Bachelor of Business Administration (BBA), Ohio University, 2016, Business Administration

This thesis examines the effects of one's familial structure and financial standing on the pursuit and attainment of collegiate leadership roles in a grounded theory structure. It expands on prior studies by evaluating current collegiate leaders and their perceptions of the effects their familial structure and financial standing had on their pursuit and attainment of leadership roles within recognized student organizations.

Committee: Tim Reynolds (Advisor) Subjects: Business Administration

Doctor of Philosophy, Case Western Reserve University, 2015, Management

The task of preparing next-generation family members for leadership responsibilities in the family business is too important to leave to chance. There are 17 million family businesses in the United States, and they generate half of the nation's GDP. Family-owned or controlled businesses produce three-quarters of GDP in most other countries and comprise over 80% of businesses in the world's free economies, including a fifth of the companies in the Fortune Global 500. Despite their importance, the survival rate for family enterprises through multiple generations of family ownership is low. Only 30% survive from the first generation to the second, 12% from the second to the third, and 4% from the third to the fourth. Weak next-generation leadership is one of the top three threats to long-term family firm success. Next-generation family business leaders face a set of challenges unique to family-owned businesses. Not only must they meet the challenges of sustaining a successful business, they must also negotiate the complexities of the family and ownership systems that are integral components of family enterprises, often while living in the shadow of a successful entrepreneur who happens to be a father, mother, or other close relative. While there is general agreement in the family business literature about the importance of next-generation leadership, there is a lack of rigorous research on how future leaders are developed in family firms. This study employed an integrated sequential mixed-methods approach to address that gap by identifying and exploring relationships among factors that influence the effectiveness of next-generation family leaders and the degree to which they are positively engaged with their work in the family business. Three phases of research were conducted. The first was a qualitative study of 37 leaders of privately-owned, mid-market family businesses in the United States and Canada. Early leadership learning experiences, emotional and (open full item for complete abstract)

Committee: Richard Boyatzis PhD (Committee Chair); Kalle Lyytinen PhD (Committee Member); Diana Bilimoria PhD (Committee Member); Simon Peck Phd (Committee Member) Subjects: Business Administration; Entrepreneurship; Families and Family Life; Management; Organizational Behavior

Ph.D., Antioch University, 2011, Leadership and Change

This study explores the transformative experience from client and service recipient to collaborative leader and partner in child welfare. Rather than expanding on existing literature that examines the nature and quality of the client experience from a service or customer satisfaction perspective, this study reflects the lived experiences of "real, bonafide" birth parent leaders in child welfare systems in the State of Kansas, several counties in Washington state, and Contra Costa County, California. The goal of the study is to illuminate the journey from clienthood to leadership as experienced by the nine birth parent leaders in the study through research portraits (Lawrence-Lightfoot Hoffmann Davis, 1997). Findings from the study highlight the dynamic interplay between individual and contextual dimensions that support the initiation of and on-going leadership of birth parents within child welfare systems as active and equal participants. The findings illuminate for us the relational web in which the study's birth parent leader participants have emerged and thrive as collaborative partners and leaders within their local child welfare context. In so doing, the study provides a relational interpretation of resilience and transformation, leadership and change that extends beyond traditional notions of client engagement and consumer involvement in child welfare. The electronic version of this dissertation is at OhioLink ETD Center, www.ohiolink.edu/etd.

Committee: Carolyn Kenny PhD (Committee Chair); Philomena Essed PhD (Committee Member); Raquel Gutierrez PhD (Committee Member); Carol Wilson-Spigner PhD (Other) Subjects: Gender; Social Research; Social Work; Sociology

Doctor of Philosophy, University of Akron, 2007, Counselor Education and Supervision

This study addressed how role salience and work-family conflict relate to leadership practices for women managers. The sample (N = 197) was comprised of single and married women, ages 22-55, with and without dependent children living at home, holding middle or upper management positions within various for-profit organizations. Forty-four women's organizations/associations and 50,000 women managers in the U.S. were solicited by email, in addition to distributing printed surveys to Human Resource managers of businesses for distribution to their women managers. The number of years in the workforce and estimation of employer support of family needs were demographic variables that showed statistically significant relationships with leadership practices. The results indicated there were no significant differences in leadership practices between women managers with or without dependent children living at home. Additionally, women managers were able to be differentiated based on their salience for work, family and bother work and family roles. Measured role salience differed from women managers' expressed role salience. Women managers with a measured role salience for work and both work and family had significantly more Work Interfering with Family (WIF) conflict than managers with a family salient role. There was no significant difference in Family Interfering with Work (FIW) conflict among the women managers with any salient roles. When expressed role salience was considered, there were no significant differences in WIF or FIW conflict. Results of the study indicated that there were no significant differences in the leadership practices of women managers with a role salience for work, family, and both work and family. Women managers identified as having WIF conflict did not significantly engage in more leadership practices than those identified as having FIW conflict. Recommendations for future research and for practice are also provided.

Committee: Cynthia Reynolds (Advisor) Subjects:

Ph.D., Antioch University, 2013, Leadership and Change

The purpose of this exploratory study is to examine what the son-father relationship experience feels like (the phenomenology of the son-father relationship), and how the relationship experience affects leadership development, specifically in the son. I chose to reverse the order of the typical reference on this topic (father-son) in order to emphasize the significance of the son (role) being the central character or object of interest, even in instances where the character is a father in addition to being a son. Additionally, it should be noted that all fathers are sons, but not all sons are fathers (biologically, and/or socially, and/or conceptually). My central research question is: How is leadership development influenced by the phenomenological characteristics of the son-father relationship experience? I address this question through a series of interviews with adolescent boys age 17 and men between 18 and 45 years of age. The foundation of my interview protocol is built on a series of theory-based questions (Wengraf, 2001) that are outlined below. Analysis of these interviews is presented along with a comparative review of the scholarly literature on leadership development in adolescents. The primary value of this research is its applicability to youth leadership development programs with respect to the potential to add an emphasis on values and practices that cultivate healthy sustainable relationships that are consistent with responsible and effective parent involvement and planning, family leadership, and community support. While there is considerable consideration being acknowledged to an anecdotal connection between how boys are, or should be, affected by the leadership qualities of their fathers, very little was articulated about how the participants felt their own leadership development was influenced by the relationship experience, particularly juxtaposed to the amount of attention the participants spent on describing their feelings and emotions about (open full item for complete abstract)

Committee: Philomena Essed Ph.D. (Committee Chair); Elizabeth Holloway Ph.D. (Committee Member); Michael J. Diamond Ph.D. (Committee Member); Toby Miller Ph.D. (Other) Subjects: African American Studies; African Americans; Asian American Studies; Behavioral Psychology; Black Studies; Cognitive Psychology; Communication; Counseling Education; Developmental Psychology; Early Childhood Education; Education; Education Philosophy; Educational Leadership; Educational Psychology; Educational Sociology; Elementary Education; Ethnic Studies; Experimental Psychology; Families and Family Life; Gender Studies; Hispanic American Studies; Individual and Family Studies; Literacy; Minority and Ethnic Groups; Multicultural Education; Pedagogy; Personal Relationships; Personality; Personality Psychology; Philosophy; Preschool Education; Psychology; Social Psychology; Social Research; Social Structure; Social Studies Education; Social Work; Sociology; Special Education

Ph.D., Antioch University, 2024, Leadership and Change

The study sought to ascertain whether introducing democracy has adversely impacted Indigenous cultural practices in Ghana or whether the path to democracy has enhanced, shaped, or strengthened aspects of the country's Indigenous culture. The study sheds some light on the realistic, symbolic, and pervasive threat(s) that transitional or Indigenous societies like Ghana undergoing the process of democratization face and must deal with. More specifically, the study provides some insights into how traditional societies, where Indigenous values and practices are held with some reverence and esteem, can be integrated into liberal democratic institutions to potentially ameliorate cultural tension and political discord that often accompanies the process of democratic and electoral transitions. The study also provides a rich context to explain and dispel some of the pernicious stereotypes and perceptions about countries that strive to build a suitable system of governance by combining aspects of their Indigenous culture and liberal democratic tenets. The primary scholarly contribution of the study is a greater understanding of how Indigenous cultural norms, as informal institutions, shape the trajectory and consolidation of democratization in sub-Saharan Africa. This dissertation is available in open access at AURA (https://aura.antioch.edu) and OhioLINK ETD Center (https://etd.ohiolink.edu).

