Perceptions Of Mentees Research Articles

Antecedents of mentors’ interpersonal behaviors at work: A cross‐sectional study

AbstractBuilding on the self‐determination theory and the work of Pelletier and their colleagues, we conducted a study to examine the antecedents of mentors’ interpersonal behaviors. The purpose of this study was to determine how influence from above (administrative, practice, and colleagues’ pressures) and influence from below (perception of mentees’ level of self‐determined motivation) were related to the mentors’ motivations for their work and the mentoring relationship, and how the mentors’ motivations were related to their interpersonal behaviors. In the present study (N = 600), the results of a cross‐sectional design showed that mentors who perceived greater influence from above and lower influence from below were more non‐self‐determined toward their work and the mentoring relationship. In turn, the more non‐self‐determined they were, the more they were acting in a controlling manner with their mentees. Overall, our findings supported the independent and complementary role of influences from above and from below on mentors’ motivations and interpersonal behaviors.

Implementation of a novel peer review academy by Surgery and the Association of Women Surgeons

BackgroundA novel Peer Review Academy was developed as a collaborative effort between the Association of Women Surgeons and the journal Surgery to provide formal training in peer review. We aimed to describe the outcomes of this initiative using a mixed methods approach. MethodsWe developed a year-long curriculum with monthly online didactic sessions. Women surgical trainee mentees were paired 1:1 with rotating women surgical faculty mentors for 3 formal peer review opportunities. We analyzed pre-course and post-course surveys to evaluate mentee perceptions of the academy and assessed changes in mentee review quality over time with blinded scoring of unedited reviews. Semi-structured interviews were conducted upon course completion. ResultsTen women surgical faculty mentors and 10 women surgical trainees from across the United States and Canada successfully completed the Peer Review Academy. There were improvements in the mentees’ confidence for all domains of peer review evaluated, including overall confidence in peer review, study novelty, study design, analytic approach, and review formatting (all, P ≤ .02). The mean score of peer review quality increased over time (59.2 ± 10.8 vs 76.5 ± 9.4; P = .02). In semi-structured interviews, important elements were emphasized across the Innovation, Implementation Process, and Individuals Domains, including the values of (1) a comprehensive approach to formal peer review education; (2) mentoring relationships between women faculty and resident surgeons; and (3) increasing diversity in the scientific peer review process. ConclusionOur novel Peer Review Academy was feasible on a national scale, resulting in significant qualitative and quantitative improvements in women surgical trainee skillsets, and has the potential to grow and diversify the existing peer review pool.

Experience of a Formal Mentorship Program at Saudi Board Family Medicine Residency Program in Qassim, Saudi Arabia

Background: Health care institutes started mentorship programs for the professional and social development of trainees and junior health care staff. The objective of the present study was to find the perceptions of mentees and mentors about the process of the mentorship program at Qassim Family Medicine academy.
 Methodology: A cross-sectional study was carried out among the mentees (60) and mentors (31) affiliated with Family Medicine Academy, Qassim in September 2022. Data was collected using a semi structured questionnaire. Data was analyzed with SPSS.
 Results: A total of 60 mentees and 31 mentors participated. The majority of mentees opined that the mean number of mentor meetings was 2.76 per year. Mentees perceptions about clear objectives in their meeting was 71.7%, the same percentage (70%) mentioned as opportunity to discuss strengths and weaknesses in the mentor meeting. Sevety-seven percent of the mentors opined that mentee achieved their set targets large extent to fully. The mentees mean overall satisfaction and standard deviation about the mentorship program was 7.5 ± 2.72, mentors overall satisfaction was reported 7.8 ± 1.7 out of 10.
 Conclusions: Based on the findings, mentors and mentees were overall satisfied with the mentorship program. But, Mentees’ perceptions about social or psychological problems and professional development agreed was nearly fifty percent only. On the other hand, mentors had concerns related to the keenness of mentees for the mentorship meeting. There is a need to focus on these domains in the forthcoming mentorship programs.

