Mentorship Opportunities Research Articles

Mentoring Women in Corrections: Encouraging the Next Corrections Executive

Mentoring can positively influence the mentee, the mentor, and the organization in which both are employed. Mentoring can help employees to overcome workplace challenges, including barriers to advancement, while increasing job satisfaction, enhancing career development, and producing a greater sense of value within the organization, often leading to increased productivity. While mentoring clearly has a multitude of benefits, women have traditionally had difficulty establishing mentorships in the workplace, which appear especially problematic in traditionally male-dominated careers, such as corrections. Based on surveys and interviews with members of the Association of Women Executives in Corrections (AWEC), this study investigates the role of mentorship in women’s advancement within corrections departments. Data show that support, particularly from one’s supervisor, is critical as women consider advancement, regardless of the supervisor’s gender. These results imply that when there are few women in the administrative ranks, limiting the opportunity for female mentorship, women can find equally effective mentorship from male superiors. Moreover, mentorships do not necessarily have to be formalized to be effective and can develop from outside one’s department when none exist within. Corrections agencies interested in diversifying their administrative ranks should plan to establish more opportunities to foster mentoring relationships, which would benefit all employees.

Emergency department buprenorphine program: staff concerns and recommended implementation strategies

BackgroundPatients presenting to Emergency Departments (ED) with opioid use disorder may be candidates for buprenorphine treatment, making EDs an appropriate setting to initiate this underused, but clinically proven therapy. Hospitals are devoting increased efforts to routinizing buprenorphine initiation in the ED where clinically appropriate, with the greatest successes occurring in academic medical centers. Overall, however, clinician participation in these efforts is suboptimal. Hospitals need more information to inform the standardized implementation of these programs nationally. Using an implementation science framework, we investigated ED providers’ concerns about ED buprenorphine programs and their willingness to prescribe buprenorphine in the ED.MethodsWe conducted Consolidated Framework for Implementation Research (CFIR)-informed interviews with 11 ED staff in Nevada and analyzed the transcripts using a six-step thematic approach. Results were organized within the CFIR 1.0 domains of inner setting, outer setting, intervention characteristics, and individual characteristics; potential implementation strategies were recommended.ResultsPhysicians expressed that the ED is a suitable location for prescribing buprenorphine. However, they expressed concerns about: information gaps in the prescribing protocols (inner setting), patient outcomes beyond the ED, buprenorphine effectiveness and appropriate timing of treatment initiation (intervention characteristics), and their own competence in managing opioid withdrawal (individual characteristics). Some were anxious about patients’ outcomes and continuity of care in the community (outer setting), others desired access to prospective data that demonstrate buprenorphine effectiveness. Additional concerns included a lack of availability of the required support to prescribe buprenorphine, a lack of physicians’ experience and competence, and concerns about opioid withdrawal. Recommended implementation strategies to address these concerns include: designating personnel at the ED to bridge the information gap, engaging emergency physicians through educational meetings, creating a community of practice, facilitating mentorship opportunities, and leveraging existing collaborative learning platforms.ConclusionOverall, physicians in our study believed that implementing a buprenorphine program in the ED is appropriate, but had concerns. Implementation strategies could be deployed to address concerns at multiple levels to increase physician willingness and program uptake.

Mentorship in health research institutions in Africa: A systematic review of approaches, benefits, successes, gaps and challenges.

