Mentoring Functions Research Articles

Implementation of teaching technology in the process of future specialists' professional development

The technology of mentoring and the possibilities of its implementation in the process of professional development of future specialists are considered. The functions of mentors (advisory, socio-pedagogical, spiritual) and criteria of mentoring (democratic, social orientation, originality, research, dialogue, leadership, cooperation) were analyzed. Assertiveness, fascination, attraction of the mentor's personality, spiritual constants, and moral and ethical maxims of behavior are considered. The task of the mentor is written. The factors that influence the effectiveness of mentoring and the characteristic features of the mentors' style are singled out. To increase the effectiveness of pedagogical mentoring, the need for principles is substantiated. The types of mentoring (religious, based, industrial, professional) are given. The importance of a remote form of support for young professionals - telementoring - is shown, which is necessary with the rapid development of Internet communications.

Developing and Testing the Negative Mentoring Experience Questionnaire (NMEQ) for Nurses

Many nurse managers actively developed mentoring programs to shorten the acclimation period of new nurses in hospitals. The main aim was to develop a negative mentoring experience questionnaire (NMEQ) and test its validity and reliability. A cross-sectional study was employed. This study adopted questionnaire-survey method with new nurses of Taiwanese hospitals. In the main study, this study adopted reliability analysis, content, validity, construct validity and criterion-related validity analysis. 255 participants were collected, with 87.93% response rate. A total of 29 items of five-dimension scale of NMEQ were proposed: four nursing manager items, four institutional items, three other medical staff items, 12 mentor items, and six mentee items. Each dimension demonstrated a reliability of 0.72 to 0.96. Exploratory factor analysis and Confirmatory factor analysis results indicated that NMEQ had acceptable convergent and discriminate validity. Correlation analysis indicated this scale and mentoring function scale exhibited a significantly negative correlation ( p < .05). NMEQ is reliable and valid for hospital nurses. It also can help clinical nursing managers to clarify the possible negative experiences and strengthen the adaptability and mental health of new staff nurses in mentoring programs. Nursing policy planners can use NMEQ to measure the negative experience of new nurses, monitor the performance of mentoring program, and further revise mentoring policies.

ИНСТИТУТ НАСТАВНИЧЕСТВА КАК СОЦИАЛЬНЫЙ ФЕНОМЕН

The subject of research in the article is mentoring as a social institution and a universal social technology of assistance in the formation of meta-competencies, meanings and values of young people in the process of social partnership. For the successful implementation of the functions of mentoring in the current conditions of the crisis of society, it is necessary to revise the main theoretical and methodological guidelines of the mentoring institute, the fundamental principles and anthropopraktics of self-development in the activities of the mentor. The role of the mentor in the student period of personality development is shown.

Influence of mentoring and job security on expatriate voice

PurposeThe purpose of this paper is to investigate the influence of mentoring functions on expatriate voice in multinational enterprises and whether job security plays a mediating role in this relationship.Design/methodology/approachIn total, 300 questionnaires were distributed in this study. Of the 173 responses received, 8 invalid questionnaires were excluded and 165 valid questionnaires were analysed. The effective questionnaire recovery rate was 55.00%.FindingsThe results revealed that the stronger the psychosocial support function, the role modelling function and the career development provided by the mentor, the more would be the expatriate voice behaviour. Furthermore, the psychological support, role model characteristics and career development guidance affect the expatriate voice behaviour through the mediation of job security.Originality/valueFew studies have focussed on the influence of expatriate mentoring functions and job security on expatriate voice. Furthermore, whether the mentoring function affects the job security of expatriates is unknown. The objective of this study is to fill this gap in the literature.

