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This study examines the factors affecting women officials' intention to leave their chosen sport, including personal, work-related, and sociocultural factors. The empirical analysis is based on survey data of women officials in 69 different sports across Europe (n = 3,214). Overall, 10.7% of women expressed a turnover intention. Regression analyses indicate that this intention is higher for women who have more officiating experience (16–20 years), officiate at lower levels of sport (grassroots, junior), frequently experience abuse, and dislike the stress and time commitments of officiating, lack of support from the federation, and their lack of opportunity to progress. Younger women (≤24 years) with a mentor, who enjoy being part of a sport community and live in a more gender equal society are less likely to leave. The findings suggest that multiple factors are at work, which need to be addressed by sport managers to retain women in officiating roles. [ABSTRACT FROM AUTHOR]

Purpose: Guided by the cultural relevance cycle, this study examined experiences of two novice physical education teachers in urban schools. We focused on successes that teachers encountered while navigating their novice years. Methods: Two purposefully sampled participants completed five journal entries and five semistructured interviews lasting between 45 and 90 min each. To promote trustworthiness, we utilized multiple coders, a peer debriefer, and triangulated data from multiple sources. Participants reviewed themes and responded to researchers' interpretations. Results: We present the results through three major themes. The first theme involves knowledge of students and community. The second theme describes belonging in the school and community, and the third theme discusses curricular realignment. Discussion and Conclusion: By focusing on elements that empowered novice teachers to find success, initial teacher preparation programs and in-service teacher mentoring programs in urban school districts might identify teaching experiences that may contribute to novice teacher retention. [ABSTRACT FROM AUTHOR]

Purpose: Grounded in occupational socialization theory, the purpose of this study was to investigate the influence of mentoring underserved youth on the socialization of preservice teachers within a community-engaged after-school program. Methods: Data consisted of semistructured interviews, critical incident accounts, and field notes. All interviews were audio-recorded and transcribed. Data were analyzed inductively using elements of grounded theory and constant comparison. Findings: Four themes were developed. First, each participant entered teacher training to provide positive experiences for students. Second, the practical experience supported preservice teachers in feeling more comfortable in their roles as educators. Third, preservice teachers developed personal relationships with the students in the after-school program. Fourth, preservice teachers internalized the obligation to model healthy social–emotional behaviors. Conclusions: Findings indicate the benefits of mentoring in a community-engaged learning project. Interacting with a diverse population of students can positively impact teacher socialization and feelings toward students and teaching. [ABSTRACT FROM AUTHOR]

Humble leaders are traditionally thought to create a great deal of human and social capital, yet be overshadowed by self‐promoting rivals for promotions. We propose that through informal career mentoring, humble leaders can improve their organizational status and promotability. We tested our model among a multisource sample of 610 leaders across 18 industries and 21 job functions who participated in a leader development program. Leader humility was reported by the focal leaders' peers, leader mentoring behavior was reported by the focal leaders' direct reports, leader status was reported by the focal leaders' immediate bosses, and leader promotability was reported by the focal leaders' superiors. Results generally confirmed that leader humility predicted leader mentoring behavior, which in turn predicted leader status, and ultimately higher leader promotability ratings. We discuss how our findings extend and enrich the literatures on leader humility and mentoring, showing how humble leaders can ascend organizational hierarchies. [ABSTRACT FROM AUTHOR]

In August 2023, the biomechanics community suffered a significant loss with the death of Dr Charles J. Dillman. His work in the area of sport biomechanics was groundbreaking. In this tribute, 10 former students and 9 former colleagues remember "Chuck" and his impact on their lives, careers, and the field of biomechanics. [ABSTRACT FROM AUTHOR]

Biomechanics as a discipline is ideally placed to increase awareness and participation of girls and women in science, technology, engineering, and mathematics. A nationwide Biomechanics and Research Innovation Challenge (BRInC) centered on mentoring and role modeling was developed to engage high school girls (mentees) and early-mid-career women (mentors) in the field of biomechanics through the completion of a 100-day research and/or innovation project. This manuscript describes the development, implementation, and uptake of the inaugural BRInC program and synthesizes the research and innovation projects undertaken, providing a framework for adoption of this program within the global biomechanics community. Eighty-seven high school girls in years 9 and 10 (age range: 14–16 y) were mentored in teams (n = 17) by women in biomechanics (n = 24). Using a design thinking approach, teams generated solutions to biomechanics-based problem(s)/research question(s). Eight key reflections on program strengths, as well as areas for improvement and planned changes for future iterations of the BRInC program, are outlined. These key reflections highlight the innovation, impact, and scalability of the program; the importance of a program framework and effective communication tools; and implementation of strategies to sustain the program as well as the importance of diversity and building a sense of community. [ABSTRACT FROM AUTHOR]

The study proposes and tests a self‐concept‐based perspective for the effects of formal mentoring support on affective organizational commitment (AOC) via multiple mediators. Using time‐lagged multi‐source dyadic data (n = 203), we demonstrate that formal mentoring support significantly influences newcomer–protégés' AOC through an underlying self‐evaluative mechanism indicated by organization‐based self‐esteem (OBSE), even in the presence of a well‐established alternative mediator (perceived organizational support; POS). Moreover, we further demonstrate when or under what circumstances such effects might be attenuated or exaggerated by introducing a salient boundary condition to such a process (i.e., perceived mentor organizational prototypicality). As the findings reveal, by making newcomer–protégés feel good about themselves in the workplace (i.e., perceive self‐value) formal mentoring support can also promote organizational commitment, effects that are likely to be amplified when the formal mentor is perceived to be prototypical of the organization. Thus, bridging the mentoring and socialization literatures, the inclusion of our proposed mediators and moderator and testing their relationships simultaneously not only provides a more nuanced view of the underlying mechanisms through which the effects of formal mentoring support are channeled to influence newcomer–protégés' work attitudes but it offers new theoretical elaboration and contextual understanding that we hope will prompt future research and be of benefit to human resource practitioners. Implications to theory, practice and future research directions are discussed. [ABSTRACT FROM AUTHOR]

Mentorship has been widely recognized as an effective means to promote student learning and engagement in undergraduate research experiences. However, little work exists for understanding different mentors perceived approaches to mentorship, including mentorship of students from backgrounds and educational trajectories not well represented in science, technology, engineering, and mathematics (STEM). Transfer students, in particular, face unique trajectories in their pursuit of research opportunities, yet few studies investigate how mentors describe their approaches to supporting these students. Using semistructured interviews, this study examines how mentors approach mentoring students from diverse backgrounds as research trainees, with an emphasis on transfer students. First, using phenomenography as an analytical approach, we identified four categories describing variations in how mentors reflected upon or accounted for the transfer student identity in their approaches. We find that research mentors vary in their understanding and exposure to the transfer student identity and may have preconceived notions of the transfer student experience. Second, we present vignettes to illustrate how mentors approaches to the transfer student identity may relate or diverge from their general approaches to mentoring students from different backgrounds and identities. The emerging findings have implications for developing effective mentorship strategies and training mentors to support transfer students.

