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1.
Sharon K. Gibson 《Journal of Career Development》2004,30(3):173-188
Mentoring has been proposed as a means to enhance the career success of women faculty in the academic environment. This phenomenological study was undertaken to understand and describe the essential nature and meaning of the experience of being mentored for women faculty. In-depth conversational interviews were conducted with nine women faculty who stated that they had been mentored while in a faculty role. Their mentoring relationships were formal and informal, with male and female mentors of varying ranks, and both internal and external to the protégés' institutions. Through an analysis of the interview text, five essential themes of the experience of being mentored for women faculty emerged. These essential themes are (a) having someone who truly cares and acts in one's best interest, (b) a feeling of connection, (c) being affirmed of one's worth, (d) not being alone, and (e) politics are part of one's experience. 相似文献
2.
H. Svi Shapiro 《Mentoring & Tutoring: Partnership in Learning》2013,21(3):319-320
This article employs an intersectional analysis of the experiences of Black faculty at an elite US university who have mentored Black undergraduates, and focuses on faculty’s meaning making of their connection to their mentees, and challenges they face in these relationships. Findings reveal that faculty found their shared cultural background enhanced mentoring, and they worked hard to establish trust with their mentees, absent at times in mentees’ relationships with White faculty. Participants shared barriers to engaging in mentoring relationships, with gender and age intersecting with race for unique challenges and benefits for the subjects. Policy recommendations are made to support junior faculty mentors in the tenure granting process, and produce incentives for all faculty to share the responsibility of mentoring. 相似文献
3.
This article reports on a formal mentoring project that ran for eighteen months at the University of Uppsala, in Sweden. It investigates the experiences of fourteen women academics at junior and mid-level who were paired with senior academics. Mentoring occurs informally in academic as well as in other types of organizations, yet little in terms of hard evidence is known about its effects. In this case, the investigators wished to learn if mentoring in an academic context could contribute to a narrowing of the gender gap in Swedish higher education. The conclusion was that mentoring makes enough of a difference to the junior faculty concerned that it should be undertaken openly and made available to all junior faculty members wishing to be mentored. 相似文献
4.
Paul Crissman 《The Educational forum》2013,77(4):357-365
Operational characteristics for successful mentoring programs of new university faculty include clarity of purpose of the program, methods for matching mentors and protégés, mentor training, mentor–protégé relationship building, and program effectiveness assessment. Strengths of formal, informal, peer, group or consortia, intra-departmental, inter-departmental, and research mentoring approaches to mentoring from the literature are presented. Using characteristics and outcomes from successful programs, a proposed four-stage model of conceptualization, design and development, implementation, and evaluation can lead to the benefits of socialization into the culture, emotional support, networking, and increased job performance. 相似文献
5.
As an individual socialization initiative, informal mentoring has often been lauded as an effective tool to provide spontaneous and immediate social–emotional and career-related assistance to new teachers. Little is known about how informal mentoring is perpetuated in workplace. Through the conceptual lens of dynamic process theory of mentoring, we seek to illuminate the interactional patterns of informal mentoring as manifested through its contributors and quality. The findings of our study reveal that social interaction, time, organizational contexts, and individual characteristics mediate the process of informal mentoring. Further, informal mentoring is limited primarily to seeking information and is low in frequency of interaction and follow-up activities. Finally, we discuss a number of practical and theoretical implications related to informal mentoring, including the advantage of a hybrid model of mentoring and the addition of social interactions as a mediating factor of the dynamic process theory of mentoring. 相似文献
6.
H. Carol Greene Katherine A. O’Connor Amy J. Good Carolyn C. Ledford Betty B. Peel Guili Zhang 《Mentoring & Tutoring: Partnership in Learning》2013,21(4):429-447
This article describes the experiences, perceptions, and available support systems of untenured faculty from a south eastern United States public university system in their progress toward tenure. Survey results were used to develop a model support system for new faculty. Data were collected from an online survey sent to 191 tenure‐track faculty in colleges of education, yielding a 50% (n = 96) response rate. The following research questions guided this research: (a) What are the expectations for teaching, research and service in the colleges of education surveyed? (b) In what ways are untenured faculty supported and/or mentored? (c) What kind of support system(s) need(s) to be in place to assist new faculty in balancing teaching, research, and service expectations? In this mixed‐methods study, respondents were asked about their workload, expectations for tenure, and formal and informal support they received on the tenure track. Untenured faculty reported stressful and unbalanced lifestyles, and work expectations exceeded assigned workloads for several institutions. A new faculty comprehensive support system model is suggested. 相似文献
7.
This paper discusses and comprehensively evaluates a mentoring scheme for junior female academics. The program aimed to address the under‐representation of women in senior positions by increasing participation in networks and improving women’s research performance. A multifaceted, longitudinal design, including a control group, was used to evaluate the success of mentoring in terms of the benefits for the women and for the university. The results indicate mentoring was very beneficial, showing that mentees were more likely to stay in the university, received more grant income and higher level of promotion, and had better perceptions of themselves as academics compared with non‐mentored female academics. This indicates that not only do women themselves benefit from mentoring but that universities can confidently implement well‐designed initiatives, knowing that they will receive a significant return on investment. 相似文献
8.
