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1.
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   

2.
In order to create more diverse communities and greater social justice in academia, a group of Chicana/Latina junior faculty at a Hispanic Serving Institution (HSI) established a research collaborative, Research for the Educational Advancement of Latin@s (REAL). Using a co-operative inquiry and dialogical epistemology, we document how REAL is an agency of transformative resistance to combat racism and sexism within academia. Also we reveal the importance of peer “muxerista mentoring” as an ideology and practice in building a supportive community in the bid for tenure. We provide implications and recommendations for the retention, tenure, and promotion of Chicana/Latina faculty.  相似文献   

3.
The purpose of our research was to explore faculty members’ experiences with online mentoring during the dissertation stage of an online doctoral program. During semi-structured interviews, four mentors reflected on their online mentoring of students, specifically the strategies that worked well, challenges faced while mentoring online, and other factors that contributed to their mentoring practices. The data revealed the importance of structure, small group mentoring, and peer support in overcoming challenges faced during online communication and the mentoring of dissertations at a distance. Implications for the online mentoring of dissertations are discussed.  相似文献   

4.
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5.
While past researchers suggest undergraduate peer mentors (PMs) benefit from mentoring their peers, this experience is rarely associated with transformative learning. Using narrative analysis of authentic mentoring stories, we explored how particular types of mentoring experiences contribute to transformative learning for PMs of first-year university students. In this study, transformation was more likely when PMs engaged in meaningful routines and everyday practices; exercised purposeful “pretending” in unfamiliar aspects of their role; embraced challenge and surprise; regularly reflected on experiences; and were mentored by supportive faculty and staff. Findings have implications for PM selection and training, as well as program design.  相似文献   

6.
The purpose of my study was to develop and validate a scale to assess peer mentoring practices that aim to enhance learning. In the development process, 4 focus group interviews were conducted with 10 mentors and 12 mentees who participated in 8 weeks of peer mentoring. In addition to the literature, the findings from interviews were used to develop items. The 11-item form was administered to 126 college students. After the confirmatory factor analysis, the scale took on its final form with 10 items in 3 factors as Contribution to Mentee, Mentor Characteristics, and Peer Relationships. The results of confirmatory analysis were: GFI .92, CFI .99, NNFI .98, RMSEA .080, and Cronbach α coefficient was found to be .954.  相似文献   

7.
《Quest (Human Kinetics)》2012,64(4):447-462
ABSTRACT

Many students experience difficulties during their graduate education. Scholars have proposed mentoring as one potential strategy to support them. While often assumed to be the sole responsibility of faculty, graduate students are also in a position to provide meaningful mentorship to their peers. Thus, the purpose of the current article is to focus on the relationship between peer mentor and mentee and provide those interested in becoming peer mentors during their graduate training with a guide to deliberately structure their interactions and relationships with mentees. More specifically, the approaches of four former peer mentors are presented. These are all grounded in theory and have been labeled: (a) autonomy-supportive mentoring, (b) mentoring with resonance, (c) community-based mentoring, and (d) self-concept-based mentoring.  相似文献   

8.
美国高校教育信息化组织结合美国各高校现行优秀教师发展案例,提出了包含三个阶段的"大学教师发展五年计划",第一阶段为博士研究生提供大学教师资格证培训,第二阶段是新教师入职培训,第三阶段是教师督导和反向辅导.每个阶段有不同的大学教师发展项目,成功的大学教师发展项目具备十大因素,同时应该注意五大问题.美国高校教育信息化组织对...  相似文献   

9.
Operational characteristics for successful mentoring programs of new university faculty include clarity of purpose of the program, methods for matching mentors and protégés, mentor training, mentor–protégé relationship building, and program effectiveness assessment. Strengths of formal, informal, peer, group or consortia, intra-departmental, inter-departmental, and research mentoring approaches to mentoring from the literature are presented. Using characteristics and outcomes from successful programs, a proposed four-stage model of conceptualization, design and development, implementation, and evaluation can lead to the benefits of socialization into the culture, emotional support, networking, and increased job performance.  相似文献   