This study adopted Watkins and Marsick learning organization model to determine the learning organization's attributes that selected university libraries in Uganda had implemented to promote CPD activities and dissemination of the acquired knowledge. The study adopted a convergent parallel mixed methods design. Six library directors and 76 librarians from six university libraries in Uganda participated in the study. 51-67% of participants indicated that their libraries encouraged teams, provided ICTs, supported their learning requests, encouraged external collaboration, allowed staff time off for training, provided mentoring and coaching, encouraged discussions among staff, recognized and appreciated teams, had procedures for sharing CPD knowledge and skills, acknowledged and appreciated CPD participation. [ABSTRACT FROM AUTHOR]

Academic medical institutions seek to recruit and retain a diverse workforce to foster equitable, supportive environments in which early-stage investigators, especially those who are underrepresented in medicine, can thrive. Intersectionality is a critical theoretical framework rooted in Black feminist activism and scholarship that elucidates how power and privilege are differentially structured for groups at different intersectional sociodemographic positions. As a dynamic method of analyzing multiple axes of power and inequality, intersectionality has the potential to offer a critical lens through which to view the mentor-mentee relationship. In this article, we seek to elaborate upon and extend the concept of intersectional mentoring, elucidate its essential components, and explore its application in the context of mentoring early-stage investigators in academic medicine. We propose that intersectional mentorship requires an orientation toward deep cultural humility, lifetime learning about the impact of systemic oppressions on present-day opportunities and experiences of mentees, and changing systems that perpetuate inequities by centering praxis-the application of principles of intersectionality through action to transform power dynamics in academic culture and institutions. Intersectional mentorship can help build a more equitable and representative workforce to advance intersectionally relevant and innovative approaches to achieving health equity.

ObjectiveWe aimed to describe pediatric program directors' perceptions of existing mentorship programs in pediatric residencies, to assess whether characteristics used for mentor-mentee assignments impact mentoring outcomes, and to identify barriers to success in mentorship programs.MethodsWith the support of the Association of Pediatric Program Directors (APPD) Research Task Force, we conducted a cross-sectional survey study of all associate pediatric program directors in the United States in March 2022.ResultsNearly half (82 of 197, 41.6%) of programs responded. Most (87.8%) report having a formal mentoring program. Half of programs (51.4%) do not provide training to residents on how to be a mentee, and only slightly more than half (62.5%) provide training to faculty mentors. Most programs (80.6%) do not provide protected time for faculty mentors. There were no meaningful associations with characteristics used for mentorship matches and perceived successful mentorship. Top barriers from the program leadership perspective included faculty and residents lacking time, residents lacking skills to be proactive mentees, and inadequate funding.ConclusionsWhile a majority of programs have formal mentorship programs, many do not provide training to mentors or mentees. Barriers to mentorship include a lack of funding and time. National organizations, such as APPD and the Accreditation Council for Graduate Medical Education, have an opportunity to provide guidance and support for protected time, funding, and training for mentors and mentees.

This article will describe the steps taken to create a statewide mentorship program for interested and motivated library staff. The authors will share a pilot project in Colorado that was founded with a commitment to increasing diversity in library leadership, and fostering equity, diversity and inclusion by empowering library workers, library administrators, and information professionals to connect with each other and share professional knowledge and experience for career growth. Included will be group formation and logistics, how work was created and operationalized, evaluation results from participants, program sustainability, and lessons learned. [ABSTRACT FROM AUTHOR]

This paper presents an analysis of survey data to examine the association between supervised structured mentoring and students intent to pursue a career in science. Data were collected from students in the 10 Building Infrastructure Leading to Diversity (BUILD) research training programs, developed through grants from the National Institutes of Health. Propensity score matching and multinomial logistic regression demonstrated that exposure to BUILD programs-meaning participation in undergraduate research, receipt of mentoring from a primary mentor, and/or participation as a funded scholar and/or associate of each BUILD sites training program-was associated with increased intent to pursue a science career. These findings have implications for STEM program evaluation and practice in higher education.

Sponsorship describes a set of actions wherein an influential champion (sponsor) uses their position to actively support a colleagues career by helping them gain visibility, recognition, and/or positions. There is growing awareness of the importance of sponsorship for career advancement in academic medicine, particularly for women and those who are historically underrepresented and excluded in medicine (UIM). This scoping review examines the current landscape of evidence, and knowledge gaps, on sponsorship as it relates to career advancement in academic medicine for women and UIM faculty. We searched peer-reviewed literature in PubMed, Embase, and Web of Science (WoS) over the past 50 years (from 1973 through July 2023). Sixteen studies were included in the final review. We found relative consensus on sponsorship definition and value to career advancement. Heterogeneity in study design limited our ability to directly compare study outcomes. All included studies focused on gender differences in sponsorship: two of four quantitative studies found men were more likely to receive sponsorship, one reported no gender differences, and one was insufficiently powered. All but one of the qualitative studies reported gender differences, with women less likely to access or be identified for sponsorship. The mixed-methods studies suggested sponsorship may vary by career stage. Only two studies analyzed sponsorship for UIM populations. The existing data are inconclusive regarding best ways to measure and assess sponsorship, what institutional support (e.g., structured programs, formal recognition, or incentives for sponsorship) should look like, and at what career stage sponsorship is most important. Addressing this knowledge gap will be critically important for understanding what sponsorship best practices, if any, should be used to promote equity in career advancement in academic medicine. We advocate for commitment at the institutional and national levels to develop new infrastructure for transparently and equitably supporting women and UIM in career advancement.

