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1.
Toni Stokes Jones 《TechTrends》2002,46(2):11-14
Summary Mentoring appears to help African-American students taking educational media and technology classes to have more confidence
in their abilities to integrate technology. It has also provided them with an opportunity to express their concern about their
lack of technology skills and anxiety about teaching. Furthermore, they were able to speak to someone who cares about them
and who has also had similar concerns and anxieties. The fact that we were all African American facilitated communication
and trust between each of my students and me. However, since there is typically a scarcity of African-American faculties to
mentor them it is problematic to have same-race mentoring relationships for most African-American students at predominately
White academic institutions. Research suggests however, that African-American students feel that having an African-American
mentor is less important to them than having a mentor in their career field. With appropriate attitudes and the belief that
cultural diversity is an asset and not a deficit, faculty of other races can effectively mentor African-American students.
With this in mind coupled with the fact that research indicates that mentoring supports retention particularly for African-American
students, all faculties should consider mentoring African-American and other minority students. Mentoring enables faculty
to MEET their minority students where they are and move them forward. Remember to Model use of technology in the classroom,
Engage students in dialogue in and out of class, Embrace their anxiety and point our their successes, and Team students with
partners.
Her research interest focuses on factors that support or inhibit preservice and professional teachers from integrating technology. 相似文献
2.
Laurette Bristol Anne E. Adams B. Gloria Guzman Johannessen 《Mentoring & Tutoring: Partnership in Learning》2013,21(5):396-414
In this paper, we examined the collaborative mentoring processes of a transnational network. A narrative approach was employed to explore the mentoring practices and experiences of 19 women involved in the CURVE-Y-FRiENDs (C-Y-F) network. Their mentoring practices go beyond transnational, ethnic, discipline, and university borders. The processes employed in the network can be conceptualized as pathways to professional relationships. The narratives of C-Y-F members illustrated collaborative mentoring as an expression of the personal and professional dimensions of support, which must be part of academic life. Collaborative mentoring relationships and discourse provided a response to the current inconsistencies in faculty mentoring practices and have implications for the ways in which administrations and faculty in general initiate more empathetic structures and procedures that better meet the mentoring needs of women and minority faculty in academia. 相似文献
3.
Letha A. Chadiha Maria P. Aranda David E. Biegel Ching-Wen Chang 《Journal of Teaching in Social Work》2013,33(4):351-362
Mentoring has received little attention in the social work literature. The career advancement needs, and the importance of mentoring faculty members of color, have not been adequately addressed, nor have mentoring strategies. This article includes a review of the literature, a definition of mentoring, benefits of mentoring for mentors and mentees, and discussion of the need and importance of mentoring junior faculty members of color in schools and departments of social work, along with strategies to achieve this goal. 相似文献
4.
Carol Stringer Cawyer Cheri Simonds Shannon Davis 《International journal of qualitative studies in education》2013,26(2):225-242
How easily a new faculty members adjusts and adapts to life in the professoriate is often dependent on the types of relationships that the newcomer establishes with colleagues and on the willingness of veteran faculty members to assist newcomers as they learn the ins and outs of the academy. One avenue for facilitating interaction between newcomers and academic veterans is to establish formal mentoring programs. In this case study, the formal mentoring relationship is examined as a means for understanding the socialization processes of new faculty members. Results suggest that mentoring relationships may facilitate socialization because they allow newcomers to establish interpersonal bonds and receive support and advice from experienced colleagues. Results also indicate, however, that the most important feature of mentoring may be accessibility. This finding leads to questions concerning the feasibility of assigning mentors rather than encouraging informal mentoring from multiple faculty members. 相似文献
5.
Elizabeth T. Murakami Anne-Marie Núñez 《Mentoring & Tutoring: Partnership in Learning》2014,22(4):284-301
In this article, the authors conducted a research metasynthesis of publications by a group of Latina tenure-track faculty participating in a peer mentoring group, the Research for the Educational Advancement of Latin@s (REAL) collaborative, housed in one Hispanic Serving Institution. Due to the small representation of Latinas in the academy, the significance of non-hierarchical peer-mentoring structures is observed as empowering Latina faculty to develop personal and/or professional transformation. We asked, “What peer mentoring strategies can Latina faculty employ to navigate academia?” These faculty members’ experiences in building a scholarly community pose a counter-narrative to the historical isolation of underrepresented faculty in academia and suggest possibilities for women faculty of color to construct a personal and professional community in the academy. 相似文献
6.
Guided by Hagedorn’s (2000) theory of faculty job satisfaction, mindful of social and organizational structures of higher education, and acknowledging recent changes in the academic labor market, this study examines satisfaction for approximately 30,000 tenured and tenure-track faculty members in 100 US colleges and universities. Findings revealed similarity between female and male faculty members in some aspects of work satisfaction, but difference in other areas in which women reported lower satisfaction. Findings also revealed that perceptions of department fit, recognition, work role balance, and mentoring are more important to women faculty’s satisfaction than male peers. Implications for policy and practice are discussed. 相似文献
7.
