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Aim/Purpose Multiple barriers exist within doctoral education in the United States that can undermine the success of students, particularly for students with marginalized identities. While mentorship can provide an important form of support, it must be done in an intentional way that is mindful of issues of equity and power. Background By applying a power-conscious framework to current practices of doctoral mentorship in the U.S., we propose key considerations to help support doctoral students and shift power imbalances. Methodology As a scholarly paper, this work draws upon a comprehensive review of existing research on doctoral mentorship in the U.S. Contribution As a relatively recent development, the power-conscious framework provides an important tool to address issues of inequity that has not yet been applied to doctoral mentorship to our knowledge. Such a framework provides clear implications for mentorship relationships, institutional policies, and future research. Findings The power-conscious framework has direct applicability to and possibility for reshaping doctoral mentorship in the U.S. as well as elsewhere. Each of the six foci of the framework can be integrated with research on doctoral students to help formal and informal mentors enhance their practice. Recommendations for Practitioners Throughout our analysis, we pose questions for mentors to consider in order to reflect upon their practice and engage in further exploration. Recommendations for Researchers Research on doctoral mentorship should explicitly engage with broader dynamics of power, particularly as related to understanding the experiences of marginalized student populations. Impact on Society The demanding nature of and precarity within U.S. doctoral education leads to high rates of departure and burnout amongst students. By re-envisioning mentorship, we hope to begin a broader re-imagining of doctoral education to be more equitable and supportive of students. Future Research To examine these claims, future research should explore doctoral student mentorship relationships and how power dynamics are contained therein both within the U.S. and in international contexts. [ABSTRACT FROM AUTHOR]

Although growing in popularity in other countries, the business professional doctorate has yet to gain traction in the U.S. Such programs, intended to offer advanced disciplinary and research training to individuals who later plan to apply that training to employment in industry, are frequently seen to be inferior to their academically-focused Ph.D. program counterparts. Furthermore, if the sole purpose of a doctorate is to develop individuals focused on producing scholarly research articles, that assessment may well be correct. We argue, however, that such a narrowly focused view of the purpose of doctoral programs is self-defeating; by exclusively focusing on scholarly research and writings, we virtually guarantee that our research will never make it into practice. The paper begins by identifying a variety of types of doctoral programs that exist globally and placing these in a conceptual framework. We then present a detailed case study of the information systems (IS) doctoral programs offered in Osnabrueck, Germany--where as many as 90% of candidates choose careers in industry in preference to academia. Finally, we propose-- supported using both conceptual arguments drawn from the study of complex informing and observed examples--that the greatest benefit of business professional doctorates may be the creation of enduring informing channels between practice and industry. Presented in this light, the business professional doctorate should be viewed as an essential part of the broader research ecology, rather than as a weak substitute for the disciplinary Ph.D. [ABSTRACT FROM AUTHOR]

Aim/Purpose Our study explores the factors contributing to the Imposter Phenomenon among doctoral students in the United States. Background Many studies show that Imposter Phenomenon impacts women doctoral students and students from minority groups, especially if they are enrolled in Predominantly White Institutions. Our study focuses explicitly on contributing factors to the Imposter Phenomenon among doctoral students in the United States. The study also explored how Imposter Phenomenon is related to doctoral students' academic goals and achievements. Methodology We utilized a qualitative phenomenological research design and conducted semi-structured interviews (45-90 minutes) in person and via Zoom. This study was conducted at a public research university in mid-western United States. A total of 14 (3 male and 11 female) doctoral students participated in the study. These students self-identified as White (9), African American (1), South Asian (2), mixed race (1), and Latina (1). Of the 14 students, 4 were international, and 10 were domestic. These students were from various disciplines, such as Education, Economics, Anthropology, Biology, Plant Sciences, and Engineering. Contribution The study contributes to the field of psychology and higher education and helps us better understand doctoral students' conceptions and experiences of the Imposter Phenomenon. The study provides empirical support to some of the previous claims by researchers and provides new insights related to the Imposter Phenomenon. Findings In our study, participants did not consider the Imposter Phenomenon merely a personal or internal feeling or mental condition as presented in previous studies. We found there are multiple layers of the issue, and sociocultural factors play a contributing role to the Imposter Phenomenon. In our study, we found that relations with family, siblings, peers, and faculty played a significant role in shaping our participants' sense of self and impacted how they responded to challenges in their academic life. We also noted that institutional culture impacts doctoral students' self-concept and academic performance. Female doctoral students mentioned institutional culture and prevalent sexism in STEM fields as contributing factors to the Imposter Phenomenon. Overall, gender, race, age, and mental health emerged as major contributing factors to the Imposter Phenomenon among doctoral students. Recommendations for Practitioners We recommend that higher education institutions should help doctoral students, especially students from underrepresented groups, by providing social, emotional, and economic support. To mitigate the challenges of institutional sexism, racism, and ageism, higher education institutions should consider creating peer support groups and try to foster a healthy and supportive environment for doctoral students. These groups could build on ontological inquiries to bolster student resiliency and self-perception. Also, there is a dire need for easily accessible mental health services on campuses, especially for graduate students. Recommendations for Researchers To further this line of inquiry, it is important to expand research to multicultural perspectives to understand better the Imposter Phenomenon and how it is applied and used in different cultural settings. It is also pertinent to build on the baseline work expressed here to identify factors associated with decreased senses of the Imposter Phenomenon. Impact on Society Doctoral students, if successful, can play a significant role in society's future growth. However, doctoral completion rates are currently staggeringly low, and the degree program is long. The situation is exacerbated due to the COVID-19 pandemic. This impacts doctoral students' emotional, psychological, and economic well-being, and may affect their health and family relationships. Incomplete doctoral degrees can be costly for individuals and society. Higher education institutions must provide better mental health and economic support to help doctoral students succeed in their programs so they can positively contribute to society and the world. Future Research We plan to expand our study to better understand the Imposter Phenomenon among doctoral students from cross-cultural perspectives to see if the same factors exist there. [ABSTRACT FROM AUTHOR]