposal (Updated Ppt.)
Fraenkel, J. R. & Wallen, N. E. (2009). How to design and evaluate research in education. New York, NY:
McGraw-Hill.
Growing Up In Houston (2010). In Children at Risk (11th ed.) Website. Retrieved from
http://childrenatrisk.org/research/book/ Hartman, D. A. (n.d.). Women’s role in the late 19th century. Conner Prairie: Interactive History Park Website.
National Academy of Education Working Group on Teacher Quality (2009). Teacher quality [White Paper].
Retrieved from http://www.naeducation.org/Teacher_Quality_White_Paper.pdf Norton, S. (2008). Human resource administration of educational leaders. Thousand Oaks, CA: Sage Publication.
Nzomo, M., O’Neil. M.,F., Nyagero, J., and Elqura, L. (July 2009). Competency Gaps in Human Resource
Management in the Health Sector: An Exploratory Study of Ethiopia, Kenya, Tanzania, and Uganda Retrieved
from http://www.amref.org/silo/files/competency-gaps-in-human-resource-management-in-the-health-
sector.pdf
Odden, A. R. (2011). Strategic management of human capital in education: Improving instructional practice and
student learning in schools. New York, NY: Routledge.
Padma, S. (2010). Leadership attributes among women employees. Advances in Management , 3(7), 36-40.
Schlosberg, T., Irby, B., Brown, G., Yang, L. (2010). A case study of Mexican educational leaders viewed through
lens of the synergistic leadership theory (part 1) (Connexions module: m33669). Retrieved from National
Council of Professors of Educational Administration website: