Middle Managers In Academic And Public Libraries PDF Download

The purpose of this dissertation is to contribute the body of managerial leadership focused library and information science literature (LIS) concerning the advancement of people of color. Although, the LIS profession has made great efforts toward increasing diversity among librarians, the bulk of these efforts are focused on recruitment into entry level positions. Further, there is no evidence to suggest that these efforts have impacted diversity in the ranks and especially in library leadership positions where diversity is critically low. This study explore the topic by focusing on the experiences and habits of those few librarians of color who fill our senior leadership positions. The major objectives are to understand: 1) Why librarians of color decide to go into middle management and how does that occur? 2) Which experiences influence librarians of color interest in library leadership? 3) Why librarians of color decide to advance beyond middle manager? Twelve library directors, who self-identified as African-American, Hispanic, and Asian-American, participated in face-to-face or telephone interviews that adhered the narrative inquiry structure. Narrative inquiry is a qualitative method that asks study participants to recall and share specific events in their life-story, referred to as critical incidents. The critical incidents are then re-storied around major themes related to the topic. This study focused on the three phrases of middle management: becoming a middle manager, working as a middle manager, and advancing beyond middle manager. Following data collection, the stories were transcribed, coded, and 10 themes emerged. The findings suggest that the habits of library directors of color who are successful at advancing include: demonstrating leadership and initiative early in their career; participating in leadership institutes; connecting with individuals who can assist with their advancement later; and developing a support system for coping with adversity. Because, position promotion from middle manager to senior library leader requires a great deal of connection to others in addition to professional expertise and qualification there is some opportunity for libraries to support and encourage advancement for librarians of color; particularly in the form of explicit and effective mentorships.