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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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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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Caughman, Wofford Boswell. "Male mentoring". Theological Research Exchange Network (TREN), 1995. http://www.tren.com.
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Langenbrunner, Mary R., i Jamie Branam Kridler. "Peer Mentoring". Digital Commons @ East Tennessee State University, 2007. https://dc.etsu.edu/etsu-works/3488.
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Resendez, Jacqueline. "Mentoring Latina leaders| Establishing and nourishing a positive mentoring relationship". Thesis, Gonzaga University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1593361.
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Helping someone maximizes the interaction that takes place between individuals because it provides a purpose for communication. The unique experience of exchanging information and support also results in the gratification of being able to impact another person’s life. Mentoring relationships support Buber’s I-Thou relationship of respectfully helping others when the opportunity exists. The cost and benefits shared while learning from each other also expand on Homans’ (1961) social exchange theory that suggests that the purpose behind human behavior is based from the exchange between each other. With more motivation to engage in a collaborative relationship, aspiring leaders have advanced personally and professionally from the result of a relationship with a mentor. This project strives to bring awareness of the need to develop Latina leaders through the support of a mentoring relationship. After expanding from the applied research, this project engages the use of computer mediated communication (CMC) to educate and inspire future Latina leaders to be involved in a mentoring relationship to increase their presence in top leadership roles. Project website: Mentoring Latina Leaders: Establishing and nourishing a positive mentoring relationship www.jresende1.wix.com/mentoringlatinas
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Mountain, N. F. "Youth mentoring : mentors' and caseworkers' perspectives of enduring mentoring relationships". Thesis, University College London (University of London), 2014. http://discovery.ucl.ac.uk/1432130/.
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This thesis focuses on youth mentoring, a popular form of intervention for disadvantaged young people. It is presented in three parts. The literature review examines the effectiveness of youth mentoring programmes for young people engaging in, or at risk for, antisocial behaviour. Fourteen studies met the criteria for the review. Methodological quality was assessed using The Quality Assessment Tool for Quantitative Studies by the Effective Public Health Practice Project. Overall, the studies provide limited but promising evidence for mentoring for antisocial youth, and the quality of evidence was good. Further research is needed to clarify the benefits of mentoring for this high-risk group. The empirical paper reports on a qualitative study (part of a larger evaluation with Evans, 2011 and Prytys Kleszcz, 2012) exploring mentors' approaches in enduring mentoring relationships with disadvantaged children in middle childhood and early adolescence. It focuses on how mentors think about, engage with and respond to their mentees. Semi-structured interviews were conducted with 10 pairs of mentors and their caseworkers; transcripts were analysed thematically. Participants' accounts indicated that the mentoring relationships followed distinctive, uneven trajectories, and mentors faced considerable challenges and dilemmas in responding to their mentees' needs. The study points to the high level of mentor skill and resilience required to sustain a close mentoring relationship, and the important role of supervision in facilitating this process. The critical appraisal reflects on the process of planning and executing the research presented in the empirical paper. It also explores conceptual issues raised by the research related to recruitment, training and support procedures in youth mentoring.
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Schacher, Corinne Rütschi Simone. "Evaluation Mentoring-Programm /". Zürich : Hochschule für Angewandte Psychologie, 2005. http://www.hapzh.ch/pdf/2s/2s0854.pdf.
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Merriman, Carolyn S. "Faculty Mentoring Training". Digital Commons @ East Tennessee State University, 1999. https://dc.etsu.edu/etsu-works/8467.
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Shaw, Craig D. "Mentoring for ministry". Online full text .pdf document, available to Fuller patrons only, 2004. http://www.tren.com.
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Flayhart, Robert K. "Gospel-centered mentoring". Theological Research Exchange Network (TREN), 2002. http://www.tren.com.
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Gavran, Claudia. "The mentoring relationship, professional social workers mentoring university social work students". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ53158.pdf.
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van, Esch Chantal. "Humble Mentoring: Understanding Humility's Impact on Mentoring Relationships and Career Outcomes". Case Western Reserve University School of Graduate Studies / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=case1491580376321883.
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Mackie, Lorele. "Mentoring primary education student teachers : understandings of mentoring and perceptions of the use of formative assessment within the mentoring process". Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/25524.
