在现代社会，女性参与社会管理的程度和方式已经成为衡量一个国家社会文明进步、女性社会地位的重要指标之一。然而长期以来在我国的历史发展中，“女子无才便是德”、“男主外、女主内”等思想一直深深扎根，女性只是男性社会的一个附属品，在教育领域中也存在这一现象。女性教育领导者在数量上严重不足，女性在走向教育领导岗位的路途上荆棘密布，困难重重。基于此背景，笔者选择一位较为成功的女性教育领导者为研究对象，通过访谈和观察的方式对一位女性教育领导者成长过程的了解，探究女性教育领导者成长难的原因；并通过对这些原因的深入分析，尝试提出促进女性教育领导者成长的策略建议。通过研究发现，这位女性教育领导者的发展经历了普通小学教师——学校中层领导者——教育局领导的过程，而且职业发展期间遭遇“玻璃天花板”效应，对其工作热情产生影响。经过研究可以得出，制约这位女性教育领导者成长的原因主要是父权制文化影响下的社会层面对女性存在歧视和偏见；同时教育组织中的晋升机会少、对女性缺乏支持和信任、男性偏好的人际交往方式也将女性排斥在外；此外，女性受社会和组织中的不利因素影响，容易缺乏自信和追求成功的动力从而阻碍自己的发展。最后笔者从女性自身和社会各界支持两个角度提出促进女性教育领导者发展的策略，期望能够有助于女性教育领导者的成长与发展。

In modern society, the degree and the ways of women participation in social management have become important indicators to measure the progress of social civilization and female social status. However, in our history, the thought that innocence is the virtue for women has been deeply rooted. Women are just the accessory of male society and this phenomenon also exists in education. Education leaders are in serious shortage of women and the way to education leadership positions is beset with difficulties.Based on this background, I choose a successful female education leader as my research object. By means of interviews and observation, the reasons why women education leaders grow so hard can be found and targeted suggestions are put forward.This study has found that this woman experienced three stages: a primary school teacher, a leader in school and finally a leader in the Department of Education in her county. And in her career, she has suffered the "glass ceiling" effect which has affected her passion for work. Based on the study, the main reasons for restricting the growth of female education leaders are as follows：first, under the influence of patriarchal culture there are women discrimination and prejudice in our society. Then, fewer opportunities for promotion, lacking of support and trust for women and male-preferred interpersonal ways in educational organizations lead to women excluded. In addition, women who are influenced by negative effects from society and educational organizations are vulnerable to lack of self-confidence and incentive to succeed. These factors will all hinder the development of women education leaders. At the end of the thesis, strategies to promote the development of female education leaders are put forward from the perspective of women themselves and social support, which hope to contribute to the growth and development of women education leaders.