Mentoring Research Articles

The Mediating Role of Self-Esteem in the Relationship Between Self-Efficacy and Socio-Cultural Adaptation: A Case Study of AuPair Program Alumni

This research has a purpose to determine the direct and indirect influence of self-efficacy on sociocultural adaptation through the self-esteem of Indonesian students who take part in the AuPair program in Germany. The research sample was 53 Indonesian students who had participated in the Au Pair program in Germany. Not many alumni of the Au Pair program come from Indonesia. In 5 years (2017-2022) only 53 young people from Indonesia have participated in this program. The research instrument uses a questionnaire compiled from developing indicators for each variable. Data analysis techniques use description analysis, normality test, multiple regression, correlation coefficient analysis, and hypothesis testing using the SPSS 25 application. Research results: self-efficacy can be a good predictor for sociocultural adaptation variables and self-esteem. However, self-esteem cannot be a mediating variable for self-efficacy on sociocultural adaptation. Self-efficacy and self-esteem are both independent variables that can contribute to socio-cultural adaptation. The implication is that every Indonesian student who wants to continue their studies abroad must increase their self-efficacy and self-esteem through various training or mentoring programs regarding the culture of the country they are going to and the skills needed by prospective students abroad. There needs to be further research involving a larger sample which might produce different results and analyze the factors causing why self-efficacy does not have an indirect effect on socio-cultural adaptation through self-esteem.

An Update on Career Trajectories and Professional Development Plans of MADURA Undergraduate Mentorship Program Alumni and Continuing Trainees

By 2060, the U.S. population is projected to be older and more racially and ethnically diverse, and Underrepresented Minorities (URMs) are disproportionately affected by age-related conditions, including Alzheimer’s Disease

Efforts To Improve Alpinia Galanga Production Capability In The Prosperous Plantation Group In Red Mata Village, Banyuasin I Sub-District, Banyuasin District

This study aims to determine and analyze the improvement of alpinia galanga production capabilities in the Makmur Sejahtera Plantation Group, Merah Mata Village, Banyuasin I District, Banyuasin Regency. This program is a flagship Corporate Social Responsibility (CSR) program of PT PLN Indonesia Power Merah Mata Generating Unit called Kampung Alpinia galanga, which raises the issue of community empowerment. This program aims to develop management activities, production, and distribution of Alpinia galanga agricultural products and support government programs regarding food security in the communities around PLTG Borang. The method used in this research is a qualitative approach with a descriptive method. The Alpinia galanga Village program has been running since 2021 by PT PLN Indonesia Power UP Merah Mata PLTG Borang. Initial planning was carried out to determine the program's roadmap to be implemented through collaboration between PLTG Borang and the alpinia galanga Village Group. The program scheme that is run together is a long-term empowerment program. After the development of alpinia galanga agricultural commodities and the manufacture of alpinia galanga derivative products, farmers are trained to market Alpinia galanga derivatives/product branding, one of the innovations of Alpinia galanga village. PT PLN Indonesia Power UP Merah Mata PLTG Borang runs the Kampung Alpinia galanga mentoring program for residents on an ongoing basis to encourage the economy of residents, as evidenced by the increase in average income from IDR 600,000 to IDR 3,438,679, which reduces poverty by 3.33% in Merah Mata Village in 2023.

The perception of micro-enterprises on the constraints encountered in research and development (R&D): Evidence from Malaysia

