Abstract
The aim of this study is to present a measurement tool that will be used to measure the female stereotypes faced by women managers in the school organization, how women managers are perceived and how teachers evaluate the school administrators. The study group consisted of 221 teachers working in primary schools in Ankara. As a result of the analysis, a measurement tool consisting of 45 items and five sub-factors including “General Management Success”, “Authority Provision and Impact on Interpersonal Relations”, “Personality Characteristics”, “Family Life” and “Objectivity and Equal Treatment” has been introduced. The Cronbach Alpha reliability coefficients of the factors were calculated as. 96, .94, .93, .94, .90 and. 98 for all items. The variances explained by the factors were 19.797%, 13.190%, 12.529%, 12.127% and 11.122% respectively. The total variance of the five factors was determined as 68.765%. The results show that the scale structure has been validated and that can be used as a valid and reliable tool in determining the evaluations of teachers among female school administrators.
Highlights
Gender, in a not-so-distant past, took place in almost all institutional classifications
Before the research data were subjected to exploratory factor analysis, the suitability of sample size for factorization was investigated by the Kaiser-Meyer-Olkin (KMO) test
In this study, a scale that can measure the evaluations of teachers about female administrators and the stereotypes that female administrators face in the school organization were formed
Summary
In a not-so-distant past, took place in almost all institutional classifications. Almost all managers are male; blue-collar workers are male, and lower-level white-collar workers are female. Audit practices and wage-setting processes are shaped by gender and gender assumptions. There are women in management levels today, secretaries, civil servants, service providers, and care providers are primarily women in most organizations. Gender and gender assumptions still play important roles in shaping the organizational positions of women and men and blocking women's upper management pathways. It can be said that in almost all organizations, there have been socially constructed differences between men and women, gender inequalities supported by beliefs, and gender-related identities It can be said that in almost all organizations, there have been socially constructed differences between men and women, gender inequalities supported by beliefs, and gender-related identities (Acker, 2009, s. 203)
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