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Dissertations / Theses on the topic 'Gender and mentoring'

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Published: 4 June 2021
Last updated: 19 February 2022

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1

Fowler, Jane, and j. fowler@griffith edu au. "Mentoring relationships at work: An investigation of mentoring functions, benefits, and gender." Griffith University. School of Applied Psychology, 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030226.074725.

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The program of research reported here provides a contemporary view of mentoring relationships. In particular, it presents a definition that reflects mentoring experiences in modern organisations, identifies mentoring functions and benefits as perceived by mentees and mentors, and examines the relationships between those constructs and gender. Forty-eight mentees and mentors from a range of organisations, representing all possible gender combinations of mentee-mentor, were interviewed about their mentoring experiences. Content analysis of the interview data identified 42 categories of mentoring functions and 29 categories of benefits perceived by mentees and mentors. The emergent categories of mentoring functions and benefits were used to construct measurement instruments. The instruments were then completed by 500 mentees and mentors, again representing all four gender combinations of mentee-mentor, from a range of organisations. Principal components analyses revealed seven mentoring functions identified by mentees and eight by mentors. Those functions were Personal and Emotional Guidance, Coaching/Learning Facilitation (identified as two separate functions by mentors), Advocacy, Role Modelling, Career Development Facilitation, Strategies and Systems Advice, and Friendship. The study extended empirical research by identifying a range of distinct mentoring functions rather than the broad category approach adopted in previous research. The principal components solutions generated separately for mentees and mentors were similar, indicating convergent views between the providers and recipients of these functions. Several of the mentoring functions that emerged were similar to those identified by Kram (1980) and the emergence of new functions was interpreted in light of changes in organisations over the past 20 years and the recruitment of representative samples, in this study, that reflected those changes. Principal components analyses also revealed four mentoring benefits identified by mentees and five by mentors. Benefits for mentees were Professional Enhancement, Interpersonal Relationship, Professional Induction/ Immersion, and Professional Reward. By identifying the benefits that mentees themselves perceive as being attributable to their mentoring relationships, the current study extended empirical research on mentee benefits beyond, objective, traditionally measured outcome variables. Benefits for mentors were Professional Enhancement, Organisational and Peer Recognition, Interpersonal Relationship, Meaningfulness and Fulfillment, and Productivity. The range of benefits that emerged reflects the importance mentees and mentors place on the psychological and interpersonal experiences of their mentoring relationships. The relationships between mentoring functions and benefits and gender were examined for both mentees and mentors. Results indicate that gender effects are limited to only some mentoring functions and benefits. Examination of the relationships between distinct mentoring functions and benefits indicated that specific mentoring functions are related to particular benefits for both mentees and mentors. The theoretical and practical implications of these findings are discussed and suggestions for future research are provided.
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2

Kurmeyer, Christine. "Mentoring." Universitätsbibliothek Leipzig, 2017. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-220665.

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Mentoring ist die Weitergabe informeller Wissensbestände von einer erfahrenen an eine weniger erfahrene Person, von einer Mentorin bzw. einem Mentor an eine oder einen Mentee. Mentoring kann auch auf Gruppen bezogen sein. Die Handlungsfelder umfassen Frauenförderung, Integration, Wissensmanagement, Personalentwicklung, organisationalen Wandel oder die Vorbereitung auf eine Berufstätigkeit. Seit den 1990er Jahren wurden vermehrt Mentoringprogramme für Frauen und Mädchen entwickelt, deren Ziel es ist, Bildungs- und Karriereverläufe entsprechend der individuellen Talente und Fähigkeiten zu verwirklichen.
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3

Kurmeyer, Christine. "Mentoring." Universitätsmedizin Berlin, 2014. https://ul.qucosa.de/id/qucosa%3A14393.

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Mentoring ist die Weitergabe informeller Wissensbestände von einer erfahrenen an eine weniger erfahrene Person, von einer Mentorin bzw. einem Mentor an eine oder einen Mentee. Mentoring kann auch auf Gruppen bezogen sein. Die Handlungsfelder umfassen Frauenförderung, Integration, Wissensmanagement, Personalentwicklung, organisationalen Wandel oder die Vorbereitung auf eine Berufstätigkeit. Seit den 1990er Jahren wurden vermehrt Mentoringprogramme für Frauen und Mädchen entwickelt, deren Ziel es ist, Bildungs- und Karriereverläufe entsprechend der individuellen Talente und Fähigkeiten zu verwirklichen.
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4

Johnson, Scott Randolph. "A Phenomenological Study of Cross Gender Mentoring Among U.S. Army Officers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3686.

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Leader mentoring in the military has not been well researched, especially that involving cross-gender pairings. A phenomenological study was conducted to gain insight into the perceptions, thoughts, and feelings of military officers regarding their decision to engage in mentoring, to include with members of the opposite gender. Semistructured interviews were conducted with 20 male and 20 female U.S. Army senior commissioned officers to collect information regarding mentoring selection perspectives and decisions and to examine emerging themes, concepts, and patterns, using NVivo 11 Pro Plus. Negative themes that emerged among both male and female participants concerned adverse perceptions of members within the organization, including perceptions of inappropriate relationships, sexual contact, unprofessionalism, rumors, mal-intent, and concern for impact on spouses. Positive themes among both male and female participants included feelings regarding success, career progression, promotions, opportunities, sharing, leadership, developing, and increased potential. Participants also expressed their amenability to mentoring officers of the opposite gender, with varying degrees of expectation for success. Understanding how military officers perceive, think, and feel regarding mentor selection will provide U.S. Army leadership with useful information that can promote positive social change among the officer ranks and will help leaders better understand the mentor and mentee relationship. This will have a positive impact on the U.S. military's efforts to ensure that all female officers receive effective mentoring and socialization.
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5

Ervin, Elizabeth Ellen. "Mentoring recomposed: A study of gender, history, and the discourses of education." Diss., The University of Arizona, 1994. http://hdl.handle.net/10150/186786.

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This dissertation investigates the ways in which various discourses of education--including canonical texts within philosophy, science, and other disciplines; documents articulating university policy; and ordinary exchanges among teachers, students, and colleagues--have constructed femaleness and academic professionalism in mutually exclusive terms. I begin with the assumption that the mentor embodies professional skills, values, and behaviors, and thus acts as an agent of professional normalization within the academy. I then demonstrate the ways in which mentors are complicit in uncritically reproducing educational structures and discourses that can inhibit the success of women in higher education. I conclude by arguing that mentoring can function effectively within an increasingly diverse academic community only if it redefines the values, standards, behaviors, and discourses that define academic professionalism. Because mentoring relationships represent complex intersections of the personal and the professional, this project approaches the subject matter from multiple perspectives--including history and historiography, ethnography, personal essay, rhetorical analysis, and feminist theory. I devote the first four chapters to a general discussion of my methodologies, and historical analyses of three representative models of mentoring: pederasty, apprenticeship, and advising. Appearing among these historical chapters are case studies of six academic women who explore the legacy of these mentoring models in their lives and careers. My purposes here are to illustrate the ways in which mentoring relationships reproduce historically specific constructions of masculinity and femininity, and at the same time to explore the ways in which these constructions manifest themselves in modern academic settings. The dialogue that develops between the historical analyses and the case studies suggests that, in general, current mentoring policies and practices within the academy do not take seriously the perspectives and experiences of women and other non-traditional university populations, and may in fact discourage women from participating fully in professional activities.
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6

Armstrong, Anita Harker. "Making the “Good” Professor: Does Graduate Mentoring Promote Gender Equality in Academia?" DigitalCommons@USU, 2011. https://digitalcommons.usu.edu/etd/1063.

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Mentorship is a critical component of a graduate education and facilitates the process of socialization into the role of professorship. Numerous studies continue to support the idea that mentorship, particularly woman-to-woman mentoring, is essential for overcoming barriers to women’s mobility within male-dominated fields. This study critically examines this assumption through the analysis of 59 qualitative interviews with faculty mentors and graduate students in science, technology, engineering, and mathematics conducted at one Canadian and one American institution. Initially, I explore how mothers in academe are socialized from differing levels to fit into narrowly defined roles as “good” professors. This expands our conceptualization of a motherhood penalty to include more subtle discrimination and illuminates the complexity within which motherhood is embedded in work organizations and reproduced through interaction (including mentorship). By following a comparison of the relational dynamics of women graduate students in same-gender and cross-gender iv mentorships, the overwhelming conclusion is that both men and women as faculty mentors are capable of socializing their students in ways that have potential to transform the academic institution regarding gender equity. Still, many examples of how mentoring alternately functions to perpetuate inequities exist. Finally, a crossnational analysis allowed exploration of institutional contexts and how they influence the ways in which mentors model balance. In contexts where family leave is institutionalized (i.e. Canada), conflict between work and family life should be lessened. Given this assumption, we should see a distinct separation of experiences between Canadian and American academics. In reality, these boundaries are more blurred. This finding implies that despite differences in levels of support formally offered to families through policy initiatives, professional barriers experienced by academics prevent the type of substantive benefits they are meant to afford. In practice, faculty mentors remain wedded to ideal worker models rooted in the masculine work ethics of their professions regardless of institutionalized family policies, thereby perpetuating inequality through mentorship. This, in turn, prevents institutional change. In summary, this study contributes to theoretical models of gendered institutions; advances understanding of the tenacity of gender inequality in academia; and informs university policies related to mentoring practices and workfamily policies.
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7

Benetto, Kimberly S. "The Influence of Training and Gender in Mentoring on Novice School Administrators." Cleveland State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=csu1292939539.

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8

RAUCH, CAROL L. "THE EFFECT OF GENDER MATCH ON BEGINNING TEACHER MENTORING PROCESSES AND OUTCOMES." University of Cincinnati / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1116250309.

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9

Salkeld, Jenny. "Leadership Advancement and Mentoring of Women Into Chief Financial Officer Roles." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2688.

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This qualitative study investigated the personal descriptions and experiences of women in chief financial officer roles for Fortune 1000 companies, educational institutions, and private entities. Research on women in senior leadership roles is typically reflective of those in chief executive officer positions rather than chief financial officer positions. The literature is also limited on the ascension of women into chief financial officer roles and the influences of mentoring on career progression. The purpose of the study was to capture individual points of view from participants' lived experiences of leadership advancement, gender inequality, and mentoring in chief financial officer roles in order to discover meaning and understanding of the phenomenon. The interview questions for this study examined (a) the effect of the glass ceiling on career ascension, (b) the influence of mentoring as either a mentee or mentor, (c) the possibility of token management roles, (d) the impact of pay disparities, (e) the implications of leadership style, (f) the influence of gender discrimination, and (g) the organizational culture in limiting or promoting women in leadership roles. The theoretical framework of the study included social learning theory, feminist theory, role congruity theory, and relational-cultural theory. Data were collected via personal interviews with 10 participants, which were audio recorded, transcribed, and coded for themes. The results showed that although gender inequalities exist, there has been progress with the mentoring and promotion of women into chief financial officer positions. The study has the potential to effect social change by emphasizing the importance of mentoring programs for women that not only address professional aspirations and goals, but also create balance for personal accomplishments.
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10

Amarin, Nancy Lillian, and Norina Reis. "A correlation analysis of parental expectations, mentoring, and gender socialization on women's self-efficacy." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2389.

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This study investigated social influences believed to have an impact on the development of women's self-efficacy. The independent variables examined included parental expectations, gender role socialization, and mentoring. A questionnaire with both ordinal and nominal questions was administered to 196 female undergraduates attending California State University, San Bernardino and California State Polytechnic University, Pomona. The sample was predominantly Caucasian (35,2 percent) and Hispanic (33.7 percent), with a median age of 20. Participants answered 57 questions, consisting of demographic questions, measures of self-efficacy and three independent variables. Pearson r analysis found positive significant correlations between self-efficacy and all three variables. The implications for social work and recommendations for social work policy, practice, and research are discussed.
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11

Britton, Kristina. "THE RELATIONSHIP BETWEEN MENTORING AND INSTRUCTIONAL LEADERSHIP EFFECTIVENESS: GENDER DIFFERENCES BETWEEN SCHOOL SITE LEADERS." Scholarly Commons, 2020. https://scholarlycommons.pacific.edu/uop_etds/3717.

