Mentoring Functions Research Articles

Mentoring 101: advancing African-American women faculty and doctoral student success in predominantly White institutions

This article is purposed with operationalizing the concept of mentoring as a nuanced approach and attempt to promote the upward trajectories of African-American women in predominantly White institutions (PWIs). We struggled as African-American women to balance and decipher the various facets inherent in our respective roles – professor and doctoral student in a PWI – hence a mentor/mentee relationship emerged. This qualitative study explored the effectiveness of traditional and non-traditional mentoring functions for an African-American woman doctoral student aspiring for the professoriate, and the professional advancement of an African-American woman professor, who matriculate in the same PWI. Findings from our experience narratives indicate that both mentoring functions were helpful to our achievement. We proffer practical implications learned regarding mentoring strategies to aid other women and minorities’ succession at PWIs. Specific strategies are also offered to university administrators who desire to recruit, retain, graduate, and promote African-American women in PWIs.

Support for Engaged Scholars: The Role of Mentoring Networks with Diverse Faculty

As internationalization initiatives on university campuses have increased in the past decade, the practice of mentoring diverse scholars has increased. In an exploratory study conducted at a doctoral/research-extensive university in the Midwest, researchers investigated the nature and functions of mentoring and the role of mentoring networks in nurturing the careers of engaged scholars in the teaching and human service professions. The twelve participants in the study self-identified as engaged scholars who (a) have been mentored within a mentoring network throughout their professional careers, and (b) are currently involved in mentoring diverse engaged scholars within mentoring networks. The study findings suggest the benefits of mentoring networks for diverse, engaged scholars and outline the nature of effective mentoring.

Mentoring in the social context: Mentors' experiences with mentees' peers in a site-based program

The primary mechanism by which mentoring promotes positive outcomes is typically considered to be the one-to-one relationship between mentor and youth. However, many mentoring relationships, particularly those in site-based programs, unfold within and are influenced by the larger contexts in which mentoring takes place. In the present study, we examined 161 first-person accounts written by college students serving as Lunch Buddy mentors in an elementary school-based mentoring program. This examination aims to glean insights into mentors' experiences of and responses to their mentees' peers as they carried out the mentoring relationship in a school cafeteria setting, and the ways that mentors' engagement of mentees' peer networks might have influenced the mentoring process. Our analyses delineate the different approaches taken by mentors to engage mentees' peers, and the challenge of focusing on the mentoring relationship while also managing interactions involving mentees' peers. Findings shed light on how the contexts in which mentoring relationships occur shape the course and function of mentoring, and expand our understanding of the processes through which mentoring relationships can promote positive change for mentees.

Mentorship on the Doctoral Level: An Examination of Communication Faculty Mentors’ Traits and Functions

A mentor can be of great importance to doctoral student success and progress. While many have studied student perceptions of the process, research regarding how doctoral faculty mentors interpret and enact mentoring practices is less evident. To address this empirical gap, a doctoral student mentor functions measure was created. The measure is based on two surveys, one involving 21 specific mentors, and another of 551 communication faculty self-identified as mentoring doctoral students. Results show that research method preference, recent research productivity, academic rank, and mentor self-efficacy significantly related to variations in mentor functions (career, psychosocial, research, and intellectual). The findings reveal certain traits can influence participants’ interpretation of mentoring.

멘토의 역량과 멘토링 기능이 창업의 초기성과만족도에 미치는 영향에 관한 연구

This study reports on initial founder performance and satisfaction that is affected by mentoring skills and mentoring functions. Through the empirical analysis, seen the initial founder performance and satisfaction as a respective dependent variable, this study intends to provide efficient direction of the responsibility mentor and present a method that enhances the survival of the initial start-up founder. The frequency analysis was conducted to determine the general characteristics of the sample, by leveraging the statistical package SPSS 20.0 for Windows program, details of the items measuring tools present a statistical analysis of sample data, 120 people have gathered in the survey data for this factor analysis was performed with a correlation to classify each region was calculated to Cronbach`s factor to determine the reliability of the measurement tool, and tested the hypothesis using linear regression analysis for verification. Was found to play an important role to draw the founder and mentor mentoring skills and capabilities in early stage start-ups, and conclusions drawn from this process. In particular, modeling of the mentor with a sound mind and behavior brought the better performance and satisfaction of the initial start-up founder. If a mentor provides mentoring with more interests in career development and psychosocial functions of the mentoring functions, it is seen to be more efficient way to improve survival rate of initial start-up as well as increasing a founder`s performance and satisfaction.

