Women university presidents are now successfully leading major doctoral-granting universities, both public and private, and their numbers are trending upward, rising from "token" status numbers (13% in 2007) to a "minority" status of presidents (currently at approximately 20%). Assuming that gender (the socially-constructed expectations of being masculine or feminine) does not relinquish its effects on women once they reach this position, the purpose of this study was to determine how gender affects women presidents of doctoral-granting universities and their abilities to fulfill the requirements of their positions. This study shifts the focus of previous research from how did sex (the biologically-defined categories of either male or female) affect these women's abilities to acquire the position of president to how do gender-role expectations affect these presidents' abilities to lead. Using the open-ended interview technique, eight women who have experience leading doctoral-granting universities were interviewed and the following patterns were found: they have all worked their way up the ranks of the university in similar ways; they have learned to appropriate some traditionally/stereotypically male characteristics and methods from their male mentors; and they have downplayed gender in order to not complicate their already difficult positions. Clearly, gender plays a role in how these women function in their positions; however, they chose to move on, working for the good of the university and not allowing gender to hamper them. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]