Committee: Daniel Ogbaharya PhD (Committee Chair); Chris Voparil PhD (Committee Member); Michael Simanga PhD (Committee Member) Subjects: African History; African Studies; Alternative Dispute Resolution; Black History; Black Studies; Cultural Resources Management; Ethics; Ethnic Studies; Families and Family Life; Individual and Family Studies; Management; Minority and Ethnic Groups; Multicultural Education; Philosophy; Political Science; Public Policy; Regional Studies; Social Research; Soil Sciences

Doctor of Ministry, Methodist Theological School in Ohio, 2023, Practical Studies

This thesis explores the question, "How can an established congregation engage with Bowen Family Systems Theory to reveal hidden emotional processes that impact missional adaptive change?" The research took place in the context of a mid-sized Presbyterian Church (USA) congregation founded in 1851.The project utilized a Participatory Action Research (PAR) model with elders from the congregation serving as a research team along with the congregation's pastor as lead researcher. Four rounds of PAR research identified 1) a missional adaptive challenge for the congregation, 2) features of the congregation's emotional system in times of change, 3) features of the elders' nuclear family emotional systems in times of change, and 4) a systems informed missional experiment called "Laundry Love Day." This experiment incorporated what was learned about the emotional systems of the congregation and elders in order to more successfully address the missional adaptive challenge. Research was adapted midway to accommodate the COVID-19 pandemic. The project successfully demonstrated the potential benefits and difficulties of incorporating Bowen Family Systems Theory in missional adaptive change efforts. This research opens the door to further studies exploring the confluence of Bowen theory and missiology.

Committee: Dr. Emlyn Ott (Advisor); Dr. Paul Kim (Advisor) Subjects: Organizational Behavior; Religion; Religious Congregations; Theology

Master of Science (MS), Ohio University, 2023, Apparel, Textiles, and Merchandising (Education)

Sisters are likely to be fashion consumption influencers to one another, but little research exists investigating this relationship. Therefore, in this research I examined, through interviews with nine sister pairs, their fashion influences on one another and investigated the interrelated roles of “sister” and “fashion consumption influencer.” The aim of this study was to understand the way that sister pairs, one of whom is a member of Generation Z (born between 1996 & 2015), influence one another with respect to fashion shopping and consumption. Results add support to family development and systems theory literature, fashion leadership literature, as well as providing helpful insight to fashion retailers and marketers. Content analysis of the qualitative data supports the role of sisters as fashion influencers and leaders, though to personalized and differing extents as revealed in the results presented in Chapters 4 and 5.

Committee: Ann Paulins V. (Advisor); Jennifer Chabot (Committee Member); Hyeyoon Choi (Committee Member); Ann Paulins V. (Advisor) Subjects: Educational Leadership; Families and Family Life

Ph.D., Antioch University, 2022, Leadership and Change

Children benefit from engagement in early education and care (ECE) programs that support their learning and development while also providing a point of connection to critical resources for their families. For children from economically disadvantaged families, the lack of access to high-quality ECE results in a persistent achievement and opportunity gap (Garcia & Weiss, 2015). A significant portion of ECE occurs in home-based early learning environments, also known as family child care (FCC) programs, which play a critical role in supporting children from low-income and immigrant families (Layzer et al., 2007; Porter et al., 2010). Unfortunately, this sector of ECE has seen declining numbers of licensed caregivers over the past decade, due to increased regulatory requirements, low pay, competing commitments, low professional status, and working conditions involving long days in isolation from colleagues or peers (NSECE Project Team, 2016; Tuominen, 2003; Stitou et al., 2018). Using grounded theory methodology, this study explored the lived experience of successful FCC educators, examining the impact of professional identity, intentionality of practice, and management of competing demands on educators' efficacy, psychosocial well-being, and job satisfaction. The stories shared by educators in this study underscore the value of maintaining and supporting this sector of the ECE ecosystem. The findings provide a deeper understanding of the conditions and social processes that allow FCC educators to be effective and thrive in their work. This insight is the key to retaining high-quality programs, recruiting new professionals into the field, and developing strategies to support and strengthen FCC programs that serve young children and their families. This dissertation is available in open access at AURA (https://aura.antioch.edu) and OhioLINK ETD Center (https://etd.ohiolink.edu).