In Africa, where the burden of diseases is disproportionately high, significant challenges arise from a shortage of skilled researchers, lack of research funding, and limited mentorship opportunities. The continent faces a substantial gap in research output largely attributed to the dearth of mentorship opportunities for early career researchers. To explore existing mentorship approaches, identify challenges, gaps, successes, and benefits, and provide insights for strengthening mentorship programs in African health research institutions. We registered the review protocol on the International Prospective Register of Systematic Reviews [CRD42021285018] and searched six electronic databases-EMBASE, AJOL, Web of Science, PubMed, DOAJ, and JSTOR from inception to 10 November 2023, for studies published in English reporting on approaches of mentorship in health research in African countries. We also searched grey literature repositories, institutional websites, and reference lists of included studies for additional literature. Two independent reviewers conducted screening of titles and abstracts of identified studies, full-text screening, assessment of methodological quality, and data extraction. We assessed study quality against the Mixed Methods Appraisal Tool (MMAT). We resolved any disagreements through discussion and consensus. We employed a narrative approach to synthesize the findings. We retrieved 1799 articles and after screening, included 21 studies in the review. The reviewers identified 20 mentorship programs for health researchers (N = 1198) in 12 African countries mostly focusing on early-career researchers and junior faculty members. A few included mid-career and senior researchers. We categorized the programs under three key mentoring approaches: international collaborative programs, regional and in-country collaborations, and specialized capacity-building initiatives. Our review highlighted the following successes and benefits of health research mentorship programs: the establishment of collaborations and partnerships, development of research programs and capacities, improvement of individual skills and confidence, increased publications, and successful grant applications. The gaps identified were limited funding, lack of a mentorship culture, negative attitudes towards research careers, and lack of prioritization of research mentorship. Our review highlights a diverse landscape of health research mentorship aspects predominantly targeting early career researchers and heavily driven by the North. There is a need for locally driven mentorship initiatives in Africa to strengthen mentorship to advance health research in the region. PROSPERO registration number: CRD42021285018.

Place-Based Indigenous Student Mentorship: Storying the Process of the Atlantic Indigenous Mentorship Network

Introduction. Indigenous post-secondary education students bring unique insights, knowledges, and expertise into post-secondary education spaces. Yet, post-secondary education in Canada is often a site of marginalization for Indigenous students given its’ colonial underpinnings. Targeted mentorship initiatives can be a way to support Indigenous learners through their post-secondary education journeys. Purpose. This manuscript chronicles the creation and ongoing work of the Atlantic Indigenous Mentorship Network and shares insights, challenges, and goals for the network as it continues to support Indigenous students in the Atlantic region. Implications. Our network utilizes a multi-pronged mentorship approach through offering financial, learning, and mentorship opportunities guided by the voices of Indigenous students in the region. Notably, our ability to build relationships with and amongst Indigenous students is strengthened through having an Indigenous graduate student coordinating the network over more than four years. Given the diversity of Indigenous Peoples in the Atlantic, our network has and continues to capture and engage with diverse Indigenous learners in a way that pays respect to their unique knowledges and challenges through continuous consultation and engagement. Our success is demonstrated through the increase in funded students conducting Indigenous health research in the region and through feedback gathered directly from students engaged with the network. Conclusion. By sharing the story of the Atlantic Indigenous Mentorship Network, we hope that learnings and insight can be gleamed to create and continue to strengthen other mentorship initiatives directed towards supporting Indigenous students.

Effects of Gender and Country of Training on Perceived Access to Opportunities for Neurosurgical Research and Gender-Concordant Mentorship

The current neurosurgical workforce is not large enough to address the significant burden of neurosurgical disease worldwide, and women are under-represented in this surgical specialty. However, trainee opportunities are particularly scarce in lower- and middle-income countries, where the burden of neurosurgical disease is high. Thus, the primary aim of this study was to assess the effects of gender and country on perceived access to neurosurgical research and mentorship opportunities. A cross-sectional survey evaluating perceived access to neurosurgical research and mentorship opportunities was distributed electronically to medical students and unspecialized residents in 10 countries (Colombia, India, Ghana, Nigeria, Saudi Arabia, Spain, Uganda, the United Kingdom, the United States, and Venezuela). 34.0% of men versus 24.9% of women reported interest in neurosurgery (P < 0.001). Only 16.1% of trainees reported adequate access to neurosurgical research opportunities, which did not vary by gender overall (P= 0.070). However, more women reported inadequate access in the United States (P= 0.038), and more men reported inadequate access in Colombia (P= 0.043). In Colombia (P < 0.001), Nigeria (P= 0.003), Saudi Arabia (P= 0.038), the United States (P= 0.004), and Venezuela (P < 0.001), a lower proportion of women than men reported ever having a neurosurgery mentor of their same gender. 59.0% of female respondents noted that having access to female neurosurgeon mentors would increase their interest in neurosurgery, compared to 28.5% of male respondents (P < 0.001). More male than female medical trainees in the surveyed countries reported interest in neurosurgery. However, access to adequate neurosurgical research opportunities, although relatively low overall, did not vary by gender in most countries. Access to gender-concordant mentorship was less common for women than for men, but women expressed that enhanced access to female neurosurgeon mentors would increase their interest in the field. These findings suggest potential avenues for intervention to augment and diversify the global neurosurgical workforce.