BackgroundVirtual activities, hybrid work and virtual mentoring have become part of the ongoing milieu of academic medicine. As the shift to remote mentoring continues to evolve, it is now possible to adapt, refine, and improve tools to support thriving mentoring relationships that take place virtually. This study explores strategies for virtual mentoring as a cornerstone for effective training programs among senior mentors participating in an ongoing mentoring program.MethodsWe conducted a qualitative study among prior and current participants of an ongoing "Mentoring the Mentors" program about key strategies for optimizing virtual mentoring. Data were coded and analyzed following a thematic analysis approach.ResultsRespondents were mostly female (62%), white (58%), and associate (39%) or full professors (32%). We found that, with the expansion of hybrid and fully remote work, there are now fewer opportunities for informal but important chance meetings between mentors and mentees; however, virtual mentoring provides opportunities to compensate for reduced interactivity normally experienced in the workplace. The heightened need to plan and be more deliberate in the virtual sphere was woven throughout narratives and was the foundation of most recommendations. Specifically, a central obstacle for respondents was that spontaneous conversations were harder to initiate because virtual conversations are expected to have set agendas.ConclusionsDeveloping new ways to maintain meaningful interpersonal relationships in a virtual training environment, including opportunities for serendipitous and informal engagement, is critical to the success of virtual mentoring programs.

BackgroundWhile early autism intervention can significantly improve outcomes, gaps in implementation exist globally. These gaps are clearest in Africa, where forty percent of the world's children will live by 2050. Task-sharing early intervention to non-specialists is a key implementation strategy, given the lack of specialists in Africa. Naturalistic Developmental Behavioral Interventions (NDBI) are a class of early autism intervention that can be delivered by caregivers. As a foundational step to address the early autism intervention gap, we adapted a non-specialist delivered caregiver coaching NDBI for the South African context, and pre-piloted this cascaded task-sharing approach in an existing system of care.ObjectivesFirst, we will test the effectiveness of the caregiver coaching NDBI compared to usual care. Second, we will describe coaching implementation factors within the Western Cape Department of Education in South Africa.MethodsThis is a type 1 effectiveness-implementation hybrid design; assessor-blinded, group randomized controlled trial. Participants include 150 autistic children (18-72 months) and their caregivers who live in Cape Town, South Africa, and those involved in intervention implementation. Early Childhood Development practitioners, employed by the Department of Education, will deliver 12, one hour, coaching sessions to the intervention group. The control group will receive usual care. Distal co-primary outcomes include the Communication Domain Standard Score (Vineland Adaptive Behavior Scales, Third Edition) and the Language and Communication Developmental Quotient (Griffiths Scales of Child Development, Third Edition). Proximal secondary outcome include caregiver strategies measured by the sum of five items from the Joint Engagement Rating Inventory. We will describe key implementation determinants.ResultsParticipant enrolment started in April 2023. Estimated primary completion date is March 2027.ConclusionThe ACACIA trial will determine whether a cascaded task-sharing intervention delivered in an educational setting leads to meaningful improvements in communication abilities of autistic children, and identify implementation barriers and facilitators.Trial registrationNCT05551728 in Clinical Trial Registry (https://clinicaltrials.gov).

BackgroundAs Vietnam and other low- and middle-income countries (LMIC) experience a rapid increase in the number of people living with dementia, an acute need exists to strengthen research capacity to inform policy, improve care and support, and develop national dementia plans. We describe the development and early outcomes of an National Institutes of Health (NIH)/National Institute on Aging (NIA)-funded national dementia research capacity building program in Vietnam.MethodsThe research capacity building program commenced in 2019 and has three components: (1) Vietnam Alzheimer's and other dementias research Network (VAN), (2) a mentored pilot grant program, and (3) research training, networking, and dissemination activities. The pilot grant program funds Vietnamese researchers for one to two years to conduct research focusing on Alzheimer's Disease and Alzheimer's Disease Related Dementias (AD/ADRD). Grants are reviewed and scored using NIH criteria, and priority is given to pilot grants with policy relevance and potential for future funding. An international pool of high-income country (e.g., United States, Australia, and United Kingdom) mentors has been engaged and mentors paired with each funded project. Training and networking activities include workshops on AD/ADRD research topics and regular meetings in conjunction with Vietnam's annual national dementia/geriatric conferences. Dissemination is facilitated through targeted outreach and the creation of a national network of institutions.ResultsOver four years (2019-2023), we received 62 applications, reviewed 58 applications, and funded 21 projects (4-5 per year). Funded investigators were from diverse disciplines and institutions across Vietnam with projects on a range of topics, including biomarkers, prevention, diagnosis, neuropsychological assessment, family caregiver support, dementia education, and clinical trials. A network of 12 leading academic and research institutions nationwide has been created to facilitate dissemination. Six research training workshops have been organized and included presentations from international speakers. Grantees have published or presented their studies at both national and international levels. The mentoring program has helped grantees to build their research skills and expand their research network.ConclusionThis research capacity building program is the first of its kind in Vietnam and may serve as a useful model for other LMIC.

A self-study of International Journal of Exercise Science(IJES) publications from 2008 through 2021 revealed a sex-data gap in participant and corresponding author representation. This finding prompted the creation of the IJES Working Group for Opportunity, Representation, and Diverse Perspectives. We are a collaborative team of authors, reviewers, and editors, spanning both rural and urban teaching- and research-focused institutions, who assembled regularly starting in September 2023. The goal was to contemplate potential challenges and opportunities around diversity, equity, and inclusion (DEI), elicit discourse, and broaden inclusion and representation in exercise science research. Our group identified six main challenges/opportunities: 1) Mixed Definitions and Applications of DEI Principles; 2) Competing Lifeviews and Worldviews; 3) Oversight and Enforcement of DEI Principles in IJES; 4) Oversight and Enforcement of DEI Principles in the Broader Field; 5) IJES is a Home for Developing Scholars; and 6) Lag Time for Creating Change in IJES. As a growing international journal, we depend on a diverse group of authors, reviewers, editors, and readers to achieve our mission. Accordingly, the Working Group encourages impactful, inclusive research that broadens representation within exercise science. [ABSTRACT FROM AUTHOR]