ПСИХОЛОГО-ПЕДАГОГИЧЕСКАЯ ПОДГОТОВКА НАСТАВНИКОВ ЭКСПЛУАТАЦИОННЫХ СЛУЖБ ГУП «МОСКОВСКИЙ МЕТРОПОЛИТЕН» В КОРПОРАТИВНОМ УНИВЕРСИТЕТЕ ТРАНСПОРТНОГО КОМПЛЕКСА

The article describes the unique practical experience of the development and implementation in the educational process of the Corporate University of the Transport Complex of Moscow of the program of psychological and pedagogical training of mentors of operational services of the State Unitary Enterprise “Moscow Metro”. This training is implemented to prepare mentors for the implementation of non-professional pedagogical activities on an ongoing basis for the adaptation and introduction of new employees into the work process. A brief description of the relevance of mentoring activities in the system of industrial training and adaptation of novice workers is given. The author emphasizes that currently in the Russian Federation mentoring is not only one of the most important areas of personnel policy of many industrial and commercial enterprises, but also represents one of the key vectors of state policy in the field of modernization and development of the domestic education system. The article describes mentoring not only as a certain system of professional corporate training of a new employee (trainee) by transferring knowledge, skills, principles of corporate culture, but also defined as a specific non-professional pedagogical activity. In this regard, the importance of training effective mentors is emphasized as one of the basic tasks of corporate training aimed both at training a novice trainee and at self-development and personal and professional growth of the mentor himself. The author, within the framework of the described program of psychological and pedagogical training of mentors, identifies the functions of a modern mentor and describes possible forms of formation of his psychological and pedagogical competence. The stages of the development of the content part of the program and its thematic sections are shown. At the end, brief results of the implementation of the mentor training system and further plans are given.

Mentoring leaders of tomorrow: insights on the role of college directors

PurposeMentoring is a crucial aspect of leadership development. However, the knowledge base about mentoring with regard to student leadership development is still emerging and has yet to be explored in depth. Thus, this paper explores college directors' mentorship, as a form of faculty mentoring, in developing students' leadership in Malaysia.Design/methodology/approachA qualitative research design was utilized, by which semi-structured interviews were used to collect data from four college directors. Data were analyzed and coded using ATLAS.ti 9.FindingsThe findings provide new insights into how college directors mentor students to develop them as leaders. Specifically, the findings show that directors, as transformational leaders, can play a significant mentoring function in enhancing students' leadership via role-modeling for students to accumulate leadership-related knowledge and skills.Research limitations/implicationsThis study centered on the role of college directors who are transformational leaders, mentoring with authority, vision and role-modeling for student leaders' leadership development.Originality/valueThe study offers empirical evidence about the significance of college directors' mentorship in enhancing student leadership in Malaysia.

Prestasi Kerja Protégés Ditinjau dari Fungsi Pementoran dan Kompleksitas Tugas

Performance appraisal serves as feedback for employees to improve their work performance, as well as assisting employees in preparing more appropriate career development programs for the benefit of their organization. But for new employees, of course, mentoring is needed in every assignment so that it can be carried out properly. This mentoring can help each new employee (protégés) and build interpersonal relationships between employees. In the Public Accounting Firm, auditor staff are also required to have good knowledge so that mistakes do not occur in giving audit judgments and completing audit assignments which are sometimes very complex. For this reason, a mentoring process is needed so that the new auditor staff can complete their field work. This study divides mentoring based on mentoring relationship activities, namely the training function, and the role modeling function and social support function and looks at the effect of task complexity on work performance produced by the auditor staff. Respondents in this study were external auditor staff who worked at KAP Semarang City who had experience working as junior auditors for less than 3 years. Data obtained by distributing questionnaires. From the research results it turns out that the training function, the role modeling function, and the social support function have a positive influence on the work performance of the proteges, but the task complexity has no effect on the work performance of the junior auditors. This study provides a broader picture of the benefits of mentoring for junior auditors, specifically which mentoring functions are effective in increasing the work performance of junior auditors.

Post-War Tourism in Ukraine: Should We Go Dark or Phoenix?

