Mentorskapet är en stor del av läraryrket för många gymnasielärare. Vår uppfattning är att mentorskapet mellan lärare och elev tenderar att få otydliga gränser, även på skolor där det finns riktlinjer för mentorskapet, vilket gör det svårt för läraren att avgränsa mentorsrollen. Syftet med denna studie är därför att undersöka hur mentorskapet i gymnasieskolan kan se ut på en skola där det finns riktlinjer för verksamheten. Detta har vi gjort genom att besvara frågor om vad lärare i gymnasieskolan anser syftet med mentorskapet vara, vad de utför i egenskap av mentorer, vad de anser bör ingå i mentorskapet samt hur detta förhåller sig till de riktlinjer om mentorskapet som finns på ett utvalt rektorsområde. Studien är kvalitativ och vi har använt oss av semi-strukturerade intervjuer som metod. Den teoretiska utgångspunkten fokuserar på tre områden: lärarrollen som komplex, mentorskapet i skolan och behovet av goda relationer för att få bra kommunikation.Slutsatsen visar att alla mentorer anser att syftet med mentorskapet är att stödja eleven i studierna. Några av dem kunde dock inte skilja syftet från de uppgifter de ska utföra som mentorer enligt riktlinjerna. Likaså visar slutsatsen att det mentorerna anser bör ingå i mentorskapet också i stort är de uppgifter de utför idag, exempelvis att stötta mentorseleven i studiesammanhang genom mentorssamtal och ha utvecklingssamtal där även vårdnadshavare kan delta. Dessa uppgifter stämmer i sin tur väl överens med de riktlinjer för mentorskapet som finns på rektorsområdet.

The purpose of this study was to determine if mentoring programs had an impact on job satisfaction for beginning elementary principals in the state of Florida. It also examined if the following factors impacted job satisfaction: (a) length of the mentoring program, (b) frequency of meetings, (c) selection process for the mentor, (d) the position of the mentor, or (e) age and gender of the beginning principal. The population for the study consisted of 108 elementary principals with more than six months and less than fours years of experience in the state of Florida. Twenty-four districts participated in the study, covering all five regional areas in Florida. An online questionnaire, consisting of Bowling Green State University's Job Description Index and Job in General, was administered. The Job Description Index contained five subcategories of Work, Pay, Opportunities for Promotion, Supervision, and People at Work. The instrument Job in General provided an overall job satisfaction rating. An analysis of the Pearson Correlation found there was no statistically significant relationship for those who were in a mentor program compared to those who were not in a mentor program as a beginning principal. However, a Pearson Correlation found a statistically significant relationship between the frequency a mentor met with the beginning principal and job satisfaction in four subcategories: (a) Supervision, (b) Promotion, (c) Pay and (d) People at Work. There was also a significant relationship between the frequency of meeting with a mentor and the Job in General score. Additional analysis showed no statistically significant difference based on the length of the mentoring program, age and gender of the beginning principal, and the position held by the mentor. Recommendations based on this study include providing a formal mentoring program with established guidelines for the frequency of meetings. A school district may design mentor programs to meet the needs of their beginning principals, but close attention should be given to guidelines ensuring regular contact between the mentors and beginning principals. Future studies may continue the research into other factors of mentoring, such as whether a reporting system is in place or follow-up is required by the mentor. Also, this study may be replicated with secondary principals or expanded beyond the state of Florida.

Thesis advisor: Heather T. Rowan-Kenyon / Studies of college students’ development indicate the collegiate experience can have a negative impact on undergraduate women’s self-esteem (Zuckerman et al., 2016). Research also suggests mentorship programs that provide marginalized groups, such as undergraduate women, with faculty or administrative adult mentors have the potential to improve outcomes for the marginalized group (Crisp et al., 2017). However, it is important to consider the mentors may struggle against the same systemic marginalization they are working to help their undergraduate mentees successfully navigate. The Brazilian philosopher, Paulo Freire, built the concept of “critical consciousness” to explain how those who are oppressed come to understand the systemic nature of their oppression and subsequently seek to change the factors that lead to it (Freire, 1970). This grounded theory study sought to understand if mentors develop a critical consciousness of their own oppression through their involvement in a mentorship program designed to combat the institutionalized oppression that undergraduate women face. Nineteen interviews and two focus groups of mentors who served in the program were conducted. The following research questions guided this study: (a) How do mentors perceive that their involvement in the Summit program has impacted their awareness and understanding of institutionalized sexism and its effects? (b) How do mentors perceive that their involvement in the Summit program has impacted their motivation or ability to effect change related to institutionalized sexism? (c) In what ways have mentors enacted change on behalf of themselves or other women at the institution that they perceive to be connected to their involvement in Summit? The theory constructed from the data suggests a varying effect of the impact of serving as a mentor in the mentorship program on participants’ development of Critical Consciousness. Participants’ progression through the components of Critical Consciousness was complex when they considered their own experiences as women at the institution. Data indicates the community of the mentorship program played a fundamental role in participants’ development of Critical Consciousness of institutional sexism at the institution. / Thesis (PhD) — Boston College, 2022. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Based on a step-wedge randomized control trial (intervention n = 136; comparison n = 137), this study investigated the impact of a peer mentor intervention for youth living with HIV aged 15-24 years in Ndola, Zambia. Using piecewise hierarchical linear modeling (HLM), change in internalized stigma predicted change in mindfulness, and mindfulness was a significant predictor of better self-reported adherence to antiretroviral therapy (ART) across both intervention groups. Intervention group membership did not predict rate of change in mindfulness, but predicted a reduction in internalized stigma and an increase in self-reported ART adherence. Following the peer mentor intervention, internalized stigma was significantly lower in the intervention group than the comparison group. Findings highlight the need to develop and implement interventions specific to adolescents living with HIV with a biopsychosocial approach that attends to both the physical and psychological needs specific to adolescents. Our findings support the inclusion of mindfulness-based components in interventions targeting ART adherence for adolescents living with HIV.