This article reports on a formal mentoring project that ran for eighteen months at the University of Uppsala, in Sweden. It investigates the experiences of fourteen women academics at junior and mid-level who were paired with senior academics. Mentoring occurs informally in academic as well as in other types of organizations, yet little in terms of hard evidence is known about its effects. In this case, the investigators wished to learn if mentoring in an academic context could contribute to a narrowing of the gender gap in Swedish higher education. The conclusion was that mentoring makes enough of a difference to the junior faculty concerned that it should be undertaken openly and made available to all junior faculty members wishing to be mentored. 相似文献
8.
In this qualitative study we address two primary research questions: What are the experiences of women faculty of color (WFOC) who departed the tenure track at predominantly White, research universities? Using the modified lens of the newcomer adjustment framework, what socialization factors may have contributed to the WFOCs’ departure? Through a longitudinal, in-depth examination of three WFOC who left their university prior to earning tenure, themes of gendered and racialized tokenization and isolation, a need for a more intrusive style of mentoring, and poor institutional fit were identified. Implications for future research on faculty members’ social identity and promising practices for faculty development are shared. 相似文献
9.
The purpose of this study is to explore empirically the perceptions of senior and junior female faculty members regarding the barriers to success experienced early in the academic career. Twenty‐two pairs of women faculty participated in colleague pairing as part of a mentoring initiative in a faculty development program. A factor analysis of the responses yielded the following three areas of concern: roles and responsibilities, sense of fit and personal security. We analyse the differences between senior and junior women as well as differences before and after participation in the program. Implications of these perceptions for the ability of female faculty members to help themselves and one another succeed professionally in their academic careers are discussed. 相似文献
10.
The success of doctoral student mentoring is largely dependent upon faculty members, but structural and institutional obstacles compound deficiencies in the performance of all participants. University leaders must emphasize the value of mentorship in stimulating positive learning conditions and stress the importance of recognizing faculty members engaged in teaching beyond the classroom. Without organizational attention to a quality mentoring program and rewards for mentoring efforts, some faculty members perform as trainers, illusionists, tricksters, and escapists, potentially turning academia into a doctoral circus. If the quality of doctoral mentoring in today's academia is to improve, systemic change is crucial. 相似文献
11.
Abbe H. Herzig 《Gender and education》2004,16(3):379-395
The quality of graduate students' relationships with faculty are crucial for students' success. Unfortunately, negative relationships with faculty are common for women in the sciences and mathematics. Six women doctoral students in one mathematics department in the US were interviewed to better understand the nature of their relationships with faculty members, and the effects of those relationships on their decisions to persist or to leave. These women described the limited or negative relationships they had with faculty. They spoke of ways in which they felt ignored, the lack of mentoring, advising, and other guidance, poor teaching, and a general lack of moral support. Each of them described ways in which they felt they did not ‘fit in’ in the department. These findings are interpreted through two lenses: the idea of participation in a community of practice and all that that entails, and Noddings' notions of caring. Implications for women in mathematics at all levels are discussed. 相似文献
12.
The authors conducted a qualitative study of women’s experiences as faculty members at Northern Research University, a pseudonym
for a top 40 university in The People’s Republic of China. Based on 27 semi-structured interviews with women (15) and men
(12), and drawing from feminist standpoint theory and symbolic interactionism, the authors identified four key findings that
highlight serious barriers confronting Chinese women faculty. They describe these as: (1) working double time, (2) the glass
ceiling, (3) the boys club and social exclusion, and (4) comrades in arms. The first three findings support previous international
studies of women’s experiences as faculty members and thus contribute to an expanding global body of knowledge about challenges
faced by women academics. The fourth finding—comrades in arms—highlights a structural quality somewhat unique to the Chinese
university and raises important concerns about the limited role women play in critical personnel decisions influencing academic
promotions and advancement. 相似文献
13.
Precious Guramatunhu-Mudiwa Roma B. Angel 《Mentoring & Tutoring: Partnership in Learning》2017,25(1):97-118
Two women faculty members, one White from the southeastern United States and one Black African from Zimbabwe, purposefully explored their informal mentoring relationship with the goal of illuminating the complexities associated with their cross-racial, cross-cultural experience. Concentrating on their four-year mentor-mentee academic relationship at a predominantly White institution (PWI), these women employed a dialogic duoethnographic methodology to uncover emerging, nuanced characteristics contributing to the positive nature of their mentoring experience. Calling upon a seminal nine-function mentoring framework focused on advancing mentee personal growth and professional advancement, the authors, engaged in critical interplay of dialogic considerations of their mentoring experiences, relationship, and literature. The authors revealed a distinct cross-cultural and cross-racial journey where each, as participant researcher, uncovered a deeper appreciation for the importance of engaged dialog. Emerging is a complex interplay of understandings about trust, care, and power dynamics as factors in defining mentoring relationships that work for good. 相似文献
14.