Prison leavers encounter significant barriers to successfully re-integrating into the community, which can lead to re-offending. Complex interventions which are multi-faceted and involve successful partnerships are needed to meet the distinct health and social needs of this population group. For this study, we conducted a process evaluation of a pilot project, which aimed to offer holistic support to prison leavers through a combination of peer mentoring, sport and physical activity, and signposting, delivered in a community setting. Semi-structured interviews and focus groups were conducted with individuals (n = 14) involved in the delivery and the management of the project to understand how it had been implemented and what factors had influenced the delivery and partnerships involved. Factors that influenced project delivery included safeguarding and risk assessment concerns, lived experience of peer mentors, accessibility of the intervention, and the role of sport and physical activity as a vehicle for community re-integration. Partnership working was influenced by effective information sharing, organizational commitment, building relationships and professional networks, and regular communication between organizations. An intervention involving peer mentoring, sport and physical activity, and signposting, supported by close partnership working, was viewed as a promising approach to support the community re-integration of prison leavers. [ABSTRACT FROM AUTHOR]

The authors draw upon their lived experiences as Black women in the academy to conceptualize a framework for Black women's peer mentorship, or 'sister scholarship,' within academia. Through auto-ethnographic 'sister talks,' the sister scholar relationship is conceptualized as a sanctum from gendered and racialized trauma, an impetus for the co-generation of knowledge, an approbation of intersectionality, and a gathering of the whole self. This work is grounded in Black feminist understandings of resiliency, resistance, and grace within academia. In discussion, the authors call for the abolition of oppressive policies and systems that aim to marginalize and disenfranchise Black women and other Women of Color in the academy. [ABSTRACT FROM AUTHOR]

In this article, we report on a National Science Foundation-funded immersive international summer research program for biology students. Six students, representing Cohort 1 of a three-year program, spent 9 weeks at one of three institutes in Japan, working on related molecular, cellular, and developmental research projects under the mentorship of a Japanese researcher. We describe the recruitment process, pre-departure activities, orientation week, research projects, and mentorship structure. Data were collected to determine the impact of the program on students' views about science and to seek feedback about the structure of the program. The pre-, mid- and post-program interviews with the students as well as their weekly written reflections revealed that the program challenged their perspectives about science, broadened their understanding of what it means to engage in science research, and contributed to their growing confidence as budding scientists. The students mentioned that certain elements of the program, including the orientation week, weekly meetings, and individualized and hands-on mentorship they received, contributed to their rich experience in Japan. Suggestions are provided for adapting this model to develop other international opportunities for STEM students. [ABSTRACT FROM AUTHOR]

Background: There is a growing body of evidence showing the benefits to coaches and players in adopting a game-based pedagogical approach. Whilst the evidence in support of a game-based pedagogy continues to rise it is acknowledged that the complex art form of coaching is a uniquely personal one, where the coach may draw on previous first-hand experiences and traditional coaching practices regarding training methods rather than the use of current evidence-based best practice techniques. Purpose: The aim of this randomised control trial was to evaluate the impact of a coach development intervention (MASTER) on game-based coaching practices of football coaches. Methods: Four clubs were recruited, and 20 coaches were randomised to two groups, MASTER intervention (n = 10) and 10 usual practice (waitlist, n = 10); NSW Australia) which included 200 junior footballers (aged 8–16years). Intervention coaches participated in an 8-week multi-component intervention (which included a coach education workshop focused on positive game-based pedagogy, mentoring, peer evaluations and an online discussion forum) underpinned by positive coaching and game-based coaching practices. Pre- and post-intervention assessments occurred at baseline and 10 weeks. The primary aim was to investigate if the MASTER intervention could increase playing form (PF) and active learning time within training sessions. Three coaching sessions per coach were filmed at baseline and follow-up and assessed using the MASTER assessment tool. Secondary aims investigation included coach confidence and competence to coach (assessed by questionnaire), player game play and decision making (videoed during structured game play using a Game Performance Assessment Instrument), a range of player well-being measures including enjoyment, self-perception, and various motivations (questionnaire) and the parent's perception of their child's enjoyment was assessed by the completion of a questionnaire. Intervention effects were analysed using linear mixed models. Findings: Significant effects were found for the primary outcome which was the percentage of training time devoted to playing-form activities (22.63%; 95% CI 9.07–36.19; P = 0.002, d = 1.78). No significant effect was observed for ALT. Significant interventions effects were also observed for the secondary outcomes of coach perceptions of confidence and confidence; player game skills including defence, support and decision making, wellbeing, physical self-perceptions, enjoyment, learning and performance orientations and motivation; and parent's perception of child's enjoyment (P < 0.05). Conclusions: The MASTER programme was effective in improving game-based coaching practices of football coaches during training sessions, and in facilitating improvements in multiple coach and player outcomes. [ABSTRACT FROM AUTHOR]

Although mentoring interventions have helped to advance diversity, equity, and inclusion (DEI) goals within STEM fields, even the most efficacious programs can be undermined without intentional cultivation of the broader mentoring ecosystem. This study examines participants from eight campus teams that engaged in a multi-session process of learning about a STEM-mentoring ecosystem (STEM-ME) framework, learning particular terminology, including 'champions' and 'stewards' within the system (i.e. who is advocating for and resourcing mentoring, respectively), and tools to inventory, map and analyze their mentoring ecosystem. Qualitative research, guided by interpretive phenomenological analysis, focused on (a) completed inventory tools, (b) visual mapping exercises, and (c) field notes from meeting sessions. The results indicate that the STEM-ME framework and new terminology facilitated important insights into possible synergies within the system. The opportunity to visualize an institutional ecosystem for concentrations of and gaps in activity helped to identify potential vulnerabilities and places to invest. [ABSTRACT FROM AUTHOR]

Mentoring is a common practice in higher education institutions and scientific fields. Undergraduates approach faculty members who are working on topics that match their research interests. We conducted a study to compile a qualitative synthesis of research on the mentorship experience of undergraduate science students with faculty mentors. We used the stages of meta-ethnography to guide our study. Meta-ethnography involves identifying concepts from qualitative studies to translate them into a line of argument. We screened 2,888 titles and abstracts, 71 full texts, and included 13 studies in the synthesis. We identified and organized nine conceptual categories into two themes: student success and engagement, and barriers to student progression. The findings show that faculty mentorship is key to supporting student retention and increasing the scientific pipeline. [ABSTRACT FROM AUTHOR]