Retention of Nursing Educators: A Qualitative Study of Personal and Work Environment Aspects.

Limited support for nurse educators can hinder their professional development, as they may struggle to apply best practices and innovative teaching strategies. This study aimed to identify the personal and work environment aspects that influence nursing faculty members' ability to remain in academia. This qualitative descriptive study was conducted with 18 faculty members working at 2 public universities in Saudi Arabia. Four focus group sessions were conducted, and a thematic analysis approach was used for the data analysis. The following themes emerged: appreciation and sense of security, individual and personal characteristics, work environment factors, cultural influences and responsibilities, and recommendations for individuals and organizations. Based on these themes, future research should implement appreciation initiatives such as recognition programs, mentorship opportunities, and regular feedback sessions, as well as evaluate their impact on educators' sense of appreciation and recognition.

Exploring the impact of early exposure and mentorship on the neurosurgery career aspirations of medical students in low- and middle-income countries.

Early exposure to neurosurgery has been shown to have a positive influence on students' perceptions and attitudes towards the field of neurosurgery. This review delves into the problems faced by the neurosurgery workforce in LMICs, highlighting the necessity for local and international collaborative strategies and plans to enhance the medical education curriculum, training, and retention of neurosurgeons in their home countries. Mentorship also emerges as a crucial factor in neurosurgical career progress, narrowing the gap between theoretical knowledge and real-world practical skills, and providing guidelines in career pathways. Despite numerous benefits of early exposure and mentorship, limitations such as limited resources, inadequate elective opportunities, and negative cultural influences, hinder students' interest in neurosurgery. However, initiatives such as global outreach programs and collaborations between HICs and LMICs aim to address these challenges and improve access to mentorship and training opportunities and programs. This review recommends the integration of mentorship into career development strategies, establishing well-structured mentorship programs, and strengthening neurosurgery exposure in medical education. By implementing these recommendations, the next generation of neurosurgeons can be better equipped to address the complex challenges in LMICs, ultimately, enhancing easy access to neurosurgical care and strengthening healthcare systems.

The Status of Canadian Radiology Mentorship Programs, Where We Stand and Where to Improve.

Background: The importance of mentorship in medicine is well-established. Access to mentors is pivotal in enhancing career opportunities and networking, increasing research productivity, and overall wellness and resilience at all career stages. Our study aims to assess the current status of radiology mentorship programs for Canadian medical students and radiology residents. Methods: We distributed an anonymous survey to Canadian radiology program directors in December 2022. The questions pertained to the existing mentorship programs' specific goals, structure, and success. Our null hypothesis was that medical students and residents have similar mentorship opportunities. Results: We have received 12 responses (a response rate of 12/16 = 75%), 9 of which had formal mentorship programs and 3 (25%) did not. Comparing the mentorship program for medical students and residents yielded a P-value = .11 > .05. This result does not reject our null hypothesis, indicating there is no significant difference between these 2 groups. Using qualitative analysis, we categorized the responses into 4 main themes: mentorship programs' goals, structures, evaluation methods, and their results. Conclusion: Although our result did not reach statistical significance (P-value = .11 > .05), the observed trend shows that one third of Canadian medical schools do not offer a radiology mentorship program for medical students, highlighting a potentially significant opportunity for improvement. Qualitative analysis shows that despite various methods for assigning mentees to mentors, developing formalized yet flexible mentorship models that allow students and residents to self-select their mentors might be more beneficial than randomly assigning mentors to them.