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This study is concerned with understanding the complexities inherent in the mentoring process. It investigates understandings of mentoring primary education student teachers within a school placement context. Further, it explores understandings and perceptions of the use of formative assessment principles and practices to support professional learning within that process. In addition, it aims to identify salient implications for mentoring practices within Initial Teacher Education. Within an instrumental, collective case study, a purposeful sampling strategy was employed in terms of selecting student teachers at a particular stage on a specific programme (an undergraduate primary education degree), their class teacher mentors, and their placement school management level and local authority mentors. Semi-structured interviews were used alongside a constructivist grounded theory approach to data analysis and theory generation (Charmaz, 2006). Current Scottish education policy is used to frame and exemplify points made with a variety of national and international literature employed to analyse findings and suggest recommendations for future mentoring research, policy and practice. Findings indicate that participants understood mentoring as a multidimensional process involving a range of relationships designed to support the mentoring of student teachers within a school placement context. Four relationships, which differ in terms of extent and form/function, are evident: class teacher mentor/mentee; school management mentor/class teacher mentor/mentee; school/university and local authority/school. These relationships appear to range in proximity from close to barely existent. The key relationship is that between class teacher mentor and mentee. Findings further suggest variability in understandings of formative assessment. Most participants were comfortable in describing its forms through examples of classroom practice. However, talking about function (why it is used) was an area of uncertainty. Participants also understood formative and summative assessment as connected processes. Several professional learning sources were cited as the bases of their understandings. With regard to perceptions of the use of formative assessment, findings suggest that it was used within the main mentoring relationship between class teacher mentors and mentees. Responses indicate that it was employed subconsciously in contrast to the structured, explicit way it is used with school pupils. Furthermore, participants viewed it as potentially helpful in the professional learning of mentors and mentees through strategies such as dialogue, self-evaluation and peer assessment. It was noted that support was required to develop the use of formative assessment within the mentoring process. In this respect, participants were able to articulate how it might be implemented with reference to specific professional learning mechanisms, however, were unsure about what its content might be. Based on findings, recommendations for policy and practice in the area of mentor education and partnership within Scottish Initial Teacher Education are suggested to foster a more cohesive, informed approach to mentoring student teachers. Future directions for research emerge in terms of the use of a variety of mentors from within and outwith school placement contexts, investigation of the role of the university tutor within emerging enhanced partnership arrangements, and an exploration of how formative assessment might be more consciously integrated into the mentoring process.
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Fowler, Jane, i 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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Pamuk, Sonmez. "Faculty technology mentoring how graduate student mentors benefit from technology mentoring relationship /". [Ames, Iowa : Iowa State University], 2008.
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Beaunae, Cathrine. "Teachers' perceptions of interpersonal mentoring relationships in one early childhood mentoring program". [Gainesville, Fla.] : University of Florida, 2009. http://purl.fcla.edu/fcla/etd/UFE0041015.
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Fowler, Jane. "Mentoring relationships at work: An investigation of mentoring functions, benefits, and gender". Thesis, Griffith University, 2002. http://hdl.handle.net/10072/367203.
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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.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Full Text
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Cain, Timothy. "Mentoring trainee music teachers". Thesis, University of Southampton, 2006. https://eprints.soton.ac.uk/192637/.
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This study analyses the relationships between Secondary school music trainee teachers and the mentors who are primarily responsible for training them to teach music. The methodology was an in-depth collective case study of a sample of trainee music teachers and their mentors, adopting primarily the methods of non-participant observations and interviews. The study is located within a review of pertinent theories of mentoring and an analysis of empirical research. This analysis compares studies of ITT mentoring in different contexts, and demonstrates that, despite the diversity of mentoring practice, research has produced findings which are consistent across two or more studies. The collective case study consists of five individual cases ofmentoring relationships, each of which is presented so as to preserve its individuality. The talk in meetings between trainees and their mentors is then analyzed drawing on Mercer's (1995) typology of classroom talk as exploratory, cumulative and disputational. The analysis shows that exploratory talk has an underlying structure which is missing in cumulative and disputational talk. Analysis ofthe talk also reveals three further types of conversation between mentors and their trainees which are characterised as solo conversations, short conversations and parallel monologues. The study has two major conclusions: first, that in mentoring conversations exploratory talk is more likely to promote productive reflection than other types of talk, and second, that the potential for exploratory talk to promote reflection may not be fully realised by music mentors.
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Webb, Melessia D. "“Peer Mentoring and Tutoring”". Digital Commons @ East Tennessee State University, 2003. https://dc.etsu.edu/etsu-works/8499.
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Liversidge, Anthony. "Perceptions of effective mentoring". n.p, 2002. http://dart.open.ac.uk/abstracts/page.php?thesisid=141.
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Malanga, Charles Ngila. "Your mentoring story. My mentoring story. Constructing mentoring guidelines for mentors working with learner-athletes in a South African sport school". Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/67786.