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Less than 25% of superintendent positions, the highest level of educational leadership, are occupied by women. This is in sharp contrast to the fact that over 75% of the nation’s teaching force are women. A significant barrier cited in the literature is that there is a deficiency in the support needed for women to successfully promote into higher-level administrative positions. Although mentoring has been shown to be key factor for female administrators’ success in educational administration, this study provides quantitative data to demonstrate the need for quality mentoring opportunities for school site administrators.The purpose of this research study was to examine associations between the quality of mentoring relationships and school administrators’ competency in instructional leadership, specifically as perceived by female educational leaders in contrast to male educational leaders. While there is research to support that mentoring provides many benefits for new administrators and evidence that school site administrators must possess competency in the area of instructional leadership, research investigating the potential impact of mentoring on the instructional leadership effectiveness of educational administrators is limited. This quantitative study utilized multiple regression analyses and found evidence to suggest that the quality of the mentoring experience is related to instructional leadership effectiveness based on self-reports of educational school site leaders. Moreover, when the relationships were investigated by gender, an association was found for women, but not for men. Additional analyses based on gender pairings of mentee with mentor also revealed gender-specific differences. When measuring overall instructional leadership effectiveness, and the Principal Instructional Management Rating Scale dimension of developing the school learning climate, there was evidence to suggest that the gender of the mentor may matter for male mentees although there was insufficient evidence to suggest that the gender of the mentor mattered for female mentees. Collectively, the findings of this study provide quantitative data to demonstrate the need for quality mentoring opportunities for school site administrators, particularly for female educational leaders in the area of instructional leadership effectiveness. Additional research is needed to determine whether the gender differences observed in this sample are replicable, and if so, to better understand their source and possible strategies to reduce them.
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12

Flood, Marguerite Joan. "Mentoring and Self-Efficacy in Female Undergraduate Business Students." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1354311701.

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13

Smith, Janice Witt. "An examination of the effects of mentoring on social and institutional isolation." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-06062008-155554/.

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14

Febbraro, Angela R. "Gender, mentoring, and research practices, social psychologists trained at the University of Michigan, 1949-1974." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0017/NQ27452.pdf.

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15

Wilson, Shirley Ann. "The effect of race and gender on the formation of mentoring relationships for black professional women." Case Western Reserve University School of Graduate Studies / OhioLINK, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=case1055954813.

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16

Smith, Qiana Brandy. "Parental Mentoring| An African American Approach to Raising Daughters with Self-Esteem." Thesis, Lindenwood University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3722292.

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There is an ample amount of research that documents the positive effect of self-esteem on a child established through an affirmative parental or mentoring relationship, verses a specific parent-mentoring approach designed with a curriculum to enhance the positive self-esteem of African-American daughters based on the relationship with their maternal parent. The purpose of this qualitative study was to answer the following research questions: what strategies and behaviors are used by parents in African-American families to affect the self-esteem of female children and adolescents and, how can strategies and behaviors exhibited by African-American parental mentors be organized in a teachable format for African-American families? By utilizing a portraiture research design to study specific parental mentoring techniques and behavior exhibited by five female parents in African-American families which are intended to affect the self-esteem of their biological African-American female children and adolescents. The project focused on a unique group of African-American parents who had been recognized by the court system as parental mentors . They had been trained to use specific strategies and behaviors to assist their daughters in developing confidence in their ability to think and to cope with the basic challenges in life: success, happiness, self-worth, self-esteem, and efficacy. Overall, the results of the study showed supporting evidence of the importance of parenting African-American females in a diverse format which would allow the elements of self-love, confidence, and historical pride to aid in the comprehension of effective coping procedures. The emerging strategies that were a commonality among the mothers throughout the entire process were consistency, behavior representation, love, historical teachings, communication, processes, and involvement. The mentoring component demonstrated by the mothers exposed them and their truths in a transparent form to all that were involved in a Rites of Passage process. This exposure allowed daughters to view them from a humanistic perspective without the authoritative title of mother, which also allowed them to relate more based on gender and cultural commonalities.

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17

Morgan, Lynn M. "A Qualitative Study to Investigate the Impact of Gender, Sexual Orientation and Sexuality Dynamics in Mentoring Relationships." Thesis, University of Manchester, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.517822.

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18

Key, Lynne A. "Perceptions of Workplace Mentoring Behaviors for Lifelong Career Development." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4706.

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This study's purpose was to investigate the importance of mentoring functions and behaviors for lifelong career development as perceived by protégés. The population included individuals in middle to late adulthood (age 40 years and older) who reported they had been a protégé in at least one mentoring association perceived as beneficial to their lifelong career development; and were either employed or had been employed as a middle manager, senior manager, C-level executive, business owner, or member of a profession. The sample was obtained using a chain-sample method; 67 Ambassadors completed an online survey and each invited 10 contacts to complete the survey. The final number of respondents was 503; of these, 456 reported being a protégé. Data were collected using the Perceptions of Workplace Mentoring Behaviors (PWMB) scale, a modification of Noe's (1988) Mentoring Functions Scale. The online survey included the PWMB scale items plus questions designed to engage the respondent's autobiographical memory and questions regarding respondent and mentoring association characteristics. The PWMB scale included seven new items, posited by the expert panel, enhancing the teaching aspect of mentoring. Confirmatory factor analyses were conducted comparing four tenable models for the PWMB scale. The 8-factor model, which was essentially the protégé's view of Kram's (1985) mentoring functions model and included the seven newly developed items, exhibited the best fit of the four possible models. Results indicated that protégés perceived three factors from the Psychosocial category (Role Model, Acceptance-and-Confirmation, and Relationship Fundamentals) as most important to their lifelong career development. Effective Development Opportunities was perceived as the most important factor from the Career category. Professional Issue Counseling from the Psychosocial category was perceived as the least important factor. Significant differences were found for five of six independent variables (protégé gender, mentor gender, dyad, protégé's mentor group, and birth decade) at the item level and for four of six independent variables (protégé gender, dyad, protégé's mentor group, and decade of birth) at the factor level. Implications included designing mentoring programs that provide opportunities for mentors and protégés to develop relationships rather than directly assigning protégés to mentors.
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19

Dua, Priya. "Desperately seeking mentors the impact of department-level and gender related characteristics on mentoring in graduate department of sociology /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2005. http://hdl.handle.net/10355/4290.