Engagement in research and development (R&D) is crucial not only for large companies but also for micro businesses. For micro enterprises, R&D can lead to innovation, which enable the development of new products and improve existing ones. This innovation is vital for micro-enterprises to stay competitive and build on their ability to meet the customers’ evolving needs. Potentially, R&D also helps micro businesses enhance their operational efficiency, reduce costs, and adopt sustainable practices, which are all essential for long-term viability. Unfortunately, micro-enterprises often encounter significant difficulties in engaging with R&D activities. Past studies have highlighted on the primary barriers for micro-enterprise to get involve with R&D such as limited financial resources, lack of access to advanced technology, and insufficient expertise. This paper examines the hurdles faced by Malaysia’s micro-enterprises in engaging with R&D activities. A questionnaire survey was conducted and 2,000 questionnaires were distributed, with 202 usable responses available for analysis. The study found that the availability of financial incentives for asset and working capital needs are positively viewed, but difficulties persist in securing loans for modern agriculture, digital transformation, and Shariah compliant businesses. While R&D boosts business growth and competitiveness, its impact on reducing operational costs and ensuring sustainability are unclear. Incubator centers provide valuable support but the lack of comprehensive mentorship programs has imposed difficulties for micro-enterprises to utilize the facilities. The findings give a clear indication to policymakers that enhancing support mechanisms is crucial in order to fully leverage the financial and R&D incentives for micro-enterprises.

Rising Stars in Dermatology: Analysis of Lead Authorship Roles in the Published Literature

Introduction: The quality and progression of dermatologic research is significantly impacted by the contribution of first authors at different stages of their careers. Our study examines the association between first-author academic degree, financial sponsorship, and evidence quality published in three highly read journals from October 2013 to October 2023. Methods: Data collection was conducted using REDCap, and statistical analyses were performed with Welch’s t-tests and chi-squared tests. Results: A significant shift in first-author education levels was observed pre- and post-2018, with an increase in pre-doctoral (bachelor’s or master’s degree) compared to post-doctoral (MD or PhD) first authors (9.6% vs. 15.5%, p=0.04), indicating a trend of early-career researchers assuming lead roles in original investigations. Additionally, citation frequency did not differ between pre- and post-doctoral first authors (p=0.26), suggesting comparable research impact. However, post-doctoral first authors had a higher proportion of financial sponsorships (48% vs. 41%, p=0.014) and a higher quality of evidence based on study design (31.4% vs. 13.7%, p<0.001). Discussion:The disparity in financial sponsorship and evidence quality highlights an opportunity for enhanced support of pre-doctoral early career researchers through mentorship programs and financial grants to potentially improve meaningful research productivity in dermatology.

Peer mentorship and professional identity formation: an ecological systems perspective

BackgroundMentoring can help shape how medical students think, feel, and act as physicians. Yet, the mechanism in which it influences this process of professional identity formation (PIF) remains poorly understood. Through the lens of the ecological systems theory, this study explores the interconnected and dynamic system of mentoring relationships and resources that support professional development and growth within the Palliative Medicine Initiative (PMI), a structured research peer mentoring program.MethodsA secondary analysis of transcripts of semi-structured interviews with peer mentors and mentees and a review of their mentoring diaries was conducted to explore the impact of participation in a longitudinal peer mentoring program on both mentees and peer mentors on their personal and professional development through the lens of the mentoring ecosystem model. The Systematic Evidence-Based Approach was adapted to analyze the data via content and thematic analysis.ResultsEighteen mentees and peer mentors participated and described a supportive community of practice within the research program, with discrete micro-, meso-, and macro-environments that are dynamic, reflexive, and interconnected to form a mentoring ecosystem. Within this ecosystem, reflection is fostered, and identity work is done—ultimately shaping and refining self-concepts of personhood and identity.ConclusionThis study underscores the nuances and complexities of mentorship and supports the role of the mentoring ecosystem in PIF. A deeper understanding of the multiple factors that converge to facilitate the professional development of mentees can help educators develop and implement structured peer mentorship programs that better support reflective practice and identity work.

