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Inequalities in the clinical psychology profession extend to the uptake and recruitment of clinical psychologists from Black, Asian, and Minority Ethnic (BAME) backgrounds. Mentoring schemes can help facilitate mentee's personal and professional development. The aim of this study was to explore the experiences of mentors who participated in the BAME mentor scheme at University of Bath. Qualitative interviews were conducted with N = 29 mentors (both trainee and qualified clinical psychologists), who predominately identified as female and White British. The reflexive thematic analysis six-step process was employed to analyse the data. Four major themes were generated; (1) Mentoring as a learning curve; (2) Mentoring in the context of BAME; (3) Why we mentor: The impact; and (4) Moving the scheme forward: What next? Overall, mentoring was a rewarding experience for mentors, and given the right support, could help strengthen the mentoring experience and aims of the scheme for the future. These findings offer insight and guidance for future mentoring programmes considering diversifying the clinical psychology profession. Whilst steps are being taken to diversify the clinical psychology profession, such attempts are in their infancy. The set-up of mentoring programmes within the Higher Education sector have theability to encourage and facilitate personal and professional development of those from ethnic minority communities. This study offers an insight into the experiences of mentors already training or practicing within the clinical psychology field to understand what works well and what can be done to improve future mentoring programmes. [ABSTRACT FROM AUTHOR]

Efforts to diversify STEM fields have not completely eliminated higher rates of women leaving certain science, technology, engineering, and mathematics (STEM) disciplines, such as geosciences. A diverse mentorship network is linked to persistence in STEM among college students, but little is known about how it leads to persistence. In particular, does a student's sense of belonging mediate the relationship between the diversity of one's mentor network and persistence in a field? This longitudinal study investigated whether students' university sense of belonging mediates the relationship between the diversity of mentor networks and interest in geoscience. 253 college women in STEM majors from nine U.S. universities reported on the diversity of their mentor networks, university belongingness, and interest in geoscience from Spring 2018 to Spring 2019. Consistent with our hypotheses, mediation analysis revealed a statistically and practically significant indirect effect of the diversity of mentor networks on interest development through university belonging. [ABSTRACT FROM AUTHOR]

High-quality mentoring relationships help college students to achieve their academic potential and career goals. However, less is known about factors that shape the antecedents of mentoring relationships (e.g. mentor-protégé psychological similarity), or the impact of similarities on the development of high-quality mentoring relationships. The current study advances mentoring theory by testing effects of research apprenticeship program involvement on perceptions of psychological similarity and the development of high-quality mentoring relationships over time. Undergraduate students (N = 170) in a research apprenticeship program and matched control students completed survey measures of mentoring experiences at the end of fall (Time 1) and spring (Time 2) semesters. Longitudinal structural equation model results show that involvement in the program promoted similarity, which in turn promoted support and relationship quality over time. Furthermore, early development of relationship quality strengthened the future experiences of psychosocial support from and role modeling identification with the faculty mentor. [ABSTRACT FROM AUTHOR]

No studies have analyzed the presence of mentoring programs on Canadian postsecondary websites. Filling this crucial gap, this study examined the official websites of 96 Canadian postsecondary institutions – which accounts for every university in Canada – to assess the presence of mentoring programs. Results suggest that public institutions (n = 88) were three times as likely to publish mentoring program information on their website (4.7 programs per institution) than private peers (1.5 programs, n = 8 institutions). By province, institutions in British Columbia (7.9 programs per institution, n = 12 institutions) and Ontario (6.2 programs per institution, n = 30 institutions) published the most mentoring program information on their websites. Regression analyses reveal that better rankings per Maclean's 2018 rankings (p < 0.05) and larger institutions by total enrollment (p < 0.00) best predicted the total number of unique mentoring programs on institutional websites. Implications for research, practice, and policy are addressed in terms of Canadian and global institutions of higher education. [ABSTRACT FROM AUTHOR]