Brenda Lloyd-Jones 《Mentoring & Tutoring: Partnership in Learning》2014,22(4):269-283
African-American women and other underrepresented faculty members often report experiences of social exclusion and scholarly marginalization in mainstream institutions of higher education. This lack of inclusion challenges their retention and hinders them from becoming productive members of the professoriate, positioning them at a disadvantage for achieving tenure and promotion. In this article, mentoring is conceptualized as socialization and examined as a strategy for addressing social exclusion and scholarly marginalization as associated with the advancement of African-American women faculty in academe. Highlighting traditional and nontraditional mentoring initiatives and formal and informal networks, the discussion features the idea of a broad, flexible network of support. In addition, recommendations from the existing literature are offered for mentors, mentees, and academic department chairs to facilitate effective mentoring strategies. 相似文献
9.
LeoNora M. Cohen Kathleen Cowin Kathryn Ciechanowski Richard Orozco 《Mentoring & Tutoring: Partnership in Learning》2013,21(1):75-97
Tenure demands for scholarship and publication are increasing, with relatively little research on mentoring junior faculty and less on mentoring to craft journal articles. This qualitative self-study of mentoring experiences of three junior faculty members and their experienced mentor used portraiture methodology to address the research question, How did the mentoring experience, from both mentor’s and mentees’ perspective, reshape our thinking and understanding of the journal article writing process? Portraiture was employed somewhat differently, with mentor and mentee “painting” each other. Five emergent themes were found in the dyadic portraits written by protégés and mentor: beginnings, relationships, fears and worries, support and scaffolding, and outcomes. The mentoring relationships evolved from traditional to more collaborative, simultaneously becoming less hierarchical and involving cognitive and affective aspects. Crafting journal articles involved finding focus, backwards design, iteration, problem-finding, affirmation, and support. Eleven implications offer guidance for mentoring in university contexts and for future research. 相似文献
10.
Heba A. Mohtady Karen D. Könings Jeroen J. G. van Merriënboer 《Mentoring & Tutoring: Partnership in Learning》2016,24(4):306-317
Informal mentoring is based on a natural match between a junior individual and a senior one who share mutual interests. It usually aids in the professional and personal development of both parties involved. We reviewed the literature regarding factors that make informal mentoring effective within the medical realm, by searching a major academic search engine, Web of Knowledge, for the term “informal mentor*”. Our main research questions concerned the factors that lead to a successful informal mentorship process. A salient finding arising is that the success of informal mentorships hinges on the communication skills of mentor and protégé, their level of commitment, and the chemistry between the partakers. Good informal mentorships impose requirements on both mentors and protégés and rest on shared expectations. 相似文献
11.
Carol Stringer Cawyer Cheri Simonds Shannon Davis 《International journal of qualitative studies in education》2013,26(2):225-242
How easily a new faculty members adjusts and adapts to life in the professoriate is often dependent on the types of relationships that the newcomer establishes with colleagues and on the willingness of veteran faculty members to assist newcomers as they learn the ins and outs of the academy. One avenue for facilitating interaction between newcomers and academic veterans is to establish formal mentoring programs. In this case study, the formal mentoring relationship is examined as a means for understanding the socialization processes of new faculty members. Results suggest that mentoring relationships may facilitate socialization because they allow newcomers to establish interpersonal bonds and receive support and advice from experienced colleagues. Results also indicate, however, that the most important feature of mentoring may be accessibility. This finding leads to questions concerning the feasibility of assigning mentors rather than encouraging informal mentoring from multiple faculty members. 相似文献
12.
L. DiAnne Borders J. Scott Young Kelly L. Wester Christine E. Murray José A. Villalba Todd F. Lewis A. Keith Mobley 《Counselor Education & Supervision》2011,50(3):171-188
Approaches to mentoring junior faculty in counselor education departments have received minimal attention in the counseling literature. In this article, the authors describe a successful program based on the 10 principles for good mentoring recommended by Sorcinelli (2000). Application of the principles within a combined formal and informal mentoring approach is described, as are the experiences of junior faculty whose careers have been shaped within this system. 相似文献
13.
Rebecca K. Frels Linda Reichwein Zientek Anthony J. Onwuegbuzie 《Mentoring & Tutoring: Partnership in Learning》2013,21(1):28-58
The purpose of this mixed research study was to examine mentoring experiences specific to grade span through the perspective of principals, mentors, and mentees. An instrument containing items on demographics, administrative support, and mentoring program components was administered to first-year teachers (n?=?998), mentors (n?=?791), and principals (n?=?73). Mentors’ attitudes towards mentoring were statistically significantly more positive than were the mentees’ attitudes, although, on average, the attitudes for both groups were positive. A statistically significant difference in attitudes emerged as a function of grade span, with elementary school mentees reporting the highest levels of motivation to be mentored and the greatest desire to observe veteran teachers. Qualitative analyses revealed that mentoring includes specific format, better matches, increased time for mentoring, observation opportunities, and better training for mentors. Implications are discussed. 相似文献
14.