Exploration of mentor and mentee perspectives of a mentored clinical practice programme to improve patient outcomes in musculoskeletal physiotherapy.

A recent randomised controlled trial has demonstrated the impact on practice of an educational programme for clinicians. Mentored clinical practice in musculoskeletal physiotherapy resulted in clinically significant improvements in both physiotherapist performance and patient outcomes. The objectives of this study were to explore mentor and mentee perceptions of a mentored clinical practice programme, in order to identify key factors in the process to improve patient outcomes. Employing a case study design of a mentoring programme that led to improved patient outcomes, mentored clinical practice was explored from multiple perspectives using a grounded theory strategy of enquiry to derive a theory of mentored clinical practice grounded in the views of the participants. Semi-structured interviews with a purposive sample of mentors and mentees were employed along with qualitative observations of mentored clinical practice. Data analysis and collection were concurrent, with analysis an iterative process deriving inductive analytical categories from the data through constant comparison. Highly informative themes of how the complex interaction between mentor, mentee, patient and environment worked successfully were identified from the data. The mentors' knowledge, additional perspectives, critical analysis and facilitatory style were enabling factors, as were mentees' motivation, openness to criticism and commitment to reflect on practice. Themes around potential threats to the mentees' development were also identified. Overloading or contradictory feedback and lack of relationship with mentees were barriers that mentors could bring; fear, defensiveness, routine working, people-pleasing and lack of experience were potential mentee barriers. A model emerges from the data demonstrating how these themes interact, providing guidance to mentors and mentees to optimise the effectiveness of mentored clinical practice. This study provides a sound basis for future mentored clinical practice, producing a model from key themes from a case study where impact on clinician performance and patient outcomes are established.

Chinese Preservice Teachers' Perspectives of Mentoring Relationships in an International Learning Partnership.

Mentoring is an essential fixture of teacher education. With growing opportunities for international learning exchanges, there is a need to better understand how cross-cultural mentoring can be characterized by reciprocal learning. This study investigated mentee perceptions of the mentoring relationship in an international, cross-cultural teacher education exchange. We conducted research among 19 Chinese preservice teachers who participated in an international teacher education exchange program, exploring their perspectives on the cross-cultural mentoring relationship and mutual learning. Our findings suggest that learning outcomes are improved in a mentoring relationship when there are strong relational ties, opportunities for reciprocal learning, and a greater awareness of cultural complexity. We contend that there is value in supporting the mentoring relationship directly, which has implications for both international exchanges and teacher education programs.

The Comparative Roles of Mentor Self-Efficacy and Empathy in Fostering Relationship Quality with Youth

Youth mentors’ efficacy beliefs and relational skills should both influence the quality of their connections with their mentees, but a lack of research based on large, dyadic and longitudinal samples limits understanding of how mentor characteristics impact relationship quality. This study used three staged and process-focused structural equation models to (1) investigate the mutually reinforcing effects of mentor self-efficacy and empathy over time; (2) compare the longitudinal effects of mid-program mentor efficacy and empathy on end of program mentor and mentee perceptions of relationship quality; and (3) test a similar comparative model using cross-sectional end of program assessments to account for developmental changes in these variables over time. The sample consisted of 664 college-age mentor (76.5% female; {bar{x}} age = 24.5, range = 21–53; 23.5% non-White) and youth mentee (41% female; {bar{x}} age = 14.1, range = 10–19; 41.9% non-White) dyads. Mentor empathy predicted mentor perceptions of relationship quality at both time points and mentee perceptions at the end of the program. Mentor efficacy only predicted mentor reported relationship quality at the end of the program. The findings emphasize the importance of investing in empathy training for mentors to support both partners’ positive evaluation of the relationship. Program support to increase mentor self-efficacy should also have added value for mentors.

