| Abstract | 第8-10页 |
| 摘要 | 第11-18页 |
| Dedication | 第18-19页 |
| Acknowledgements | 第19-25页 |
| CHAPTER ONE | 第25-50页 |
| 1.0 Introduction | 第25-26页 |
| 1.1 Gendered Workplaces | 第26-30页 |
| 1.1.1 Women in the traditional Zambian society | 第26页 |
| 1.1.2 Women and workplace organizations | 第26-27页 |
| 1.1.3 Women in Academia | 第27-28页 |
| 1.1.4 Women representation in Universities | 第28-29页 |
| 1.1.5 Women and the International Community | 第29页 |
| 1.1.6 Women, Gender Equality, Gender Equity and Empowerment | 第29-30页 |
| 1.1.7 Women and Gender Analysis | 第30页 |
| 1.2 Overview of the global and Zambian status of women in Higher EducationInstitutions (HEIs) | 第30-36页 |
| 1.2.1 Women in Zambian public universities | 第34-36页 |
| 1.3 Statement of the problem | 第36-38页 |
| 1.4 Purpose and objectives of the study | 第38-40页 |
| 1.5 Research questions | 第40-41页 |
| 1.6 Rationale of the study | 第41-42页 |
| 1.7 Significance of the study | 第42-43页 |
| 1.8 Scope of the study | 第43-45页 |
| 1.9 Limitations and delimitations of the study | 第45-46页 |
| 1.9.1 Limitations of the Study | 第45页 |
| 1.9.2 Delimitations of the Study | 第45-46页 |
| 1.10 Defining Terms | 第46-47页 |
| 1.10.1 Bridge | 第46页 |
| 1.10.2 Gender Gap | 第46页 |
| 1.10.3 University (HEI) | 第46-47页 |
| 1.10.4 Leadership | 第47页 |
| 1.10.5 Educational leadership | 第47页 |
| 1.10.6 Management | 第47页 |
| 1.10.7 Women | 第47页 |
| 1.11 Outline of chapters | 第47-50页 |
| CHAPTER TWO | 第50-67页 |
| 2.0 Introduction | 第50-51页 |
| 2.1 A brief geographical and historical background of Zambia | 第51-56页 |
| 2.1.1 Zambian women in the pre-colonial and colonial era | 第52-56页 |
| 2.2 Zambian women in the post - colonial era | 第56-67页 |
| 2.2.1 Status of women in university leadership and management in Zambia | 第58-60页 |
| 2.2.2 Religion and women inequality in leadership and management in Zambia | 第60-61页 |
| 2.2.3 Marriage, family and women’s career advancement in Zambia | 第61-67页 |
| CHAPTER THREE | 第67-96页 |
| 3.0 Introduction | 第67-68页 |
| 3.1 Overview of the gender gap problem in university leadership and management | 第68-69页 |
| 3.2. Status of women leaders/managers in higher education institutions–universities | 第69-76页 |
| 3.2.1 Leadership and management of HEIs | 第70-73页 |
| 3.2.2 Some challenges faced by women in leadership and management | 第73-76页 |
| 3.3 Gender equality in educational leadership and management | 第76-79页 |
| 3.4 Leadership in the context of Gender | 第79-82页 |
| 3.5. The role of women movements in promoting the advancement of women to seniorleadership roles in higher education | 第82-85页 |
| 3.6 Women’s leadership and management role in HEIs | 第85-93页 |
| 3.6.1 Women’s leadership role and styles in universities | 第86-87页 |
| 3.6.2 Women and transformational leadership in the educational sector | 第87-89页 |
| 3.6.3 Women and“transactional”leadership style | 第89-90页 |
| 3.6.4 Women and“interactive”leadership style | 第90-93页 |
| 3.7 Women bridging the gender gap in university leadership and management. 69 | 第93-94页 |
| 3.8 Importance of researching on women in university leadership and management in Zambia | 第94-96页 |
| CHAPTER FOUR | 第96-110页 |
| 4.0. Introduction | 第96页 |
| 4.1 Theoretical Framework | 第96-99页 |
| 4.1.1 The feminist theory | 第96-99页 |
| 4.2 Feminist Perspectives | 第99-102页 |
| 4.2.1 Personal factors | 第99-100页 |
| 4.2.2 Structural or Organizational factors | 第100-101页 |
| 4.2.3 Cultural factors | 第101-102页 |
| 4.3. Construction of the ‘Three Domain Factor Model’ Conceptual Framework | 第102-107页 |
| 4.3.1. Personal Factors | 第103-105页 |
| 4.3.2 Professional Factors | 第105-106页 |