In this study, we analyzed the experiences of an educational leadership doctoral student and aspirant to the professoriate (protégé) and an educational leadership professor (mentor) during our two-year mentoring relationship. Collaborative autoethnography was employed, and our analysis relied primarily upon a process-oriented model of mentoring. Four main themes emerged: (a) reciprocal trust, (b) experiential learning, (c) stability and change, and (d) mutual benefit. Our relationship also was marked by several critical features, and we described the timing and sequence of the socialization experience. This productive mentoring relationship offers a detailed model for doctoral students and faculty members who wish to pursue a similar relationship. From our research, we also contribute to the broader mentoring literature, in which previous researchers have rarely delved simultaneously into mentor and protégé experiences. Scholars who study mentoring will gain from insights into the manner in which anticipatory socialization unfolds, as well as critical features that emerge and evolve in the process. 相似文献
15.
W. Brad Johnson Laura L. Behling Paul Miller Maureen Vandermaas-Peeler 《Mentoring & Tutoring: Partnership in Learning》2015,23(5):441-453
Researchers and policy-makers in higher education increasingly espouse the view that undergraduate students should have the opportunity to learn about scholarship and research in the context of faculty-mentored research experiences. There is mounting consensus that mentored undergraduate research should be standard pedagogical practice in all undergraduate disciplines. Although high-impact, mentored undergraduate research, scholarship, and creative work (URSCW) requires significant resources, with faculty time and energy foremost among them. This article addresses the current gap between aspiration and effective execution of well-mentored URSCW, including the most prevalent obstacles (e.g. institutional, departmental, individual) to undergraduate mentoring. This article is written for academic leaders and institutional officers. It concludes with several specific recommendations for increasing the frequency of mentored URSCW experiences for undergraduates. 相似文献
16.
Although the number of women in management and administrative positions in all sectors of the economy is increasing over time, the majority of senior positions are still held by men. The lack of women role models in high management and administrative positions has been well documented, as has the lack of women faculty in many academic departments, and barriers to women's leadership due to male‐orientated organizational expectations. Research has shown that mentoring can significantly enhance income and promotion possibilities for individuals experiencing these relationships. In academe, mentoring awareness can reduce barriers to women's career advancement, tenure and pay. The objectives of this study were to explore mentoring functions senior women provided to their juniors and identify mentoring limitations women faced in academe. Senior women favored career mentoring and provided less psychosocial support. Subsequently, the classical mentoring experience is not realized. Research findings suggested recommendations for academic institutions interested in utilizing this strategy to advance women. 相似文献
17.
18.
The purpose of this study is to explore empirically the perceptions of senior and junior female faculty members regarding the barriers to success experienced early in the academic career. Twenty‐two pairs of women faculty participated in colleague pairing as part of a mentoring initiative in a faculty development program. A factor analysis of the responses yielded the following three areas of concern: roles and responsibilities, sense of fit and personal security. We analyse the differences between senior and junior women as well as differences before and after participation in the program. Implications of these perceptions for the ability of female faculty members to help themselves and one another succeed professionally in their academic careers are discussed. 相似文献
19.
Elijah G. Ward Earl E. Thomas William B. Disch 《Mentoring & Tutoring: Partnership in Learning》2013,21(3):409-425
Two faculty members developed and implemented a successful, holistic, goal-oriented peer-mentoring project for two years at a midsize, urban university to enhance student success and retention. In year one, 12 juniors and seniors mentored 34 freshmen and sophomores; in year two, 14 upperclassmen mentored 40 underclassmen. A grounded theory approach was used to analyze goal-progress tracking data, postintervention survey data self-reported by protégés, and mentor journals. The following six themes emerged from this data analysis: academic skills and knowledge, career decision-making, connectedness to others, maturity, physical well-being, and aspiration. Findings advance our summary understanding of the context in which students may grow and develop because of holistic mentoring, understanding that may have value in informing the intelligent design of future mentoring experiences. Results also support program efficacy, from an overall standpoint as well as regarding improvements from the year one to year two versions of the program. 相似文献
20.
Primary science education is a concern around the world and quality mentoring within schools can develop pre‐service teachers' practices. A five‐factor model for mentoring has been identified, namely, personal attributes, system requirements, pedagogical knowledge, modelling, and feedback. Final‐year pre‐service teachers (mentees, n = 211) from three Turkish universities were administered a previously validated instrument to gather perceptions of their mentoring in primary science teaching. ANOVA indicated that each of these five factors was statistically significant (p<.001) with mean scale scores ranging from 3.36 to 4.12. Although mentees perceived their mentors to provide evaluation feedback (95%), model classroom management (88%), guide their preparation (96%), and outline the science curriculum (92%), the majority of mentors were perceived not to assist their mentees in 10 of the 34 survey items. Professional development programmes that target the specific needs of these mentors may further enhance mentoring practices for advancing primary science teaching. 相似文献