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This study explored how mentors working in a South African sport school were able to use their individual and shared mentoring experiences to draw up mentoring guidelines that would assist them in their roles as mentors within the school’s boarding establishment. This was achieved by: firstly, exposing them to an experiential learning model; secondly, using the model as a tool for reflection on their personal mentoring experiences; thirdly, facilitating a mentoring focus group; fourthly, transcribing and analysing their experiences, discussions, and reflections through a narrative thematic analysis; and lastly, by collaborating with the participants to formulate mentoring guidelines. The findings were largely consistent with the literature reviewed; however, there were a few instances that they differed or were unique to the literature reviewed.Mini Dissertation (MA)--University of Pretoria, 2018.
Psychology
MA
Unrestricted
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Carter, Beverley. "Mentoring for excellence : an evaluation of mentoring programmes in a further education college". Thesis, University of Southampton, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.494545.
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This thesis evaluates mentoring programmes for new teachers in further education. The study provides an in-depth examination of a mentoring programme conducted from September 2004 to July 2007 with 22 mentors and 37 mentees. The study was undertaken in a Higher Education institution with a large further education provision. The study had three aims, the first to evaluate the Induction and mentoring arrangements for new teachers. The second to examine how the mentoring process supports new teachers' delivery in the classroom and the third to investigate the impact of Ofsted's requirements and the mentoring of new teachers.
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Washington, Rhianon S. "How does a developmental relationship mentoring model affect toxicity experienced in mentoring relationships?" Thesis, Oxford Brookes University, 2012. https://radar.brookes.ac.uk/radar/items/f895b582-d67a-2874-402d-03559b6205ed/1/.
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Mentoring receives a consistently favourable press and its merits and benefits are widely researched and acclaimed (for example Clutterbuck, 1995 and Harrington, 2011). Some advocates appear almost evangelical in their perspective and responses to the mentoring process. From offender schemes (Tarling, Davison and Clarke, 2004), to initiatives for small businesses (NWDA, 2010), the UK government continues to invest heavily in the concept of mentoring. Despite these plaudits mentoring relationships can occasionally founder and, due to the intensity of the relationship harm can be inflicted on both mentor and mentee alike. Such failing relationships are usually ascribed the provocatively charged label of 'toxic' mentoring (Feldman, 1999; Gray and Smith, 2000). Both the human and financial implications of failed mentoring relationships are a serious problem for government investment. Although a relatively under-researched phenomenon the incidents of negative mentoring experiences are not uncommon (Simon and Eby, 2003). Investment in mentoring has grown, with a proliferation of progressive schemes addressing an array of specific issues, from adult substance misuse (Welsh Assembly, 2009) to workplace gender inequalities (EC, 2007). With investment ranging from thousands of pounds in small scale schemes to hundreds of thousands of pounds, the economic implications of failure are potentially significant. Hamlin and Sage (2011) argue that while research has studied the benefits of mentoring, there is little focus on what constitutes effective mentoring in formal settings, or the interpersonal processes involved. Allen and Poteet (1999:70) noted that research was "desperately needed to assess the specific design features" of successful mentoring programmes. The focus has been on the programmes themselves rather than the individuals within them, and findings have centred on programme improvements and objectives or better matching processes in order to understand successful mentoring (Eby and Lockwood, 2005). The measurement of mentoring success however, is problematic and a uniform model for evaluation remains elusive. In one study (Gaskell, 2007) just 34% of organisations were able to successfully measure the impact of coaching, despite the availability of adequate resources and substantial investment in the programmes. Demonstrating return on investment for enterprises involving soft skills can be challenging, particularly when endeavouring to separate the mentoring aspect from other influencing factors. Establishing return on expectation is however, a more manageable proposition and can prove valuable. Attempts to identify the impact of professional development interventions have generated some innovative approaches such as the 'isolation factor' identified in research by McGovern, Lindemann, Vergara, Murphy, Barker and, Warrenfeltz (2001). The study separates out the effects of coaching but is generated purely from the perspective of the participants, which arguably lacks objectivity. However its success is measured, the popularity of mentoring continues to grow and its benefits remain appreciated (CIMA, 2002). Ineffective mentoring may be avoided through understanding its characteristics and the rationale of failed relationships may prevent repetition, providing a valid objective worthy of further research.
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Celano, Chiara <1994>. "Mentoring ed e-mentoring: verso la digitalizzazione degli strumenti comunicativi e di supporto". Master's Degree Thesis, Università Ca' Foscari Venezia, 2020. http://hdl.handle.net/10579/16638.
