Mentoring Functions Research Articles

Structural Relationship Analysis Among Variables of Mentoring Network Characteristics, Mentoring Functions, and the Working Attitudes of North Korean Defectors

This study was conducted with a purpose to examine the structural relationship among mentoring network characteristics, mentoring functions, and the work attitudes of North Korean defectors. One hundred twenty-one North Korean defectors participated in the study, who were involved in settlement programs in Seoul, Korea. Amos 20.0 and SPSS 21.0. were used for statistical analysis. According to the developmental network theory, mentoring network characteristics include: network range, number of networks, and network intimacy. Mentoring functions include: career function, role function, and psychosocial function. The results are as follows. Mentoring network characteristics have a positive (+) effect on mentoring functions (β = 0.267, C.R. = 2.329, p < .05) and mentoring functions have a positive (+) effect on work attitude (β = 0.703, C.R. = 6.748, p < .001). Mentoring characteristics also have an indirect effect on work attitude through mentoring functions (β = 0.188). The results of this study implicate the need for expanding mentoring networks and developing mentoring functions for North Korean defectors in both formal and informal social network areas.

What Do Startup Mentors Do? Founders’ Perspective on Entrepreneurial Mentoring Functions.

Although formal mentoring relationships become increasingly popular and are crucial to new venture performance, the composition and configurations of mentoring functions received by the founding teams are relatively unexplored. In this study, we introduce an inventory of mentoring roles that goes beyond their traditional understanding, and clarify their importance for the new venture founders. Building on fieldwork in 37 new venture teams seeking to establish formal mentoring relationships in an acceleration program, we uncover a function of new venture support that is prioritized by the founders over psychosocial support and role modelling. Surprisingly, we uncover that founders expect their mentors to assume the investor role in the long-term, therefore, we also discuss the implications of mentor-investor role duality for developing and sustaining formal mentoring relations. Overall, we add insights to the mentoring and entrepreneurship literatures on what team-level mentoring functions, especially in the context of uncertainty and complexity, shape subsequent entrepreneurial mentoring relations.

The relationship of advocacy and mentorship with female accountants' career success

Despite being the majority of new graduates for three decades, female accountants have not proportionately risen to the top of corporations or public accounting firms. Mentoring has been championed as an important variable in women's advancement, yet to date no research has examined how mentoring may be associated with improved career success measures such as organizational level and salary attained by female accountants. This study utilizes survey responses from almost 900 female accountants to assess the relationship between having a mentor and objective career outcomes, as well as beliefs about future promotions. We consider whether career success outcomes and beliefs about future promotions differ based upon mentor origin, mentor gender and mentor functions provided. Results indicate that having a mentor is associated with greater career advancement outcomes. Relationships that are characterized by stronger career development functions are associated with a higher perceived likelihood of promotion, and having a male mentor is associated with higher compensation and higher organizational level. Informal mentoring relationships are also associated with higher compensation and organizational level, supporting findings of previous research that suggests benefits of formal mentoring relationships are somewhat limited.

Preliminary development of a questionnaire to assess peer athlete mentoring functions: the Athlete Mentoring Questionnaire (AMQ)

ABSTRACTUsing a multiphase approach, the purpose of the present study was to develop a psychometrically sound questionnaire to measure protégés’ perceptions of peer athlete mentoring functions. Phase 1 consisted of three stages: (a) item development, (b) assessment of content validity via think-aloud interviews with peer mentored athletes, and (c) assessment of content validity via an expert rating panel. In phase 2, 377 Canadian National team and varsity athletes who were peer mentored completed an initial 42-item version of the Athlete Mentoring Questionnaire (AMQ) and its factor structure was examined using confirmatory factor analysis (CFA), exploratory structural equation modeling (ESEM), and hierarchical ESEM (ESEM-within-CFA). Measurement invariance testing was also performed in phase 2. The final version of the AMQ contains 34 items that measure six peer athlete mentoring functions. It is hoped that the development of the AMQ will spur research in the emerging area of peer athlete mentoring.

