The Long-Term Economic Benefits of Natural Mentoring Relationships for Youth

Natural mentors have been shown to help improve psychological and educational outcomes of youth, and may serve an important role for youth experiencing risk in the home. Using data from the National Longitudinal Study of Adolescent to Adult Health (Add Health), we investigated the associations between natural mentors during youth and income during early adulthood, including how these relations were moderated by the absence of a father figure and race. We also estimated the lifetime economic benefits to having a natural mentor. The presence of a natural mentor alone did not have a significant impact on annual earnings during adulthood. However, youth without a father but who had a male mentor earned significantly more, on average, than those without a male mentor. These effects were more pronounced in a subsample of African American youth. The net present value of total lifetime benefits to having a male natural mentor was approximately $190,000 for all fatherless youth and $458,000 for African American fatherless youth. These results suggest that natural mentors play a crucial role in economic outcomes for youth, which may vary by sociodemographic factors.     

Ensuring PhD Development of Responsible Conduct of Research Behaviors: Who’s Responsible?

The importance of public confidence in scientific findings and trust in scientists cannot be overstated. Thus, it becomes critical for the scientific community to focus on enhancing the strategies used to educate future scientists on ethical research behaviors. What we are lacking is knowledge on how faculty members shape and develop ethical research standards with their students. We are presenting the results of a survey with 3,500 research faculty members. We believe this is the first report on how faculty work with and educate their PhD students on basic research standards. Specifically, we wanted to determine whether individual faculty members, who are advisors or mentors, differ in how they implemented components of responsible conduct of research (RCR) with their PhD students. Mentors were more likely than advisors or supervisors to report working with all of their PhDs, who graduated in the last 5 years, on the 17 recognized critical components of RCR training and research skill development. We also found about half of the faculty members believe RCR is an institutional responsibility versus a faculty responsibility. Less than a quarter have had opportunities to participate in faculty training to be a better mentor, advisor, or research teacher, and about one third of faculty did not or could not remember whether they had guidelines related to their responsibilities to PhD students. We discuss the implications of our findings and focus on ways that PhD research mentoring can be enhanced.     

Factors Related to Mentor Reports of Mentoring Functions Provided: Gender and Relational Characteristics

In this study we examined the relationship between mentor gender, protégé gender, mentorship characteristics (e.g., mentorship type, mentorship duration, mentor experience), and mentoring functions provided as reported by mentors. Drawing on research regarding diversified mentorships and interpersonal relationships, we proposed that mentoring effectiveness would vary as a function of the gender of the mentorship participants and the characteristics of the relationship. As hypothesized, several interesting gender differences emerged from the data. Male mentors reported providing more career mentoring to their protégés, whereas female mentors reported providing more psychosocial mentoring. Contrary to expectations, mentors in informal mentorships did not report providing more mentoring than did mentors in formal mentorships. The findings demonstrate the importance of examining mentoring from the perspective of the mentor.     

Mentoring Among Women Lawyers1

Considerable controversy exists as to both the nature and efficacy of mentoring among women professionals. As noted by Wrightsman, this controversy persists largely because researchers have failed to use a common scientific definition of the concept. In the present research a survey of existing studies was used to set a more stringent criterion of mentoring than that usually employed. Data were then gathered from a sample of women lawyers in the State of Oregon. Results indicated that those meeting the more stringent criterion perceived themselves as more successful and satisfied in their careers than those not meeting it. Those women who said that they had mentors but who did not meet the criterion reported themselves as less successful and satisfied than those who claimed to have a mentor and met the criterion. These results are seen as demonstrating the value of the more stringent criterion as well as the possible value of true mentors to women professionals.     

A Two-way Street: Mentor Stress and Depression Influence Relational Satisfaction and Attachment in Youth Mentoring Relationships

Over the past two decades, youth mentoring programs have increased in popularity as an intervention for children exposed to a range of stressful life circumstances. Such programs have been shown to promote positive youth development and reduce risk for emotional and behavioral problems; yet, the effect size of youth gains remains small. The current study examined the influence of college student mentors’ history of early life stress and baseline depressive symptoms on their effectiveness in youth mentoring relationships using 340 randomized mentor–youth pairs from College Mentors for Kids, a well-established mentoring program with chapters across the United States. Hierarchical linear models revealed that mentors with higher levels of depressive symptoms reported lower relationship satisfaction and increased avoidance in the mentoring relationship. In contrast, mentors who experienced higher levels of early life stress had youth who reported greater satisfaction in the mentoring relationship and decreased relational anxiety. These findings are some of the first to examine the impact of mentor characteristics on mentor–youth relationships and highlight the importance of considering factors relevant to psychosocial functioning and emotional distress when recruiting, training, and supporting college student mentors.     

