LIFE SATISFACTION AMONG WOMEN OF COLOR ENTREPRENEURS Ali-Sha Alleman, Ph.D ...

123 Pages·2017·2.11 MB·English

ABSTRACT

Title of Dissertation: LIFE SATISFACTION AMONG WOMEN OF COLOR
ENTREPRENEURS
Ali-Sha Alleman, Ph.D. December 2017
Dissertation Chair: Halaevalu Vakalahi, Ph.D.
School of Social Work
The importance of life satisfaction has compelled working women of color to find
alternatives to the traditional workplace. Using a phenomenological approach, this
qualitative study examined the life satisfaction of 12 women of color entrepreneurs relative
to their lived experiences, between the ages of 25-65 who have left the traditional
workplace and have been in business for at least five years. A multidimensional
conceptual framework including Intersectionality, Resilience theory and Life Satisfaction
was used for this study.
By using snowball sampling, women of color entrepreneurs were asked to refer
and connect other entrepreneurs to the study. Narratives of participants lived experiences
were captured using semi-structured interviews. This study examined the following
questions: 1) How is life satisfaction perceived by women of color entrepreneurs versus
as employees? 2) What are the lived experiences of women of color entrepreneurs? 3)
What motivates women of color entrepreneurs? There were seven categories: motivation,
emotional/physical health, attitudes towards risk, family support, intersectionality,
resilience, and interpretation of life satisfaction; and 20 themes (e.g. workplace rigidity,
spirituality, freedom, and a holistic view of life satisfaction). (Findings suggested life
satisfaction as entrepreneurs despite economic, regulatory and gender barriers).
Implications for future research, practice and policy are discussed.
LIFE SATISFACTION AMONG WOMEN OF COLOR ENTREPRENEURS
by
Ali-Sha Alleman

A Dissertation Submitted in Partial Fulfillment
of the Requirements for the Degree
Doctor of Philosophy

MORGAN STATE UNIVERSITY
December 2017
LIFE SATISFACTION AMONG WOMEN OF COLOR ENTREPRENEURS
by
Ali-Sha Alleman

has been approved
May 2017

DISSERTATION COMMITTEE APPROVAL:

______________________________, Chair
Halaevalu Vakalahi, Ph.D.

______________________________
Laurens Van Sluytman, Ph.D.

______________________________
Paul Archibald, Dr.P.H.

ii
ACKNOWLEDGEMENTS
My foremost gratitude and appreciation is expressed to the women who willingly
participated in this study, shared their stories and became a voice for women of color
entrepreneurs. My spirit was enriched by their stories.
I especially thank the following people who supported and encouraged me throughout
this journey:
My advisor, mentor and dissertation chair Dr. Halaevalu Vakalahi, for her guidance in
helping me find my voice and having continual confidence in my abilities. I am grateful
for the countless hours spent rereading my work.
My dissertation committee Dr. Halaevalu Vakalahi, Chair, Dr. Laurens Van Sluytman
and Dr. Paul Archibald who challenged me to go deeper and let the process happen.
Dr. Chipungu and Dean McPhatter for their encouragement and constant loving support.
My husband and my family who have been a nurturing influence and a sustaining force in
my life, especially my mother, who has been a constant cheerleader
My cohort, whose unconditional friendship, patience, insight and constant feedback was
invaluable throughout this journey.
Morna Boyle, Phillip and Stephanie Geller, for their friendship, brainstorming and
nurturing when I needed it.
Dr. Russell and Kate Greifzu, who edited this dissertation.
To the organizations that helped with this study: Morgan State University Entrepreneurs
Assistance Center, Impact HUB, Mompreneurs, Fallsway Farmer’s Market, Southwest
Business Center, and Last Wednesday.

iii
TABLE OF CONTENTS
LIST OF TABLES AND FIGURES VI
CHAPTER 1: INTRODUCTION 1
STATEMENT OF THE PROBLEM 3
PREVALENCE OF THE PROBLEM 16
SIGNIFICANCE TO SOCIAL WORK 18
PURPOSE OF STUDY 19
CONSTRUCTS 20
CHAPTER 2: LITERATURE REVIEW 22
CONCEPTUAL FRAMEWORK 33
CHAPTER 3: METHODOLOGY 38
STUDY DESIGN 38
SAMPLING 39
RECRUITMENT 39
SETTING 40
HUMAN SUBJECTS 41
CONSENT 41
ETHICAL DILEMMAS 41
DATA COLLECTION 41
DATA ANALYSIS 42
CHAPTER 4: FINDINGS 44
PARTICIPANT DEMOGRAPHICS 46
THEMES 47
SUMMARY 71
CHAPTER 5: DISCUSSION 72
WITHIN CONTEXT OF CONCEPTUAL FRAMEWORK 76
LIMITATIONS 79
IMPLICATIONS FOR FUTURE RESEARCH 80
iv
IMPLICATIONS FOR SOCIAL WORK EDUCATION 82
IMPLICATIONS FOR SOCIAL WORK PRACTICE & POLICY 83
CALL TO ACTION 86
REFERENCES 87
APPENDIX A 103
APPENDIX B 105
APPENDIX C 109
APPENDIX D 111
APPENDIX E 114
APPENDIX F 115
v
LIST OF TABLES AND FIGURES