Academic deans in higher education can benefit from various types of mentoring to compensate for limited, formal administrative training. Using a nationally disseminated survey, we examined academic dean engagement with critical friends as one form of mentoring for their leadership development. The national survey included 27 items addressing deans' backgrounds, their critical friend engagement, and specific topics of consultation. Some 98 academic deans completed the electronic survey with a decided majority reporting that they consulted with critical friends inside and outside their institutions. Critical friends most often tended to be assistant/associate deans, dean colleagues, department chairs, Provosts/CAOs, and significant others. Prior deans, White deans, and deans at institutions with several schools/colleges engaged critical friends more frequently. The predominant topics of discussion with critical friends were personnel issues, contentious colleagues, conflict resolution, and feelings about their jobs. Further exploration of the use of critical friends as a form of informal dean mentoring appears warranted. [ABSTRACT FROM AUTHOR]

There are longstanding concerns relating to clinical academic training pipelines, with evidence for multiple barriers and enablers to clinical academic career progression. We sought to assess the extent to which these and other factors apply to academic training in clinical oncology in the United Kingdom. A cross-sectional survey was undertaken using a bespoke, pre-piloted online electronic questionnaire that was distributed to clinical oncology specialty trainees and consultants who had at any point between January 2013–January 2024 commenced an academic post whilst in training. Collated information included demographic data, location and stage of training, research experience and ambitions, research skill confidence and academic career progression. Seventy eligible responses were included, representing 84% (n = 16/19) of UK training deaneries. Thirty-seven (53%) of the respondents had obtained their certificate of completion of training (CCT) whilst 11% (n = 8/70) and 40% (n = 28/70) were at specialty trainee level and respectively pre- or within-/post-doctoral studies. Of 34 post-CCT respondents, 58% (n = 20) had ongoing research commitments but this reached 30% of their overall activity for just 30% (n = 10). Barriers to academic progression included clinical training requirements, post availability and limited mentorship. Most (60%; n = 35/58) undertook doctoral studies in their final two training years. A majority of respondents lacked confidence in radiation oncology (RO) skills relevant to their career ambitions, with 60%, 40% and 30%, respectively, confident in RO clinical research outcome evaluation, in vitro radiation analyses and using RO animal models. These data provide a granular, long-term analysis of academic clinical oncology training at a national level; identifying poor progression to research independence underlined by limited confidence in RO research skills and multiple barriers to academic career progression. These data provide areas in which policy makers, research funders and training programmes can focus to improve academic training in clinical oncology. • Clinician scientists are vital to the continued development of radiation oncology. • This work explores viewpoints on clinical oncology clinical academic training. • There is poor progression to senior clinician scientist roles. • Clinical training, postgraduate exams and limited funding impact progression. • Even senior clinical academics lack confidence in key research skills. [ABSTRACT FROM AUTHOR]

The Royal College of Radiologists (RCR) recognizes the importance of addressing differential attainment, bridging existing disparities, and fostering diversity and equity. A joint-faculty reverse mentoring (RM) pilot launched from July 2023 to January 2024. Participation was voluntary, mentors (trainees) from ethnic minority backgrounds and mentees (RCR officers) were recruited across the UK. Mentoring pairs engaged in regular meetings focused on sharing lived experiences and informal discussions. Data were collected through prepilot and postpilot surveys, virtual question polls at induction meeting, and written reports. Data were analyzed using descriptive statistics and thematic analysis for quantitative and qualitative data, respectively. Eight matched pairs met predominantly online, on average 4 times over 6 months. Discussions covered a wide range of topics exploring systemic biases and professional development. Expectations expressed were to learn from others' experiences and achieve personal and professional growth. The prepilot survey revealed that 50% of respondents had experienced or witnessed racial discrimination, with only 28.5% feeling capable of supporting colleagues facing challenges. By mid-pilot, meaningful connections were established, allowing mentors to share experiences, and foster safe spaces. The postpilot survey results indicated that 90% of respondents felt better equipped to support colleagues facing challenges related to protected characteristics. Key lessons included understanding cultural differences, resilience, and empowering participants to drive change. The exchange of perspectives and experiences between individuals from diverse backgrounds and levels of expertise enhanced mutual understanding and inclusivity. This dynamic process has the potential to catalyze positive change across diverse domains, underlining its significance in shaping a more equitable postgraduate training landscape. • Reverse mentorship is a potential pathway to transformative change in organizational culture and training programs. • Reverse mentoring fosters safe psychological spaces for open dialog and mutual understanding. • Mentees are empowered through insight, moving beyond awareness of biases toward tangible actions. [ABSTRACT FROM AUTHOR]

Women living with HIV in Sub-Saharan Africa struggle for health equity while also facing the constraints of economic hardship and patriarchy. In this article, we describe the experiences of women who participated in economic empowerment groups for women living with HIV in Wakiso district, Uganda. Fifty women engaged in economic empowerment groups and ten social worker and community health worker key informants enrolled in the study. Taking a phenomenological approach, we used field notes, qualitative interviews, and focus groups with participants and key informants to describe the experiences of the women who joined the groups. We present the findings including enhanced management of HIV and increased property and business ownership due to economic empowerment group participation. We discuss the findings through an economic empowerment framework and offer implications for social work interventions and research. [ABSTRACT FROM AUTHOR]

The type of interaction international visiting scholars has with their academic hosts plays a key role in the success of academic visits. However, few studies have focused on this visiting scholar–academic host interaction. The study uncovers and explicates three different ways international visiting scholars experience their academic interaction with their faculty hosts, namely alienating, facilitating and mentoring. The study offers practical suggestions on how to improve visiting scholar–academic host interactions to make scholarly visits more successful and fruitful. The findings fill a gap in the literature by articulating the different ways of experiencing the interaction between international visiting scholars and academic hosts. [ABSTRACT FROM AUTHOR]