Committee: Elizabeth Holloway PhD (Committee Chair); Harriet Schwartz PhD (Committee Member); Rachel Gooze PhD (Committee Member) Subjects: Early Childhood Education; Education; Education Philosophy; Education Policy; Educational Leadership; Educational Psychology; Educational Theory; Families and Family Life; Gender; Gender Studies; Occupational Psychology; Organization Theory; Personal Relationships; Preschool Education; Teacher Education; Teaching

Doctor of Education (EdD), Wright State University, 2022, Leadership Studies

The study outlines the path that the researcher took to investigate the phenomenon of nomophobia as it relates to employee engagement. In the first two chapters, the researcher outlines a synopsis of the problem, presents gleanings from a review of pertinent literature on employee engagement and nomophobia, and articulates a basic conceptual framework for the study. The researcher also shares how the data was collected and analyzed in the third chapter of this document. In the fourth chapter, the method is articulated and finally, results and recommendations are shared in the last chapter.

Committee: Corey Seemiller Ph.D. (Committee Chair); Dan Noel Ph.D. (Committee Member); Brenda Kraner Ph.D. (Committee Member); David Bright Ph.D. (Committee Member) Subjects: Educational Leadership; Management; Occupational Psychology; Organization Theory; Organizational Behavior

Doctor of Philosophy (Ph.D.), Bowling Green State University, 2018, Psychology/Industrial-Organizational

The goal of this dissertation was to develop and validate a single-response situational judgment test (SJT) that assesses managerial effectiveness in helping employees manage their work and family lives. To accomplish this goal, a two-part study was conducted using multi-source data. In Phase 1, a family-supportive supervision SJT and scoring key were developed from critical incidents and ratings provided by industry managers and trained subject matter experts. In Phase 2, criterion-related validity evidence and job relevance of the manager SJT scores were evaluated based on dyadic data from city government supervisors and subordinates. The test's psychometric viability was also examined by way of internal consistency and test-retest reliability. Results showed that manager SJT scores were significantly related to, and predicted, employee perceptions of family-supportive supervisor behaviors, experienced work-family conflict, and family-supportive organization perceptions but not employee ratings of manager work effort and managerial effectiveness. Interestingly, manager ability to identify effective and ineffective behaviors within this context was differentially related to employee outcomes and may be separate constructs. Evidence was also found that the pattern of relationships between manager SJT scores and employee outcomes varied depending on the gender composition of the supervisor-subordinate dyad among other variables. Implications for research and practice are discussed.

Committee: Michael Zickar Ph.D. (Advisor); Yiwei Chen Ph.D. (Committee Member); Scott Highhouse Ph.D. (Committee Member); Laura Sanchez Ph.D. (Other) Subjects: Management; Occupational Health; Occupational Psychology; Organizational Behavior; Psychology; Social Psychology

Ph.D., Antioch University, 2017, Leadership and Change

The purpose of this study is to gain knowledge about the relationship between sponsor and sponsee in Al-Anon Family Groups from the perspective of sponsors and sponsees in Al-Anon. The main question guiding my research is: What is the nature and quality of the sponsorship relationship as perceived by sponsors and sponsees? Nineteen men and women were interviewed and shared stories of their experience of being a sponsor and a sponsee in the Al-Anon program. I utilized a holistic-content approach to analyze the date from the interviews. To help situate the findings in current literature a discussion of sponsorship in Alcoholics Anonymous, therapy, mentoring, and other helping groups is provided. The findings suggest that there are similarities between Al-Anon sponsorship and mentoring in that both relationships progress through stages of development. The findings suggest that boundaries are an important aspect of Al-Anon that helps its members to healthily detach from other people. Al-Anon members are motivated to help based on the culture of helping found in the program as seen through its service structure and sponsorship. The leadership that Al-Anon sponsors provide finds connections with several leadership theories including, transformational, servant, relational, and authentic leadership. The electronic version of this dissertation is at AURA: Antioch University and Repository Archive, https://aura.antioch.edu/ and Ohio Link ETD Center, https://etd.ohiolink.edu

Committee: Elizabeth Holloway Ph.D (Committee Chair); Laurien Alexandre Ph.D (Committee Member); Mary Lee Nelson Ph.D (Committee Member) Subjects: Families and Family Life; Psychology

Doctor of Education (Ed.D.), Bowling Green State University, 2013, Leadership Studies