Table 1: Demographics ......................................................................................................................46

Table 2: Categories and Themes ....................................................................................................47

Figure 1: Conceptual Framework for Women of Color Employees/Entrepreneurs ..34

vi
LIFE SATISFACTION AMONG WOMEN OF COLOR ENTREPRENEURS
CHAPTER I: INTRODUCTION
The importance of life satisfaction compels many working women of color to find
alternatives to the traditional workplace. In seeking to escape systemic challenges and
barriers, such as lack of schedule control, pay inequity, and discrimination that interfere
with life satisfaction, such women are exiting traditional employment and entering
entrepreneurial settings (Ahmad, 2014; Streir, 2010). Employers in traditional work
settings expect women to embrace the workplace as their primary responsibility, with
little consideration for their family or other obligations (Brodkin, 2015; Copeland &
Snyder, 2011; Noonan, Estes, & Glacs, 2007; Wright, 2013). For professional women of
color, primary responsibility means committing to long work hours and heavy workloads,
often without pay equity or possible career advancement (Kephart & Schumacher, 2005).
For low-income women of color, work is often in unstable environments that lack
consistent hours (that makes it difficult to plan the remainder of their lives, be that child
care or anticipated income), benefits, family leave, or advancement (Brodkin, 2015),
resulting in extremely limited time for a private life and family commitments. These
challenges and expectations lead employers and even women of color themselves to
question their loyalty to workplaces that often contribute little to meeting the demands of
their lives (Ahmad, 2014; Kephart & Schumacher, 2005).
In an effort to counteract the effect of a constrictive work environment, many
women of color are exploring entrepreneurism as a strategy to regain control of their
schedules and professional growth and to improve their life satisfaction (Ahmad, 2014;
Henley, 2007; Schjoedt & Shaver, 2005). Job satisfaction is one of the main contributors
1
to life satisfaction (Binder & Coad, 2013; Diener, 1984; Krishnaveni & Sripirabaa,
2015); the literature shows that entrepreneurship typically offers a flexible schedule as
well as opportunities for professional growth and autonomy, factors that enhance life
satisfaction (Kolvereid, 2006; Schjoedt & Shaver, 2005; Streir, 2010).
This study explored how women of color perceive their life satisfaction as
entrepreneurs compared to life satisfaction as employees by documenting the narratives
of their lived experiences. It used a phenomenological approach to capture what is at the
core of being a woman entrepreneur of color, by interviewing those women who have
five years or more as a full-time entrepreneur. Therefore, this study is interested in how
personal motivations along with family and support network contribute to such women’s
perceptions of their life satisfaction. Thus, using a conceptual framework that
incorporates the interconnectedness of intersectionality, resilience theory, and life
satisfaction, this study proposed that the perspective of women entrepreneurs of color
regarding their life satisfaction will be shaped through their multiple identities within a
neoliberal work and entrepreneurial environment. At the intersection of being a woman
of color in a perceived male-oriented vocation, this study intended to capture the nuances
of how women of color entrepreneurs perceive their life satisfaction.
Furthermore, this study set out to expand the social work literature about women
entrepreneurs of color. Most social work studies consider the entrepreneurship of women
of color or their microenterprise to be primarily a poverty alleviation approach to build
and support economic self-sufficiency (Alter, 1995; Kim, 2014; Sanders, 2004; Streir,
2010). Therefore, they focus little attention on how the non-pecuniary rewards of
entrepreneurship, such as the control, autonomy, and schedule flexibility, play a role in
2
the actual lived experience of women entrepreneurs of color (Kolvereid, 2006; Schjoedt
& Shaver, 2005). Nevertheless, the literature suggests that these non-monetary returns
have a positive impact on life satisfaction and overall well-being (Eager, Grant, &
Martitz, n.d.; Naudé, Amoros, & Cristi, 2013; Wennekers, Uhlaner, & Thurik, 2002).
Moreover, the studies of women entrepreneurs have been conducted through large
secondary data sets that lack categorization by race and family status (Langowitz &
Minniti, 2005; Schjoedt & Shaver, 2005; Terjesen & Amoros, 2010; Verheul, Van Stel,
& Thurik, 2006). Often, utilizing single-item survey-based techniques results in the
entrepreneurial experiences being interpreted through a restrictive lens that does not
include the nuances of life satisfaction. Additionally, these quantitative studies fail to
show an in-depth analysis of how women entrepreneurs of color themselves experience
or define life satisfaction.
Statement of the Problem
Women of color of all socioeconomic statuses and ethnicities have been
disenchanted with workplace barriers that interfere with life satisfaction (Hughes &
Dodge, 1997). Professional women of color have reported having long work hours, lack
of professional growth, workplace discrimination, and pay inequity (Ahmad, 2014;
Kephart & Schumacher, 2005). Low-income women of color endure low wages, job
insecurity, and little sense of control over hours, since employers typically determine at
short notice whether they need staffing or not (Brodkin, 2015; Jacobs & Padavic, 2015).
Both groups of women express frustration over the inability to balance work and family
demands with their work schedules (Eager, Grant, & Martitz, n.d.; Hennessy, 2009;
Jacobs & Padavic, 2015).
3