Nearly forty years ago, Stenhouse argued that the function of the curriculum was to stimulate teachers' everyday reflection about and learning from practice. This suggestion, alongside his support for teachers as researchers, aligns with the Welsh Government's commitment to build an evidence‐informed profession as part of ongoing major education system‐level reforms, including the implementation of the new Curriculum for Wales from September 2022. University initial teacher education (ITE) partnerships are playing an important role in building collaborative research capacity. This paper describes a case study of one such partnership which aims to promote research‐informed, reflective practice among its postgraduate primary student teachers. We use one of Stenhouse's principles of empirical study to frame our discussion of how student teachers' reflective practice is supported through brief conversations with their teacher educators (mentors) during lessons. Using a mixed methods approach, the findings show that student teachers value in‐the‐moment feedback. The intervention also helps them to question aspects of teaching and learning, although such reflection is at a technical level. Our study is useful for teacher educators who are interested in supporting reflective practice through coaching and mentoring. It also cautions school leaders and policymakers implementing major curriculum reforms not to lose sight of Stenhouse's view that 'it is teachers who, in the end, will change the world of the school by understanding it'. The paper concludes by discussing the research implications in shaping emerging practice and policy in the context of ongoing system‐level reform and curriculum implementation in Wales, with potential applicability and portability to other contexts and jurisdictions. [ABSTRACT FROM AUTHOR]

Women who enter professions that have previously been male‐dominated often struggle to rise through ranks to leadership positions. Herein, we present the findings of a 12‐month cross‐sector intervention focused on embedding practices into organizations to create an inclusive organizational environment that fostered the development of women leaders. The intervention focused on three male‐dominated sectors, sport, surgery and trades. Managing the intervention was an Advisory Group that comprised researchers, and leaders from a national member Association and Organization within each sector. The Advisory Group's goal was to provide support and guidance to assist Organizations with the task of changing and challenging their values toward a feminist orientation. Post‐intervention interviews were conducted with women leaders and Advisory Group Members, to examine how Organizations can build their capacity to embed practices and policies to encourage women as leaders. Extending on a conceptualization of continuum of care across three focus areas we discuss how capabilities were affirmed through visible and accessible career pathways; the empowering potential of mentoring and networking; and creating cultures of belonging through addressing unconscious bias. [ABSTRACT FROM AUTHOR]

The Canadian Association of Radiologists supports equity, diversity, and inclusion (EDI) in employment. It is imperative that institutions implement recruitment and retention practices to ensure a diverse workforce. This requires considerable attention to each step in the process, including the job posting, candidate search, hiring committee composition, interviews, hiring decision, and retention and promotion. Job postings must be widely distributed and visible to underrepresented groups. The candidate search should be completed by a diverse committee with expertise in EDI. All committee members must complete EDI and anti-bias training and conduct a broad search that ensures underrepresented groups are encouraged to apply. Interviews must be offered to all candidates. The hiring decision must avoid the use of subjective criteria. Recruitment of members of underrepresented groups ensures a diverse workforce, and organizations should commit resources to the retention and promotion of these members. Mentorship programs must be implemented and incentives provided to faculty members to serve as mentors. Transparent guidelines for promotion made universally available on department or institution websites. Recruiting a diverse workforce in Medical Imaging will only be achieved if EDI are central to the organization's goals and strategic plan. All organizational policies, practices, and procedures must be reviewed with an intersectional lens to identify potential gaps, areas for improvement, and areas of strength in the recruitment and retention of members of underrepresented groups. [ABSTRACT FROM AUTHOR]

This article outlines the development, evolution, and implementation of an ecological justice advanced practice curriculum for Master of Social Work students at the University of Denver, USA. This work began in 2011 and continues to evolve to meet student needs and societal pressures. Key ingredients in the success of this program have been critical leadership support, gathering of expertise, maintaining a critical eye toward emerging social, natural, and physical sciences, and a university and profession that provides an implicit curriculum supportive of preparing university students for a precarious future. The social work profession is responding to global environmental change. [ABSTRACT FROM AUTHOR]

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ABSTRACT Aim Design Methods Results Conclusions Registration Impact Reporting Method Patient or Public Contribution The aim of this study is to combine and compare results from systematic reviews reporting the content and effect of programmes for the introduction of newly graduated nurses employed in hospital settings on increasing retention and decreasing turnover.An umbrella review.The electronic databases of PubMed/MEDLINE, CINAHL and PhycInfo were searched in January 2023 for eligible systematic reviews. The search string consisted of keywords extracted from the PICOS inclusion criteria. The AMSTAR 2 instrument was used for critical appraisal of the methodological quality of the eligible systematic reviews. The process and results of the review were presented using a narrative description of the data.Five systematic reviews, reporting 84 intervention studies evaluating nine types of introduction programmes from 2001 to 2018, were included in the umbrella review. All nine programme types were executed by nurses in a preceptor or mentor role and the content was directed towards training of the preceptor/mentor and introduction of the newly graduated nurses. The nine programmes showed overall positive effects on retention and turnover.Mentorship and Preceptorship were the most frequently evaluated programmes in the included intervention studies of the five reviews. However, the lack of transparency of the reviews and the bias of the intervention studies within the reviews, made it difficult to conclude specific effects of the content of the nine programmes.The protocol for the umbrella review is registered with Open Science Framework (https://OSF.IO/DXYS4).A weak introduction to hospital employment of newly graduated nurses may decrease retention and increase turnover. Structured and personal introduction by a mentor can have an effect on the newly graduated nurses' intentions to stay in their hospital care position.AMSTAR 2.None. [ABSTRACT FROM AUTHOR]

The study focused on the relationship between school leadership and teacher outcomes, particularly regarding teachers' perceptions of leadership behavior and its impact on their well-being and satisfaction. Anchored in the Transformational Leadership Theory, the research aims to explore how teachers' perception of leadership behavior influences their satisfaction towards school leadership. The study, conducted in a public elementary school in Cagayan de Oro City, involved 85 teachers and utilized the Leader Behavior Scale (LBS) and Teachers' Satisfaction on School Leadership Scale (TSSS) for data collection. The results revealed strengths in certain leadership behaviors of the school head but also identified areas for improvement, such as Performance Orientor, Potential Extractor, and Socially Intelligent aspects of leadership. Despite this, participants expressed high levels of satisfaction with various aspects of school leadership, highlighting the positive impact of effective leadership practices. The study found a positive relationship between perceived leadership behavior and teachers' satisfaction towards school leadership (r=0.305, p=0.004), emphasizing the importance of aligning leadership behaviors with Transformational Leadership principles. Recommendations include implementing specialized leadership training programs, coaching, mentoring initiatives, and structured feedback mechanisms to enhance the overall effectiveness of the school head's leadership style and create a positive organizational climate within the school community. This research contributes to a better understanding of school leadership dynamics and provides insights for improving organizational dynamics and fostering a positive work environment in educational institutions. [ABSTRACT FROM AUTHOR]