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Il presente lavoro mira ad analizzare l’evoluzione degli strumenti di formazione e sviluppo organizzativi in ottica di digitalizzazione ed all’interno dell’attuale mutevole mondo del lavoro.
La trattazione verrà aperta fornendo una panoramica generale sul training aziendale: l’importanza di questo strumento, le attuali modalità e metodi utilizzati, gli indicatori di misurazione di efficacia ed efficienza e, infine, le principali tendenze e cambiamenti dell’ultimo decennio.
In seguito, il focus si sposterà sulla metodologia di ricerca: il mentoring e l’e-mentoring.
Una volta illustrati i principali aspetti che caratterizzano il mentoring tradizionale, verranno messi in discussione i fattori per cui la relazione si rileva efficace, caratteristiche dei soggetti e contesti socio-organizzativi, alla luce dei cambiamenti interni ed esterni in atto.
Questo aspetto mostrerà l’importanza crescente dell’ambiente tecnologico nell’evoluzione del mentoring verso dei modelli di e-mentoring, su cui verranno discusse le principali differenze con lo strumento tradizionale, i vantaggi e gli svantaggi d’adozione e le conseguenti condizioni per cui risulta efficace la sua implementazione.
La ricerca si concluderà con un’analisi quantitativa, condotta attraverso delle interviste, di alcuni cases study aziendali che hanno adottato questi tipi di programmi formativi. Per poter aver una panoramica più completa il campione di ricerca è vario relativamente alla tipologia di organizzazione e di programmi di (e)mentoring.
Lo scopo finale è poter fornire un recente contributo sulla digitalizzazione del mentoring comparando quanto presente in lettera con la realtà organizzativa.
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Keramidas, Natacha L. "Personality and Mentoring: An Investigation of the Role of Proteges' personality, Protege-initiation of Mentoring Relationships and Mentoring Received in Doctoral Programs". University of Akron / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=akron1503423084293622.
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Hansen, Janine. "A mentoring strategy for learnerships". Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1019892.
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Mentoring is a powerful developmental tool that can be utilised in organisations to enable learnerships to learn various skills – hard and soft – that will enable them to become more equipped for the workplace. The hard skills refer to technical competencies, e.g. computer literacy, and soft skills refer to competencies such as interpersonal skills, communication skills, work etiquette, etc. Mentoring is no quick fix to filling all the gaps within a learnership, but it can add significant value to have a formal mentoring strategy within organisations to transfer much needed skills and competencies. The literature on mentoring provides many examples of possible strategies, and in this research project, the competencies of both mentor and mentee were highlighted, together with the advantages, disadvantages, myths and challenges in formal mentoring strategies. The process of developing a mentoring strategy is not complex, but requires support and involvement from various stakeholders to ensure the sustained success of a mentoring strategy. The different models of mentoring strategies in the literature review provided a framework for the researcher to develop a mentoring strategy that was tested through the completion of questionnaires sent to organisations that employ learnerships. The research study rated the responses of the respondents on the suggested model and various steps to be followed in the process. The research study concluded with a formal mentoring strategy or model that can be used within organisations that employ learnerships.
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Kim, Taehyung. "Teachers' conceptual metaphors for mentoring". Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1189012812.
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Walabe, Eman. "Trust in e-Mentoring Relationships". Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/23902.
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The role of trust in traditional face-to-face mentoring has already been investigated in several research studies. However, to our knowledge, very few studies have examined how trust is established in electronic-mentoring relationships. The purpose of the current study is to examine by means of the Mayer et al. (1995) model how e-mentees perceive a prospective e-mentor's trustworthiness and how these perceptions influence the decision to be mentored by a particular e-mentor. A sample comprised of 253 undergraduate and graduate students from the Telfer School of Management at the University of Ottawa participated as potential mentees by completing a survey after having reviewed the selected e-mentor’s profile. The survey employed quantitative and qualitative measurements to assess the mentee's perception of the prospective e-mentor’s level of trustworthiness. In the quantitative section, both the Behavioural Trust Inventory (Gillespie, 2003) and the Factors of Perceived Trustworthiness (Mayer et al., 1999) were measured. The Behavioural Trust Inventory was designed to measure the extent to which a mentee is willing to be vulnerable in e-mentoring relationships. The Factors of Perceived Trustworthiness (ability, benevolence and integrity) were designed to measure these three attributes’ contributions to the extent to which the mentees perceived the e-mentor as being trustworthy. The factorial structure (confirmatory factor analysis) and internal consistency (Cronbach’s alpha) of the constructs were examined. Structural equation modeling was conducted to test the fit of the models (Behavioural Trust Inventory and Mayer et al.) to an e-mentoring context. In the qualitative section, the indicators of trustworthiness were collected by means of an open-ended question and were analyzed by means of content analysis. The results of the quantitative analysis revealed that the models (the Behavioural Trust Inventory and the Factors of Perceived Trustworthiness) have an adequate fit with the e-mentoring model after accounting for some correlated error terms. The results of the qualitative analysis identified some other attributes (apart from ability, benevolence and integrity groups) have an influence on the extent to which the mentees perceived the e-mentor as being trustworthy. The main finding is that the Mayer et al. (1995) model appears to be a suitable device for the measurement of trust in e-mentoring relationships at the initiation phase.