The Russian Federation invaded Ukraine on 24 February 2022. Now there are active hostilities, but despite this, the government of Ukraine is already thinking ahead by creating various recovery funds for restoration in the post-war period. This article examines the tourism sector and how it can be adjusted to post-war realities. Moreover, planning in this area is viewed through the prism of city marketing, which is characterised by a clear segmentation of the audience, analysis of the resources available and a study of the target audiences’ needs. This work answers the following question: what are the main tasks of post-war tourism in the framework of city marketing after the war in Ukrainian cities considering visiting motives of the potential tourists? In the process of analysing international and domestic tourism experience in post-conflict and post-disaster territories, we can argue that it is necessary to determine the concept of a touristic campaign (the author recommends the Phoenix Tourism concept), attract volunteers, maintain communication through telegram channels, conserve war-damaged buildings as a touristic site, conduct guides training with an emphasis on their mentor functions, etc. At the end of the article, the author raises questions in the field of post-war city marketing that require further attention from researchers.

Sport Management Faculty Members’ Mentorship of Student-Athletes

When compared with other disciplines, sport management educators are more likely to encounter student-athletes in their classrooms. While faculty mentoring is a key to student success for all, better understanding of this mentoring dynamic between sport management faculty and student-athletes is important to advancing pedagogical knowledge within the discipline. And perhaps, even more importantly, it can aid in creating a pathway for faculty advocacy and dispelling stigmas related to student-athletes. Consequently, the Mentor Role Instrument was used to determine if faculty mentorship of student-athletes differs by function type (RQ1) and if this was impacted by gender or faculty appointment (RQ2). An online survey of 88 sport management educators indicated that a significant difference was found, F(8, 783) = 44.16; p < .001, among mentoring function type. Friendship and Acceptance were the most prevalent mentoring functions, while Protection was the least frequent. Results did not indicate that gender or faculty appointment impacted faculty mentorship styles toward student-athletes.

An evaluation of reverse mentoring: A case study of research assistants and advisors

Reverse mentoring, which refers to the relationship between a young employee in the role of the mentor and a more senior and experienced employee in the role of the mentee, is gaining popularity in the business world. This study aims to discuss the relationship between research assistants, who are just starting at the academy and are thought to have traces of reverse mentoring, and advisors with more experience in the academy, in the context of the functions and sub-functions of reverse mentoring. In this exploratory study, in which a qualitative research method was adopted, data was obtained as a result of semi-structured interviews with 17 research assistants working in different faculties and departments at a state university in Turkey. The data obtained after the interviews with the research assistants was analysed using content analysis. The findings of the research suggested that the career, psycho-social, and role model functions of reverse mentoring in the relationship between research assistants and their advisors have sub-functions of knowledge sharing, challenging ideas, networking, friendship, and new perspectives. It was also concluded that other functions were at a limited level or non-existent.

강원지역 리조트 관리자 멘토링 기능과 리조트 종사자 직무만족의 관계

Objectives The purpose of this study is to investigate the relationship between mentoring function and job satisfaction after setting the working period of resort workers as a control variable. Methods 400 people who work at resorts in Gangwon-do were set as the research subjects, and a written survey through direct visits and an online form were distributed to community sites within the organization. Frequency analysis, descriptive statistical analysis, correlation analysis, regression analysis, and hierarchical regression analysis were performed based on 232 copies of data collected from May 18 to May 26 in 2017 to analyze the relationship between variables. Results First, the longer the working period of resort workers, the higher the job satisfaction. Second, job satisfaction increases as the mentoring function is strengthened in a situation where the working period is controlled. Third, the career development function among mentoring functions did not increase job satisfaction in a situation where the working period was controlled. Fourth, job satisfaction increases as the psychosocial function among mentoring functions is strengthened in a situation where the working period is controlled. Fifth, job satisfaction increases as the role model function among mentoring functions is strengthened in a situation where the working period is controlled. Conclusions Due to the role of individual employees of resort companies, the role model function and the guidance function were added among the career development functions, which had the greatest effect on job satisfaction. In other words, rather than relying on the mentoring relationship, it can be seen that the behavior, way of thinking, disposition, attitude, job ability, qualifications, and values of individual workers in senior roles actually affect the mentee's job satisfaction improvement. Therefore, one-on-one mentoring programs between seniors and juniors within the organization should be actively introduced to encourage individual job competency reinforcement and self-development, so that organizational adaptability and continuous learning ability can be improved. In addition, in order to further activate the role model function, it will be necessary to appoint an excellent senior or role model for each job as a mentor, or to seek a way to foster excellent mentors.