Background: Communication between nurses and physicians is essential to providing patient care in the emergency department. The American College of Graduate Medical Education includes interpersonal and communication skills as one of six core competencies for residents. There is a known correlation between poor communication and negative patient outcomes. Yet, formalized training programs in doctor-nurse communication are lacking and literature reports that physicians may view collaboration as less important than nurses. To address this gap, we developed and implemented a novel, pilot "Nurse-InteRN Mentorship Program". The program aimed to improve trainees' communication with nurses and enhance emergency department collaboration. We then evaluated the impact of this program on participant perception of nurse-physician communication, efficacy and overall benefit. Methods: We used Kern's Six-step approach to develop and implement this program. We then evaluated the program's impact with a pre-program and post-program 12-question survey to evaluate participation, perceived benefit, and efficacy of the program using a 1–5 Likert scale. Nurse vs. intern responses were compared using Fisher's exact and Wilcoxon rank sum tests. Pre- and post- intervention responses were paired by respondent and compared using marginal homogeneity tests. Results: 13 interns and 22 nurses participated in the program. All 13 interns and 19 of 22 nurses completed the pre-program survey. 10 of 13 interns and 11 of 22 nurse mentors completed the post-program survey. Nurses showed greater interest in providing feedback on communication skills than interns showed in receiving feedback (p < 0.001). Interns rated themselves higher in communication skills with patients than nurses rated them (p = 0.004). Perceived benefit among nurses and interns decreased after completion of the program. Conclusion: We were able to successfully implement a one-year nurse-intern mentorship program aiming to promote communication, collaboration and professional development. Our results show differing attitudes between nurses and interns around interns' communication skills. There was some perceived benefit, but unfortunately this decreased over the course of the program. Further studies are needed to determine how this program impacts communication, teamwork, and patient care. We hope that given the novelty of such a nurse-intern mentorship program, this study may serve as a pilot for future programs. [ABSTRACT FROM AUTHOR]

The current study examines registration data from the Dutch police pertaining to 2,757 individuals and 10 different crime categories, at the offense, individual, and network levels of analysis. Moreover, a novel estimate is introduced which identifies individuals’ tendency to operate as mentors or mentees in criminal networks. We find co-offending to be conditional on the type of crime and to typically involve groups of two to three offenders. Moreover, we find that men and those aged 18–25 are most likely to co-offend and that co-offenders typically do not show a preference for particular co-offenders. Individuals with central positions in the co-offending network were found to be older and to offend more frequently with a higher average of co-offenders per offense, than those less central. Lastly, we find the novel estimate to be a promising tool for identifying mentor and mentee roles in large quantitative network data. The results of the current study emphasize the importance of studying co-offending on different analytical levels, and to differentiate co-offending by different crime types, network positions, and individual roles, to better inform theory and policy. [ABSTRACT FROM AUTHOR]

Latina student services administrators represent 7% of administrators on college campuses. The lack of Latina representation in administrator roles indicates the need to better recruit and retain this group of administrators. Mentoring is one tool which supports the retaining of administrators. Using a Chicana feminist epistemology and thematic analysis, this study examines the experiences of early-career Latina SSS administrators with mentoring and supportive communities. Our findings indicate that early-career Latina professionals struggle with establishing mentoring relationships; are intentional in seeking mentors; and often must resort to establishing their own peer communities of support. Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

This study documents the enduring impacts of a workplace music mentoring programme for generalist classroom teachers in early childhood school settings in Australia. The study draws on follow-up interviews with mentors, teachers and principals from five of 11 participating schools one year after the programme. This study identifies participant perceptions of enduring outcomes, enduring effective mentoring, and effective mentor qualities. Two researchers undertook thematic analysis independently and conducted iterative discussions to refine the emerging themes. Enduring outcomes for mentors, teachers and students included: (1) music mentoring as collaborative self-development; (2) identification and realisation of individual and collective goals for music teaching; (3) reflection, feedback and joint planning informing learning; (4) integration of music into daily activities, lesson transitions, school culture; (5) creating a community of music practice in and across schools; and (6) improved classroom climate and enhanced student engagement and positive behaviours. Enduring qualities of effective music teaching included: (7) building teacher confidence and competence for music leadership; (8) observation of expert practice as a learning tool; (9) focused feedback informing lesson planning and implementation; and (10) specialised, collaborative workplace mentoring. Enduring qualities of effective music mentors included sensitivity, responsiveness, situational awareness, flexibility, and subject and pedagogic expertise. [ABSTRACT FROM AUTHOR]

Research labs promote students’ engagement with research and can serve as a creative and relational pathway for increasing research competence and identity. In this conceptual article, we present an example of our research lab initiative for master’s students, including the components, processes, and considerations in developing a research lab in counselor education. Based on existing literature, our research experience, and student feedback, we provide a replicable framework for the establishment and management of a research lab. In addition, we describe our efforts for facilitating student research engagement by creating opportunities for students to engage with elements of the research process, receive deliberate mentorship, and curate a culture that promotes research identity. We offer considerations for counselor educators based on feedback and lessons learned. [ABSTRACT FROM AUTHOR]

The purpose of this study was to explore how an intergenerational group of music students (ages 16–71) mentored each other in an online jazz improvisation course. This study is framed in Dewey’s notion of students sharing their knowledge and experiences with the teacher as facilitator and the following research questions guided this investigation: How did the participants engage in peer mentoring? What knowledge and experiences did they share with each other? Data collection occurred during one semester of instruction and included class observations and individual participant interviews. Two themes developed during data analysis: navigating hierarchy by age and confronting difficulties in providing feedback. Findings indicated that peer mentoring was complex and multi-faceted and contributed towards redefining the notion of how peer mentoring can include students of different generations. Implications include how music teachers can use peer mentoring with students of different age groups to enhance knowledge and elevate performance skills. [ABSTRACT FROM AUTHOR]