10.
Peer mentoring is one of the most important guidance practices for first-year students entering higher education and academic life. We are interested in mentors’ roles and apply the ideas of group counseling in order to increase the understanding of peer mentoring. Other aspects of guidance––content, methods, and collaboration––are approached on the basis of the holistic career guidance model. The data were gathered via an online questionnaire (n?=?784) from 20 Finnish HE institutions. The results show that peer mentoring is a positive experience. The main emphasis is on the personal, psychosocial aspects of the student’s life. We identified four mentor types based on used activities. The experience of mentoring can vary according to the mentor type.  相似文献   

11.
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   

12.
Multicultural mentoring has been suggested to support Latin@ faculty success in their careers, yet current literature on effective mentorships of Latin@ faculty is limited. This critical co-constructed autoethnography draws on critical race theory (CRT) and latin@ critical race theory (LatCrit) frameworks to highlight the lived experiences and key elements of an effective gendered cross-cultural mentoring relationship in a Latin@ pretenure faculty dyad working in a predominantly White institution of higher education located in the Deep South of the United States. Drawing upon a methodological rhythm of sorts, a Black scholar acts as a muse providing testimonios and interpretations of a relationship existing among Latin@ scholars in predominantly White intellectual spaces. Findings from this critical co-constructed autoethnography note that a safe colored space supports effective mentoring, familismo, personalismo, enabling effective cross-cultural mentorship.  相似文献   

13.
Undergraduate research is viewed as an important catalyst for educational engagement and persistence, with an emphasis on the faculty mentoring relationship. Despite the common practice of having multi-tiered lab teams composed of newer undergraduates and more seasoned undergraduates serving as peer mentors, less is understood about the experience of peer mentors. Using the framework of legitimate peripheral participation, this study examined how peer mentors negotiated their roles in the lab. Nested case studies based on interviews with peer mentors, faculty members, and newer students illustrated how peer mentors establish credibility through prior lab experience and faculty-framed authority. Delegating supervision was an important component that helped newer students to accept the authority of the peer mentor. Implications for program development and future research involving peer mentoring are discussed.  相似文献   

14.
Scholars have offered numerous approaches and best practices for mentoring faculty, many of which have provided valuable insight into the complex nature of the mentoring process. Yet, little attention has been paid to how faculty mentoring practices can influence a mentee’s intrinsic motivation. Through a series of 15 interviews with faculty members from mathematics, engineering, and life science, coupled with the use of self-determination theory, the author demonstrates how disciplinary backgrounds influence their needs for autonomy, competency, and connectedness, which effects their intrinsic motivation to engage in scholarly work. The author highlights three themes that speak to the notion of “non-intrusive” mentoring practices that can help foster and sustain motivation, and argues that future research is needed to shed more light on how disciplinary cultures influence mentoring.  相似文献   

15.
Two purposes guided this mixed‐methods investigation of the collaborative mentoring of teachers in a large school system in the south‐eastern United States. The first was to examine collaborative mentoring as unstructured peer‐to‐peer coaching that emerged spontaneously as teachers shared experiences about effectively teaching English language learners (ELLs). The second was to examine how licensure courses contributed to the emergence of collaborative mentoring. Data collection consisted of questionnaires, mentoring stories, phone interviews, and electronic surveys. After completing courses, 84 teachers reported significant increases in frequency and duration of interactions for sharing best practices with colleagues. The data analysts identified course components, causal links, and catalysts as having created conditions for mentoring. Of 33 novice teachers recently trained in teaching ELLs, most found themselves mentoring veteran teachers yet untrained in teaching this student group. This unexpected reversal of the traditional novice/veteran roles within mentoring dyads addresses a gap in the educational literature.  相似文献   