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Loyd, Roylin F. "Mentoring potential of oncology nurses". Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941369.
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Nurses in management and clinical positions in all areas of the country are experiencing role changes due to restructuring within the health care industry. Nurses have an opportunity to embrace and enhance these changes as the trend toward Patient Focused Care continues which entails a restructuring of care delivery at all levels.Oncology nurses are specifically encouraged by the Oncology Nursing Society to mentor other nurses. The purpose of this study was to examine the concept of mentoring as related to oncology nurses who have experienced role changes due to redesigns in the health care delivery systems. The theoretical framework used in this study was Benner's "From Novice to Expert."A convenience sample of 88 oncology nurses were surveyed. The Darling Measuring Mentoring Potential Scale (MMP), a demographic questionnaire, and a cover letter were mailed. Respondent confidentiality was maintained and the procedures for protection of human subjects were followed. A descriptive correlational design was used. The research questions were analyzed using Pearson's correlation coefficient and multiple regression analysis. Means and standard deviation of mentoring characteristics were also obtained on the clustered scores. Findings of the study indicated a small, but significant difference between levels of education, role changes and mentoring potential. Levels of education and role changes accounted for 15% of the differences in mentoring potential scores. However, the mean scores for both the clustered basic and supporting mentoring characteristics were below the suggested scores as suggested for a substantial mentoring relationship.Conclusions from the study were that the concept of mentoring is still not prevalent among oncology nurses and does not play an important role in the professional lives of the respondents. The concept of mentoring needs to be formally addressed in nursing education as well as in hospital staff education and leadership programs. There needs to be continuing research regarding the concept of mentoring within the nursing profession in order to promote the benefits of this concept so that nurses may join with those in other professions to enjoy the products of mentoring.School of Nursing
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Matthewman, Lisa Jane. "Conceptualisations of the mentoring alliance". Thesis, Birkbeck (University of London), 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.406346.
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Govender-Bateman, S. "Departmental involvement in student mentoring". Quality Promotion (TUT), 2011. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001654.
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Teaching philosophy:
Students must be kept abreast of the latest industry knowledge in order to have successful careers.
The whole department works in conjunction to implement training of students so that they can
understand and demonstrate skills as successful convergent and multimedia journalists during and
after their studies at Tshwane University of Technology.
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Garvey, Bob. "Mentoring in the market place". Thesis, Durham University, 1999. http://etheses.dur.ac.uk/1434/.
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Coelho, Ana Margarida Bordalo Ferreira Marques. "Mentoring : o caso Santander Totta". Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/11923.
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Mestrado em Ciências EmpresariaisO Mentoring é um fenómeno que ocorre na maior parte dos contextos profissionais (Searby, 2013) e cada um apresenta caraterísticas únicas que influenciam a orientação. Esta orientação atende a uma variedade de objetivos e indivíduos de qualquer faixa etária e profissão (Mullen, 2012). Os programas de Mentoring têm sido uma ferramenta utilizada pelas organizações permitindo o desenvolvimento pessoal e profissional dos envolvidos. A presente investigação descreve-o à luz do programa de Mentoring vivido no Banco Santander Totta, no âmbito da primeira edição do estágio Santander Top Training. Este estudo tem como principal objetivo dar uma visão estruturada do valor de um programa de Mentoring no contexto em que se insere: para os Mentees, para os Mentores e para a organização. O programa de Mentoring Formal analisado, em que a organização fez corresponder um Mentor sénior e experiente da organização a um Mentee, estagiário, assenta numa relação one-to-one. A análise é focada essencialmente na perspetiva dos intervenientes no processo. Com esta pesquisa conclui-se que o Mentoring foi uma orientação valiosa na perceção de todos os participantes no processo e contribuiu para que os Mentees tivessem sucesso durante o estágio.