Enhancing teaching competence through bidirectional mentoring and structured on-the-job training model

ABSTRACTThis study employed conventional and reverse mentoring to form the theoretical basis for bidirectional mentoring. Using the analytic hierarchy process, the relative weights of bidirectional mentoring functions were measured and analyzed. A focus group method was employed to plan a structured on-the-job training course framework for bidirectional mentoring. Analysis of research data indicated that role modeling is the most crucial bidirectional mentoring function, followed by psychosocial support and career development. Psychosocial support, role modeling, teaching, teamwork, and communication skills were the most crucial elements of career development. This paper proposes seven training courses, totaling 59 h, based on the mentoring development plan. This study intends to use the proposed structured on-the-job training framework for bidirectional mentoring to promote career development and psychosocial support for new teachers, to improve role modeling for senior teachers, and to enhance the teaching skills of new and senior teachers.

Mentoring pharmacy staff to implement a medication support service: An evaluation of process and outcomes

Introduction: To investigate the effectiveness of mentoring of pharmacy staff as they implemented a medication support service for mental health consumers. In particular, to show the relevance and applicability of Kram's four phases of mentoring to short-term mentoring relationships, the type of mentoring functions provided, and the value of utilising a pharmacist-consumer mentoring pair.Method: 163 pharmacy staff (mentees) each participated in a one-day workshop prior to implementing the service and being mentored over a period of six months. Data were collected from mentees via pre- and post-training questionnaires, and from mentors in the form of diaries, field notes, and a focus group. Quantitative and qualitative analyses were employed.Results: Kram's 4-phase model is relevant and applicable to short-term mentoring relationships. Mentoring functions increased after initiation, peaked during cultivation, and decreased during separation and redefinition. According to the mentors, both mentees and mentors benefitted from utilising a pair of mentors, each of whom had particular knowledge, experience, and perspectives to share.Conclusions: This study extends mentoring research by showing that Kram's four phases could be intentionally integrated into the planning and implementation of mentoring relationships; moreover in short-term relationships. In addition, it has identified the particular mentoring functions that are sought and provided in different phases of relationships and that quantity of mentoring changes over the course of a relationship. Further, the study has found that mentees benefit from pairs of mentors (in this case a pharmacist and a consumer or carer) who provide different insights, knowledge and perspectives. Individuals and health-related organisations embarking on mentoring could use these findings as a guide to develop successful mentoring relationships, particularly when implementing a new service.

The Form and Function of STEM Research Mentoring: A Mixed-Methods Analysis Focusing on Ethnically Diverse Undergraduates and Their Mentors

This mixed-methods study examines mentoring relationships in an ethnically diverse sample of undergraduates in majors related to science, technology, engineering, and math (STEM). Guided by an intersectionality framework, we examined whether features of research mentoring differ at the intersection of ethnicity and gender. Survey data from undergraduates ( N = 486; 76% members of underrepresented ethnic groups; 66% women) revealed ethnic and gender variation in the amount of mentoring that participants reported receiving. Findings also showed that higher levels of instrumental mentoring at the study’s outset predicted higher STEM self-efficacy 1 year later. This finding was not moderated by ethnicity or gender, suggesting that instrumental mentoring bolsters self-efficacy among students from diverse backgrounds. To supplement the quantitative findings, we collected open-ended data from a subset of participants’ mentors ( N = 97). Thematic analysis of these data provides insight into the range of strategies that mentors used to bolster students’ STEM self-efficacy.

Mentoring functions questionnaire: validation among Tunisian successors

PurposeThe purpose of this paper is to shed light on the usefulness of the mentoring dimensions and to test and validate the mentoring functions questionnaire (MFQ) among Tunisian successors.Design/methodology/approachTo test and validate the MFQ among Tunisian successors, this study used a sample of 111 Tunisian successors, adopted the Churchill’s paradigm and followed the structural equation modeling.FindingsThis study confirms the importance of both vocational and psychological support but does not take into consideration the succession context.Originality/valueMentoring programs concern essentially employees and help them develop and grow both vocationally and personally. Successors, however, although they do face some hardships throughout their careers, they are outside the focus of attention. Thus, this study contributes to the mentoring literature by exploring the usefulness of the mentoring dimensions and by using the mentoring functions.