The need for longitudinal and holistic support of medical students throughout their training has led to the development of formal mentoring programs. Whilst success of formal mentoring programs has been attributed to (a) pairing mentees with trained and experienced mentors (matching), (b) the quality of mentoring interactions and (c) the presence of a nurturing environment, little attention has been attributed to establishing an effective matching process in medical school. We sought, in this review, to redress this gap within the context of matching medical students for mentoring. Modified PRISMA guidelines were followed to guide the review process. PubMed, ERIC, Cochrane Database, OVID and ScienceDirect databases were searched for articles on matching in medical schools and in allied health specialities published between 2000 and 2015. [ABSTRACT FROM AUTHOR]

Mentoring is a unique educative workplace relationship which holds the potential to support the skill, knowledge, social and emotional needs of both new and experienced staff members. As promotion of mentoring in the nursing workplace can improve workforce retention and cohesion, understanding of nurse managers' perceptions of the barriers to the mentoring of early career researchers in hospitals can offer insights that enhance the efficacy of mentoring in these dynamic contexts. In-depth interviews with 20 nurse managers were conducted to identify these barriers, with interpersonal conflict, competing priorities for time and financial resources, and lack of training emerging as recurring themes raised by participants. We explore how these barriers can be mitigated to strengthen the contemporary mentoring quality and opportunity in acute care hospitals. [ABSTRACT FROM AUTHOR]

Although researchers support the notion that college- and university-sponsored mentoring programs effectively academically transition and retain postsecondary students from a variety of sociocultural backgrounds, researchers have not examined how mentoring programs address the 'mentorability' or the 'ability to be mentored' of their mentees. Employing a quantitative content analysis, we examined  postsecondary mentoring program websites (n= 187) at public, four-year institutions in Texas (n = 44). Findings suggest only 19% of all mentoring programs address 'mentorability' by defining mentee characteristics and expectations, compared to 37% of all mentoring programs which define mentor characteristics and expectations. Furthermore, only 4% of mentoring program websites included mentee applications, and mentoring programs were four times more likely to address their mentors (1,023 occurrences) than 'mentees/protégés' (237 occurrences), speaking to the lack of focus on mentee 'mentorability.' Implications for practitioners and future research is addressed. [ABSTRACT FROM AUTHOR]

The retention of new teachers is a noteworthy issue among physical education teachers. One way to combat attrition is with the implementation of induction programs that have a strong emphasis on mentoring. Mentoring creates agrowth-in-connectionfor the novice physical education teacher as well as the mentor. The relational cultural theory (RCT) develops relationships based in situational boundaries between the mentor and the mentee. RCT explores the nature of human development based on the individuals involved in these relationships. The purpose of the study was to explore the perception of the relationship between a novice physical education teacher and his mentor and to determine if the mentoring relationship between the participants reflected the RCT model. Observations, interviews, and the researcher’s journal were used as a means for data collection. In this study, meaningful relationships occurred in the working relationship, as well as the personal relationship. It was indicated that when meaningful relationships are established, novice physical education teachers are more confident in their teaching abilities and are more likely stay in the profession. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

The purpose of our study was to determine the extent to which differences in a mentor model for science and mathematics teachers accounted for variances in mentoring effectiveness and persistence rates of teachers. School district designee, mentor, and teacher perceptions of mentoring support were collected through the use of interviews and surveys and analyzed using the grounded theory approach and open coding. Findings revealed that teachers and mentors recommended that future mentor models provide strong support and more face-to-face meetings. The most common change mentors made was that they incorporated new strategies into their teaching. Findings offer insight for structuring mentor models to increase effectiveness and persistence of teachers and build the capacity of mentors. [ABSTRACT FROM PUBLISHER]

A positive mentor–mentee relationship is essential for the mentee’s development of teaching practices. As mentors can hold the balance of power in the relationship with preservice teachers, how do mentors develop positive mentor–mentee relationships? This multi-case study involved: (a) written responses from over 200 teachers involved in a mentoring professional development program, (b) nineteen mentor teachers with written responses and audio-recorded focus groups, and (c) two pairs of mentors and mentees with audio-recorded interviews. Findings revealed that positive relationships required the achievement of trust and respect by sharing information, resources, and expectations and by being professional, enthusiastic, and supportive with collaborative problem-solving. A model is presented that outlines ways in which mentors can form positive mentor–mentee relationships. [ABSTRACT FROM PUBLISHER]

