The first purpose of this study was to develop a descriptive and analytic profile of female presidents of selected two-year public community colleges. The second was to identify perceived variables with potential to hinder or support females' ascension to and attainment of community college presidencies, and to measure overall level of job satisfaction and future career aspirations. Such attributes as educational background, personal relationships and responsibilities, mentor relationships, professional development, career paths, job satisfaction and future aspirations were foci.
A two-stage data collection method via both a survey instrument and interview was employed. The population for the first stage comprised 188 female presidents, identified by the American Association of Community Colleges. The response rate to the first stage of research was 86.7%. A sample of three survey respondents was selected for subsequent interview.
The research focused on four research questions: (1) What are the descriptive attributes of female community college presidents in the 21 st century? (2) What career patterns and experiences have supported or hindered female community college presidents' attainment of their current role? (3) What is their current level of overall job satisfaction and future career aspirations? (4) What are leadership attributes of female community college presidents?
Findings showed that female community college presidents are aging with definitive plans to retire within the next six to 10 years. The majority reported overall job satisfaction of mostly satisfied; their highest contributing factor of leadership in their role was 'leading with integrity'.
Findings also suggest career pathways to the presidencies may be widening. While findings suggest that women may not be gaining in overall representation as president, pathways and experiences are encouraging. Women might consider career mapping early in their careers including choosing an effective mentor, substantial professional development and appropriate job experiences to improve their promotional pathways. As president, the women need to stay focused on the major purpose of the institution (students) as there may be a tendency to lose sight as they become increasingly engaged in the financial and organizational details of the institution.
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