Leadership mentoring: a survey of early career psychologist leaders

Doran, Jennifer; Galloway, Meghann; Ponce, Allison N.; Kaslow, Nadine J.

doi:10.1080/13611267.2018.1471339

Cited by 9 publications

(13 citation statements)

References 27 publications

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“…Mentors having relevant experience or knowledge were reported as highly valuable in nearly half of the papers ( n = 15). The type of knowledge mentors had was largely undescribed, but was not solely clinical, with only some papers reporting that mentors had knowledge on navigating the mentee's workplace or organisation (Doran et al, 2018; Gardner et al, 2015), and matters specific to a work role (Terry et al, 2017). Displaying trustworthiness, passion, enthusiasm and having the ability to give feedback to a mentee were equally valued.…”

Section: Resultsmentioning

confidence: 99%

“…Displaying trustworthiness, passion, enthusiasm and having the ability to give feedback to a mentee were equally valued. Trust was often referred to generally with specific behaviours or personality traits that a mentor could display to foster a trusting relationship not described (Coppin & Fisher, 2015; Doran et al, 2018; Lipscomb & An, 2010; Mantzourani et al, 2021; Newsome et al, 2021; Wadsworth, 2014; Wilson et al, 2016). A mentor's ability to give feedback is important, but the ability to give constructive and honest feedback is most valued (Coltman, 2018; Doran et al, 2018; Newsome et al, 2021).…”

Section: Resultsmentioning

confidence: 99%

“…Trust was often referred to generally with specific behaviours or personality traits that a mentor could display to foster a trusting relationship not described (Coppin & Fisher, 2015; Doran et al, 2018; Lipscomb & An, 2010; Mantzourani et al, 2021; Newsome et al, 2021; Wadsworth, 2014; Wilson et al, 2016). A mentor's ability to give feedback is important, but the ability to give constructive and honest feedback is most valued (Coltman, 2018; Doran et al, 2018; Newsome et al, 2021). A mentor who genuinely cares for their mentee and is non‐judgmental (Canter et al, 2012; Doran et al, 2018; Foran‐Tuller et al, 2012; Lipscomb & An, 2010; Mantzourani et al, 2021; Newsome et al, 2021), is willing to share knowledge, resources and expertise (Christophersen, 2014; Coltman, 2018; Coppin & Fisher, 2016; Mantzourani et al, 2021; Terry et al, 2017; Yoon et al, 2017), and is an effective listener or communicator (Coltman, 2018; Doran et al, 2018; Ezzat & Maly, 2012), were equally valued.…”

Section: Resultsmentioning

confidence: 99%

See 2 more Smart Citations

A scoping review of mentorship in allied health: Attributes, programs and outcomes

Germeroth,

Murray,

McMullen‐Roach

et al. 2023

Aus Occup Therapy J

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BackgroundMentorship is a mutually beneficial voluntary relationship between mentor and mentee. In principle, the mentee trusts in the mentor for guiding career development and acquiring new knowledge and skills while the mentor finds giving back to the profession rewarding. Mentorship is beneficial at every career stage, but little is known about current programs and processes.ObjectiveTo review the literature about mentorship in allied health to inform programs and practices in occupational therapy. Scoping focused on barriers, facilitators and reported outcomes of programs and attributes of mentors and mentees.Data SourcesA search was applied to six databases on 8 February 2022 in Ovid MEDLINE, Ovid Embase, Scopus, PUBMED and CINAHL Complete. Search terms were developed in consultation with an academic librarian and using the population, concept and context mnemonic.MethodsWe used the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses extension for Scoping Reviews (PRISMA‐ScR) and the JBI Manual for Evidence Synthesis. Data extraction forms were piloted with two reviewers and dual extraction occurred with a portion of papers. Where conflicts arose, discussion occurred until a consensus was reached.FindingsSixty‐two papers were included from eleven countries. The papers arose from ten allied health disciplines, with five in occupational therapy. One‐on‐one mentoring was most common followed by groups and the use of online platforms. Structured approaches were often used, with the support of professional associations. Trust and willingness to share expertise were required attributes of mentors. Mentees appreciate self‐selecting their mentor and having protected time for mentorship.Conclusion and SignificanceThis synthesis provides a description of the available literature on mentorship in allied health. Benefits of mentorship were recorded with the acquisition of skills and knowledge being the most prominent. This synthesis provides ideas for future development and refinement of mentorship in occupational therapy.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