The Effects of Mentoring Functions and Job Satisfaction on Turnover Intention according to Nurses’ Mentoring Phases

Purpose: The purpose of this study was to determine the effect of nurses’ mentoring functions and job satisfaction on their turnover intention on the basis of Kram’s mentoring phases. Methods: The participants were 286 nurses who were working at tertiary or general hospitals. Data were collected through surveys conducted between February 1 and 27, 2017, analyzed using independent t-test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression with the IBM SPSS 21.0 program. Results: The mean mentoring functions score was 3.64 out of 5 points. Job satisfaction had statistically significant positive correlation with mentoring function (p<.05), while turnover intention showed statistically significant negative correlation with job satisfaction (p<.001). Job satisfaction was the only statistically significant variable affecting turnover intention in all three phases p<.001). Conclusion: Nursing organizations may reduce nurses' turnover intention by increasing job satisfaction, which can be improved by developing and applying a differentiated mentoring program according to the nurses’ mentoring phases.

Supervisory mentoring and newcomer innovation performance in the hospitality industry

In this study we argue that mentoring, as a “social learning process”, can assist employees to merge into the organization more rapidly. The purpose of this study is to explore the relationship between supervisory mentoring functions and newcomers’ innovation performance. To explore this relationship, the moderating effects of task autonomy and supervisor capability were tested. Data were collected from two sources, newcomers and supervisors employed in four and five star hotels in Taiwan. The findings reveal that supervisory mentoring functions have a significant positive impact on newcomer’s innovation. Furthermore, the study also finds that task autonomy and supervisor capability strengthen the relationship between supervisory mentoring functions and newcomer’s innovation performance. Our findings suggest that mentoring is a powerful strategy that can be used to encourage innovation and that innovation performance is enhanced when organizations develop mentoring processes and structures which facilitate the development of creativity, interaction, and communication between employees.

To adjust or not to adjust in the host country? Perspective of interactionism

PurposeThe purpose of this paper is to examine the relationship of regulatory foci (promotion focus and prevention focus) to expatriate adjustments (general, interaction, and work adjustments) and explore whether mentoring functions (psychosocial support, role modeling, and career development) moderate the aforementioned relationship.Design/methodology/approachUsing 141 questionnaired primary data (response rate 32.25 percent) gathered from at least six months experienced expatiates of multinational companies in six industries, this study adopts regression method to examine the moderating effect.FindingsThis study found that promotion focus was positively related to the interaction and work adjustment, respectively; prevention focus was positively related to the general, interaction, and work adjustment, respectively. Psychosocial support function moderates the relationship between promotion focus and general adjustment. Career development function moderates the relationships between promotion/prevention foci and work adjustment.Originality/valueAccording to the interactionism perspective, behavior is a result of the interaction between personality and situational influences, has a long history in social and personality psychology. This study extends this perspective to the interactive effects of mentorship (situational factor) and expatriates’ regulatory foci (personality factor) on expatriate adjustment.

Building trust: The influence of mentoring behaviors on perceptions of health care managers' trustworthiness.

In health care organizations, trust is critical for effective workplace relationships that ensure patient-centered outcomes. Although research has focused on trust in the relationship between patients and clinicians, less is known about what influences workers to trust their managers. An understanding is needed of the specific behaviors that influence health care workers' evaluations of their managers' trustworthiness. Mentoring research focuses on the developmental assistance that a more experienced worker provides to a less experienced worker. Building upon seminal research on mentoring functions, we argue that health care managers can build trust by providing informational (career-related) and interpersonal (psychosocial) support. The aim of the study was to investigate the influence of health care managers' informational and interpersonal mentoring behaviors on workers' perceptions of their managers' trustworthiness and the mediating role of trustworthiness on trust in the managers. Surveys were completed during work hours by 315 health care workers at an acute care hospital and associated clinics in the Midwest. Results showed that managers' mentoring behaviors influenced worker perceptions of their managers' trustworthiness, in terms of ability, integrity, and benevolence. Ability partially mediated the relationship between informational mentoring and trust in managers, whereas integrity and benevolence partially mediated the relationship between interpersonal mentoring and trust in managers. Health care managers can actively build trust through mentoring behaviors that inspire positive assessments of managers' ability, integrity, and benevolence.