Effects of preceptors’ mentoring function on novice nurses’ self-efficacy and organizational commitment: A cross-sectional study

AimsThis study investigated novice nurses' perception of the effects of preceptors’ mentoring function on their self-efficacy and organizational commitment. BackgroundNursing mentoring is a mutually beneficial relationship between more and less experienced nurses. In nurse education, mentoring is a powerful tool that can be used for a successful transition from a novice to an experienced nurse. DesignThis descriptive study used a cross-sectional design. MethodsA questionnaire survey was conducted with 160 novice nurses from Korean general hospitals who had been working for less than a year after completing their preceptorship. ResultsThe preceptors’ mentoring function as perceived by the novice nurses was 3.87, self-efficacy of the novice nurses was 3.71 points, and the organizational commitment was 3.46 out of 5 points. The results of the multiple regression analysis showed that mentoring function significantly affected novice nurses’ self-efficacy (β = 0.50, p < 0.01) and organizational commitment (β = 0.54, p < 0.01). Further, the preceptorship training period had a significant effect on organizational commitment (β = 0.13, p < 0.05). ConclusionPreceptors’ mentoring function, as perceived by novice nurses, affected their self-efficacy and organizational commitment.

Mentors’ Motives and Mentoring Functions: Comparing Social and Commercial New Ventures

While entrepreneurial mentoring research points to the potential advantages of mentors for new ventures, they have received little or no academic attention. The present study employed a qualitative research strategy to explore why and how new venture mentors help founders to grow and succeed. A total of eighteen mentors supporting social and commercial ventures from ten accelerator and incubator programs located in Belgium participated in in-depth interviews regarding their experience as a mentor. Based on Social Exchange Theory and the norm of reciprocity, we identified (1) mentors’ motives, including gaining back that refers to mentors’ self-interest in benefits from their relationship, and paying back that refers to altruistic reasons toward new ventures, factors that drive mentors to help new ventures, (2) and mentor functions that include career-related supports provided to new ventures. Further, we found interesting similarities and differences in mentors' motivations and mentoring functions between social and commercial ventures.

Mentoring and Tacit Knowledge Transfer in Novice Teachers From Chinese Middle Schools: Mediating Effect of Job Crafting

In this study, we explore how mentoring relates to tacit knowledge transfer among middle school novice teachers in China and how job crafting mediates this relationship. In total, 465 Chinese novice teachers participated in this study and completed a set of self-reports measuring the mentoring function, tacit knowledge transfer, and job crafting. An analysis of the reports indicated that: (1) Mentoring, job crafting, and tacit knowledge transfer were positively correlated; (2) Four sub-factors of the mentoring function and five sub-factors of job crafting were significantly related to tacit knowledge transfer; (3) job crafting played a mediating role between mentoring and tacit knowledge transfer; (4) the mediating path of task crafting and skill crafting (two sub-factors of job crafting) between mentoring and tacit knowledge transfer was significant, while the mediating effect of role crafting, cognitive crafting, and relationship crafting (the other three sub-factors of job crafting) was not significant.

The Role of Micro Waqf Bank in Women’s Micro-Business Empowerment through Islamic Social Finance: Mixed-Method Evidence from Mawaridussalam Indonesia

This study examined the role of the Micro Waqf Bank in empowering women micro-entrepreneurs. This research used a mixed-method with an explanatory design. Quantitatively, this study examines the effect of the joint responsibility system, financing, and mentoring on the growth of the micro-enterprises business. The sample used was 200 women micro-entrepreneurs using a purposive sampling technique. Quantitative data analysis was performed using the Structural Equation Model based on Partial Least Squares (SEM PLS) technique. This research qualitatively analyzes how the Micro Waqf Bank has carried out its role in empowering women, including dealing with crises due to the COVID-19 pandemic. Thematic analysis was used as the qualitative data analysis technique. Informants in this study amounted to 6 informants from MWB Mawaridussalam consisting of Management, Mentors, and female micro-enterprises. The research results quantitatively indicate that there is a positive and significant impact on the joint responsibility system, financing, and mentoring on the development of micro-enterprise members. Mentoring is the most significant variable that impacts the growth of a micro-enterprise business. Qualitatively, the research results show the role of the Micro Waqf Bank in the economic empowerment of women micro-business entrepreneurs by specifically recommending reinforcement of the mentoring function.