A Mentoring Network for Diversity in Dental, Oral, and Craniofacial Research

The American Association for Dental, Oral, and Craniofacial Research (AADOCR) has developed a national and sustainable mentoring and mentor training network titled AADOCR Mentoring an Inclusive Network for a Diverse Workforce of the Future (AADOCR MIND the Future). This program is instrumental in fostering a diverse group of early-career investigators in dental, oral, and craniofacial (DOC) research. The network’s principal purpose has been to establish a robust and enduring national mentoring program centrally managed by AADOCR. The overarching goal is to develop a sustainable, nationally recognized mentoring network that enhances the career development of early-career DOC researchers from diverse backgrounds. The program aligns with the National Institute of Dental and Craniofacial Research Strategic Plan and aims to cultivate a robust pipeline of future DOC researchers who can address critical scientific challenges. AADOCR MIND the Future guides mentors and mentees in individual career development as well as improving the quality of mentoring at the home institution through dissemination of lessons learned by mentors and mentees in the program. As science practices have evolved, investigators have moved from isolated individual projects to interactive multidisciplinary teams. Within this research framework, AADOCR MIND the Future offers the global infrastructure and the variety of scientists/AADOCR members. While most institutional mentoring efforts have been developed using conventional single mentor-mentee pairs, the AADOCR MIND the Future program supplements this model with additional group mentoring (mentors-mentees) and peer mentoring (interactions between just the mentees). Mentees commit to 12 mo of programming devoted to enhancing research career development through intensive hands-on work, distance-learning components, and engagement in a mentored grant-writing experience. Mentees are strongly encouraged to remain engaged with the program beyond the initial 12-mo period. Years 1 to 3 alumni (cohorts 1 to 3) mentees continue to participate in a meaningful way, and after the completion of the program, it is envisioned these alumni will become mentors for another generation.

Influence of Mentorship Programs on Students’ Academic Performance in Public Secondary Schools in Imenti North Sub- County, Meru County, Kenya

Management practices are an important ingredient in an organization. They offer a unique environment needed to attain set goals, create a good public image and build a productive relationship among the stakeholders. The main aim of this study was to determine the influence of teacher satisfaction on the academic performance of learners in public secondary schools in Imenti North sub-county, Meru County. The study was based on organizational theory, which was developed by Jaques in 1951. The study adopted a mixed methods methodology where both quantitative and qualitative methods were employed. The sampling unit consisted of public secondary schools where 6 principals were selected through purposive sampling from the top three and bottom three performing schools. Ten form three and form four students were also randomly selected from the top three and bottom three performing schools to obtain a sample size of 120 students. Data was collected using a structured questionnaire. Data collected was analyzed using descriptive and inferential statistics with the help of the statistical package for social scientists, version 26.0. A multiple Linear Regression model was used to model the relationship between the independent variable and the response variable (academic performance). The study concludes that mentorship programs have a significant positive effect on academic performance, as indicated by their p-values (P<0.05). The study recommends that schools should ensure that there are functional mentoring programs in schools, as they have been shown to positively influence academic performance. Such programs may provide guidance, support and career direction.

The Fletcher-Cox Pathway: A Unique View on Clinical Trial Education

PurposeThere currently are no established formal mentorship and training program for radiation oncology (RO) trainees to learn trial design, creation, writing, or implementation. There only exists informal training on analyzing clinical trials in RO residency programs. The integration of a longitudinal formal training and mentorship program for clinical trialists - consisting of clinical trial education, design, mentorship, and implementation during the RO residency education will give residents not only formal teaching in the subject, but strong tools and requisite mentorship in hopes to help them succeed as future academic physicians and leaders in the field of radiation oncology. Methods and MaterialsWe developed a clinical trial training pathway in 2018 at XXX, proposing it as a pilot program. The “Fletcher-Cox Pathway” was accepted with a highly positive response by trainees. and is is now offered as a standard option to RO trainees at our institution. ResultsWith the guidance of their principal investigator (PI), residents participating in this pathway design and submit a clinical trial for institutional review board (IRB) review. In 2019, after implementation of the pilot program, 4 of the incoming 7 residents joined the pathway. The program continues, and the current cohort of trainees have received training in clinical trials design andworked with dedicated mentor(s) regarding clinical trial ideas; their studies are currently accruing patients. ConclusionsThis pilot program has been viewed by trainees and mentors as successful; it highlights how a structured approach meets a clear need within RO training. We envision the creation of a national platform to increase access, whereby programs adopt this clinical trialist educational pathway, which ultimately leads to the development of a robust clinical trial community with communal resources. We hope that this not only improves and provides educational initiatives to all trainees but also initiates further collaboration.