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Thesis (M.A.)--University of Missouri-Columbia, 2005.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (December 12, 2006) Includes bibliographical references.
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20

Byington, Tori C. "Post-DVM educational intentions among third-year veterinary medical students : a hierarchical analysis of mentoring, gender, and organizational context." Online access for everyone, 2006. http://www.dissertations.wsu.edu/Dissertations/Spring2006/t%5Fbyington%5F042606.pdf.

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21

Grant, Denise Elizabeth. "The impact of mentoring and gender-specific role models on women college band directors at four different career stages /." Diss., ON-CAMPUS Access For University of Minnesota, Twin Cities Click on "Connect to Digital Dissertations", 2000. http://www.lib.umn.edu/articles/proquest.phtml.

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22

Rummell, Christian L. "A Unique Support for Sexual-Minority Identity Development: An Interpretative Phenomenological Analysis of a Long-Term Formal Mentoring Relationship Between an Adult and a Youth From the Gay Community." PDXScholar, 2013. http://pdxscholar.library.pdx.edu/open_access_etds/1487.

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An important need exists to build a baseline understanding of the phenomenon of formal mentoring relationships involving adults and youth from the gay community. During the formative years when gay adolescents navigate through the process of understanding, defining, accepting, and sharing their identity as a sexual minority, they are often faced with high levels of environmental risks, including victimization, stress, and negative social sanctions by others. Formal mentoring has been recommended as a potential strategy to offer unique one-to-one support to gay youth that can help to foster resilience and a range of positive outcomes, including strengthening processes involved in identity development; yet, no previous studies have captured insights about these relationships. Using Interpretative Phenomenological Analysis (IPA), this study investigated the following research questions: (a) What are the most important characteristics of long-term formal mentoring relationships between gay adults and gay youth from the perspectives of the participants? (b) How, if at all, do mentors and mentees perceive potential benefits and limitations for gay youth participating in long-term formal mentoring relationships with gay adults? (c) How, if at all, do mentors and mentees perceive their mentoring relationship uniquely contributing to sexual-minority identity development in gay youth? After a 2-year search for participants, a purposeful sample of one mentoring dyad was chosen. Semi-structured in-person interviews were conducted with the match at the 17-month and 22-month mark of their relationship. This study contained four assertions based on this study's findings: (a) This long-term mentoring relationship between an adult and a youth from the gay community shared numerous similarities with other high quality mentoring relationships; (b) This mentoring relationship offered insight into how to create individualized and long-term support for sexual-minority identity development in youth; (c) This mentoring relationship represented an important but unrealized type of support that can potentially be used to complement existing peers, internet, and community-based resources for gay youth; and (d) Complexity continues to exist in using language and self-labeling to define, inquire, and provide support to individuals from the gay community--especially youth. Recommendations for programming, policy, and future research are provided.
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23

Seraj, Saquifa. "Investigating the role of mentoring and social capital in managing gender diversity at the senior management levels of the National Health Service (NHS) in Scotland : a study of NHS Tayside." Thesis, Abertay University, 2015. https://rke.abertay.ac.uk/en/studentTheses/0483c524-2316-4bc1-9884-6bee8f3c27eb.

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This study investigates the role of mentoring and social capital in managing gender diversity at the senior management levels of the National Health Service (NHS) in Scotland. Although the NHS employs a large number of females, they are not fairly represented at the senior managerial levels. The objectives of this research are: to explore whether there is a relationship between equal opportunities and managing diversity; to identify whether it is more difficult for females to progress to senior managerial levels compared to males; to investigate whether access to mentorship is likely to facilitate the career progression of females; and to analyse whether access to social capital is likely to assist the career progression of females. Hence this thesis is aimed to develop a framework for Human Resource Development (HRD) professionals to help to facilitate the career progression of women to senior managerial roles. The data for the study were collected from the senior level managers, who worked for one of the 14 NHS health boards in Scotland, namely, the NHS Tayside. Questionnaires and semi-structured interviews were the primary methods of data collection. Some documentary data on gender and ethnic diversity at the senior levels were also collected from the organisation. The questionnaires were sent out to 633 male and female senior managers, 242 complete responses were received. This gave a response rate of 38.23%. A total of 13 interviews were conducted, 10 of the interviewees were females and three were males. The areas that the research investigated were the relationship between equal opportunities and managing diversity, differences between male and female career progression, and the role of mentoring and social capital in female career progression to senior managerial positions. The analysis of the findings revealed that there is a positive relationship between equal opportunities and managing diversity. It confirmed that females find it more difficult to progress their careers to senior managerial levels compared to their male counterparts. Moreover, it established that there is a positive correlation between mentoring and female career progression. Similarly, a positive correlation is also found between access to social capital and female career progression. This thesis makes a number of contributions to theoretical and practical knowledge in the areas of Human Resource Management (HRM), Human Resource Development (HRD), Equal Opportunities (EO) and Managing Diversity (MD). To the best of the researcher’s knowledge no similar studies were conducted in the context of the NHS in Scotland. It contributes to the theory of diversity management by proving that there is a positive relationship between equal opportunities and managing diversity. It also offers original empirical evidence in support of the theories of human capital and social capital. It provides the Human Resource (HR) managers, practitioners, policy and decision makers, at an organisational level, a greater understanding of managing diversity in general and managing gender diversity in particular. This will help them to introduce and implement effective policies and initiatives to facilitate gender diversity at senior managerial levels.
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Smith, Britney Latoya. "Effects of Race and Gender on Probability of Juvenile Delinquency Leading to Recidivism." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5419.