| 4.3.3 Organizational Factors | 第106-107页 |
| 4.4 The Complex Interaction of Factors | 第107-108页 |
| 4.5 Change towards Positive Research in Gender studies | 第108-110页 |
| 4.5.1 Application of the ‘Three Domains Factors-model’ | 第108-110页 |
| CHAPTER FIVE | 第110-158页 |
| 5.0 Introduction | 第110-111页 |
| 5.1 Methodology and Research Design | 第111-126页 |
| 5.1.1 Feminist Methodology | 第114页 |
| 5.1.2 A Feminist Perspective of Gender | 第114-116页 |
| 5.1.3 Reflexivity in feminist methodology | 第116-117页 |
| 5.1.4 Use of Case study | 第117-119页 |
| 5.1.5 Intersectionality approach to gender studies | 第119-120页 |
| 5.1.6 Quantitative or representation studies approach to the Study of Senior Womenacademics | 第120-122页 |
| 5.1.7 Intersectionality approach to researching women’s life experiences in academia | 第122-126页 |
| 5.2 Research Instruments | 第126-134页 |
| 5.2.1 The Pilot Study | 第126-127页 |
| 5.2.2 Research Participants | 第127-134页 |
| 5.3 Methods Used in Collecting Data | 第134-152页 |
| 5.3.1 Use of In-depth Conversational interviews | 第135-137页 |
| 5.3.2 The interview | 第137-138页 |
| 5.3.3 Recording the interview | 第138-140页 |
| 5.3.4 Field notes | 第140-141页 |
| 5.3.5 Documented Evidence | 第141-142页 |
| 5.3.6 Reliability (Credibility) and Validity (Trustworthiness) of the Methodology | 第142-152页 |
| 5.4 Data Analysis | 第152-158页 |
| CHAPTER SIX | 第158-173页 |
| 6.0 Introduction | 第158页 |
| 6.1 Defining ethics in research | 第158-163页 |
| 6.2 Access to and Consent from participants | 第163-166页 |
| 6.2.1 Access to prospective participants (senior women academicians) | 第163-165页 |
| 6.2.2 Securing appointments for interviews | 第165-166页 |
| 6.3 The Interview in Perspective | 第166-170页 |
| 6.3.1 Power relations between interviewer and interviewee | 第166-168页 |
| 6.3.2 Power relations during the interviews | 第168-170页 |
| 6.4 Challenges in Dissemination of the Findings | 第170-173页 |
| 6.4.1 Confidentiality and non disclosure of participants’ identity | 第170-173页 |
| CHAPTER SEVEN | 第173-214页 |
| 7.0 Introduction | 第173页 |
| 7.1 Data | 第173-182页 |
| 7.1.1 Biographical data of the women participants | 第174-177页 |
| 7.1.2 Professional data of the women participants | 第177-178页 |
| 7.1.3 Professional progression data of the women participants | 第178-179页 |
| 7.1.4 Data on Senior university academic and administrative positions by Gender | 第179-182页 |
| 7.1.5 Data on the current jobs of the Women professors | 第182页 |
| 7.2. Analysis on the findings | 第182-185页 |
| 7.3 Bridging the gender gap in university leadership and management | 第185-209页 |
| 7.3.1 Supportive familial relationships and mentorship | 第185-189页 |
| 7.3.2 Higher formal qualifications and specialized training | 第189-190页 |
| 7.3.3 Challenged and changed Gender stereotypes and biases | 第190-195页 |
| 7.3.4 Positive re-invention and integration of the personal and professional identities | 第195-198页 |
| 7.3.5 Leveraging the ‘being woman’ and being a ‘woman professor’ identities | 第198-199页 |
| 7.3.6 Promoting self-confidence and self agency | 第199-209页 |
| 7.4 A summary on the discussion | 第209-214页 |
| CHAPTER EIGHT | 第214-227页 |
| 8.0 Introduction | 第214页 |
| 8.1 A summary of the Research and Key Findings | 第214-227页 |
| 8.1.1 Conclusion | 第218-220页 |
| 8.1.2 Recommendations | 第220-224页 |
| 8.1.3 Some contributions of this study | 第224-225页 |
| 8.1.4 A few suggestions for further Research | 第225-227页 |
| BIBLIOGRAPHY | 第227-259页 |
| ANNEXURES | 第259-284页 |
| Annexure A | 第260-261页 |
| Annexure B | 第261-263页 |
| Annexure C | 第263-264页 |
| Annexure D | 第264-269页 |
| Annexure E | 第269-284页 |