Penguatan UMKM Produk Herbal melalui Penerapan Proses Produk Halal dan Pemasaran Digital

The decades-old herbal products are one of the potentials owned by Trasan Village, Bandongan District, Magelang Regency. Because of the products’ perceived efficacy, their longevity is assured. The products have not received halal certification, thus one of the issues these businesses face is that marketing is still done by going door-to-door. Thus far, halal goods and equipment have been used in the traditional production of herbal products. On the other hand, the UMKM owners will have more chances to grow the marketing network if the products have received halal certification. Additionally, the owners hope to grow their company by reaching a larger market with herbal items. Thus, to increase market penetration, digital marketing training is required. This community service program aims to support traditional herbal product producers with digital marketing and the implementation of the halal product process. Giving training and supervision on the halal certification procedure for UMKM owners and the usage of suitable digital marketing constitutes this community service. Partners receive training on the benefits of registering halal items, the necessity of a halal product certification process, and how to use digital marketing tools. Herbal product entrepreneurs can identify and fulfil the requirements for the halal product process and implement marketing strategies by using digital media with the help of the training and mentorship programs offered. The result of this program showed an increase in the quantity and value of the products. Sales of herbal products have now spread to Yogyakarta due to the increasingly wide marketing area and increasing customer trust in the quality and halal-ness of the products.

The long-term implications of an after-school STEM mentoring program: the perspectives of former STEM undergraduate student mentors

The long-term implications of an after-school STEM mentoring program: the perspectives of former STEM undergraduate student mentors

Peningkatan Kemampuan Pola Pikir Growth Mindset pada Anak Sekolah

Education at MA Miftahuttholibin Timbang faces challenges in providing a stimulating learning environment, especially related to limited facilities, access to training for teachers, and the lack of information technology infrastructure. Apart from that, students also face learning motivation problems and a lack of understanding about growth mindset. This research aims to implement strategies to increase understanding and application of growth mindset among students. Socialization activities are carried out to educate students about the importance of a growth mindset. The focus is to synthesize students' understanding of this growth mindset and provide relevant practice. This material leads to monitoring personal goals and increasing understanding through the use of technology as an educational tool. Mentoring programs and changing the assessment paradigm from final results to the learning process are also implemented. The results show an increase in students' understanding and acceptance of the growth mindset. Students are more active in planning personal goals and evaluating their progress. The use of technology helps deepen students' understanding of this concept. Suggestions for strengthening technological infrastructure, holding training programs for teachers, and continuing mentoring programs are given to support the implementation of a growth mindset on an ongoing basis. It is hoped that with the strategies implemented, students can apply a growth mindset in everyday life and overcome learning obstacles. It is also hoped that the implementation of this strategy can become a guide for other educational institutions in strengthening the understanding and application of growth mindset among students.

Beyond graduation: understanding professional downgrading in Moroccan vocational training alumni