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Studies have shown that U.S. juvenile recidivism rates range from 50% to 80%, and many risk factors have been associated with adolescent delinquency and recidivism. The purpose of this cross-sectional correlational study was to evaluate the Future Generation mentoring program's effectiveness by examining the relationships between race and gender (independent variables) and youth progress (dependent variable). The Future Generation mentoring program is a pseudonym for the actual program to help protect confidentiality and anonymity of the organization. Juvenile progress was measured by how well a youth met their goals. Youth progress was classified as successful, progressing, or unsuccessful in relation to a juvenile's status. Juveniles who were successful either completed the program or completed at least 75% of their program goals. Juveniles who were progressing made progress towards their goals, but did not complete at least 75% of their goals. Juveniles who received an unsuccessful status did not show adequate progress, those youth did not uphold their responsibility to stay out of trouble. The theoretical framework was rational choice theory. Secondary data were collected from a sample of 49 juveniles enrolled in the Future Generation program. Results of chi-square analyses showed that race was significantly associated with youth progress in the Future Generation mentoring program. No significant association was found between gender and youth progress. Findings may be used to strengthen adolescent deterrence programs and educate stakeholders regarding trends in juvenile delinquency and recidivism rates.
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Naber-Fisher, Glenellyn Mercedes Kae. "The Roles of Mentoring and Family Support in the Development of Asian Pacific American Female Leaders." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1257196971.

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26

Witherspoon, Naomi O. "Female Managers' Perceptions of Developing a Mentoring Program: A Phenomenological Study." Thesis, NSUWorks, 2014. https://nsuworks.nova.edu/fse_etd/6.

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Despite the increased rate of women in the workplace and more women acquiring advance degrees, there are still barriers in the workplace that hinders the advancement of women. The focus of this qualitative study was first to understand the perceptions and beliefs of six female managers' experiences during the developmental process of an all-female mentoring program. The second focus was to provide information on the importance of mentoring in the development and advancement of women in the workplace. Utilizing a phenomenological methodology, a descriptive approach was employed to examine and describe the thought processes and subjective views of the participants' role, understanding, and expectation of the program development. The purpose of this applied dissertation was to examine and describe from the participants' perspectives the factors that hindered the successful development of the mentoring program. Based on the analysis of the data collected from the semi-structured interviews, four themes emerged: (a) purpose for mentoring program development, (b) perception of barriers to mentoring program development, (c) perception of management role in program development, and (d) perception of program outcome. The data collected as a result of this study revealed five findings: (a) mentoring programs are an important human resource intervention, (b) the lack of top management support and commitment adversely affected the successful development of the mentoring program, (c) the successful development of a mentoring program requires the clear establishment of the program goals and objectives, (d) research does not fully support the findings that women in senior positions will advocate for women in lower ranking positions, and (e) the top management role is an essential component in the continued success of mentoring programs. This study offers insight into female managers' perceptions of the barriers that affect mentoring program development and insight into the development of successful mentoring program.
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Clayton, Taffye Rouse Jr William. "The Role of Race and Gender in the Mentoring Experiences and Career Success of African American Female Senior Executive Administrators in Higher Education." [Greenville, N.C.] : East Carolina University, 2009. http://hdl.handle.net/10342/2251.

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Huff, Krystal. "Critical Mentorship for Black Girls| An Autoethnography of Perseverance, Commitment, and Empowerment." Thesis, Loyola Marymount University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13864882.

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Working class Black girls experience multilayered oppression informed by their triadic social identity that sits at the intersection of race, gender, and class in their lives and more specifically in their schooling experiences (Collins, 1986, 1989; Onyeka-Crawford, Patrick, & Chaudry, 2017). A variety of mentoring practices have been adopted among educators throughout the public-school system to remedy the impact of poor educational opportunities for Black girls. In contrast to the use of traditional mentorship practices that solely focus on the individual, critical mentorship seeks to engage and support the cultural, political, and economic contexts that positively shape the experiences and aspirations of Black girls and young women. To better understand this phenomenon, this deeply insightful autoethnographic study engages the following questions: (a) What were my particular experiences with mentors that prepared me to persevere in education in ways that nourished my commitment and empowerment? (b) What were the particular experiences with my mentors that assisted me in connecting with the Black girls that I have mentored in my work? and (c) What can my experiences as a Black feminist mentor of Black girls contribute to our understanding of critical mentoring? The application of Black feminism, Black girlhood studies, and critical mentoring frameworks found the following major themes to be critical in mentoring Black girls during childhood, adolescence, and the university years: (a) individual identity development, (b) development of individual voice, (c) sisterhood and solidarity, and (d) conscientization and resistance. This dissertation offers key principles in mentoring Black girls, and recommendations for how to shift the larger approach of mentoring to better meet the needs of Black girls in childhood, adolescence, university years, and beyond.

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McLaughlin, Marc D. "Developmental Assets in Urban Youths’ Mentoring Networks: Relationships with Important Adults." Oxford, Ohio : Miami University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1218840610.

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Nichols, Ingrid Alvarado. "A Phenomenological Study on the Mentoring Experiences of Teachers of Color in New Orleans." ScholarWorks@UNO, 2019. https://scholarworks.uno.edu/td/2627.

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Mentoring has been used for centuries as a way for a person to pass on knowledge, skills, or support to a less experienced person. Mentoring in the workplace, however, was not studied until the early 1980s, and then more than a decade later, mentoring was studied in the context of the K-12 teacher workforce. Mentoring has improved teacher effectiveness (Yuan, 2015; Koedel, 2009; Campbell and Malkus, 2011); increased teachers’ self-efficacy (Ingersoll & May, 2011; Saffold, 2005; Louis, 2016); and contributed to teacher retention (Ingersoll & Kralik, 2004; Cohen & Fuller, 2006). Most mentoring studies and theories, however, have been developed with a teacher population that is largely White. While about 50% of students in K-12 public schools in the U.S. are non-White, only 18% of teachers are non-White. Because teachers of color have a profound and positive impact on students, they are worth studying. The purpose of this study is to understand the mentoring experiences of teachers of color in K-12 public charter schools in New Orleans, and to explore how teachers of color benefited from mentoring in the areas of career development and psychosocial support. The researcher utilized a qualitative, phenomenological approach by interviewing ten participants and analyzing the essence of their experiences. Five themes resulted from this research: race plays a significant role in the mentoring of teachers of color; the charter school system in New Orleans has had an impact on the racial make-up of teachers; informal and formal mentoring form a winning combination; mentors provided teachers of color with validation and cultural navigation tools; and mentoring improved teaching practices and retention. This study can have an impact on mentoring theory as it relates to race and identity. This study also has practical implications for K-12 leaders in the way that teachers of color are supported.
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Allen, Krystal N. "Standing On Shoulders: A Narrative Inquiry Examining the Faculty Mentoring Experiences of Black Women in a Doctoral Program." Bowling Green State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1522881247934877.