Tidigare forskning inom området visar att det finns behov av tydligare av introduktionsperioder samt att vad introduktionsperioder ska innehålla är komplext. Syftet med studien är att belysa introduktionsperioder och dess mentorskap från nyexaminerade lärare i ämnet idrott och hälsa och mentorers perspektiv. Studiens två centrala frågeställningar är: (1) Hur upplevs introduktionsperioden och dess mentorskap av nyblivna lärare och deras mentorer? (2) Vilka faktorer och ramar anser de påverkar introduktionsperioden och mentorskapet? Studien utgår från en kvalitativ ansats, där semistrukturerade intervjuer genomfördes med utgångspunkt i en intervjuguide. Urvalet bestod av sex respondenter, tre nyblivna lärare som alla var inne på sitt andra år som behöriga lärare, samt tre mentorer. Den insamlade empirin analyserades med hjälp av ramfaktorteorin. Resultatet visar att det finns ett fortsatt behov av tydligare riktlinjer, med den största anledningen är att vagheten i riktlinjernas nuvarande utformning leder till diametralt olika utfall. Vidare så visar resultatet att de tre största faktorerna som påverkar introduktionsperioder är tid, trygghet och arbetsbörda. Att planera introduktionsperioder med dessa i hänsyn kan leda till att nyblivna lärare får bättre förutsättningar under sina introduktionsperioder och att deras vilja att stanna inom yrket kan öka.

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Knowledge  sharing  has  earned  a  more  central  role  in  organizations  strive  to      achievecompetitive advantage. Still, many organizations fail to make full potential of knowledge sharing initiative, highlighting the demand for further studies in the area to increase the understanding of knowledge sharing within organizations. This study therefore examines how knowledge sharing is affected within mentoring through a case study of qualitative nature where interviews have been conducted with consultants of a global IT company whom in various ways are involved in a mentoring program. This study seeks to understand how mentoring of new hires works in practice and how knowledge sharing on an individual level is affected within the given context, as well as how the structure of formal mentoring might affect knowledge sharing between the mentor and protégé. The study starts off by depicting mentoring and knowledge sharing based on previous literature. The mentoring literature that is presented offers support to analyse the structure of the studied mentoring program and its significance. A model is thereafter presented within  the knowledge sharing section with the purpose of acting as an analytical lens when processing the empirical findings, the study has generated. The results show that knowledge sharing on an individual level within mentoring of new hires is affected by the organizational value associated with the knowledge being shared. It also shows that one motivational factor that affect the sharing is whether or not the participants are able to realize incentives associated to sharing knowledge and that mentoring offers both formal and informal opportunities to share knowledge, which implied a positive impact on knowledge sharing on an individual level. In addition, the results imply that an organizational culture impact the employees’ norms and values, and therefore their actions. An organizational culture promoting knowledge sharing is thereby considered having a positive effect on knowledge sharing on the individual level within mentoring. Another important finding is that the structure of formal mentoring programs, is affecting multiple aspects of the knowledge sharing   between   mentor   and   protégé.   However,   the   study   cannot   suggest   that  theorganizational culture is significantly affected. / Kunskapsdelning  har  fått  en  alltmer  central  roll  i  organisationers  strävan  att        erhållakonkurrensfördelar. Trots det misslyckas flertalet organisationer med att ta tillvara på kunskapsdelande initiativ, vilket belyser behovet av ytterligare studier på området för att öka förståelsen för kunskapsdelning inom organisationer. Denna studie undersöker därför hur kunskapsdelning påverkas inom mentorskap genom en fallstudie av kvalitativ karaktär där intervjuer utförts med konsulter på ett globalt IT-bolag som på olika sätt är involverade i ett mentorskapsprogram. Denna studie söker förstå hur mentorskap riktat mot nyanställda fungerar i praktiken och hur kunskapsdelning på individnivå påverkas inom den givna kontexten, men även vad utformningen av formella mentorskap har för betydelse