The Effects of Professor’s Mentor Functions and Competencies on Achievement and Academic Satisfaction of Students Majoring in Cosmetology

The Effects of Professor’s Mentor Functions and Competencies on Achievement and Academic Satisfaction of Students Majoring in Cosmetology

Storytelling in Mentoring: An Exploratory, Qualitative Study of Facilitating Learning in Developmental Interactions

How is it that mentors teach—that protégé’s learn—that wisdom is shared between a mentor and protégé? This exploratory, qualitative study responds to a call in the literature to better understand what occurs in mentoring interactions by examining storytelling as a mentoring tool. The focus is on how stories can convey meaning, inspire listeners, and transmit wisdom to help protégés grow, learn, and develop in their jobs and careers. Interview data from 39 professionals working in a wide variety of industries resulted in a rich data set of 48 work-related mentoring stories. Hermeneutical analysis enabled us to identify key mentoring functions that are fulfilled in the narrative text of stories. We conclude that storytelling is indeed a powerful tool in mentoring—allowing mentors to calm their protégés, encourage them, help them solve problems, build their confidence, teach them, give them direction, and provide numerous other functions.

Mentoring Function and Quality of Supervisor Auditor Relationship: Organizational Justice as A Mediation

This study empirically examines the antecedents and consequences of organization justice consisting of distributive justice, procedural justice, and interactional justice. The hypothesis of this study are mentoring function positive effect on organization justice, organizational justice positive effect on quality of supervisor-auditor relationship, mentoring function positive effect on quality of supervisor-auditor relationship. In additional, this study also hypothesized that organization justice as mediation between mentoring functions and quality of supervisor-auditor relationship. This study is a survey of 228 government internal auditors of Financial and Development Supervisory Agency-Badan Pengawasan Keuangan dan Pembangunan (BPKP) in Java-Bali Indonesia. The technique of collecting data using questionnaires. Test hypotheses using path analysis with SEM-AMOS. The results showed that mentoring function positive effect on organization justice, organizational justice positive effect on quality of supervisor-auditor relationship, mentoring function positive effect on quality of supervisor-auditor relationship. The study also provide an empirical finding that organization justice as mediation between mentoring functions and quality of supervisor-auditor relationship. The study provides recommendations to the BPKP in solving the problems faced by the government in realizing good and clean governance. This study is the first empirically examines the potential benefit of organization justice as a mediation between mentoring function and quality of supervisor-auditor relationship.

The Effects of Mentoring Functions on Career Adaptabilities and Career Self-Efficacy: the Role of Career Optimism

This study aims to investigate the effects of mentoring functions on undergraduate student’s career adaptabilities and career self-efficacy levels and the mediating role of career optimism. It is suggested in the literature that some factors stimulate student’s career adaptability levels. Therefore, mentoring functions, career optimism and career self-efficacy are considered as predictors of career adaptabilities within the scope of the study. Accordingly, data which are collected by the survey method from 311 undergraduate students having an education on different field such as business administration, international trade and logistics, public management and labor economics are analyzed by using the structural equation modeling. The results of the study indicate that mentoring functions, which is labeled as role modeling, have significant effects on student’s career adaptability, career optimism and career self-efficacy levels. However, it has been observed that career optimism has a significant effect on career self-efficacy and career adaptabilities. On the other hand, it is seen that career optimism has a fully mediating role between the role modeling and career adaptabilities. In addition, career optimism has a fully mediating role between role modeling and career self-efficacy.