A hybrid approach benefits beginning teachers

Formal mentoring is the cornerstone of most teacher induction programs, but teachers receive support from informal mentors as well. The authors report on findings from a study of 57 first-year mathematics teachers in 11 school districts to describe who teachers’ formal and informal mentors are, how teachers work with them, and how the functions of formal and informal mentors serve for beginning teachers. They offer suggestions for how schools and districts can harness the power of these two forms of mentoring by embracing both.

Investigating athlete mentoring functions and their association with leadership behaviours and protégé satisfaction

The purpose of the present study was twofold. The first purpose was to examine the relationship between athlete mentor leadership behaviours and protégé receipt of mentoring functions. The second purpose was to examine the association between mentoring functions and protégé satisfaction. Intercollegiate athletes who indicated that they were protégés (N = 272) completed measures to assess their athlete mentors’ use of leadership behaviours (DTLI) and mentoring functions (MRI). Protégés also completed an instrument (ASQ) which assessed the degree to which they were personally satisfied during the time they were mentored. The results of structural equation modelling showed that the transformational leadership behaviour of inspirational motivation was positively related to psychosocial mentoring. In addition, the transformational leadership behaviour of intellectual stimulation and the transactional leadership behaviour of contingent reward showed positive associations to vocational mentoring. Finally, results showed that psychosocial mentoring was positively related to protégé satisfaction. These findings provide sport psychology consultants, coaches, and athletes with important knowledge concerning which mentoring functions are related to specific leadership behaviours and protégé satisfaction.

Leadership and mentorship: service leaders as mentors of the followers

AbstractAccording to the Hong Kong Institute of Service Leadership and Management, an effective service leader serves as a mentor for his/her followers. Aside from promoting their followers’ professional and personal growth, mentoring also contributes to the development of the service leaders themselves. In this paper, a lecture addressing the concept and functions of mentoring is outlined, along with its relationship with service leadership. The professional and psychosocial functions of mentoring to service leaders and followers and various ways to promote mentoring in service leadership are highlighted. Students are also encouraged to reflect on the potential harmful effects of mentoring on the leader-follower relationship.

Virtual Graduate School Mentoring Using Embodied Conversational Agents

It has been a major goal of the United States government to increase the participation of Americans in the fields of Science & Engineering (S&E), especially in under-represented groups. This research examines the use of an embodied conversational agent (ECA) as a virtual mentor to African American undergraduates who are interested in pursuing a graduate degree in computing. Mentoring advice was collected from a group of experts and programed within the ECA. A between-group, mixed method experiment was conducted with 37 African American male undergraduate computer science majors where one group used the ECA mentor while the other group pursued mentoring advice from a human mentor. Results showed no significant difference between the ECA and human mentor when dealing with career mentoring functions. However, the human mentor was significantly better than the ECA mentor when addressing psychosocial mentoring functions.

Mentoring social entrepreneurs in India: attributes and functions

This paper identifies factors that contribute to an effective mentoring relationship. It focuses on social entrepreneurs in India - a growing segment populated by small enterprises but considered vital for addressing the development needs of the poor. Extant literature in the area of mentoring is predominated by works on employee mentoring and scant attention has been paid to mentoring entrepreneurs and in particular social entrepreneurs. This research addresses this gap by exploring the attributes of the mentor and entrepreneur that contributes to effective mentoring and identifies certain critical functions of mentoring. The conclusions from this study indicate that experience and empathy, intensity and interest, transparency, development of individual and social spark are the attributes that are required for an effective mentoring relationship. In addition the mentor also needs to perform the following functions for successful mentoring; creation of appropriate climate for mentoring, inculcation of structured thinking process, leveraging on differences of views, encouraging multiplicity of mentors and mentoring and reiteration of enterprise objectives.