PurposeYoung graduates in Morocco are encountering an increasingly challenging labor market environment. Confronted with intense competition, job insecurity, and unclear career trajectories, many find themselves in low-skilled positions despite possessing relevant qualifications. This issue is particularly pronounced among vocational training graduates, who experience professional downgrading at a rate three times higher (33.6%) compared to their peers from general education (11.6%) (HCP, 2018). Our study aims to investigate professional downgrading among young vocational training graduates in Morocco, focusing on the factors contributing to this phenomenon and identifying potential solutions to address it.Design/methodology/approachOur study is based on the insertion and career path survey conducted by the Department of Professional Training with graduates of professional training programs in Morocco. For this edition, the survey was conducted in 2020, encompassing all 31,498 graduates of the 2016 professional training programs. The Heckman self-selection model is employed to analyze and explore various dimensions of downgrading. Factors such as gender, age, marital status, parental education, and the choice of vocational training field are scrutinized to understand their influence on downgrading.FindingsThe study reveals several key findings: Women exhibit a lower probability of professional downgrading compared to men. Young graduates are more vulnerable to downgrading, emphasizing the necessity for career guidance and mentorship programs to facilitate their entry into the job market. Marital status plays a role, with married individuals having a higher likelihood of downgrading. Parental education, particularly that of mothers, proves critical in preventing subjective downgrading of vocational training graduates, highlighting the need for adult literacy and education programs. The effectiveness of the National Agency for the Promotion of Employment and Competencies (ANAPEC) programs in preventing downgrading among vocational training graduates is questioned, suggesting the need for program revisions tailored to this population. The choice of vocational training field significantly impacts downgrading, with graduates of technical training programs experiencing advantages. This emphasizes the importance of diversifying training fields and aligning them with market demands.Originality/valueThis study provides valuable insights into the phenomenon of professional downgrading among young vocational training graduates in Morocco. The findings emphasize the need for targeted policy interventions. Recommendations include supporting young graduates, reassessing programs offered by the ANAPEC, and enhancing technical training to better align with the evolving demands of the labor market.

Ohpikihâwasowin (grounding and guiding on the path to be a healthy parent): virtual adaptation of an Elders mentoring program to support maternal and child wellbeing during the COVID-19 pandemic

BackgroundThe Elders Mentoring Program (EMP) is part of a strengths-based community-based participatory research partnership with the Cree communities of Maskwacîs, Alberta, Canada. The EMP objective is to promote maternal and child health through traditional Cree teachings and support from community Elders to pregnant women and their partners. During the COVID-19 pandemic, the Elders decided to shift the program to an online format in early 2021. The Elders continued to offer mentorship to program participants virtually by Zoom and telephone, and online workshops. The objective of this study was to qualitatively explore the experiences of women that took part in the virtual EMP.MethodsWe utilized qualitative description as our method, informed by our overarching community-led research partnership. Semi-structured phone interviews were conducted by Maskwacîs research assistants (RAs) with 11 women who participated in the virtual program. Interviews were conducted between December 2021 and June 2022. The participants were asked about their perceptions of the program and its benefits. The interviews were recorded, transcribed, and coded by four RAs using thematic analysis.ResultsAlthough cultural teachings are traditionally offered in person, the shift to the virtual platform was greatly appreciated by all the women. Technology can be a useful tool for cultural teachings and language to be shared among community members when they cannot be physically together. Four main themes emerged from the data, representing the participants’ experiences, and learning through their interactions with the Elders from the EMP. The themes are: Ohpikihâwasowin (grounding and guiding on the path to be a healthy parent); Indigenous ways of healing; On the path of cultural learning; and Identity for self and baby.ConclusionThe virtual adaptation of the EMP allowed a space for Elders to offer support to women living in and out of the community to provide guidance with their pregnancies and into motherhood. The workshops and one-on-one calls allowed for cultural revitalization which is critical for Indigenous well-being. All the participants found that the teachings and interactions positively impacted their pregnancy and parenthood. Overall, the virtual program demonstrated a venue for intergenerational healing and resilience.

How mentoring and a shift in mindset and practices can help navigate fast-paced science

Abstract In the competitive realm of academia, the pursuit of meaningful knowledge often collides with the imperative to publish quickly and frequently, sidelining patient investigation and deep understanding. This article aims to share critical insights into this issue, sparking further discussions about the challenges of fast-paced science and cultivating a more ethical scientific landscape, one that values exploration and ingenuity over rushed output and flashy headlines. The narrative traces the growing disillusionment of the first author with the prevailing publish-or-perish culture and her concerns about its impact on research quality and genuine collaboration. The article showcases how a mentoring programme for women postdoctoral researchers and network activities have aided her in navigating these challenges and carving out her career path. Her experiences are enriched by the perspectives of the second author, the coordinator of the mentoring programme. Through one-on-one mentoring, get-togethers, and workshops, the first author gained the inspiration, skills, and encouragement necessary to rekindle her commitment to science. The lesson learned is the importance of providing scientists with a guided, safe, and brave space for open dialogue about individual concerns and general working conditions in academia. Examples are provided that illustrate potential strategies and practices for challenging the status quo. By nurturing an environment that puts quality before quantity, academia can pave the way for transformative discoveries and profound understanding across all career levels.