Owning the conversation: mentor and mentee perceptions of student-led peer mentoring

ABSTRACT Most peer-mentoring research examines structured programs with faculty or staff facilitation, overlooking programs that are student-initiated and student-led. We present data from focus groups with participants of a student-led peer-mentoring program at a large North American University. This case study addresses two research questions: 1) how do peer mentors and mentees perceive the student-led nature of the program? and 2) what institutional assistance do participants expect for their program? Findings demonstrate the value students place in the program being student-led and why it is important for this type of programming to be decoupled from institutional interests. We also outline three ways in which institutional support that does not infringe upon student-led directives can be provided.

Mentee Perceptions of Public School Superintendent Mentorship in a Rural, Midwest State

Superintendent formal mentorship programs have traditionally relied on geographic proximity and mentor availability to pair new superintendents with mentors. This study examines which mentor characteristics contribute to mentee satisfaction with the formal mentorship program. This study used a quantitative research design in which participants completed a survey used to compare mentor characteristics to mentee satisfaction with the program. 73 (49.6%) superintendents participated in the study, of which 19 had participated in a formal mentorship program. The overall research results suggest that two mentor characteristics, Leadership/Disposition Qualities and Mentor Availability had a significant positive relationship to mentee satisfaction with the formal mentorship program. This study suggests modern technology may be utilized in order to facilitate mentorship pairing based on valued characteristics rather than the traditional criteria of geographic proximity and mentor availability.

Evaluation of a pilot rural mentorship programme for and by pre-clerkship medical students.

While medical school interventions can help address rural physician shortages, many urban Canadian medical students lack exposure to rural medicine. The Rural Mentorship Programme (RMP) is a 4-month pilot initiative designed by medical students to bridge this gap by pairing preclerkship medical students at an urban medical school with rural physician mentors to provide exposure to rural careers. A realist-influenced methodology evaluated perceived benefits and challenges of RMP, assessed how RMP influenced mentee perceptions and intentions towards rural careers, and investigated factors leading to success. Quantitative and qualitative data were collected through evaluative pre-, post-, and 4-month post intervention surveys, mentor interviews and a mentee focus group. Likert scales assessed satisfaction, attainment of objectives and mentee changes in perceptions and intentions. 18/23 mentees and 11/15 mentors completed at least 1 survey; 5 mentees joined the focus group and 3 mentors were interviewed. Most mentees were of non-rural backgrounds and initially neutral about pursuing rural practice. RMP helped mentees better understand rural careers. They especially valued the mandatory community clinical visit and forming relationships with mentors. Mentors enjoyed teaching, reflecting on their careers and demonstrating the merits of rural practice. Transportation and scheduling were major programme challenges. This pilot suggests that structured mentorship programmes can improve understanding of, and provide exposure to, careers in rural medicine for urban medical students. Results will inform future programme development.

Dyadic report of relationship quality in school-based mentoring: Effects on academic and behavioral outcomes.

Mentoring, a common support practice for middle schoolers, can have varying effects on student academic and behavioral outcomes depending on the type of mentoring and quality of relationship formed. Although research has examined mentees' perception of relationship quality in mentoring relationships, fewer studies have looked at both mentor and mentee reports. The present study aims to explore how the interaction of mentor and mentee perceptions of the relationship quality is associated with student academic and behavioral outcomes. Major findings include the significant association between mentor-reported relationship quality and academic outcomes for mentees, as well as some associations mentee- and mentor-reported relationship quality and behavioral outcomes. Results illustrate the importance of training in mentoring programs, as well as how mentee- versus mentor-report of the relationship may impact outcomes in distinct ways. This study can improve understanding of mentor-mentee relationships, which may improve student academic and behavioral outcomes.

The effect of mentorship program in enhancing the academic performance of first MBBS students.