Mentoring as an Induction Tool in Special Education Administration

Mentoring is a widely used method of induction into a variety of professional roles, including educational leadership. However, little scholarly literature has focused on the role of mentoring in the career development of special education administrators. In this examination of 14 such mentoring relationships, the existence of career and psychosocial functions as theorized by Kram is explored and the perceived value of the functions to mentors and protégés in the career development of beginning special education administrators is identified. Evidence of coaching, a career function, and counseling, a psychosocial function, was found in all relationships studied and these two functions were ranked as most important to the career development of beginning special education administrators by both mentors and protégés. Recommendations include incorporating mentoring functions into mentor and protégé training to increase the positive effect of mentoring on the career development of beginning special education administrators.

Mentoring Student Training: What Do Mentors Do?

In this paper we look into the role of mentors in student training given it is of paramount importance and at times both unknown and undefined. We studied this issue through research conducted in three Spanish universities using Creswell’s biphasic model along with sequential data triangulation. We obtained information by interviewing mentors and applying an electronic questionnaire. The results show that basically mentors are available for students in student training, facilitate their integration in the center. The study indicates that conceptualizing and operationalizing mentoring functions is difficult, however, they set up a reference for the development of student training.

방사선과 교수의 멘토링 프로그램이 학생들의 대학생활적응과 만족도에 미치는 영향

This study conducted a questionnaire survey with 362 students at department of radiology of college of public health located at G city, who had participated in mentoring program from Mar. 5 to Jun. 21, 2013. Out of 362 questionnaire copies, 315 copies were collected. The students` satisfaction with campus life was significantly affected by whether or not they joined a club, the number of participation into mentoring program per semester, reliability of mentors and mentoring functions. According to the study result, More specifically in terms of the mentoring functions(p

Relational mentoring in clinical supervision: the transformational supervisor.

Effective clinical supervision naturally incorporates many elements of mentoring. In this article, we us the Mentoring Relationship Continuum (MRC) model to frame a discussion of transformational supervision. We define transformational supervision as a rich developmental relationship characterized by increasing relational reciprocity, a greater range of career and psychosocial mentoring functions, and a strong sense of collegiality. As a strong supervisory relationship approaches the transformational end of the MRC, the supervisor offers increasing levels of support, empowerment, authenticity, and reciprocity; over time, the relationship has a more interdependent, egalitarian, and communitarian character. We employ a case example to illustrate excellent transformational supervision.

A Review of Undergraduate Mentoring Programs

This review summarizes published studies on undergraduate mentoring programs from 2008 to 2012. Twenty studies met the inclusion criteria, which included empirical research on formal mentoring programs with undergraduate students as mentees or mentors. Each study was assessed based on limitations identified in two earlier reviews of the mentoring literature: definition, theory, and methods. Results from this review indicate minimal progress has been made in these three areas. However, every study included the functions of mentoring, and most studies were guided by a theory or a conceptual framework. Aspects of social validity, a construct not previously examined, were assessed and found to be present in 50% of studies. Finally, information on primary mentoring program components, another dimension not previously examined, was absent in 75% of studies, making replication difficult. Future research needs to specify program components, employ rigorous research designs to guide evidence-based practice in undergraduate mentoring, and assess social validity.