16.
This paper identifies salient practices of faculty mentors of undergraduate research (UR) as indicated in the extensive literature of the past two decades on UR. The well-established benefits for students involved in UR are dependent, first and foremost, on high-quality mentoring. Mentorship is a defining feature of UR. As more and different types of colleges and universities strive to meet student demand for authentic scholarly experiences, it is imperative to identify what effective UR mentors do in order to ensure student engagement, quality enhancement, retention, and degree-completion. We offer an original analysis of the literature on UR mentoring in which we identify 10 significant “lessons learned,” or evidence-based practices of effective UR mentors that apply broadly across disciplines, students, institutions, and mentoring approaches.  相似文献   

17.
This study describes the peer mentoring experience from doctoral student mentors?? point of view. Twelve science and engineering doctoral students participated in this phenomenology study. The findings suggest doctoral peer mentors served instrumental, psychosocial, buffering, and liaison roles; they passed on their social, professional, and academic knowledge to their mentees and tried to assist them in adapting to the culture of the lab and academia. The study identified a variety of factors that influenced their attitudes and behaviors as peer mentors and concluded this system would be beneficial to the learning and development of both individual students and lab teams. The aims of this study were threefold: first, to identify the importance and necessity of peer mentoring systems as part of the experience of working in labs in graduate school; second, to ascertain which interactions and factors in the peer mentoring relationship benefitted both peer mentors and peer mentees; and third, to explore what might constitute best practices in the peer mentoring relationship.  相似文献   

18.
With the changing demographics of the American workforce, the National Science Foundation, along with the U.S. Department of Commerce, has highlighted the shortage of minorities in information technology (IT) careers ( http://www.ta.doc.gov/Reports/itsw/itsw.pdf ). Using data from a 6‐year period and the psychology Involvement‐Regimen‐Self Management‐Social (IRSS) network theory as defined by Boice (1992) , we discuss lessons learned from mentoring a group of Information Systems doctoral students who are members of a pipeline that can potentially increase the number of underrepresented faculty in business schools and who made conscious decisions to renounce the IT corporate domain. While our lessons speak to the need for more diversity awareness, we conclude that effective mentoring for underrepresented groups can and should include faculty of color (though limited in numbers) as well as majority faculty who are receptive to the needs and cultural differences of these student groups. Lastly, we draw on the work of Ethnic America to provide additional insight into our findings that are not offered by IRSS network theory.  相似文献   

19.
This study examined mentoring and organizational socialization among law faculty at American Bar Association (ABA) approved law schools. Data obtained from respondents (n = 298) captured the types of mentoring (formal or informal) occurring in law schools and faculty perceptions of the effectiveness of each type of mentoring. Comparative analysis was used to examine mentoring as an antecedent of organizational socialization by comparing senior mentored faculty to senior non‐mentored faculty, junior formally mentored faculty to junior faculty with more informal types of mentoring, male to female faculty, and majority to non‐majority faculty. Results indicated that senior mentored faculty had higher mean scores than senior non‐mentored faculty on two of the six organizational socialization subscales. However, organizational socialization differences were not significant for other comparisons. The findings regarding mentoring are discussed within the context of diversity and suggestions for future research are provided.  相似文献   

20.
Mentoring has been identified as a method to facilitate the professional growth and development of African American faculty and to increase their representation in predominantly White institutions. However, there is little empirical evidence from studies of this group to suggest that this is the case. This article presents findings from a study of the mentoring experiences of African American faculty in two predominantly White research institutions, and the findings are presented using a cross case analysis to highlight complexities which may affect the dynamics of faculty-to-faculty mentoring for African Americans. The findings from this study make two important contributions to the literature on faculty-to-faculty mentoring for African Americans: an analysis of assigned mentoring relationships and the concept of the isolation of African American faculty in predominantly White institutions. The findings also challenge the literature on traditional faculty-to-faculty mentoring in three areas: mentor functions, phases of the mentor-protégé relationship, and race in the mentoring relationship. The article concludes with implications for practice and the role of the university in taking affirmative steps to facilitate the professional growth and development of African American faculty.  相似文献   

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