för kunskapsdelningen mellan mentor och adept. Studien utgår ifrån att skildra mentorskap och kunskapsdelning utifrån tidigare litteratur. Mentorskapslitteraturen som presenteras ger stöd för att analysera utformningen av det givna mentorskapet och dess betydelse. I kunskapsdelningsavsnittet presenteras en modell vilken appliceras som en analytisk lins vid bearbetning av de empiriska fynd som studien genererat. Av studiens resultat framgår att kunskapsdelning på individnivå inom mentorskap riktat mot nyanställda påverkas av vilket organisatoriskt värde som är associerat med den kunskap som delas. Det framgår även att en motivationsfaktor som påverkar delningen är huruvida deltagarna upplever att det existerar incitament till att dela kunskap och att mentorskap tillhandahåller både formella och informella möjligheter att dela kunskap, vilket antyds inverka positivt på kunskapsdelning på individnivå. Därtill indikerar studien att en organisationskultur inverkar på de anställdas normer och värderingar, och således agerande. En organisationskultur som främjar kunskapsdelning har därmed en positiv påverkan på kunskapsdelning på individnivå inom mentorskap. Ytterligare en viktig slutsats är att utformningen av formella mentorskapsprogram utifrån ett flertal aspekter är av betydelse för kunskapsdelningen   mellan   mentor   och   adept,   dock   finner   studien   inte   stöd   för attorganisationskulturen påverkas nämnvärt av utformningen som sådan.

Abstract The purpose of this study was to describe and explain nurse mentors’ competence in mentoring nursing students and to evaluate the effects of an educational intervention on nurse mentors’ competence in mentoring. The purpose was to also evaluate the reliability of an instrument measuring competence in mentoring nursing students. The study aimed to develop new knowledge on nurse mentors’ competence that can be used to improve mentoring education. This study included four phases. In the first phase, nurse mentors’ experiences of mentoring nursing students were described using a systematic review. Data were collected from seven electronic databases and were selected by titles, abstracts and full-texts. The quality of the included studies (n=21) was evaluated and the Joanna Briggs Institute Qualitative Assessment and Review Instrument (JBI-QARI) extraction tool was used to extract and synthesize the studies. In the second phase, the psychometric properties of Mentor Competence Instrument (MCI) were tested. Data were collected from mentors (n=3355) at five university hospitals in Finland using an electronic version of the MCI. The construct validity and reliability of the instrument were tested using exploratory factor analysis (EFA) and Cronbach’s alpha. In the third phase, mentors’ level of competence in mentoring and distinct mentor profiles were identified using a cross-sectional study. The same data were used as in the second phase of this study and analyzed using multivariate statistical methods. In the fourth phase, the effect of mentoring education on nurse mentors’ competence in mentoring nursing students was evaluated using a quasi-experimental study. Data were collected from nurses (n=150) using the MCI instrument before and after mentoring education. Data were analyzed using statistical methods. According to the systematic review, nurse mentors' competence in mentoring nursing students contained eight competence areas. The MCI instrument exhibited acceptable psychometric properties. Nurse mentors evaluated their level of competence in various categories from satisfactory to good. Three distinct profiles of mentor competence were identified from skilled developer, competent adapter and beginner. Mentoring education had an effect on mentoring competence. / Tiivistelmä Tutkimuksen tarkoituksena oli kuvata ja selittää sairaanhoitajien opiskelijaohjausosaamista sekä arvioida ohjaajakoulutuksen vaikutuksia sairaanhoitajien opiskelijaohjausosaamiseen. Lisäksi tarkoituksena oli arvioida opiskelijaohjausosaamisen mittarin luotettavuutta. Tavoitteena oli vahvistaa hoitotieteen tietoperustaa ja tuottaa uutta tietoa opiskelijaohjaajien osaamisesta ohjaajakoulutuksen kehittämiseksi. Tutkimus oli nelivaiheinen. Ensimmäisessä vaiheessa kuvailtiin järjestelmällisen katsauksen avulla sairaanhoitajien kokemuksia opiskelijoiden ohjaamisessa tarvittavasta osaamisesta ammattitaitoa edistävän harjoittelun aikana. Tiedonhaku toteutettiin seitsemästä tietokannasta. Aineisto valittiin otsikoiden, tiivistelmien ja koko tekstien perusteella. Mukaan otettujen alkuperäistutkimusten (n=21) laatu arvioitiin sekä tulosten yhdistämisessä ja analyysissä käytettiin apuna Joanna Briggs Instituutin JBI-QARI -uuttamismenetelmää. Toisessa vaiheessa arvioitiin opiskelijaohjausosaamista arvioivan mittarin luotettavuutta. Aineisto kerättiin poikkileikkaustutkimuksena Suomen viidessä yliopistollisessa sairaalassa työskenteleviltä sairaanhoitajilta (n=3355) sähköisesti opiskelijaohjausosaamisen mittarilla. Mittarin rakennevaliditeettia arvioitiin eksploratiivisella faktorianalyysillä ja sisäistä johdonmukaisuutta Cronbachin Alfa -kertoimella. Kolmannessa vaiheessa kuvattiin sairaanhoitajien opiskelijaohjausosaamisen tasoa ja selitettiin profiileita poikkileikkaustutkimuksella. Aineisto oli sama kuin tutkimuksen toisessa vaiheessa. Aineisto analysoitiin tilastollisilla monimuuttujamenetelmillä. Neljännessä vaiheessa arvioitiin ohjaajakoulutuksen vaikutuksia sairaanhoitajien opiskelijaohjausosaamiseen kvasikokeellisella tutkimusasetelmalla. Aineisto kerättiin sairaanhoitajilta (n=150) Opiskelijaohjausosaaminen -mittarilla ennen ja jälkeen koulutuksen. Aineisto analysoitiin tilastollisin menetelmin. Järjestelmällisen katsauksen mukaan sairaanhoitajien opiskelijaohjausosaaminen muodostui seitsemästä osaamisen alueesta. Opiskelijaohjausosaamisen mittarin psykometriset ominaisuudet todettiin hyviksi. Sairaanhoitajat arvioivat opiskelijaohjausosaamisen tason tyydyttäväksi tai hyväksi. Sairaanhoitajat profiloituivat ohjausosaamisensa osalta taitavaan kehittäjään, osaavaan soveltajaan ja aloittelijaan. Ohjaajakoulutus edisti ohjausosaamista.

Made available in DSpace on 2016-04-04T18:29:24Z (GMT). No. of bitstreams: 1 Denise Bragotto.pdf: 686364 bytes, checksum: c864e50c5e17fcead2af47e125868d1f (MD5) Previous issue date: 2006-02-07 / The purpose of this work was to investigate mentor?s profiles and their influence on Brazilian writers literary production. Personal characteristics and blocks to literary production in writers with mentor and without mentor. The sample was composed of 37 Brazilian?s writers, both gender; ages rangins from 20-89 years coming from different socio-economic levels.The instrument were: inventory and interviews with the writers. Answers to the inventory were submited to content analysis and qualitative evaluation. The results showed that the mentor is the person who has professional ability, technical knowledge, creative spirit, high ethics and moral values, affectivity and does his work with pleasure. The mentor is the guider and behavior?s inspirator in the informal mentoring, and has influence on the style refinament, faciliting the comprehension of methods to the literary creation, technical excellence, encourages the mentee to take risks, to be open for new experiences and to believe in its potential. The mentor contributes to raise contact with mentee?s literary circle. The personal characteristics which mostly contributed to the literary production were: sensibility, own?s writing pleasure, technical knowledge, curiosity, persistence and the belief in its own potential. The internal blocks to literary production were: fear of exposing and critical attitude, economical trouble and related to publishing. / O trabalho investigou o perfil dos mentores e sua influ?ncia na produ??o liter?ria de escritores brasileiros, verificando as caracter?sticas pessoais e as barreiras ao processo de produ??o liter?ria de escritores com mentores e sem mentores. A amostra foi composta por 37 escritores brasileiros, de ambos os sexos, na faixa et?ria de 20 a 89 anos de v?rios n?veis s?cio-econ?micos. Os instrumentos foram: question?rio e entrevistas livres. As respostas ao question?rio foram submetidas ? an?lise de conte?do e avalia??o qualitativa. Os resultados mostraram que o mentor possui compet?ncia profissional, conhecimento t?cnico, esp?rito criativo, elevados valores ?ticos e morais, afetividade e realizam com prazer sua atividade. O mentor ? um orientador inspirador de conduta e exerce influ?ncia no refinamento do estilo, facilitando a compreens?o dos m?todos de cria??o liter?ria e na busca da excel?ncia t?cnica, encorajando o mentoreado a correr riscos, a abrir-se para o novo, incrementando a auto-estima e a ousadia e ampliando o contato com o meio liter?rio. As caracter?sticas pessoais que mais contribuem para o desenvolvimento da produ??o liter?ria s?o: sensibilidade, prazer pela atividade, conhecimento t?cnico, curiosidade, persist?ncia e a cren?a no pr?prio potencial. As barreiras ? produ??o liter?ria s?o: o medo de se expor e o senso cr?tico, as dificuldades econ?micas e as relativas ? publica??o.