Mentoring undergraduates in cartography and geographic information science: An apprenticeship model

AbstractUndergraduates' participation in research has been demonstrated to contribute to the development of critical, technical thinking and problem‐solving skills, increase confidence, and enhance interest in research and graduate studies. For fields like cartography and geographic information science (GIS), teaching content should be up‐to‐date. Furthermore, practice plays a key role in daily teaching and learning. Therefore, research participation is of great significance for undergraduates majoring in cartography and GIS. Here a mentoring method is proposed for undergraduates, based on the apprenticeship model which combines mentoring functions and styles. Thirty‐one undergraduates were mentored using the method. An evaluation based on objective outcomes and subjective self‐perceptions showed that the mentoring method was effective: 71% of the subjects contributed to at least one peer‐reviewed paper or software program. Possible factors affecting the mentoring results include the length of time the undergraduates were involved in mentorship and engaged in research. The longer the undergraduates participated in the mentorship and the more time they spent on research, the more numerous their achievements. Participants demonstrated significant improvements in the following areas: Changes in attitudes toward learning and research, enhanced career/graduate school preparation and personal gains. Significant differences in “learning ethical conduct” and “professional skills” were observed between genders.

Role of formal mentoring in protégés' work-to-family conflict: A double-edged sword

Drawing on the job demands-resources (JD-R) model, we investigated how formal mentoring influences protégés' work-to-family conflict (WFC). With a sample of 193 protégés' in ongoing formal mentoring programs, we found that the extent of formal mentoring functions received was associated with protégés' WFC in two ways. On the one hand, the extent of formal mentoring functions received was positively related to job resources, which in turn negatively related to protégés' WFC. On the other hand, the extent of formal mentoring functions received positively predicted job demands (i.e., workload), which subsequently had a positive association with protégés' WFC. Furthermore, protégés' work-family centrality moderated the above dual paths such that the indirect effect of the extent of formal mentoring received on protégés' WFC via job resources was stronger for protégés' who value work more important than family, whereas the indirect effect of the extent of formal mentoring received on protégés' WFC via workload was stronger for protégés' who value family more important than work. Implications for research and managerial practices are discussed.

Framework for Mentoring East Asian Women Scientists and Engineers

The goal of this preliminary study was to develop a framework for success in mentoring East Asian women scientists and engineers. Six women participated in 2-hour interviews providing an oral history. Common themes from their interviews revealed they brought some shared experiences from Asia. While science and engineering studies were encouraged, especially for girls, they had little mentoring. Upon coming to the US they found themselves isolated as an Asian and female minority, while feeling family and cultural expectations. The findings of the study suggest a 4-part mentoring framework. 1. Mentors should be assigned. 2. At least 1 mentor should be a woman. 3. Mentors needed understanding of and to be able to discuss work/life balance and 4. Mentors need to work with protégés to help them with mission and goal setting. This research supports findings of other studies that describe mentoring teams working with minority faculty and the importance of women mentors in providing psychosocial mentoring functions. This research uncovered the limited role of East Asian mentors. Not all of the women had mentors from East Asia and some did not feel it was important.

간호사의 멘토링 기능과 경력 몰입의 관계에 대한 자기주도학습 능력의 조절 효과

Purpose: The purpose of this study was to examine the moderating effects of self-directed learning ability on the relationship between mentoring function and career commitment in registered nurses. Methods: A total of 396 registered nurses from 19 hospitals located in Incheon were included in this study. Collected data were analyzed by confirmatory factor analysis, reliability analysis, descriptive statistics analysis, Pearson product moment correlation and hierarchical regression analysis with SPSS and AMOS 18.0 program. Results: The mentoring function and self-directed learning ability showed to have a positive effect on career commitment. Self-directed learning ability showed to have a moderating effect on the relationship between mentoring function and career commitment. Conclusion: To enhance the level of career commitment perceived by registered nurses, hospital organizations need to implement effective mentoring programs and develop self-directed learning ability in nurses.