Perception of the students of the Master in Teacher Training of the University of La Laguna on training in competences for educational guidance and the tutorial function

The present work aims to explore the knowledge that the students of the Master’s Degree in Teaching at the University of La Laguna have about the functions of educational guidance and their role as teachers and tutors. To this end, this paper presents a review of the role of educational guidance in a Secondary Education center and the role of the tutor. Teachers’ perception of the educational guidance and tutorial function, its importance and difficulties, and the evolution of initial training until reaching the current Master's degree is also presented. In addition, a mixed methodology is used, focused on a documentary analysis of the Title Verification and the teaching guides, a focus group interview, and a questionnaire on the self-perception of students of the competences in tutoring and educational guidance. The results show that students consider that the Master’s program does not include sufficient training with respect to their tutoring and mentoring functions. Finally, the conclusion is reached that the students do not consider themselves prepared to exercise the tutorial function and proposals are suggested to improve this training.

A study on mentoring functions of managers as a predictor of job satisfaction levels of healthcare professionals

Purpose: The study aims to contribute to the management systems and literature by determining whether the mentoring functions of health managers predict the employees' job satisfaction levels. Material and Method: Mentoring Functions and Job Satisfaction Scales were used as data collection tools. The research universe consisted of health personnel working under the Istanbul Provincial Health Directorate Public Hospitals Presidency-4. The scales were applied to 711 healthcare workers via the web survey application module. SPSS 22.0 and AMOS 24.0 programs belonging to the IBM company were used in the statistical analysis of the article. Descriptive statistics were evaluated as categorical variables as number and percentage, numerical variables as mean and standard deviation. Cronbach Alpha Test and Exploratory Factor Analysis for reliability tests; Pearson product-moment Correlation Coefficient was used to determine the relationships between variables, and the Multiple Linear Regression Analysis test was used to examine the predictor variables. The statistical alpha significance level was accepted as p&lt;0.05. Results: It was determined that there was a positive and significant relationship between the mentoring functions and job satisfaction perceptions of the healthcare professionals participating in the study (p&lt;0.001). It has been determined that there is a positive and significant relationship between the career development mentoring function and the psychosocial mentoring function of the healthcare professionals. The perceptions of internal and external job satisfaction and the positive mentoring functions of the managers are a predictor of the employees' job satisfaction levels. A positive and significant relationship was found between career development mentoring function and internal job satisfaction. The perception of Career Development Mentoring Function was found to be significantly higher in the employees working in the Training and Research Hospital compared to those working in the State Hospital. The perception of Career and Psychosocial Mentoring Function was found to be significantly higher in doctors than in other occupational groups. External Job Satisfaction According to the hospital employees, it was significantly higher in physicians compared to health licensees and nurses (p&lt;0.001). Conclusion: It is stated that bringing the mentoring functions of the health managers to the fore will increase the job satisfaction of the employees and that the high job satisfaction in the institutions will increase the self-confidence, morale and performance of the employees; It is thought that it will make institutions more efficient by solving problems such as absenteeism and leaving work due to illness, stress, tension, anxiety, complaints.

Mentorship in nursing education: A concept analysis

Background and objective: There is a lack of consensus on the definition of mentoring, and a lack of agreement on the role and functions of mentors in nursing education. It is critical to clarify the concept of mentorship in nursing education for mentoring to be used effectively in mentorship programs. The aim of this paper is to provide an in-depth concept analysis on formal faculty-to-faculty mentorship in nursing education.Methods: This study used the Walker and Avant concept analysis model. Results: The analysis identified five defining attributes, three antecedents, and six consequences of mentorship in nursing education.Conclusions: The concept of mentorship in nursing education was clarified and can be applied to nursing mentorship programs. Further research on mentorship’s empirical referents is required to properly evaluate the mentorship relationship, avoid failed mentorship, and consider how the role of age, gender, class, ethnocentric background, and race in shaping the nursing mentorship relationship.