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Yost, Elizabeth Allyne. "Where have all the women gone? exploring gender differences in STEM postdoctoral education /." Birmingham, Ala. : University of Alabama at Birmingham, 2008. https://www.mhsl.uab.edu/dt/2009r/yost.pdf.

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Houston, D. Akil. "A DJ Speaks with Hands: Gender Education and Hiphop Culture." Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1227206771.

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Asante, Sylvia E. M. "Grandmothers' Leadership Roles as Reflected in the Lives of High-Achieving Women: A Qualitative Study of the Impact of Grandmothers on Granddaughters During Their Formative Years." Antioch University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1432040817.

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Wennberg, Amanda, and Sofie Stenmark. "Kvinnliga nätverk - ett sätt att göra skillnad? : En fallstudie på nätverket Q80 och dess mentor program." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-151795.

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Sweden is known to be one of the world’s most equal countries. Nevertheless, out  of  Sweden’s 262 listed companies, only seven  of  them  has  a  female  president, which  is  equal  to  3,4  percent. To  counteract  these  numbers  there  are  several  possibilities.  One  arrangement  that  is  highly  controversial     is  affirmative  actions.  But  there  are  other  options,  for  instance  more  and  more female  networks  are  starting  to  rise  and  many  of  them  also  offers  a  mentoring  program  where  the  mentee  gets  the  opportunity  to  learn  from  someone  with  more  experience. The  purpose  of  this  study  is  to  examine  what  difference  the  female  network  Q80,  with  focus  on  its  mentoring  program,  is  doing  for  the  mentee.  As  an  underlying  purpose  the  study  is  also  examining  what  visions  and  attitudes  the  management  and  the  mentors  is  communicating  within  Q80.  The  focus  is  mainly  on  the  visions  of  Q80,  menas  mentors  and  business  exceeding mentorship.  A  survey  has  been  carried  out  among  mentees  from  three  different  seats of mentoring  programs  where  they  have  answered  19  different  questions  regarding  their  time  as  a  mentee.  Furthermore  interviews  have  taken  place  with the management  of Q80  and  two  mentors.  The  results  are  analyzed  based  on  theories  about  gender,  women  in   management,  leadership,  mentoring  program  and  organizational structure.  The  result  shows  that  Q80i  as  a  source  of  inspiration  and  a  support  for  the  category  of  "career  women"  with  its  core  mission  to  strengthen  the  participation of  individuals  on  a  personal  level  more than  to  work  to  even  out  the  gap  in  the  Swedish  labor market.  In  terms  of  what  the  mentee  get  out  of  the  participation  in  the  Q80's  net  working  and  mentoring  program, the  biggest  difference  has  been  shown  to  be  personal  development.
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Watson, Kimberly Ann. "The Role of Mentoring, Family Support and Networking in the Career Trajectory of Female Senior Leaders in Health Care and Higher Education." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1205778756.

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37

Höök, Pia. "Stridspiloter i vida kjolar : om ledarutveckling och jämställdhet." Doctoral thesis, Handelshögskolan i Stockholm, Företagslednings- och Arbetslivsfrågor (A), 2001. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-602.

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Sverige är andelen kvinnor på chefspositioner liten. I många organisationer arbetar man med att försöka förändra detta. En vanlig förändringsmetod är ledarutvecklingsprogram för kvinnor. Det är vad som händer inom ramen för ett sådant program - ett ledarutvecklingsprogram med syfte att öka andelen kvinnor på chefspositioner - som studeras i dennabok. Frågor som diskuteras är: Hur kan ett sådant program vara utformat?Vilka föreställningar om ledarskap, manlighet och kvinnlighet återskapas inom ramen för programmet och hur går detta till? Öppnar programmet upp för ett ifrågasättande och en förändring av mansdominerade strukturer, eller bidrar de snarare till att återskapa dessa? Vad säger detta i så fall om jämställdhetsarbete i organisationer? Boken grundar sig på en fallstudie av ett ledarutvecklingsprogram som bestod av ett tiotal 2-5 dagar långa utbildningar som handlade om ledarskap och/eller kön, samt ett mentorprogram. Beroende på könsfördelningen bland deltagarna och hur innehållet behandlar (eller inte behandlar) kön, ger de olika delarna upphov till olika föreställningar om ledarskap och kön. En del av föreställningarna innebär ett ifrågasättande, medan andra innebär ett återskapande av organisationens könsordning. Bokens titel, Stridspiloter i vida kjolar, syftar på de delvis motsägelsefulla föreställningar som återfinns inom ramen för programmet. I studien framkommer hur ledarutvecklingsprogram för kvinnor kan förstås som en kompromiss mellan traditionell ledarutveckling, med syfte att återskapa befintliga maktrelationer, och traditionellt jämställdhetsarbete, med syfte att ifrågasätta dessa. Studien visar i och med detta hur förändringsförsök som innebär att befintliga maktstrukturer ifrågasätts leder till både återskapande och förändring.   Innehåll: 1.  Problembakgrund och syfte2.  En skapad, könsmärkt verklighet3.  Organisation och kön4.  Jämställdhetsarbete i organisationer5.  Ledarutveckling i organisationer6.  Metod7.  Programmet - från början till slut8.  Programmet - deltagarnas reflektioner9.  Moduler med könsperspektiv10. Könsblinda moduler11. Ledarutveckling och jämställdhet12. Sammanfattning och slutsatserLitteraturförteckningEnglish SummaryBilaga 1Bilaga 2
Diss. Stockholm : Handelshögsk., 2001
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Greicar, Margo B. "The Professional Preparation of Academic Deans." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1230669095.

