無論中外，大學多半呈現性別比例不均的非對稱團體型態，由男性主導，女性則屬少數，且職階越高，性別比例之差異越顯懸殊，大學儼然成為男性中心的工作環境，而女性則常隱而不顯。在這種工作場域裡，當屬於少數人的女性院長在領導多數同儕為男性時，往往會遇到許多問題與阻撓，其經歷也比一般女性教授來的豐富。是以，為探求並呈現大學女性工作者更多元的聲音與經驗，本研究以女性院長為研究參與者，欲瞭解在大學不均等的性別結構下、男性主導的行政體系裡，女性院長的生涯歷程，其所經歷的事件、挑戰與榮耀，並分為家庭責任、同儕文化、行政晉升等面向加以探討。
在研究方法上，本研究以三位大學女性院長為研究參與者，採用生命故事研究方法進行深度訪談，並以詮釋學作為理論取徑。訪談內容以從文獻聚焦而成的開放式訪談指引為參考架構，由三位研究參與者自由、隨性地敘說其過往的生命經驗，成為其以職業生涯為主題的生命故事。
本研究發現，三位大學女性院長之生命故事均依循其獨特的脈絡開展，在婚姻家庭與工作的平衡上，丈夫扮演了支持性角色；而行政晉升經驗裡，行政體系的守門員，是三位女性院長面臨生涯關鍵時刻的重要影響人物；進入行政體系之後，由於行政體系為男性所主導，所以性別角色異例的情形便成其共同的困擾；而在這個男性主導的行政環境裡，人脈與同儕網絡雖不易建立，但是老女孩網絡卻是其重要的支持力量。
故，本研究之結論可臚列如下：
壹、個體生命故事之開展有其獨特的脈絡
貳、女性院長發展一與家庭並行的職業生涯
參、女性院長行政生涯多屬「偶然症候群」
肆、應用女性特質於領導為女性院長之優勢
伍、男性主導的行政體系是女性院長適應行政工作的主要困境
依研究所得之分析與結論，本研究以女性觀點及對後續研究提出建議：
壹、以女性觀點發聲
一、關於女性教授
（一）尋找支持性網絡協助平衡家庭與工作
（二）建立並發揮老女孩網絡的功能
（三）發揮女性特質於領導
二、關於高等教育行政環境—建立「對女性友善」（women-friendly）的 行政體系
貳、對後續研究的建議
一、對高等教育環境裡女性主義學者的研究
二、對女性教授自我性別意識改變歷程的研究

No matter domestically or abroad, gender inequality has existed in universities. Most men lead groups as majority and women as minority. Universities have become a “men-centered” working environment; and the higher the position, the more disparity appesrs between the percentage of men and women. As a fact, women are usually undermined in these environments. Female deans in a male-dominated working environment faced numerous problems and obstacles and their experiences are much more copious than the average female educators. In order to pursue and display more voice and experiences of female professors, the research invited female university deans as research participants to understand their career path in male dominated and gender unequal university. The female deans’ career encounters, challenges, and honors were also discussed under three topics of family responsibility, peer culture, and administration advancement.
The research studied three female university deans and life story interview and hermeneutics approach were used. And, the researcher used open-ended interview guide for reference.
The research discovered that life stories of the three female university deans were all cultivated under individual context. In balancing work and family, the husbands played an important role to support. Moreover, on the turning point of administrative advancement of their life, the gatekeepers of the administrative system would affect them tremendously. After the participants have been involved in the male-dominated administrative system, ‘role anomalies’ became a common problem. It would be very difficult to build social connection and network in the male-dominated work environment, but “old-girl network” was a strong force as support.
Therefore, this study can be concluded as follows:
Ⅰ. Individual life story was cultivated under his or her
individual context,
Ⅱ. Female dean’s development of career grew together with
the family,
Ⅲ. Female dean’s administrative career was perceived as
“plucking syndrome” usually,
Ⅳ. Applying feminine traits when leading was female dean’s
competitive advantages,
Ⅴ. An administrative system led by men was the biggest
challenge for female deans when adapting to the working
environment.
According to the analysis and conclusion of the results, several suggestions were raised:
Ⅰ. From the women’s perspective
1. About female professors
(1) To find support networks to help balancing family and
work,
(2) To establish and implement the function of old-girl
network,
(3) To elaborate feminine traits.
2. About higher education administrative environment—to
build a “women friendly” administrative system.
Ⅱ. Suggestions for future-studies
1. Studies on university feminists,
2. Studies on the change of female professors’ self gender
consciousness.

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