Mentoring is a phenomenon that occurs in most professional settings (Searby,2013) and each has unique characteristics that influence orientation. This orientation serves a variety of purposes and individuals of any age and profession (Mullen, 2012). Mentoring programs have been a tool used by organizations allowing personal and professional development of those involved. This research describes Mentoring in the shadow of the Mentoring practiced in Santander Totta Bank, under the first edition of Santander Top Training internship. This study aims to give a structured insight of the value of a Mentoring program in the context in which it operates, to Mentees, to Mentors and to the organization. The analyzed Formal Mentoring program, in which the organization matched a senior and experienced Mentor from the organization to a Mentee, trainee, is based on a one-to-one relationship. The analysis focus mainly on the perspective of the intervenients in the process. This research concludes that Mentoring was a valuable orientation in the perception of all the participants in the process and it contributed to the success of the Mentees during the internship.
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Andersen, Camey Lei. "Improving Mentoring in Higher Education". BYU ScholarsArchive, 2020. https://scholarsarchive.byu.edu/etd/8288.
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As universities and institutions of higher education seek to improve retention, persistence, well-being, and overall college experience satisfaction for their students, there is an increased emphasis on mentoring in higher education. Improving mentoring in higher education--the specific tools, training, and practices that develop effective mentors--remains an often-elusive goal for college administrators and university mentoring programs and in research. This research examined available research on effective mentoring and provided recommendations for how to create successful mentors and mentoring programs in higher education. This dissertation is a three-article format presentation of information about mentoring in higher education. The first article is a literature review of mentoring and higher education literature analyzing what makes an effective mentor and implications for practice. The review of 34 articles examined themes of impact of mentoring, role of mentor, and mentoring programs, as well as implications for practice for each theme. The review showed that more research is needed on mentoring and higher education, mentor training, and the perspective of mentors. The second article investigated mentoring in online learning environments. The survey research study analyzed responses from 143 online mentors from around the world in a global higher education initiative. Four mentoring domains were used for analysis. Online mentors reported they were most effective at providing emotional and psychological support for students. Study results showed mentor support for individual students outside the virtual classroom, strategies for student goal setting, characteristics of online role modeling, and mentor confidence in technology skills. The study also contributed findings to the literature about online mentoring benefits for nontraditional students, technology challenges, and online mentoring role adoption. The third article examined ongoing mentoring training. The qualitative study analyzed interview responses from 20 international in-person mentors in a global higher education initiative to discover how ongoing training affects mentors' abilities to assist higher education students in achieving their educational goals. Study results showed the benefits from ongoing mentoring training, the importance of volunteer mentoring needs in ongoing mentoring training, and the effects of mentoring training creativity. The study also showed that ongoing training positively impacts mentors, volunteers may need more training, and that ongoing training advanced effective mentoring practices. Successful mentoring can make a meaningful difference in students' lives. This research showed the impact of mentoring and its potential benefits in in-person and online learning environments. This research also showed the significance of effective mentoring programs and ongoing mentor training in mentoring.
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Shamon, Martin. "Roles in a mentoring relationship". Thesis, Jönköping University, Internationella Handelshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-49956.
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Rutar, Pamela K. "Mentoring and Ohio School Superintendents". Ashland University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1229983074.
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Weaver, Margie Ann. "Mentoring in intercollegiate athletic administration". The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1260900203.
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Weidner, David Jeffery. "Mentoring a vestry for leadership". Theological Research Exchange Network (TREN), 1998. http://www.tren.com.
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Koehler, Christine Michelle. "School violence prevention silent mentoring /". Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001koehlerc.pdf.
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Horner, Evan. "Marriage mentoring and functional differentiation". Theological Research Exchange Network (TREN), 2002. http://www.tren.com.
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Ayers, Penny Marie Portwood Sharon G. "School-based mentoring examining the link between the quality of mentoring relationships and school connectedness /". Diss., UMK access, 2005.
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Thesis (M.A.)--Dept. of Psychology. University of Missouri--Kansas City, 2005."A thesis in psychology." Typescript. Advisor: Sharon G. Portwood. Vita. Leaf 57 bound in before leaf 56. Title from "catalog record" of the print edition Description based on contents viewed May 31, 2006. Includes bibliographical references (leaves 53-56). Online version of the print edition.
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Dahmen, Britt. "Mentoring und Chancengleichheit im Sport : eine qualitative Fallstudie von Mentoring-Programmen für Frauen in Sportorganisationen /". Köln : Sportverl. Strauss, 2008. http://d-nb.info/991756894/04.
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LaViscount, David F. "Inside the Black Box of Mentoring: African-American Adolescents, Youth Mentoring, and Stereotype Threat Conditions". ScholarWorks@UNO, 2019. https://scholarworks.uno.edu/td/2622.
