Developing the Positive Identity of Minoritized Women Leaders in Higher Education: How can Multiple and Diverse Developers Help With Overcoming the Impostor Phenomenon?

IF 4.6 3区管理学 Q1 MANAGEMENT

Human Resource Development Review Pub Date : 2021-08-25 DOI:10.1177/15344843211040732

A. M. Manongsong, Rajashi Ghosh

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引用次数: 7

Abstract

Minoritized women remain underrepresented in leadership positions, especially within higher education (HE). A key barrier to advancement for women of color is their susceptibility to impostor phenomenon (IP). A developmental network where the minoritized woman receives developmental support from multiple individuals is a potentially powerful intervention that can help them advance their careers, but there is a general lack of research on IP in the context of minoritized women’s leadership development and the role of developmental support, especially with regards to multiple diversified developmental relationships. Therefore, this paper integrates various literature streams (leader development for minoritized women in higher education, IP, mentoring) and offers a conceptual framework that utilizes a developmental network perspective. The propositions offered explain how multiple developers can help minoritized women address IP and develop positive leader identities, as well as how both parties can better anticipate and handle challenges related to diversified developmental relationships in HE.

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在高等教育中培养未成年女性领导者的积极身份：多元化的发展者如何帮助克服冒名顶替现象？

少数族裔妇女在领导职位上的代表性仍然不足，特别是在高等教育领域。有色人种女性晋升的一个关键障碍是她们容易受到冒名顶替现象(IP)的影响。在一个发展网络中，少数族裔女性获得来自多个个体的发展支持，这是一种潜在的有力干预，可以帮助她们提升职业生涯，但在少数族裔女性领导力发展和发展支持作用的背景下，特别是在多元发展关系方面，普遍缺乏对知识产权的研究。因此，本文整合了各种文献流(高等教育中少数族裔女性的领导者发展、知识产权、指导)，并提供了一个利用发展网络视角的概念框架。这些建议解释了多个开发者如何帮助少数族裔女性解决IP问题并培养积极的领导者身份，以及双方如何更好地预测和处理与高等教育中多元化发展关系相关的挑战。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Development Review MANAGEMENT-

CiteScore

9.60

自引率

17.20%

发文量

期刊介绍： As described elsewhere, Human Resource Development Review is a theory development journal for scholars of human resource development and related disciplines. Human Resource Development Review publishes articles that make theoretical contributions on theory development, foundations of HRD, theory building methods, and integrative reviews of the relevant literature. Papers whose central focus is empirical findings, including empirical method and design are not considered for publication in Human Resource Development Review. This journal encourages submissions that provide new theoretical insights to advance our understanding of human resource development and related disciplines. Such papers may include syntheses of existing bodies of theory, new substantive theories, exploratory conceptual models, taxonomies and typology developed as foundations for theory, treatises in formal theory construction, papers on the history of theory, critique of theory that includes alternative research propositions, metatheory, and integrative literature reviews with strong theoretical implications. Papers addressing foundations of HRD might address philosophies of HRD, historical foundations, definitions of the field, conceptual organization of the field, and ethical foundations. Human Resource Development Review takes a multi-paradigm view of theory building so submissions from different paradigms are encouraged.