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Rylander, Jonathan James. "COMPLICATED CONVERSATIONS AND CURRICULAR TRANSGRESSIONS:ENGAGING WRITING CENTERS, STUDIOS, AND CURRICULUM THEORY." Miami University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=miami1491659752447516.

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France, Tami J. "A Mixed Methods Study: Dimensions of Cross-Cultural Professional Success: Experiences of Western Women Living and Working in Eastern Cultures." Antioch University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1443025671.

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Benefiel, Hannah Elizabeth. "Let Me In!: An Examination of Two Guidebooks for Rhetoric and Composition Women & Their Entanglement in the Self-Help Genre." University of Findlay / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=findlay1596216624888231.

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42

Naholi, George. "A Study of Current and Former Women in Faculty and Administrative Leadership Positions at East Tennessee State University." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etd/1927.

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This qualitative case study was designed to determine the perceptions about female leadership among female faculty and administrators at East Tennessee State University. Participants were asked about the motivating and prohibiting factors (barriers) that affected their leadership capabilities at the institution. They cited motivating factors that led them to optimal performance. These included family support, mentoring practices, affirmative action, collegial working atmosphere, support from the top leadership, and encouragement from their colleagues. The dissertation was also to investigate how female leaders perceived their leadership roles and the factors that enhanced female leadership and the barriers that hindered female leadership at ETSU. The women in this study talked about the impediments or barriers of their upward movement. These included salaries that were lower than those of their male colleagues, stereotyped thinking within the community with biases against females, family chores vis-à-vis work schedules, sexual discrimination, lack of role models, etc. The findings were: (a) Female leadership was uniquely relationship-oriented; (b) female leaders combined work and family and managed the two fairly well; (c) female leaders were more likely to mentor other women but also were often mentored by men; (d) female leaders worked at a more relaxed pace with details in mind and did not have the target of the big picture as a priority; (e) they worked hard to attain the positions previously held by men and are now at par in higher positions both in faculty and administration; (f) they worked hard to surmount the barriers placed in their way as they moved up the ladder in faculty and administrative positions; (g) they volunteered for positions in the staff and faculty senates without considering financial gains; (h) they were the majority in the lower ranks of the administrative ladder of the university and played crucial supportive roles; and (i) their leadership styles were more humanitarian and on the relationship philosophy than were the leadership styles of their male counterparts.
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43

Flowers, Lea Randle. "Exploration of the Socialization Process of Female Leaders in Counselor Education." ScholarWorks@UNO, 2006. http://scholarworks.uno.edu/td/383.

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Higher education literature, has several contributions that pertain to mentoring styles in academia, female faculty, gender and leadership, and recruitment and retention of women and minorities in academia. However, specific references that lend voice to the experiences of female counselor educators in the context of their career paths and patterns are scant(Hill, Leinbaugh, Bradley,& Hazler, 2005). This qualitative investigation explored the socialization process of 8 female leaders in counselor education from throughout the United States utilizing grounded theory methods. The primary theme of socialization was organized into three main categories, (a) childhood socialization, (b) anticipatory socialization (Van Mannen, 1976), and (c) organizational socialization (Van Mannen, 1976). Leaders' socialization experiences highlighted sub-themes of balancing work and family, satisfaction level of professional obligations and inequalities. The inequalities highlighted participants' experiences of exclusion in departments with counselor education and counseling psychology programs, as well as gender and race discrimination around issues such as salary, tenure and promotion. The results from this investigation provided a theoretical framework of the interrelated influences of their socialization process from childhood across the span of their careers to full professor and department chairs. Implications and recommendations for female doctoral students, counselor educators, professional development in higher education, mentoring relationships, supervision and leadership development are included.
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Liu, Hsiao-Ning, and 劉筱寧. "Effects of Protégé’s Personal Characteristics, Gender Roles, Forms of Mentoring and Gender Dyads on Mentoring Functions." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/88989640155552872517.

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碩士
中原大學
企業管理研究所
89
Mentorship is an intense interpersonal exchange between a senior experienced colleague (mentor) and a less experienced junior colleague (protégé) in which the mentor provides psychosocial support, career support and role modeling. Now more and more organization use this relationship to training and deliver organization’s culture and recognized the value of mentorship, and take it as an important topic in management. In view of literatures about mentoring in Taiwan, the systematic research on the relationship of protege’s personal characteristics, gender roles, forms of mentoring and gender dyads on mentoring functions is insufficient. This study collects empirical data from the managers and professionals. A total of 160 completed questionnaires were returned. By statistical analyzing this study has provided five important conclusions as follows： (1)This result indicated that younger protégé was perceived to receive more career support and psychosocial support from his mentor. (2)This result indicated that protégé who is internals, emotional stability and high-act on his own was perceived to receive more mentoring functions from his mentor. (3)In homogeneous mentoring relationships, protégé was perceived to receive more mentoring functions. Specifically, female protégé was perceived to receive more psychosocial support and role modeling from female mentor；male protégé was perceived to receive more career support from male mentor. (4)The protégé who is androgyny, was perceived to receive more psychosocial support and role modeling from mentor. From these conclusions, this study is suggestive of business should establish mentorship in the organization, and use different gender dyads to satisfy people need. And business also should understand protégé’s personal characteristics and gender roles that can help to push this relationship.
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Yeh, Chu-Chun, and 葉祝君. "Mentoring functions, Gender similarity and Innovation behavior." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/83582098727253880625.