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Despite a narrowing trend over the past forty years, the racial academic performance gap between non-Asian-American minority students and European-American students remains an overarching issue in K-12 schooling according to the Stanford Center for Education Policy Analysis (2017). Du Bois’s (1903) theory of double consciousness is implicated in the performance gap phenomenon. Though not explicitly connected, Steele and Aronson’s 1995 study revealed stereotype threat (STT) to be an empirical explanation of the negative impact of double consciousness. Steele et al.’s study revealed a psycho-social contributor to the racial academic performance gap, STT. STT is characterized by performance suppression caused by the fear of fulfilling a negative stereotype or the fear of being judged based on a negative stereotype attributed to one’s social identity group. The activation of this phenomenon is related to identity threatening cues, a systemic issue laden in the academic environment (Purdie-Vaughns, Steele, Davies, Ditlmann, & Crosby, 2008). To date, over 300 studies have been conducted on STT according to a meta-analysis conducted by Pennington, Heim, Levy, and Larkin (2016). Though certain experimental studies featuring mentoring as a vehicle for shifting stereotype narratives have yielded useful practices for STT reduction (Good et al., 2003), qualitative design, which is seldomly employed in the STT field, may produce an understanding of the phenomenon that is not possible through a deductive approach (Ezzy, 2002; van Kaam, 1966). The purpose of this phenomenological study was to explore African-American adolescent student perceptions of the impact that mentoring has on their schooling experiences while under STT conditions. The findings of this study demonstrated that African-American adolescents perceived mentoring to positively impact their schooling experiences and helped them to cope with STT activating cues in the environment. The participants discussed structural aspects of the relationships, personality attributes of the mentor, and specific mentor guidance. Participants also discussed a documented STT intervention that fell outside of the parameters of their mentoring relationships that positively impacted their schooling experiences and abilities to cope with STT cues – affirmations (Cohen, Garcia, Apfel, & Master, 2006; Walton et al., 2012). Recommendations for practice and future research are presented.
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Bartusevičiūtė, Raminta. "Ikimokyklinio ugdymo pedagogo profesinio identiteto formavimasis mentoriaus veikloje". Master's thesis, Lithuanian Academic Libraries Network (LABT), 2012. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120731_132219-63734.
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Demokratinės visuomenėmis sąlygomis keliant mokytojų kompetenciją vis didesnė reikšmė teikiama pedagogo vidiniam profesiniam apsisprendimui – identitetui. Magistro darbe “Ikimokyklinio ugdymo pedagogo profesinio identiteto formavimasis mentoriaus veikloje“ siekiama atsakyti į vieną pagrindinį klausimą – kaip ugdant profesinį tapatumą galima efektyviai rengti mokytoją profesinei veiklai ir profesinei karjerai. Profesinė karjera daug kuo priklauso nuo to, kaip mokytojas įsivaizduoja, savo mintyse suvokia profesinę veiklą, jos vykdymo ypatumus. Darbe pradedančiojo pedagogo formavimasis siejamas su bendradarbių, mentorių bendravimu (sociologinis aspektas) ir to bendravimo rezultatais (kognityvinis aspektas). Atskleista, kaip mokytojas per sąveiką su mentoriumi, kaupdamas patirtį, atranda save, ,,įauga“ į profesiją, plėtoja savo sugebėjimus.
Ikimokyklinio pedagogogo identiteto analizė grindžiama vadovaujantis teorijos ir praktikos integravimo principu. Teoriniu lygmeniu atskleista profesinio identiteto samprata, jo skirtingos interpretacijos, mentoriaus vaidmuo. Atsižvelgiant į teorinėje dalyje apžvelgtus šaltinius, empirinėje darbo dalyje nustatyta pedagogo profesinio identiteto formavimosi pedagoginės sąlygos ir veiksniai. Remiantis gautais rezultatais numatyti pedagogo profesinio identiteto formavimosi perspektyva ir galimybės.
Tyrimo metodai: įvairių šaltinių kritinė ir sisteminė analizė, kiekybinis tyrimas (anketinė apklausa). Kokybinis tyrimas: ikimokyklinių įstaigų... [toliau žr. visą tekstą]Democratic societies raising the conditions of teacher's competence is a growing importance to the inner teacher professional decision - identity. Masters at work "Pre-school teacher's professional identity formation of mentoring” aims to answer one key question - how developing professional identity can be an effective teacher professional development activities and career development. Professional career in many ways depends on how the teacher imagines in his mind perceives the profession, its performance characteristics. The work of a beginner teacher formation is associated with co-workers, mentors interaction (sociological dimension) and the communication performance (cognitive aspect). Disclosed, as a teacher during the interaction with the mentor, accumulating experience, discovering myself, 'grows' in the profession, develop your skills. Pre - school teacher's professional identity analysis is based on the theory and practice in accordance with the principle of integration. At a theoretical level the concept of professional identity revealed, the different interpretations of the role of the mentor. Given the theoretical part of the sources reviewed here, the empirical part of the teacher's professional identity formation conditions and educational factors. Based on the results for teacher professional identity formation perspective and opportunities. Methods: Various sources of systematic and critical analysis of a quantitative survey (questionnaire). Qualitative... [to full text]
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Haggard, Dana L. "Mentoring as a psychological contact implications for relationship development and evaluation /". Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/5860.