Barbara K. Townsend 《Community College Journal of Research & Practice》2013,37(7):655-661
To ascertain the satisfaction of women full‐time community college faculty with their employment in the community college, an open‐ended questionnaire was sent to over 100 women faculty in the Chicago City Colleges. Although the low response rate precludes much generalizability, the responses indicate that most women in the study found employment in the community college to be ideal for them. The employment enabled them to find professional fulfillment without the pressure to publish and with sufficient time for family responsibilities. Reservations about how “ideal” employment in the community college is for women stemmed from concerns about the institution's negative image. University researchers who decry teaching in the community college as marginalization of women as faculty are diminishing the achievements of the many women who find teaching in the community college to be ideal employment. 相似文献
15.
Universities attempt to hire the highest quality faculty they can, but they are not always successful at retaining them. Furthermore, some faculty members who do remain may not function as engaging colleagues who make others want to stay. This study investigates why some faculty members leave and why others stay by illuminating the complexities of individual experiences. Using semi-structured interviews rather than surveys, a matched cohort of 123 faculty members (half current and half former) from one institution was interviewed. Although some of their primary reasons for satisfaction or dissatisfaction (e.g., collegiality, mentoring) were predicted by general survey research, there were also unforeseeable issues that strongly influenced satisfaction and decisions to stay or leave, demonstrating the importance of institution-specific research. This paper provides a method for collecting institution-specific information as well as several arguments for conducting interviews instead of pre-defined surveys. 相似文献
16.
In the beginning, “Mutual Mentoring” was little more than an idea, a hopeful vision of the future in which a new model of mentoring could serve as a medium to better support early-career and underrepresented faculty. Over time, Mutual Mentoring evolved from an innovative idea to an ambitious pilot program to a fully operational, campus-wide initiative. This article describes the conceptualization, design, implementation, and evaluation of a Mutual Mentoring initiative from 2006 to 2014. Findings indicate that faculty members who participated in this initiative were more likely to regard mentoring as a career-enhancing activity as well as to develop mutually beneficial mentoring relationships than were their non-participating peers. 相似文献
17.
18.
Carrie Graham 《Mentoring & Tutoring: Partnership in Learning》2019,27(2):131-143
Mentoring remains a beneficial resource for faculty career advancement. Yet, women faculty across African, Latinx, Asian, and Native American Diasporas often report their career advancement needs are unfulfilled by mentors. As a result, a gap exists between mentoring theory and practical application in higher education. Some scholars identified one factor contributing to this gap is Caucasian mentors not addressing faculty gendered and ethnic intersectional identity and the implications of that identity in the professoriate. Also, mentoring literature discussions omit the importance of facilitating learning, particularly when exploring the needs of women faculty across ethnic groups. I explored the gap between the proposed functions of mentoring and the challenges of cross-cultural mentoring and learning as a component of mentoring. The aim is to bridge the gap between theory and practice by providing readers with key mentor behaviors identified in qualitative and quantitative research that facilitate learning. 相似文献
19.
Shannon N. Davis Pamela W. Garner Rebecca M. Jones Duhita Mahatmya 《Mentoring & Tutoring: Partnership in Learning》2020,28(2):176-188
ABSTRACT Undergraduate research is value-added experiential learning that cultivates creative and intentional learners in and out of the classroom. However, only recently have researchers begun investigating the mechanisms related to mentoring undergraduate researchers, with scant attention being paid to the experiences of underrepresented minority (URM) faculty members. Using unique data collected from an online survey of faculty members (overall N = 215, URM n = 25), we find departmental and institutional support to be the key factors correlated with mentoring undergraduate research students. Reported support is more influential for URM faculty than white faculty, providing evidence of the importance of institutional policy as a mechanism to facilitate URM faculty participation in the high impact practice of mentoring undergraduate researchers. The findings are discussed in the context of institutional initiatives designed to support student and faculty success in the 21st century. 相似文献
20.
Lichtenberg PA 《Educational gerontology》2011,37(5):409-421
Mentoring junior faculty in geropsychology is becoming more critical due to the paucity of geropsychologists and the financial and talent costs experienced by universities of faculty turnover. This paper presents the unique aspects of mentoring junior faculty as opposed to mentoring of graduate students or interns, and examines some of the author's personal core values in mentoring that have been applied to over 50 junior faculty members. The author presents the RESPECT model as away to view the important and varied tasks involved in successful mentoring of junior geropsychology faculty. The model identifies the mentee as the leader in the mentee-mentor faculty relationship and examines the types of empowerment, support, protection and planning that goes into mentoring. The model, in addition, discusses the personal and emotional relationship the mentee-mentor has and the role of mentor in handling disappointment and assisting the mentee in negotiating conflict. 相似文献