Empowerment through event management: A project management approach for women entrepreneurs

This review paper explores the unique challenges women entrepreneurs face in the event management industry and proposes strategies for their empowerment. Women in this sector encounter various barriers, including gender bias, limited access to funding, insufficient networking opportunities, and difficulties balancing professional and personal responsibilities. Societal expectations and industry-specific factors further exacerbate these challenges, hindering women's advancement. The paper highlights the importance of promoting gender equality, improving access to financial resources, enhancing networking and mentorship opportunities, and supporting work-life balance. Additionally, it emphasizes the need to increase women's visibility in leadership roles within the industry. The recommendations aim to create a more inclusive and supportive environment for women entrepreneurs, fostering their growth and innovation in event management. Future research directions are suggested to identify best practices for supporting women entrepreneurs and to provide data-driven insights for policy and industry practices.

Team-based care in specialist practice: a path to improved physician experience in British Columbia

BackgroundSpecialist physicians in the province of British Columbia commonly work on teams in acute care settings such as operating rooms or inpatient hospital units. However, while the implementation of team-based care (TBC) has been supported in primary care clinics, no formal mechanisms have supported specialist physicians in adopting TBC in their private outpatient offices. Adopting TBC models is associated with improving physician experience, efficiency, and patient experience.MethodsThe Institute for Healthcare Improvement Breakthrough Series guided a program to support 11 specialist physicians, representing nine different specialties, to develop and implement TBC in outpatient offices. Participants were supported through resources including funding, mentorship, and learning opportunities. To determine whether the program improved physician experience, quantitative data were collected using the validated Mini Z survey and qualitative data were collected through monthly reports, semi-structured interviews, and focus groups. Patient experience data were collected through surveys and follow-up calls.ResultsThe fifteen-month program was successful, with 10 of the 11 specialists implementing TBC in their offices. The Mini Z results demonstrated that physician experience improved over the course of the program, with scores on job satisfaction, work pace, and time spent on the electronic medical record improving the most. Interviews with specialists and focus groups with specialists’ team members support these findings, with participants stating that TBC modulates workloads, begins to affect burnout, improves work-life balance, and increases the efficiency of care. Patients reported positive experiences while receiving TBC. Patients were less likely to visit the emergency department after consultations with specialist teams, and providers agreed that their patients would be less likely to seek acute care because of the new practice models.ConclusionTBC is a viable model for specialist physicians and their health care teams practicing in British Columbia to foster well-being, job satisfaction, and efficiency, and to improve patient experience. These findings may be of interest to specialists, health care providers, policymakers, and administrators looking to better support and retain specialist practices that are integral to patient care.

Integrating traditional practitioners within primary healthcare teams: Development of an accreditation framework.

While the work of Traditional Healing and its practice is centuries old, many mainstream healthcare providers do not recognize its value. A priority for the Indigenous Primary Health Care Council (IPHCC) is to support Indigenous people, communities, and partners in the work of reclaiming safe spaces for Traditional Healing within primary healthcare settings. The primary goal of this IPHCC-led initiative was to understand barriers for organizations to integrate Traditional Healing and cultural services and from this information design an accreditation model for Traditional Healing Practitioners. This included the protection and maintenance of the experiences and knowledge of our Traditional Healing Practitioners through promoting and delivering Traditional Healing training and mentorship opportunities for the next seven generations of practitioners; and the creation of curriculum that will embed the concept of Two-Eyed Seeing as it relates to integrated Traditional Healing within mainstream practice.

Achieving gender equity in academic psychiatry - barriers to involvement and solutions for success.

Women face considerable barriers in pursuing careers in academic psychiatry. A group of Australian and New Zealand academic women psychiatrists convened in September 2022 to identify and propose solutions to increase opportunities for women in academic psychiatry. Limiting factors were identified in pathways to academia including financial support, engagement and coordination between academia and clinical services, and flexible working conditions. Gender biases and the risk of burnout were additional and fundamental barriers. Potential solutions include offering advanced training certificates to enable trainees to commence a PhD and Fellowship contemporaneously; improved financial support; expanding opportunities for research involvement; establishing mentoring opportunities and communities of practice; and strategies to enhance safety at work and redress gender bias and imbalance in academia. Support for women in research careers will decrease gender disparity in academic psychiatry and may decrease problematic gender bias in research. Fellows and trainees, the RANZCP, universities, research institutes, governments, industry and health services should collaborate to develop and implement policies supporting changes in working conditions and training. Facilitating the entry and retention of women to careers in academic psychiatry requires mentoring and development of a community of practice to provide and enable support, role modelling, and inspiration.

