Dissertations / Theses on the topic 'Gender and mentoring'
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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.
Full textKurmeyer, Christine. "Mentoring." Universitätsbibliothek Leipzig, 2017. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-220665.
Full textKurmeyer, Christine. "Mentoring." Universitätsmedizin Berlin, 2014. https://ul.qucosa.de/id/qucosa%3A14393.
Full textJohnson, Scott Randolph. "A Phenomenological Study of Cross Gender Mentoring Among U.S. Army Officers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3686.
Full textErvin, 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.
Full textArmstrong, Anita Harker. "Making the “Good” Professor: Does Graduate Mentoring Promote Gender Equality in Academia?" DigitalCommons@USU, 2011. https://digitalcommons.usu.edu/etd/1063.
Full textBenetto, 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.
Full textRAUCH, 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.
Full textSalkeld, Jenny. "Leadership Advancement and Mentoring of Women Into Chief Financial Officer Roles." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2688.
Full textAmarin, 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.
Full textBritton, 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.
Full textFlood, 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.
Full textSmith, 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/.
Full textFebbraro, 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.
Full textWilson, 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.
Full textSmith, 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.
Full textThere 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.
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.
Full textKey, Lynne A. "Perceptions of Workplace Mentoring Behaviors for Lifelong Career Development." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4706.
Full textDua, 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.
Full textThe 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.
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.
Full textGrant, 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.
Full textRummell, 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.
Full textSeraj, 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.
Full textSmith, Britney Latoya. "Effects of Race and Gender on Probability of Juvenile Delinquency Leading to Recidivism." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5419.
Full textNaber-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.
Full textWitherspoon, Naomi O. "Female Managers' Perceptions of Developing a Mentoring Program: A Phenomenological Study." Thesis, NSUWorks, 2014. https://nsuworks.nova.edu/fse_etd/6.
Full textClayton, 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.
Full textHuff, 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.
Full textWorking 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.
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.
Full textNichols, 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.
Full textAllen, 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.
Full textYost, 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.
Full textHouston, D. Akil. "A DJ Speaks with Hands: Gender Education and Hiphop Culture." Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1227206771.
Full textAsante, 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.
Full textWennberg, 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.
Full textWatson, 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.
Full textHöök, 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.
Full textDiss. Stockholm : Handelshögsk., 2001
Greicar, Margo B. "The Professional Preparation of Academic Deans." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1230669095.
Full textRylander, 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.
Full textFrance, 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.
Full textBenefiel, 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.
Full textNaholi, 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.
Full textFlowers, Lea Randle. "Exploration of the Socialization Process of Female Leaders in Counselor Education." ScholarWorks@UNO, 2006. http://scholarworks.uno.edu/td/383.
Full textLiu, 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.
Full text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.
Yeh, Chu-Chun, and 葉祝君. "Mentoring functions, Gender similarity and Innovation behavior." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/83582098727253880625.
Full text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.
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.
Full text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.
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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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.
Full text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
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.
Full textPerrett, 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.
Full textThis 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.