Moving the Needle: Uncovering the Engagement and Mentoring Needs of Contingent Faculty

In an extensive study of part-time academic faculty, Gappa and Leslie ( The Invisible Faculty: Improving the Status of Part-Timers in Higher Education. San Francisco: Jossey-Bass, 1993) developed a typology consisting of four employment profiles based primarily on academic background, employment history, and career motivations: career-enders, specialists/experts/professionals, aspiring academics, and freelancers. Using a survey research design, the authors sought to determine whether the categories developed by Gappa and Leslie held in recent times and whether there were statistical differences in contingent faculty members’ desired mentoring functions and work engagement based on employment profile. As the current study included both full-time and part-time contingent faculty, the results of a thematic analysis produced a fifth employment profile, true teachers. Multivariate Analysis of Covariance (MANCOVA) was run to identify differences in desired mentoring functions and work engagement among employment profile groups while controlling for employment status, years teaching, and history of mentorship. Aspiring academics were the largest employment profile group, representing one-third of all respondents. This finding supported an earlier study that indicated a disproportionately large segment of contingent faculty desiring a permanent position in academia. The results of the multivariate analyses revealed that aspiring academics and career-enders had a significantly higher need for career-related mentoring than other groups. Furthermore, career-enders and specialists reported the highest levels of engagement, while aspiring academics reported the lowest levels of engagement. These findings indicate a need for attending to the career development needs of a large segment of contingent faculty in higher education.

DESIGNING THE ADAPTATION OF YOUNG TEACHERS IN GENERAL EDUCATION SCHOOLS

The paper presents a project for the adaptation of graduates of pedagogical universities to work at educational organizations. The goal and tasks of the project, the organizational plan, and specific steps for its implementation are specified. The authors analyze possible risks, results, and prospects for the development of the project and briefly outline the legal and financial plans and the strategy of the project. The project implies close interaction of young teachers with the school administration, experienced teachers, students, and their parents, as well as improvement of professional culture and competencies in educational activities.&#x0D; The objective of the study is to design a set of organizational and pedagogical measures to ensure the successful social and professional adaptation of a young teacher.&#x0D; Methodology: the methodology of the work was based on the activity approach and the principle of systematicity; it also included a theoretical study of empirical data obtained by observation and diagnostics.&#x0D; Results: the development of a program for the adaptation of young teachers in general education schools is an efficient way to overcome difficulties in novice teachers’ professional activities. The professional development of a young teacher will be more successful if the interaction of teachers, students, and their parents is actively and correctly implemented. This becomes possible due to diagnostics of pedagogical difficulties and professional competence; involving experienced teachers performing the mentoring function in the adaptation of young teachers; transforming adaptation into a management process. The authors prepared organizational step-by-step training including:&#x0D; 1. conducting classes of the “School of Pedagogical Experience”, communicative training sessions, workshops on planning and conducting classes and extracurricular activities for young teachers, assigning a teacher-mentor, social care teacher, and psychologist for each young specialist;&#x0D; 2. intensifying the participation of young professionals in creative groups, public teams, professional competitions; novice teachers’ self-analysis of their pedagogical activity at the end of the academic year and revealing further areas for self-improvement;&#x0D; 3. various forms of events (consultations, open classes, master classes, workshops, creating a portfolio, a professional skill competition, etc.) to improve young teachers’ professional competence; diagnosing young specialists’ professional qualities and preparing them for job competence certification.&#x0D; Multifaceted activities, especially methodological ones, for the adaptation of young specialists will help to improve their professional competence and solve the personnel problem of schools.&#x0D; Practical implications: the developed project can be used as a launching platform for the adaptation of young teachers at not only general education organizations but also educational organizations of other education types and levels. The project implies network cooperation with other educational institutions, conducting joint methodological activities, and involving experienced schoolteachers in organizing young teachers’ work at school.