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• W611386771 abstract "Based on data from a larger, longitudinal study of 22 women faculty on the tenure track, this qualitative study examines the socialization experiences of four women faculty of color (WFOC) who earned tenure at two public, research extensive, predominantly White institutions (PWIs) in the U.S. This study gives voice to WFOC who broke through the glass ceiling of tenure and were promoted to associate professor. Although these women earned tenure, their adjustment as newcomers to the academy was fraught with marginalization for being both women and persons of color. Specifically, the WFOC experienced challenges to their role clarity, self-efficacy and social acceptance—all of which are all key factors in the socialization of outsiders (untenured) to insiders (tenured) of an organization. This study holds implications for how WFOC can not only survive but also thrive in the tenure process. The underrepresentation of full-time women faculty of color (WFOC) in the academy is well documented in the literature. WFOC—(i.e., defined as Black, Hispanic, Asian/Pacific Islander, and American Indian/Alaska Native in the United States)— comprised 11.5% of all assistant, 8% of all associate, and 4% of all full professors (U.S. Department of Education, 2012). However, researchers primarily focused on WFOCs’ departure from the academy and/or failure to earn tenure because of gender and racial challenges they faced (Agguire, 2000). Although it is important to highlight barriers that impede WFOCs’ success in the academy, it is also crucial to give voice to the challenges that WFOC experienced through successful tenure and promotion. In this way barriers and challenges are not falsely consigned only to WFOC who were not conventionally successful. Naming the barriers and challenges in stories of WFOC who surpassed the glass ceiling of tenure in predominately White, research extensive universities in the U.S. gives credence to the women’s resiliency, to the core belief in their ability to earn tenure, and to how their socialization as newcomers could have derailed their success. Put another way, this study aligns with scholars who characterize success in the face of gendered and raced barriers as “resisting from the margins” (Thomas & Hollenshead, 2001, p. 166), and as “instances of resistance and victory” which “can provide direction for ways to make our [WFOC] work lives more rewarding and enjoyable” (Allen, 1996, p. 268). To analyze WFOC’s successful resistance from the margins, we employed the newcomer adjustment model (Bauer, Bodner, Erodogan, Truxillo, & Tucker, 2007) from the organizational socialization literature. However, this model has not been used to understand faculty members’ adjustment to the tenure track and does not account for the impacts of identity on socialization. Thus, we modified the model to consider gender and race, as the literature showed WFOC’s journeys were shaped by gendered and raced experiences. Therefore, we could not do justice to the WFOC in our study without" @default.
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• W611386771 date "2013-01-01" @default.
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• W611386771 title "Women Faculty of Color: Success Stories from the Margins" @default.
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