Introduction: Mentoring is a natural process, which blossoms from the desire of experienced veterans to give and the thirst of inexperienced novices to grow. Formal faculty mentoring could help the 1st year students to thrive on the complicated situations in a newer environment and excel in their career. This study was designed to evaluate the effectiveness of mentorship program in improving the academic performance of 1st MBBS students.Methods: 148 first MBBS students of Al Azhar medical college, who were admitted for 2017-18 academic year, were included for this interventional study. Mentorship program was started in our college since January 2018 after first internal exam, wherein the students were equally divided among 6 mentors. At the end of 6 months, to assess the effectiveness of mentorship program, a post-exam was conducted and the marks were compared with the pre-program performance. Paired t test was used to compare the marks before and after the program. Furthermore, the perception of mentees on mentorship program was also assessed by a valid questionnaire (score of 1-4). Results: The mean score of students in the exam conducted after mentorship program was significantly higher (p<0.001) than that conducted before commencing mentorship program. This increment in performance is appreciated more in girls rather than the boys. Furthermore, the mentorship program significantly (p<0.001) helped to boost the academic performance in below average students who had scored < 50% marks in pre-program assessment. The effectiveness of the mentorship program was further supported by the students’ feedback. 40.5% of the students agreed and 56.8% of them strongly agreed that mentorship program was effective and beneficial to them.Conclusion: The mentorship program obviously improves the academic performance of students, especially below average performers who need extra care and guidance.

Blazing the Trail: A Qualitative Case Study of Mentoring in a Gender Equity Leadership Development Program

This instrumental qualitative case study examines a formal mentoring program in fulfillment of a National Science Foundation (NSF) ADVANCE grant at SouthEast University. A total of 38 executive mentors and 58 protégées participated in a program that promoted gender equity leadership, professional development, and advancement. The purpose of this study was to explore mentor and mentee perceptions of learning and development experiences, and to determine the efficacy of program elements and leadership pipeline access for women faculty. Based on the results, we offer suggestions for improvement and lessons learned that can help inform similar combined mentoring and leadership development initiatives.

Mentee and mentor perceptions of a mentoring court for high-risk probationers

As part of an evaluation of the only known mentoring problem-solving court for adult moderate- and high-risk probationers in the United States, the current study investigated mentors and mentees’ perceptions of the programme. Data sources included surveys of and focus groups with mentees as well as online monthly reports from mentors. Qualitative analysis revealed that both mentors and mentees reported positive mentoring relationships, while mentees were concerned about issues of relatability and enabling. Mentees also perceived the programme to be a sanctuary from their chaotic everyday lives and a very new experience within the justice system.

Mentor vs. mentee perceptions of career mentoring partnerships and work outcomes: A multi-institutional study of faculty mentoring programs.

This article was migrated. The article was marked as recommended. Introduction: Formal mentoring programs are a professional development approach to help junior faculty develop an academic medicine career. This study investigated the perceptions of mentors versus mentees in formal career mentoring partnerships across multiple institutions. Methods: The authors implemented departmental mentoring programs for junior faculty at four academic medical centers. They collected post-program data from mentors and mentees in order to examine the predictors of mentoring satisfaction, mentee outcomes, and work-related variables. Results: The pattern of relationships between the variables differed for mentors versus mentees. Mentoring focus, mentor accessibility and mentee initiative predicted partnership satisfaction and mentee progress. Partnerships that used a mentoring agreement reported greater progress and satisfaction. There were some relationships between partnership outcomes and work-related outcomes. While partnership satisfaction predicted job and administrative/leadership satisfaction for mentors, it predicted positive perceptions of the department's mentoring culture and professional development opportunities for mentees. Conclusions: The study identified unique antecedents and consequences of mentoring partnership satisfaction and mentee outcomes. The varying perspectives of mentors versus mentees indicated a need to clearly communicate partnership expectations and desired outcomes. Overall, the positive impact of formal mentoring programs on partnership and work-related outcomes was supported with implications for future programs and research.