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Thesis (Ph. D.)--University of Missouri-Columbia, 2006.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 (Mar. 5, 2007). Includes bibliographical references.
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Wallace, Anthony G. "Future directions in leadership - implications for the selection and development of senior leaders". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Mar%5FWallace.pdf.
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Ashley, Betty Diane. "The perceived influence of past mentoring experiences on the mentoring practices of selected female school executives". [College Station, Tex. : Texas A&M University, 2006. http://hdl.handle.net/1969.1/ETD-TAMU-1091.
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Gentry, Roberta. "The content of electronic mentoring: A study of special educators participating in an online mentoring program". VCU Scholars Compass, 2011. http://scholarscompass.vcu.edu/etd/2537.
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The purpose of this study was to describe the content and frequency of interactions that occurred in an electronic mentoring program involving beginning special educators and their mentors. In addition, the characteristics of mentors’ and mentees’ and perceived outcomes of mentees’ were provided. This study sought to address questions about the types of support that new special educators seek and receive. A mixed method research design was utilized to explore the archived transcripts of mentors’ and mentees’ discourse as well as mentees’ and mentors’ post-surveys. Data were analyzed through the use of quantitative and qualitative methods and interpreted through the use of Interstate Teacher Assessment and Support Consortium standards, How People Learn framework, and documented needs and concerns of beginning special educators based on a review of literature. Surveys responses included descriptive information and perceptions of beginning teachers concerning their levels of preparedness at the completion of the pilot program. This study provides an understanding of electronic mentoring within one program in order to inform efforts for mentoring and induction of beginning special educators.
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Tillman, Linda Carole. "Mentoring African American faculty in predominantly white institutions : an investigation of assigned and informal mentoring relationships". Connect to resource, 1995. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1230740094.
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Rainer, Jennifer Brooke. "Can Cross-Race Mentoring Help Minority Students and Break Down Prejudice? Mentoring Experiences in Higher Education". PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/912.
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Cross-race mentoring relationships are of interest to the theory and practice of mentoring and they also speak to a longstanding problem in the sociological study of prejudice. The mentoring literature reveals some disagreement regarding the advisability of cross-race matching for young protégés. Some researchers stress same-race matching, while others emphasize the problem this creates for minority's facing a dearth of mentors. Sociologists and psychologists, on the other hand, have amassed evidence showing support for a contact hypothesis, which states frequent intergroup contact between equal-status members can lead to improved perceptions of the Other. However, to date, the contact hypothesis has not been explored in the context of mentoring relationships between white adults and minority youth. This Thesis hopes to fill these gaps in the literature. The purpose of this Thesis is to better understand the perceptions and understandings mentors and protégés attach to their cross-race mentoring relationship. It is primarily concerned with identifying the conditions that lead to successful outcomes of interracial mentoring experiences. Specifically, this study explores the perceptions of white adult mentors and black and Latino protégés of their activities, interactions, and their views on the advantages and drawbacks of their cross-race mentoring relationship. This study explores mentors and protégés in cross-race mentoring relationships to grasp a better idea of the meanings each mentoring partner attaches to their mentoring experience. Respondents are sampled from one formal mentoring program at a four-year university. Nine mentors and eleven protégés are interviewed following a semi-structured format. From this sample of twenty participants, six complete pairs participated. The remaining seven respondents make up the supplemental data group, as their mentoring partner did not participate in this study. This study suggests that the intergroup contact theory is useful in explaining the outcomes of these cross-race mentoring relationships. Not only does this Thesis support the intergroup contact theory, it also broadens our understanding by painting a more complete picture of how the optimal conditions emerge and work to strengthen and reinforce one another. Additionally, this research highlights how important understanding both the in-group and out-group member's perceptions are when exploring cross-race mentoring relationships and the intergroup contact theory. Finally, this study supports the notion that a mentoring program's structure is an important feature that can greatly enhance or inhibit mentoring bonds between mentors and protégés.