See 1 more Smart Citation

A scoping review of mentorship in allied health: Attributes, programs and outcomes

Germeroth,

Murray,

McMullen‐Roach

et al. 2023

Aus Occup Therapy J

View full text Add to dashboard Cite

show abstract

“…Mentoring leaders positively impact their mentees (Phillips et al, 2017), especially if they focus on coaching and communicating in a manner that fosters their mentees' openness and sharing of information (Solansky, 2010). Even when mentoring leaders are not provided, people seek out peer or senior mentors (Doran, Galloway, Ponce, & Kaslow, 2018).…”

Section: Mentorsmentioning

confidence: 99%

Consultation in leadership.

Wootten

Kaslow

2020

Consultation in Psychology: A Competency-Based Approach.

Self Cite

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Hatcher et al., 2013). Similarly, leadership is not a core competency within other health professions (Swing, 2002). The lack of active attention to the leadership competency is problematic given that health professionals increasingly are called on to assume leadership roles. In addition, it is concerning that even though consultation related to leadership development has become increasingly popular (Kaiser & Curphy, 2013), there is a dearth of focus on the consultation competency as applied to leadership for health service psychologists. We concur with recent calls for health service psychologists to become scientist-practitioner-advocate-leaders who act to create a socially just environment (Shullman, 2017) and advocate for a competency-and capability-based approach to leadership consultation in HSP.Because interest in leadership development is at its peak, a growing need for consultative efforts is aimed at expanding the capacity of institutional and organizational members to engage competently in leadership roles and processes.

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“…In particular, researchers have highlighted the positive effects of mentoring on increasing the level of self-efficacy (Lejonberg & Tiplic, 2016); job success and development (Doran et al, 2018;Jyoti & Sharma, 2015;Parsa et al, 2016); professional and personal growth of South-West University "Neofit Rilski" Psychological Thought 2021, Vol. 14(2), 527-551 https://doi.org/10.37708/psyct.v14i2.552 employees, raising skill levels and improving employee attitudes (Nkomo et al, 2017); organizational learning (Simmonds & ZammitLupi, 2010); increasing job satisfaction (Eby et al, 2013;Jyoti & Sharma, 2015;Hatam et al, 2017;Kim et al, 2015;Yun et al, 2016); reducing work-related stresses (Kim et al, 2015;Tewari & Sharma, 2014;Lankau et al, 2006); reducing organization turnover rate (Kim et al, 2015;Lejonberg & Tiplic, 2016;Park et al, 2016;Yun et al, 2016); organizational commitment (Kim, 2014); perceived organizational support (Dawley et al, 2010); and increasing work engagement (Young & Perrewe, 2000).…”

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confidence: 99%

Mediating Role of Mentoring Between Job Stress and Job Satisfaction in Employees of an Iranian State Bank

Pasha¹,

Rezaei²

2021

PSYCT

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A large number of research studies have been conducted on mentoring; however, a few of them have been done in developing countries (e.g., Iran). In addition, few researchers have investigated the mediating effect of mentoring functions on job stress and job satisfaction in bank staff. This study is aimed at exploring the mediating role of mentoring in the relationship between job stress and job satisfaction in employees. The study population consisted of all employees of state bank branches in Rasht city (north Iran). The participants of this study were 214 bank employees. The results revealed the mediating role of mentoring in the relationship of job satisfaction and job stress, showing that mentoring mediates the destructive effects of job stress and improves job satisfaction. The present study showed that mentoring is a general form of organizational support that can be effective in reducing job stress. Therefore, having a good mentor may act as a buffer against the destructive effect of job stress toward job satisfaction for employees within an organization. These results supported the proposed structural model.

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Leadership mentoring: a survey of early career psychologist leaders

Cited by 9 publications

References 27 publications

A scoping review of mentorship in allied health: Attributes, programs and outcomes

A scoping review of mentorship in allied health: Attributes, programs and outcomes

Consultation in leadership.

Mediating Role of Mentoring Between Job Stress and Job Satisfaction in Employees of an Iranian State Bank

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