The purpose of this qualitative research life history study was to understand experiences and contributions to life satisfaction for single divorced women in leadership. Understanding the meaning one ascribes to life experiences assists leaders, employers and others to identify and target appropriate motivations. Five single, divorced African American women, ages of 40 to 55, working in leadership positions were interviewed as to how she assessed her overall life satisfaction; what she attributed to her life satisfaction; the factors that were most necessary or influential, i.e., extended family and friends, children, education, purpose, spirituality, and socioeconomic status, etc.; and, the extent, if any, other perceptions weighed on her life satisfaction. The research found of the divorced African American female leaders interviewed that life satisfaction or the lack thereof was highly related to locus of control and whether she believed she was living with purpose. Second, consistent factors attributed to the divorced female leaders life satisfaction which included education, family (parent or children) and friend support and purpose. Further, companionship and spirituality also emerged as being strongly influential or important to life satisfaction view as well. Last, in regards to others' perceptions on the divorced female leaders studied it was found not to be impactful on life satisfaction. Essentially, the study found that divorced African American female leaders who believed she was living her purpose were more satisfied while those not living on purpose either fully or at all were more dissatisfied with their lives. This research provides leaders and others valuable information to utilize while working with others as how leaders think, behave or feel is critical to the success and growth of the leaders themselves, the individuals they influence as well the organizations they lead. As one's satisfaction with life ultimately affects every aspec (open full item for complete abstract)

Committee: Mark Earley PhD (Advisor); Joyce Litten EdD (Committee Member); Priscilla Coleman PhD (Other); Terry Herman EdD (Committee Member); Ardenia Jones Terry PhD (Committee Member) Subjects: African American Studies; African Americans; Aging; Black Studies; Counseling Psychology; Developmental Psychology; Education; Educational Leadership; Educational Psychology; Educational Sociology; Families and Family Life; Gender; Gender Studies; Personal Relationships; Welfare; Womens Studies

Doctor of Education (Ed.D.), Bowling Green State University, 2008, Leadership Studies

This life history study provides insight into the career paths of six females who attained the highest career level – president – in their organizations by exploring the influence of mentoring, family support, and networking in their career trajectories.Three female senior leaders from Health Care and three female senior leaders from Higher Education in the Midwest participated in the study. The leaders' personal experiences were captured in narrative form through personal interviews with the researcher and coded and analyzed for patterns and themes. Daniel J. Levinson's adult development stages (Levinson, Darrow, Klein, Levinson and McKee, 1978) were used to frame the four phases of career progression in the participant's lives and provide a foundation for a conceptual model depicting the influence of mentoring, family support and networking. Findings showed that the support of family was apparent throughout the female senior leaders' lives and their career trajectories. Mentors were most prevalent during pre-adult, early adult and the first part of middle adult stages. As the careers of the female leaders progressed into the later parts of early adult and throughout the middle adult stages, the importance and active use of networking was critical to obtain and maintain their current senior leadership position. Three themes emerged in this study: (1) Informal mentoring facilitated the women's climb up the administrative ladder to senior levels, (2) Strong family support was essential throughout the women's career trajectories, and (3) Networking was important as a career management strategy. Recommendations include that employers integrate mentoring and networking programs into their human resource policies. Secondly, that educators integrate these findings into course curriculum to inform females of the importance of mentoring, strong family support and networking in their career progression. Recommendations for future research include interviewing women who ar (open full item for complete abstract)

Committee: Dr. Julie H. Edmister (Advisor); Dr. Mark A. Earley (Committee Member); Dr. Diane Frey (Committee Member); Dr. Judy Jackson May (Committee Member); Dr. Martha Shouldis (Committee Member) Subjects: Community Colleges; Education; Gender; Health Care; Higher Education; Management; Womens Studies

Ph.D., Antioch University, 2012, Leadership and Change

Interest in family businesses has increased over the last 50 years. Little empirical research, however, has been devoted specifically to the study of family business consulting. Various practitioners have offered their insights regarding approaches and tools, and a few empirical studies have offered the practitioners' viewpoints regarding the practice area. The purpose of this study was to add to this small body of research by providing a view of family business consulting through the lens of the family business member. The chosen method of inquiry was collective case study, to allow for both contextual understanding and cross-case comparison. A total of nine participants across three cases were involved in the study. Several primary themes emerged from the study. To be considered a family business consultant by family members, a consultant needed to have entered the family business system through the family portal. The work of family business consultants was focused on inter-generational issues. Factors important to a successful consultation included chemistry with the family business leader, trust, values, and the involvement of non-business spouses. Finally, family members identified the maintenance of intact family member relationships as an important component of success in a family business consultation. Themes suggested by this study both supported and extended findings exploring family business consulting from the practitioner's point of view. The electronic version of this dissertation is at OhioLink ETD Center, www.ohiolink.edu/etd