Lessons Learned: Coaches’ Perceptions of a Pilot E-Mentoring Programme

The purpose of this study was to examine mentor and mentee perceptions of the viability of a pilot e-mentoring programme for U.S. lacrosse (USL) coaches. Twelve mentees and 12 mentors were paired into dyads, met at a national coaching convention, and were directed to continue their mentoring relationship for up to 6 months via an online platform. Semistructured postprogramme interviews were conducted with four mentors and six mentees at the conclusion of the mentoring relationships. Interviews were transcribed verbatim and analysed via thematic analysis. Results showed that mentors and mentees experienced many of the benefits, barriers, and advantages found in traditional mentoring and e-mentoring relationships. Of interest were three key findings in which trust and respect was quickly experienced by participants, equity within the relationship created collegiality, and technology barriers limited effective teaching methods. Based on the results, practical implications for e-mentoring programmes are presented.

Mentor vs. mentee perceptions of career mentoring partnerships and work outcomes: A multi-institutional study of faculty mentoring programs

This article was migrated. The article was marked as recommended. Introduction: Formal mentoring programs are a professional development approach to help junior faculty develop an academic medicine career. This study investigated the perceptions of mentors versus mentees in formal career mentoring partnerships across multiple institutions. Methods: The authors implemented departmental mentoring programs for junior faculty at four academic medical centers. They collected post-program data from mentors and mentees in order to examine the predictors of mentoring satisfaction, mentee outcomes, and work-related variables. Results: The pattern of relationships between the variables differed for mentors versus mentees. Mentoring focus, mentor accessibility and mentee initiative predicted partnership satisfaction and mentee progress. Partnerships that used a mentoring agreement reported greater progress and satisfaction. There were some relationships between partnership outcomes and work-related outcomes. While partnership satisfaction predicted job and administrative/leadership satisfaction for mentors, it predicted positive perceptions of the department's mentoring culture and professional development opportunities for mentees. Conclusions: The study identified unique antecedents and consequences of mentoring partnership satisfaction and mentee outcomes. The varying perspectives of mentors versus mentees indicated a need to clearly communicate partnership expectations and desired outcomes. Overall, the positive impact of formal mentoring programs on partnership and work-related outcomes was supported with implications for future programs and research.

Relational dynamics in formal youth mentoring programmes: A longitudinal investigation into the association between relationship satisfaction and youth outcomes

Youth mentoring is defined as a close, interpersonal relationship between a young person and a more experienced adult. The quality of the youth-mentor relationship is critical to youth mentoring interventions and thus it is imperative that relational dynamics, such as match satisfaction, are explored and understood in order to further inform programme development. MethodsThis research outlines a secondary analysis of quantitative data gathered as part of a large scale, longitudinal evaluation of the Big Brother Big Sister (BBBS) of Ireland programme (Dolan et al., 2011). Specifically, 76 young people and their mentors who took part in the Irish BBBS programme completed questionnaires assessing their perceptions of the quality of their mentoring relationship. Multiple waves of data collection were completed over a two year period. Young people also reported on their developmental outcomes at each time point. ResultsResults from a series of hierarchical regression analyses suggest that both mentor and mentee's perceptions of match satisfaction are significantly associated with youth developmental outcomes over time. DiscussionOverall, this research reports several findings that have relevance for youth mentoring research and practice and expands our understanding of how match satisfaction can impact the success of formal youth mentoring programmes, such as the BBBS programme.

Development and initial validation of a dual-purpose questionnaire capturing mentors\u2019 and mentees\u2019 perceptions and expectations of the mentoring process

BackgroundIn health profession education, learners are often coached by mentors for development of competencies, self-direction of learning and professionalism. It is important that the mentee-mentor relationship is aligned in terms of mutual expectations.MethodsA dual-purpose questionnaire capturing both the mentor and mentee perceptions on the actual and preferred mentoring functions was designed and validated, by performing a principal component analysis (PCA) using the data of mentees (n = 103) and mentors (n = 23) of a medical course. As a proof of concept, alignment of needs and changes in the mentoring perceptions in mentee groups of different years were determined.ResultsPCA showed that specific sets of questions addressed important elements in the mentoring process, such as self-direction of learning and reflection (Scale 1), guidance of behavioural change (Scale 4), addressing personal issues and professional identity development (Scale 3 and 5) and how the mentor and mentee presents oneself in the mentoring relationship (Scale 2). Mentors and mentees perceived comparable situations as critical for an effective mentoring process, such as mentor presence and guidance of reflection, although there was also evidence of gaps, such as perception of cultural issues. By comparison of the mentee groups in the different years of the program, the dynamic or evolving nature of the mentor process became evident, mentees experienced more emphasis by the mentor on reflection (Scale 1), at a constant level of mentor presence (Scale 2).ConclusionGiven the individualized, context-specific, and dynamic nature of mentoring, programmes would benefit from a regular evaluation of mentoring practices, e.g. by using questionnaires, in order to facilitate organizational revisions and further development of the mentoring competencies.