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碩士
明志科技大學
經營管理系碩士班
101
Employees possess knowledge assets accumulated in practical operations, which brought value far better than the assets of capital, land and machineries. Therefore, enterprises’ knowledge exists in individuals. How to hand down knowledge in an enterprise becomes an important issue. By mentorship to pass down knowledge is likely to enhance employees’ innovative behaviors. This study examines the relationship between mentoring functions and innovative behavior as well as explores the moderating effects of gender similarity. Samples of this study are selected from SMEs in Taiwan. A total of 191dyad mentor- protégé samples return their responses and make 191 usable dyad questionnaires. The results shown that protégés perceiving a higher level of vocational function provided by their mentors intend to increase their innovative behaviors; protégés perceiving a higher level of social support function provided by their mentors intend to increase their innovative behaviors; protégés perceiving a higher level of role model function provided by their mentors intend to decrease their innovative behaviors. Furthermore, role model mentorship in same-gender will result in a higher level of innovative behaviors. Finally, after discussing the results, managerial implications are provided and recommendations are proposed for future studies.
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Lin, Sheng-Jan, and 林聖然. "The Analysis of Measurement Invariance across Gender in Mentoring Functions Questionnaire（MFQ-9）." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/82937306150996503606.

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碩士
國立臺灣科技大學
企業管理系
96
This study aimed to examine the measurement equivalence/invariance（ME/I）of the 9-item Mentoring Function Questionnaire（MFQ-9）(Castro & Scandura, 2004) across male（N=201）and female（N=312）protégés. This study followed Vandenberg and Lance’s（2000）suggestion for ME/I procedure which they induced for past ME/I literatures, and this study conducted to use multi-group confirmatory analysis（MGCFAs）to examine every aspect of ME/I across gender by LISREL 8.5. The results supported full configural invariance, full metric invariance, full scalar invariance, partial uniqueness invariance and partial factor variance-covariance matrix invariance across gender. Finally, this study examined whether the relationships between the mentoring function and three criteria (mentor satisfaction, job satisfaction and organizational commitment) are invariant criterions across gender. The results of MGCFAs suggest that the relationships between the mentoring function and the three criteria were all positive in both gender groups. However, the strength of the relationship differs in two groups. Finally, theoretical and managerial implications of the study findings are discussed.
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Ferguson, Sarah Kiersten. "Reframing the c onversation : faculty mentoring undergraduate women students in engineering." Thesis, 2011. http://hdl.handle.net/2152/ETD-UT-2011-05-3059.

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Women and members of underrepresented populations remain a relatively small proportion of the engineering faculty and students on university campuses. The lack of diversity potentially reduces the number of innovative and diverse perspectives contributing to these fields. One critical area missing in the research literature concerns faculty mentoring of engineering undergraduate women students. This qualitative study explores the narratives of six engineering faculty member mentors, two student affairs practitioners, and three undergraduate women student mentees and their mentoring experiences in a large public research university. Drawing on relevant frameworks from best practices in mentoring and pedagogy, this study will reframe the conversations surrounding faculty mentoring of undergraduate students by utilizing a feminist lens, which seeks to explicitly address the need to create and sustain an inclusive and engaging classroom environment and mentoring relationships. The following research questions guided the study: 1) how do mentors and mentees make meaning and conceptualize the act of mentoring, 2) how are these mentoring relationships situated within the context of the institution in which they are embedded, and 3) what implications emerge for retention and representation of underrepresented students for faculty mentors and student mentees? With this in mind, a feminist lens was useful for expanding the ways in which mentoring is conceptualized and explored because traditional approaches did not effectively explore or capture the benefits received by the participants. The engineering faculty mentor and undergraduate student mentee participants largely formed mentoring relationships informally, often through a connection established in a classroom. Faculty members were purposeful and thoughtful in their pedagogical choices, fostering an engaging and supportive classroom environment. Unlike the research literature, these faculty mentors perceived real benefits from mentoring undergraduate students. In addition, the faculty mentors participating in this study were particularly aware of the challenges and opportunities facing women and underrepresented undergraduate students, graduate students, and faculty in engineering.
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48

Chuo, Hsiao-Chi, and 卓筱淇. "A Study on the Relationships among Gender Composition, Mentoring Functions, and Related Work Outcomes." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/25852272693297457483.

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碩士
中原大學
企業管理研究所
91
ABSTRACT Mentorship is an intense exchange of work experiences exchange between an experienced senior colleague（mentor）and a less experienced junior colleague（protégé）。Gender is a complex factor in mentoring relationship. In view of literatures, most prior research has examined independent main effects of the mentor’s or protégé’s gender without considering the gender composition of the mentoring relationship. This study collects empirical data from the managers and professionals. A total of 327 completed questionnaires were returned. By statistical analyzing the study has provided four important conclusions as follows： 1. Protégé with mentoring relationships will perceived more mentor functions than those in the diversified mentoring relationships. Especially, male protégés with male mentor report more career development functions than those in the type other of mentoring relationship. 2. Mentoring functions is positively related to job satisfaction. The more mentoring functions that protégé perceived, the higher degree of jobsatisfaction he/she acquired. The Mentor function is positively related to job satisfaction. The result indicated that protégé perceived receiving more mentor functions and protégé would acquire more job satisfaction. 3. There is no significant correlation between mentoring functions and turnover intention. 4. There is no significant correlation between the gender composition of mentoring relationship and job satisfaction. From these conclusions, this study suggests that mentorships should be encouraged in the business organizations for its remarkeable consequences such as higher job satisfaction and lower turnover rate. However, the gender composition of this mentoring relationship would be an important factor on the results of mentoring. Keywords：mentoring dyads 、mentor functions、 job satisfaction、turnover intention
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Durley, Jaime Rae. "Female mentors' mentoring experiences the role of protégé gender in determining processes and outcomes /." 2006. http://purl.galileo.usg.edu/uga%5Fetd/durley%5Fjaime%5Fr%5F200612%5Fphd.

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50

Perrett, Robert A. "Involve me and I learn”: Mentoring as a strategy for development, satisfaction and coping with conflict. Executive Summary Report." 2014. http://hdl.handle.net/10454/10092.

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Yes
This summary document presents the main areas of enquiry and summarises the key findings from the quantitative stage of this study; a survey of PCS lay officials undertaken in March 2013. It is presented here as a quick reference document to summarise, in bullet point form, the key findings from the full research report which presents detailed top level results, by gender, for the whole survey.
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