Committee: Mitchell Kusy PhD (Committee Chair); Carol Baron PhD (Committee Member); Randel Carlock PhD (Committee Member); Keith Cross PhD (Other) Subjects: Behavioral Sciences; Business Administration; Business Community; Entrepreneurship; Families and Family Life; Management; Organization Theory; Organizational Behavior; Personal Relationships; Psychology

Ph.D., Antioch University, 2011, Leadership and Change

This study researched Appalachian women who were in emotional, social, or economic reliant relationships with male spouses and became socio-economically stable and independent. This effort is to give Appalachian women voice and learn from their accounts of how they led change by financially, physically, and socially providing for themselves and their dependent children. Research is limited to a particular group of white middle class Appalachian women in the North-Central sub-region of Appalachia. This group was chosen because they have been largely overlooked in the literature. However, this study does not answer questions of all women‘s experiences and barriers in Appalachia. African American, Hispanic, and other minority women are not represented. It is my hope the stories of these women who successfully overcame significant challenges in creating socio-economic stability in their homes provide a positive role model for other women of the region. Through a set of criteria, 15 Appalachian women ages 34 to 74 that left their first marriage, were socio-economically stable and independent were interviewed. Confidential interviews recorded participants' life stories. Each woman discussed her experience in her own voice and explained how she led change in her family‘s life. The stories were coded for major themes using NVivo 8 software. An adaptation of situational mapping was used to contextualize the primary themes. Generational influences emerged as an important theme and three narratives, one for each generational group, are retold as exemplars highlighting the primary themes, Appalachian Characterization, Generational Issues, Children, Economic Independence, Education, Reasons for Leaving, Social Support, and Self-Leadership. Appalachian education experts affirmed the significance of the themes and situated them in the cultural context of the region. Analysis of the narratives and the situational map shows the significance of economic independence, social support, (open full item for complete abstract)

Committee: Elizabeth Holloway PhD (Committee Chair); Laurien Alexandre PhD (Committee Member); Mary K. Anglin PhD (Committee Member); Kimberly K. Eby PhD (Other) Subjects: Economics; Education; Families and Family Life; Gender; Gender Studies; Individual and Family Studies; Minority and Ethnic Groups; Personal Relationships; Regional Studies; Social Psychology; Social Research; Sociology; Womens Studies

Ph.D., Antioch University, 2010, Leadership and Change

Nationally, the education pipeline is not preparing enough students for success and high school dropout rates in the nation's urban areas are alarming. This mixed methods (QUAN→qual) empirical study examines the influence of parent involvement on the academic success of 1,774 GEAR UP (Gaining Early Awareness and Readiness for Undergraduate Programs) students matched to their parents in 21 high schools in Chicago. The results of the regression analyses were presented to focus groups composed of GEAR UP parents and staff to assist in making meaning of the data and to gain deeper insight and understanding of the results. The study results were viewed through the lens of social capital and implications for leadership were drawn for marginalized stakeholders. Parental involvement was measured by the amount of time parents engaged in GEAR UP program activities and the degree to which this involvement is related to their child's achievement and aspirations for college was studied. The study focused on students and their parents who have been involved in GEAR UP in 8th grade and 9th grade. Student success was measured by 9th grade GPA and 10th grade PLAN Composite Score and Aspirations for College measured by the postsecondary intent question on the PLAN. Regression analysis showed a significant relationship between parent involvement and 9th grade GPA (p <.001) and a significant relationship between parent involvement and the PLAN Composite Score (p < .05). The video clips included in this document require Adobe Reader 9.0 and are directly accessible while reading.

Committee: Carol Baron PhD (Committee Chair); Jon Wergin PhD (Committee Member); George Olson PhD (Committee Member); Chandra Taylor-Smith PhD (Other) Subjects: African Americans; Education; Educational Sociology; Elementary Education; Families and Family Life; Higher Education; Hispanic Americans; Minority and Ethnic Groups; Secondary Education; Social Research; Sociology