A mentorship professional development model was provided to a group of educators at various stages in their career paths, ranging from pre-service teachers to in-service teachers to teacher leaders. We were interested in exploring how participants’ interactions during a book study influenced their perceptions of practice, with a specific aim at understanding what they noticed from these interactions and how they conceptualized their thoughts from the mentorship experience. Findings indicated that participants situated themselves with a receiver, neutral, or giver perspective, which influenced how they interacted with others. In the process, participants valued the security fostered from the relationships, generated new relationships with others with varying experiences, engaged in reflective practice, and considered exposure to other perspectives to be beneficial. [ABSTRACT FROM PUBLISHER]

The purpose of my study was to develop and validate a scale to assess peer mentoring practices that aim to enhance learning. In the development process, 4 focus group interviews were conducted with 10 mentors and 12 mentees who participated in 8 weeks of peer mentoring. In addition to the literature, the findings from interviews were used to develop items. The 11-item form was administered to 126 college students. After the confirmatory factor analysis, the scale took on its final form with 10 items in 3 factors as Contribution to Mentee, Mentor Characteristics, and Peer Relationships. The results of confirmatory analysis were: GFI .92, CFI .99, NNFI .98, RMSEA .080, and Cronbachαcoefficient was found to be .954. [ABSTRACT FROM PUBLISHER]

The near-peer mentor model provides undergraduates and recent post-baccalaureates in the science, technology, engineering, and mathematics (STEM) fields with an internship in two related disciplines, STEM research and STEM education. The near-peer mentor is both a mentored research intern and a mentor to pre-college students. During the 2013 summer, 43 near-peer mentors from seven sites reported on the benefits, challenges, and personal development they experienced during the internship. In addition, 1,328 pre-college students reported their perceptions of near-peer mentors. In this qualitative study, we indicate that learning by being mentored, while simultaneously acquiring the abilities to mentor and teach, is an effective model for promoting career advancement and the psychosocial support associated with the acquisition of professional behaviors. [ABSTRACT FROM AUTHOR]

Mentoring is a widely used method of induction into a variety of professional roles, including educational leadership. However, little scholarly literature has focused on the role of mentoring in the career development of special education administrators. In this examination of 14 such mentoring relationships, the existence of career and psychosocial functions as theorized by Kram is explored and the perceived value of the functions to mentors and protégés in the career development of beginning special education administrators is identified. Evidence of coaching, a career function, and counseling, a psychosocial function, was found in all relationships studied and these two functions were ranked as most important to the career development of beginning special education administrators by both mentors and protégés. Recommendations include incorporating mentoring functions into mentor and protégé training to increase the positive effect of mentoring on the career development of beginning special education administrators. [ABSTRACT FROM PUBLISHER]

In my study, mentors matched with college mentees evaluated their self-efficacy nine times, during their participation in an academic mentoring program. Three distinct groups emerged as follows: (a) mentors who perceived themselves as moderately efficient throughout the mentoring relationship (the moderate stable (MS) group), (b) mentors who considered themselves moderately efficient at the beginning of the match, and increasingly so as the relationship progressed (the increasing (IN) group), and (c) mentors who perceived themselves as very efficient at the beginning of the match, but who subsequently experienced slight fluctuations of their self-efficacy (the high unstable (HU) group). Several personal and experiential factors such as the mentors' sensitivity to distress and the mentees' parental autonomy support predicted the likelihood of belonging to the IN or HU groups (as opposed to the MS group). These findings are interpreted according to the premises of the self-efficacy theory. Implications for mentor selection and training are discussed. [ABSTRACT FROM AUTHOR]