Using a Structured Research Framework to Improve Mentoring Capacity in a Biophysics Research Lab

ABSTRACT Undergraduate research experiences (UREs) cultivate workforce skills, such as critical thinking, project management, and scientific communication. Many UREs in biophysical research have constraints related to limited resources, often resulting in smaller student cohorts, barriers for students entering a research environment, and fewer mentorship opportunities for graduate students. In response to those limitations, we have created a structured URE model that uses an asynchronous training style paired with direct-tiered mentoring delivered by peers, graduate students, and faculty. The adaptive undergraduate research training and experience (AURTE) framework was piloted as part of the Brown Experiential Learning program, a computational biophysics research lab. The program previously demonstrated substantial increases and improvements in the number of students served and skills developed. Here, we discuss the long-term effectiveness of the framework, impacts on graduate and undergraduate students, and efficacy in teaching research skills and computational-based biophysical methods. The longitudinal impact of our structured URE on student outcomes was analyzed by using student exit surveys, interviews, assessments, and 5 years of feedback from alumni. Results indicate high levels of student retention in research compared with university-wide metrics. Also, student feedback emphasizes how tiered mentoring enhanced research skill retention, while allowing graduate mentors to develop mentorship and workforce skills to expedite research. Responses from alumni affirm that workforce-ready skills (communicating science, data management, and scientific writing) acquired in the program persisted and were used in postgraduate careers. The framework reinforces the importance of establishing, iterating, and evaluating a structured URE framework to foster student success in biophysical research, while promoting mentorship skill training for graduate students. Future work will explore the adaptability of the framework in wet lab environments and probe the potential of AURTE in broader educational contexts.

Navigating complex care pathways-healthcare workers' perspectives on health system barriers for children with tuberculous meningitis in Cape Town, South Africa.

Tuberculous meningitis (TBM) occurs when tuberculosis (TB) bacilli disseminate and seed into the meninges, triggering a severe inflammatory response that often leads to brain infarction. It is the most severe and debilitating form of childhood TB with high mortality, and children who survive TBM often suffer lifelong physical and neuro-disability resulting in emotional, social, and economic burdens for families. In the early stages the symptoms may be non-specific and so the diagnosis is often made late when the patient already has significant brain injury. To facilitate earlier diagnosis, it is important to understand how patients are evaluated. This study aimed to chart health systems for paediatric TBM care at both primary healthcare (PHC) and hospital level in Cape Town, South Africa. We conducted fourteen in-depth interviews and eight days of semi-structured observations of patient flow across eight healthcare facilities. We found that children with TBM navigate multiple levels of care categorised into pre-admission and primary care, hospital admission and inpatient care, and post-discharge follow-up care. Healthcare workers identified the following health system barriers along the TBM care pathway for children: limited post-training and mentorship opportunities to manage TBM, overburdened facilities, time constraints, lack of recognition of TBM symptoms, delays in referral between PHC and hospital, lack of standardized diagnostic algorithms, limited diagnostic tests and a lack of child-friendly, easy-to-administer treatment. Regular and compulsory training on TB and TBM in children, including continuous mentoring and support to healthcare workers working in child health and TB services in high TB-burden settings, can facilitate early recognition of symptoms and rapid referral for diagnosis. Algorithms outlining referral criteria for patients with possible TBM at both PHC facilities and district level hospitals can guide healthcare providers and facilitate timely referral between different levels of healthcare services. An integrated data system and alert functions could flag multiple healthcare visits and improve communication between different healthcare facilities during diagnosis and treatment. Children and families affected by TBM are an especially vulnerable sub-population requiring high priority attention and support.