The rapid expansion of the knowledge society, due mainly to the ubiquity and access of information and communication technology (ICT), places a professional demand on teachers to acquire relevant knowledge to make use of technology in their classrooms. Thus, for teachers to effectively integrate ICT into their teaching repertoire, they must transform their pedagogical practices. In this regard, the quality of pre-service and in-service training is pivotal in preparing teachers for effective technology integration. Utilising a case study approach and Activity Theory principles as a theoretical lens, this study set out to explore the influence of ICT as a tool of instruction on the classroom practice of in-service teachers in Rwanda. Qualitative methods were employed to capture data through interviews, observations, and document analysis. Data was analysed using content analysis to understand in-service teachers' constructions about learning through ICT and how it influenced their classroom practice. The investigation of the influence of ICT as an instructional tool to in-service teachers yielded unique patterns of their ICT learning-teaching experiences. The findings were two-fold. First, the ICT learning experiences of the in-service teachers changed their perspective towards teaching and learning with ICT in their own classrooms. Second, the teacher participants vicariously mirrored their lecturers' use of ICT in their own classroom practice. This unintended experience created affordances for the in-service teacher trainees to not only learn 'about' ICT, but significantly 'how to teach' pedagogically with ICT. It is crucial for teacher trainees to experience the same type of learning environments they are expected to create in their own classrooms. [ABSTRACT FROM AUTHOR]

Inclusive innovations have the potential to foster socio-economic development and actively involve local communities in innovation processes in sub-Saharan Africa. The importance of inclusive innovations is emphasized in the public strategies and development programmes in the region. Nevertheless, despite some donor-funded initiatives, there remains a lack of systematic knowledge on how to effectively implement inclusive innovation in communities. This research aims to scrutinize the role of inclusive innovation in Tanzania. We conduct policy analyses of the country's official innovation strategies and investigate the inclusive innovation activities undertaken by 12 innovation hubs. These hubs facilitate interactions among diverse actors, provide necessary facilities and technologies, and offer mentorship and peer support. Our results reveal that the definition and significance of inclusive innovation are presented within the national policies. However, implementation programmes are currently modest and scattered. With a few exceptions, innovation hubs have inadequate understanding and limited resources for implementing inclusive innovations in practice. This research contributes by underscoring the need for comprehensive strategies, capacity-building initiatives, and collaborative efforts to fully leverage inclusive innovation for sustainable development in the region. [ABSTRACT FROM AUTHOR]

Background: Translational researchers (TRs) fulfill various roles across clinical, educational, and research domains with the ultimate goal of positively impacting patients. Mentorship has been recognized as an important means of career support for TRs, particularly when navigating the complex translational research pipeline and adapting to evolving roles. In response, the Erasmus + PATHWAY project developed and piloted an extra-curricular online preparatory course and mentorship program in 2019 and 2020 to help TRs build mentorship skills, develop their careers, and create online peer-to-peer learning opportunities. Methods: To assess the pilot online mentorship program, a longitudinal exploratory mixed method study was conducted. Results: Mentees and mentors from both years reported that they joined the program to learn mentorship skills, gain career support, and expand their (international) network. Analysis of evaluation forms indicated that the online preparatory course was evaluated largely positively, with participants suggesting improvements for future iterations. Results of a follow-up survey in 2022 revealed that mentorship was considered helpful in supporting TRs' work in translational research, and an online mentorship program was useful, provided it included interactive online training, multiple mentee-mentor matching rounds, compatible time zones and professional experience for matched pairs, active program moderation with offline activities, and effective online tools. Conclusions: This study revealed the mentorship needs of TRs and their recommendations for international online mentorship. The innovative PATHWAY program's online format, mentee-driven matching, and preparatory training for both mentees and mentors contribute to the development of mentorship for the general translational community that could potentially have broader applications, especially in a post-COVID-19 environment. [ABSTRACT FROM AUTHOR]

Background: Exposure to surgery during medical school is limited. We ran a mentorship scheme pairing students at a medical school with local surgeons to improve undergraduate insight. We evaluated the effectiveness of mentorship in increasing surgical exposure and drivers for students seeking surgical mentorship. Methods: 35 surgeons across 7 specialties were recruited and matched with 37 students in years 2–4 for 7 months. Quantitative and qualitative evaluation was done with pre-, mid- and post-scheme questionnaires. Students rated confidence across pursuing a career in surgery, surgical exposure, career insight, understanding the application process, contacts, portfolio development, research knowledge and pursuing extra-curricular activities related to surgery using a 5-point Likert scale. Paired t-tests were performed to measure students' confidence before and after the scheme. Results: Of students that completed all 3 questionnaires (n = 21), conducting research/audit was most frequently selected as a main goal (81.0%), followed by theatre experience (66.7%) and career progression support (28.6%). The number of students that had assisted in theatre increased by 50.0%. Confidence ratings across all domains increased with 7/8 (87.5%) exhibiting a statistically significant improvement (p < 0.05). The greatest improvement was seen in having adequate contacts in surgery from 2.05 to 3.33 (p = 0.00). 95.2% would recommend the scheme. Conclusions: Students gained significantly more surgical experience and were better equipped with the knowledge required to pursue a surgical career. Mentorship schemes are invaluable in supplementing the undergraduate curriculum and empowering students. Trial registration: Ethical clearance granted by King's College London Research Ethics Committee, Reference Number MRSU-22/23-34530.. [ABSTRACT FROM AUTHOR]

Background: The demand for nursing professionals with advanced education and specialized knowledge is growing, which encourages nursing undergraduates to pursue postgraduate studies. Therefore, an in-depth investigation into the barriers and facilitators affecting the motivation of nursing undergraduates to take postgraduate entrance exams was necessary. This may provide more targeted recommendations for the formulation of relevant policies and the provision of student support. The purpose of this study is to explore the barriers and facilitators affecting the motivation of nursing undergraduates for postgraduate entrance examination. Methods: Data for this study were collected from in-depth semi-structured interviews with 15 nursing undergraduates from Nantong University between October and December 2023. Thematic analysis was employed to analyze the data. Results: Four barriers were identified, including study pressure and internship fatigue, self-doubt and fear of failure, employment pressure, and lack of information and resources. Four facilitators were also identified, including the desire to upgrade academic qualifications and professional skills, career development and transition, escaping clinical work and delaying employment, as well as the power of role models, and social support. Conclusions: The findings may help nursing undergraduates navigate the path to postgraduate entrance exams more effectively and ultimately succeed in their studies and future careers. The study underscores the importance of addressing these barriers and leveraging these facilitators to support the holistic development of nursing students. [ABSTRACT FROM AUTHOR]