멘토의 역할기능과 인성특성이 초임 치과위생사의 역할 스트레스와 조직유효성에 미치는 영향

Received : 5 February, 2014 Revised : 2 April, 2014 Accepted : 3 April, 2014 ABSTRACT Objectives : The purpose of this study is to examine the role function and personality characteristics of mentors on the role stress and organization effectiveness of newly-appointed dental hygienists. Methods : The data were analyzed by the frequency analysis, reliability analysis, validity analysis, and structured equation model(SEM) using AMOS 18.0. The subjects were 214 newly appointed dental hygienists in the hospitals and clinics in Daegu and Gyeongsangbuk-do Province from January to May, 2013. Corresponding Author Han-Gon Kim Department of Sociology Yeungnam University, 280, Daehakro Gyeongson, 712-749, Korea. Tel : +82-53-810-2255 +82-10-8593-2898 Fax : +82-53-810-4611 E-mail : hgkim@yu.ac.kr Results : The hypothesis model proved to be appropriate for high validity. A significant results were observed in sociopsychological function and role ambiguity, personality characteristics and role ambiguity, role ambiguity and role conflict, role ambiguity and job satisfaction, role ambiguity and organization commitment, role ambiguity and turnover intention, and career function and organization commitment. Conclusions : It is important to help manage the job-related role stress of newly appointed dental hygienist and increase organizational effectiveness by developing and applying the 'standardized role functions of mentor' which can increase the adaptability of newly appointed dental hygienists.

Mentoring relationships among managerial and professional women in Turkey

Purpose – Although qualified women are still underrepresented at ranks of senior management in all countries, considerable progress has been made in identifying work experiences associated with career success and advancement. The studies of mentor relationships in North America have shown that women receiving more functions from their mentors reported benefits such as greater job and career satisfaction, and female mentors provided more psychosocial functions than did male mentors. The present study examined antecedents and consequences of mentor relationships in a sample of managerial and professional women working for a large organization in Turkey. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 192 women managers and professionals using anonymously completed questionnaires. Findings – The following results were obtained: having a mentor relationship had little impact on work outcomes, female and male mentors generally provided the same mentor functions, and mentor functions had little impact on work outcomes. Practical implications – Highlights the potential role of both organizational and societal values in mentoring programs. Originality/value – These findings are at odds with previously reported results obtained in Anglo-Saxon countries. Possible explanations for the failure to find previously reported benefits of mentoring are offered.

Examining traditional mentoring functioning scale considering reverse mentoring and the work characteristics of millennials

With the identification of millennial professional characteristics and advancing Information Technology (IT), traditional mentoring relationships and methods are gradually shifting towards a reverse-mentoring system. This study reviewed a scale on traditional mentoring functions from the combined perspectives of reverse mentoring and millennial professional characteristics in Taiwan. The results provide organisations with a reference for quantitative evaluations when they promote and execute reverse mentoring. Finally, the proposed scale establishes an empirical foundation to quantify reversementoring systems.

Mentoring: A Typology of Costs for Higher Education Faculty

In this theoretical paper, we apply a social exchange framework to understand mentors’ negative experiences. We propose a typology of costs, categorized according to psychosocial and career mentoring functions. Our typology generates testable research propositions. Psychosocial costs of mentoring are burnout, anger, and grief or loss. Career costs of mentoring include diminished reputation, decrease in productivity, and risk of ethical transgressions. The typology focuses on faculty in higher education because of the prevalence and importance of mentoring in that work setting. However, the typology may be extended to career arenas such as law, medicine, and the military. The theory presents a framework for acknowledging negative experiences and the costs associated with mentorship.

Career advancement and professional development in nursing

BackgroundExcellence underscores the need for nurses to keep their skills and competencies current through participation in professional development and career advancement. Evidence suggests that internationally educated nurses (IENs) progress relatively slowly through the career ladder and participate less in professional development compared with nurses educated in the United States (UENs). Mentorship and self-efficacy are considered major determinants of career advancement. PurposeThe aim of the study was to understand the differences in levels of mentorship function and self-efficacy as well as the differences in participation in professional development and career advancement between UENs and IENs. MethodA descriptive survey design was implemented using a Web-based survey. ResultsSignificant disparities were noted in the role model function of mentoring and some professional development and career advancement measures between UENs and IENs. Mentorship is essential for professional growth. Sociodemographic characteristics of mentors are important because mentors are role models. ConclusionStandardized career advancement structures are needed to promote professional growth.