"Uncovering the unspoken": a narrative analysis of patients' experiences with testicular cancer.

The aim of this study was to understand the experiences of young men with a diagnosis of testicular cancer (TC) using a narrative approach, with the intention of informing models of care and support in clinical services. TC patients were recruited to participate in one of four focus groups examining their lived experiences from diagnosis. Focus groups were recorded and transcribed and analyzed using a narrative approach. A total of 4 focus groups were held from March to May 2019, involving 21 participants. Participants were currently on treatment (n = 2), < 2years from treatment completion (n = 7), or > 2years from treatment completion (n = 12). Two overarching meta-themes were identified: Negotiating Identity (comprising "recovery, repair and control"; "breaking the news"; "threats to fertility and virility"; "multiple masculinities") and Needing to Adjust (comprising "trauma and post-traumatic growth"; "facing vulnerability"; "managing to cope"; "secrecy vs. privacy"). Shared themes relating to environments for support, conversations about cancer, and time stress were also identified. Despite the significant cure rates for testicular cancer, the psychosocial needs of patients diagnosed with TC are paramount and potentially long-lasting. Improved clinical care for these patients includes exploration of both physical and psychosocial concerns over multiple timepoints. Opportunities for peer support and mentorship may be essential to support these vulnerable patients.

Predicting construction schedule overruns during COVID-19 using ordinal logistic regression

PurposeThe effects of the COVID-19 outbreak on the construction industry were formidable and far-reaching, as the construction sector is a major contributor to the gross domestic product (GDP), which balances various sectors of the global economy, and to infrastructure growth, which is a primary gauge of a nation’s advancement. The outbreak led to workforce disruptions, worker deficits, dwindling efficiency, elongated project durations, and scarce opportunities for training and mentorship, and despite endeavors to mitigate these challenges, construction timelines experienced significant interruptions. Various researchers have pinpointed contributing elements, but few have constructed a predictive model to gauge the degree of impact.Design/methodology/approachTherefore, this research intends to fill by introducing an ordinal logistic regression method to forecast the impacts of a pandemic or other similar type of crisis. To achieve this, an online survey was developed and distributed to collect the perceptions of the construction engineers and managers about the diverse contributors to the exceeding project timelines during the COVID-19 pandemic outbreak.FindingsFindings from this study indicate that financial liquidity, modifications to original plans, delays in securing governmental clearances, and a shortage of competent labor have medium-to-high levels of impact on project schedules.Originality/valueThis study will furnish decision-makers with crucial knowledge that will give them the tools to refine their strategies and judiciously allocate resources to overcome the unique hurdles encountered by various construction segments and will enhance the industry's capability to respond more effectively to challenges inherent in this type of crisis.

Creating a Child and Adolescent Psychiatry Organization for Medical Students

Background: We developed CAP+ (Child and Adolescent Psychiatry Plus), a student organization dedicated to help students discover their specialty interests, successfully match into psychiatry/CAP, foster community outreach, and increase awareness about local mental health resources. Methods: CAP+ hosted six lecture events and organized four service events. CAP+ created our school’s first psychiatry mentorship program between senior medical students and junior students and hosted a mentorship game night. Additionally, CAP+ organized clinic shadowing in developmental psychiatry to increase awareness of CAP and provide mentorship opportunities for pre-clerkship students. Results: CAP+ has members in the email list (n=46) and GroupMe chat (n=74). The mentorship program consisted of 11 mentorship pairs (8 mentors, 11 mentees), with three mentors taking two mentees. Speaker events featured IM/Psychiatry, Psychiatry/Pediatrics/CAP, and CAP. Positive feedback was obtained regarding developmental psychiatry shadowing. Through community outreach, we distributed local mental health resources and engaged children and families in emotional labeling. Conclusion: We hope to continue to create a supportive environment to engage trainees in CAP and community outreach.