Qualitative study on perception of first-year medical undergraduates toward mentorship program

Background: Program evaluation is essential in establishing an effective mentoring program. Identifying the perception of mentees becomes an important qualitative component of the measurement of the effectiveness of a mentoring program. Aims and Objective: The objective of the current study was to identify the perception of the 1st-year medical undergraduates toward the mentorship program. Materials and Methods: Parallel mixed method design involved an initial quantitative survey followed by a qualitative study by focused group discussion (FGD) during 3 months in the 1st-year medical students in Government Medical College, Kannur, Kerala. A total of 96 students (n = 96) were present for the survey following which focus groups were formed from the same participants with 7–9 students in each group. Three such groups completed FGD by when data saturation was reached. Data were analyzed by quantitative and qualitative technique of focused group analysis. Results: Survey results showed that though the program had poor satisfaction in time (12.5%) and stress management (19.8%) the students still liked (69.8%) and felt the need (72.9%) of the program. Focused groups also reflected similarity with the survey result and identified facilitating factors for the success of programs such as mentor’s concern, genuine interest, mentor’s positive attitude, encouragement and guidance, and some hindering factors such as less frequent mentoring sessions, lack of follow-up, communication, and personal interaction. Conclusion: The perception of students helped to identify the strengths and weaknesses of a mentorship program with the focused group responses forming the basis for recommendation strategies to modify and improvise program primarily by improving communication and mentoring relationship.

Effective Characteristics of Formal Mentoring Relationships: The National Athletic Trainers' Association Foundation Research Mentor Program

Context:Mentoring is a beneficial mechanism to support junior faculty members as they navigate job expectations, institutional nuances, and the professional landscape during the first few years as a faculty member. Whereas effective characteristics of informal mentoring relationships are generally understood, less is known about factors that contribute to formal mentoring relationships.Objective:Gain mentor and mentee perceptions of effective mentoring in a formal setting.Design:Qualitative phenomenology.Setting:Higher education institutions.Patients or Other Participants:Six mentees (4 women and 2 men with 3 ± 4 years in their current faculty position) and 4 mentors (2 women and 2 men with an average of 10 ± 3 years in their current faculty position) participating in the 2015 National Athletic Trainers' Association Foundation mentor-program cohort.Main Outcome Measure(s):Participants completed one telephone interview before starting the mentor program and one interview upon program completion 11 months later. Participants also completed 3 structured online journals at 3-month increments throughout their participation in the program. Two researchers independently analyzed the interview and journal data using a phenomenological approach. To improve trustworthiness, we used peer review and pilot testing of the interview guides, member-checks, and multiple-analyst triangulation.Results:Participants described effective mentoring relationships as those that facilitated collaboration and demonstrated humanistic qualities. Participants who collaborated on scholarly activities during their mentoring experience perceived this to be a highly valuable aspect of the experience that increased the potential for a long-lasting relationship. Whereas the mentoring focused on professional development, humanistic attributes such as approachability and personal connections further enriched participants' mentoring experiences.Conclusions:Participants in formal mentoring experiences describe effective mentoring characteristics similarly to those who have participated in informal mentoring and should be encouraged to exhibit them. Additionally, coordinators of formal mentoring programs should provide participants with resources and guidance to facilitate their experiences.