Preliminary Outcomes of NephSIM Nephrons: A Virtual Mentorship Program to Foster Interest in Nephrology

Despite concerted efforts by the nephrology community to increase the quality of nephrology education via a plethora of free open access medical education tools and efforts by national nephrology societies, interest in nephrology has mostly remained stagnant. A 6-month virtual learning and mentoring program (NephSIM Nephrons) was launched in January 2021 to increase interest in nephrology careers among medical students and residents. Trainees were assigned one faculty mentor and a small group with faculty and other trainees. Learning opportunities consisted of both live and virtual sessions and an asynchronous curriculum. Feedback was collected from trainees at the end of the program each year through an online, anonymous survey. For trainees in the 2021 and 2022 cohort, residency/fellowship status for the July 2024-2025 academic year was assessed by survey. Of 319 and 315 eligible applications received for the 2021 and 2022 programs, 111 and 108 trainees were accepted, respectively; 31 participants in the 2023 cohort completed the exit survey (response rate: 31/84, 37%) and rated the mean overall NephSIM Nephrons experience as 4.7 of 5. All respondents were very likely or somewhat likely to recommend the experience to other trainees. In the 2021 and 2022 cohorts, 37 of 49 (77%) and 29 of 38 (76%) trainees, respectively, who were eligible to match into adult or pediatric nephrology fellowships by July 2024 successfully matched. Similarly, among the 2021 and 2022 cohorts, 11 of 19 (58%) and 21 of 23 (91%), respectively, who could be internal medicine or pediatrics residents in July 2024 successfully matched. Low survey response rate. Early outcome analysis of the NephSIM Nephrons program shows promising results, and individuals who participated had high rates of enrollment in nephrology pipeline residencies and nephrology fellowships. More work is needed to first continue rigorous follow-up of program participants, obtain qualitative program feedback, and improve participant and mentor engagement.

Insights Into Hepatitis B Awareness and Vaccination Trends Among Healthcare Providers: A Comprehensive Study.

Hepatitis B virus (HBV) infection poses significant occupational risks to healthcare workers (HCWs) worldwide. Understanding the knowledge, attitudes, and practices (KAPs) of HCWs regarding HBV infection and vaccination is crucial for developing effective preventive strategies. This study aims to assess the KAPs of the HCWs regarding HBV transmission, prevention, and vaccination in Saveetha Medical College and Hospital, Thandalam, Tamil Nadu. A cross-sectional analytical study was conducted at Saveetha Medical College and Hospitalfrom January 2024 to May 2024. Participants included doctors, interns, nurses, and technicians (n = 112) who completed a validated questionnaire assessing their KAPs regarding HBV infection, prevention, and vaccination. The data were analyzed using the SPSS version 24.0 software (IBM Corp., Armonk, NY). The categorical data were presented in frequencies and percentages. The statistical significance was analyzed using the Kruskal-Wallis test to determine their statistical significance (p < 0.05). The majority of respondents demonstrated good knowledge (mean score = 6.40), positive attitudes (mean score = 7.29), and appropriate practices (mean score = 7.11) toward HBV prevention and vaccination. Significant differences were observed based on designation with p < 0.05 (p = 0.04), with doctors consistently exhibiting higher KAP scores (mean score = 8.7) compared to nurses (mean score = 6.24) and technicians (mean score = 7.36). Our study found that while most HCWs understand hepatitis B and support vaccination, doctors exhibit superior knowledge compared to nurses and technicians. High adherence to prevention protocols is noted, but targeted educational interventions, such as workshops and continuous medical education, are needed to address knowledge gaps. Regular updates and mentorship programs can enhance understanding and foster a collaborative environment, leading to more effective hepatitis B prevention and improved patient care.