Mentoring is an important process in educating competent professionals. However, little is known about mentors' experiences in social work higher education. Two social work educators reflect on 21 years of mentoring with over 60 social work students. Data are triangulated from the notes of two cross-interviews, separately prepared written descriptions of mentoring experiences, and the professional literature. The mentors identify loss and grief experiences, particularly those that take place during the separation and redefinition phases of the mentoring relationships (Kram, 1983). Especially if future research supports the finding of this study, social work education administrators and faculty need to recognize, acknowledge, and ameliorate potential loss and grief experiences of mentors. [ABSTRACT FROM AUTHOR]

The author's academic journey in learning to mentor and be co-mentored involved three rites of passage. In this reflective essay (invited paper), the author acknowledges his most influential co-mentors—former dissertation supervisees and long since colleagues—who helped form the “we” that is him. The first phase coincided with a constraining time in research and supervision. The author co-published only a few journal articles and mainly with one mentee. During his second stage in Toronto, Canada, he experienced an exponential increase in co-publication. This was a natural extension of mutually beneficial working relationships and successful doctoral defenses. Like a trusted friend, a mentor can guide his or her charges as they set out to discover and realize the potential within. The responsive form of learning in partnership enacted a version of collective action among equals. The author became a collaborative arts-based-educational researcher-mentor: a hyphenated collection of selves. Since having returned to Australia, he co-mentors early career academics seeking to publish and use writing as and for their professional development. [ABSTRACT FROM AUTHOR]

This article focuses on an evaluation of the Microsoft Peer Coaching (MPC) program in Florida, USA. First, the design of the MPC materials was analyzed using characteristics of exemplary peer coaching and technology integration models. Second, facilitators (n = 14) and coaches (n = 46) who attended the MPC workshops in Florida were surveyed relative to their attitudes towards technology and perceptions of professional development. The coaches (peer mentors) and facilitators (district support personnel) consisted of teachers and district-level supervisors from several Florida school districts. Third, the facilitators and coaches were interviewed about perceived benefits and limitations of the MPC program. Analysis of the data suggests that the program design is in close alignment with the literature on exemplary peer coaching. However, the process of peer coaching frequently takes precedence over technology integration. Most of the coaches and facilitators who attended the workshops were enthusiastic about the peer coaching concept and had positive attitudes about the integration of technology. However, the perpetual issues of adequate time and resources for the implementation of peer coaching and the integration of technology in K-12 classrooms were recurring themes. [ABSTRACT FROM AUTHOR]

Mentoring can be used as a pedagogical alternative both to extend and augment the educational experience of business students. This article addresses a gap in the literature regarding the use and effectiveness of mentoring in undergraduate business education by examining improvements to an existing mentoring program. After reviewing the mentoring literature and identifying four critical elements for program success (matching, preparation, interaction and outcome assessment), the researchers used a cohort design and developed a survey to assess baseline participant satisfaction with these elements. Interventions were developed to enhance the mentoring program, and a second cohort allowed the authors to assess the benefits of these interventions. With statistically significant improvements in two out of four program elements (and a third showing marginally significant differences), the results demonstrate that the authors' approach to evaluating and enhancing mentoring program effectiveness is useful in business education. [ABSTRACT FROM AUTHOR]

This article reports the results of our study of electronic mentoring (e-mentoring) in a population of business students. As career paths have become more fluid and less predictable, a growing number of educational and business organizations have implemented traditional and, more recently, e-mentoring programs. But practice is ahead of evaluation when it comes to e-mentoring. We attempted to fill this gap by looking more closely at strengths and weaknesses associated with this type of mentoring. Building on research in traditional mentoring and integrating literature in computer-mediated communication, education and management, we developed a model of e-mentoring's antecedents and outcomes. We tested our hypotheses using a sample of business students (proteges) who were mentored by practicing managers. It was found that perceived similarity in terms of attitudes and values is positively related to effective e-mentoring, while demographic similarity (gender, race) is not. Moreover, effective e-mentoring may lead to proteges' enhanced academic performance, professional network and job opportunities. We conclude with implications of our findings and a discussion of opportunities for future research. [ABSTRACT FROM AUTHOR]