Evaluating the impact of a year-long external mentorship pilot program in classical hematology

AbstractEffective mentorship is a pivotal factor in shaping the career trajectory of trainees interested in classical hematology (CH), which is of critical importance due to the anticipated decline in the CH workforce. However, there is a lack of mentorship opportunities within CH compared with medical oncology. To address this need, a year-long external mentorship program was implemented through the American Society of Hematology Medical Educators Institute. Thirty-five hematology/oncology fellows interested in CH and 34 academically productive faculty mentors from different institutions across North America were paired in a meticulous process that considered individual interests, experiences, and background. Pairs were expected to meet virtually once a month. Participation in a scholarly project was optional. A mixed-methods sequential explanatory design was used to evaluate the program using mentee and mentor surveys, a mentee interview, and a mentee focus group. Thirty-three mentee-mentor pairs (94.2%) completed the program. Sixty-three percent of mentee respondents worked on a scholarly project with their mentor; several mentees earned publications, grants, and awards. Mentee perception that their assigned mentor was a good match was associated with a perceived positive impact on confidence (P = .0423), career development (P = .0423), and professional identity (P = .0302). Furthermore, 23 mentees (66%) accepted CH faculty positions after fellowship. All mentor respondents believed that this program would increase retention in CH. This mentorship program demonstrates a productive, beneficial way of connecting mentees and mentors from different institutions to improve the careers of CH trainees, with the ultimate goal of increasing retention in CH.

The effect of leadership self-efficacy on the decision to be a school principal: the mediating roles of motivation-to-lead and worries-about-leadership

PurposeThis study aimed to examine the relationship between leadership self-efficacy and the decision to be a school principal and the mediating effects of motivation-to-lead and worries-about-leadership in this relationship.Design/methodology/approachA total of 375 teachers working in public high schools in Ankara, Türkiye participated in this cross-sectional predictive study. Descriptive statistics, structural equation modeling and bootstrapping were used in the analysis of the data.FindingsLeadership self-efficacy was found to increase both motivation-to-lead and worries-about-leadership. Motivation-to-lead positively influenced the decision to be a school principal, whereas worries-about-leadership did so negatively. Furthermore, leadership self-efficacy had an indirect positive effect on the decision to be a school principal through motivation-to-lead and worries-about-leadership.Practical implicationsBased on the findings, it is recommended to offer teachers training programs on school administration and leadership. Furthermore, we suggested providing teachers with administrative internship and mentorship opportunities to help them gain field experience and benefit from the experiences of incumbent school principals in school leadership.Originality/valueThis study confirmed that theoretical assumptions about self-efficacy are also relevant in the decision-making process regarding the school principalship: leadership self-efficacy can be the source of both motivation and worry. This study also implied that teachers make their choices about the school principalship by considering the potential advantages and disadvantages of the position.

Implementing a gerontological nursing competencies programme in aged care: Participant experiences.

To explore the experience of registered nurses and their mentors in the implementation of the Gerontological Nursing Competencies in long-term aged care and the perceived effectiveness and suitability of the programme to support nurse development. The global population is ageing and needs a reliable aged-care nursing workforce. Opportunities for education and mentorship for newly qualified and experienced aged-care nurses warrant investigation. Qualitative evaluation using semi-structured focus groups was conducted following the implementation of the programme into five not-for-profit long-term aged-care organisations and analysed by a reflexive qualitative thematic approach and reported according to COREQ criteria. A total of 21 nurses (7 mentors and 14 mentees) participated in six focus groups. Five themes were generated: (1) nurses gained confidence and competence through the programme; (2) the facilitation of suitable mentoring activities and approaches was crucial to success; (3) the programme helps nurses recognise gerontology as a specialty; (4) the programme contributes to building a strategy of recruitment/retention/quality improvement in the sector; (5) barriers, challenges, changes and recommendations were identified. The Gerontological Nursing Competency model, which combined adaptive mentoring supported by reflective practice embedded in a gerontological nursing competencies framework, was perceived to improve nurse confidence and competence to lead and improve nursing standards of care. The evidence-based competencies are an acceptable and effective method for supporting gerontological nurse development. Expansion of, and accessibility to, the programme may aid global responses to aged-care reform, by building the recognition of gerontological nursing as a specialty and contributing towards recruitment, retention and quality care improvements.