Laparoscopic Cytoreductive Surgery and Hyperthermic Intraperitoneal Chemotherapy, an Update From the International PSOGI Registry.

Cytoreductive surgery (CRS) and hyperthermic intraperitoneal chemotherapy (HIPEC) are established treatments for peritoneal surface malignancies, traditionally performed via laparotomy. Recent advancements in laparoscopic approaches (L-CRS + HIPEC) have shown promising results in selected patients. The PSOGI registry, established in November 2019, collects data from specialized centers performing L-CRS + HIPEC. Data were collected prospectively and analyzed retrospectively, excluding risk-reducing procedures without peritoneal disease. The learning curve was assessed using a 14-cases cutoff. Today, 323 patients have been registered, 193 were included finally. Perioperative outcomes improved after 14 cases: Length of hospital stay was 7.78 ± 3.64 days (consolidation) versus 8.8 ± 8.79 days (learning) and major morbidity was 0% (consolidation) versus 5% (learning), (p = n.s.). Estimated blood loss was lower in the consolidation phase. Oncological outcomes also improved: Recurrence rate was 8.7% (consolidation) versus 17.8% (learning). Disease-free survival 5 years, 65% (learning) versus 88% (consolidation) (p = 0.012). The L-CRS + HIPEC is a safe procedure with non-inferior oncologic outcomes which it is evaluating in an IDEAL setting by an international group. The validation of the learning curve, gives us the knowledge that a mentoring program must be setup to reduce the learning curve impact in oncologic failure.

Determinants of Teachers’ Decision to Stay: A Causal Model

A key challenge in any organizations today is staff/employee retention and these organizations made strategies to retain their employees to become the best staff. A common and significant problem in most human capital management systems in education, whether any type of schools or districts, is their incapacity to lessen high teacher turnover as stated by Odden (2011), and prominent in certain urban districts these high rates of teacher movement. Ingersoll (2001) states that the first step to understand why teachers leave is also the first step in getting them to stay. In order for teachers to stay, they need eenvironments that give important professional support from school leadership, to encounter organizational structures that value respect and workforce conditions for induction and mentoring programs for new and experienced teachers. Teacher attrition is teachers who are inside or outside of education, to experience and encounter other professional responsibilities, but give priority time with their families (Macdonald, 1999, Miller &amp; Chait, 2008).

The mentee report: outcomes from implementing a mentorship program for international genetic counseling applicants.

The first genetic counseling (GC) graduate training program was established in the United States (U.S.) in 1969 and GC is an emerging field of healthcare in many countries. Each year, at least 7% of applicants to U.S.-based GC graduate programs come from countries outside the U.S. ("international GC applicants''). To address the unique needs of international GC applicants, volunteers from the International Special Interest Group (ISIG) of the National Society of Genetic Counselors (NSGC) launched a semi-structured mentorship program (the "International Genetic Counseling Mentorship Program'' (IGCMP)) in 2021, which provides individualized mentorship and optional group activities for networking and learning. Fifty-two people from 19 countries signed up for the IGCMP across three application cycles. Of these, 47 were eligible to participate as mentees, and most were interested in one-on-one virtual meetings with international GCs in the U.S. (n = 41/47, 87.2%). An assessment form was sent to 17 mentees who applied to GC graduate school after participating in the first or second cycle of the IGCMP. Of the 12 responses received, 10 (83.3%) reported being extremely satisfied with their individual mentor(s), and the one-on-one meeting with a mentor was considered helpful to both the application and interview process by nine (75.0%) respondents. Importantly, feedback about program improvement revealed an interest in connecting with additional international applicants and mentors and all respondents expressed interest in receiving mentorship throughout graduate school. Future directions include collaborating with other mentorship and graduate programs to further enhance support for international applicants.