Rational Mentoring

Psychologists and other mental health professionals often serve as mentors to graduate students, interns and junior professionals. Mentor relationships are often long-term and emotionally complex and ideally involve provision of both career and psychosocial functions which prepare proteges for careers in the profession. Although experienced and accomplished, mentors often fall prey to a range of irrational thinking which may compromise their effectiveness in the mentor role. In this article we briefly define mentoring, describe the practices of effective mentors, highlight the irrational beliefs that most often prove troubling to mentors and outline several strategies for effectively coping with these beliefs. We hypothesize that routine and overt disputation of mentor-related irrational beliefs will enhance both the effect and enjoyment of mentoring.     

The Test of Time in School-Based Mentoring: The Role of Relationship Duration and Re-Matching on Academic Outcomes

The influence of match length and re-matching on the effectiveness of school-based mentoring was studied in the context of a national, randomized study of 1,139 youth in Big Brothers Big Sisters programs. The sample included youth in grades four through nine from diverse racial and ethnic backgrounds. At the end of the year, youth in intact relationships showed significant academic improvement, while youth in matches that terminated prematurely showed no impact. Those who were re-matched after terminations showed negative impacts. Youth, mentor, and program characteristics associated with having an intact match were examined. Youth with high levels of baseline stress and those matched with college student mentors were likely to be in matches that terminated prematurely, while rejection-sensitive youth and mentors who had previous mentoring experience were more likely to be in intact relationships. Implications for research and practice are discussed.     

The Impact of Like-Mentors for Gay/Lesbian Employees

Although research has shown that mentors contribute significantly to employees' job-related outcomes, less research has examined the influence of diverse mentors have on similarly diverse protégés. As such, the current research examined the job-related outcomes of gay/lesbian workers who had a gay/lesbian mentor, a heterosexual mentor, or no mentor. Results showed that participants who had a mentor received more benefits than those without one. Also, gay/lesbian employees who had gay/lesbian mentors reported increased psychosocial job-related outcomes (e.g., job satisfaction) but did not experience increased tangible outcomes (e.g., salary, promotions).     

Natural mentors and adolescent resiliency: a study with urban youth

Natural mentors may play an important role in the lives of adolescents. We interviewed 770 adolescents from a large Midwestern city. Fifty-two percent reported having a natural mentor. Those with natural mentors were less likely to smoke marijuana or be involved in nonviolent delinquency, and had more positive attitudes toward school. Natural mentors had no apparent effect on anxiety or depression. Using the resiliency theory framework, natural mentors were found to have compensatory but not protective effects on problem behaviors, and both compensatory and protective effects on school attitudes. Direct and indirect (mediated) effects of natural mentors are explored for problem behaviors and school attitudes. The potential importance of natural mentors is supported, and implications for future research are considered.     

Youth Risk and Mentoring Relationship Quality: The Moderating Effect of Program Experiences

Because program experiences are more amendable than mentor or mentee characteristics, they may be important factors to consider in buffering the negative impact of youth risk on the quality of the mentor–mentee bond. Data from 455 mentees (ages 11–18; 57% male) and their undergraduate student mentors (82.3% female) from the Campus Connections mentoring program were used to assess whether youth risk and mentors’ program experiences (i.e., program structure, supportive relationships with staff, opportunities for skill building, support for efficacy and mattering, and opportunities to belong) were associated with mentoring relationship quality and whether mentors’ experience within the program moderated the association between youth risk and mentoring relationship quality. Results indicated that environmental, but not individual, risk was negatively associated with relationship quality. Mentors’ experiences with the program were positively associated with mentoring relationship quality, and in many cases, above and beyond youth level of risk. Finally, mentors’ perception of program structure, supportive relationships, and opportunities for skill building attenuated the negative relationship between environmental, but not individual, risk and relationship quality. Mentors’ experiences of program support for efficacy and mattering and opportunities to belong were not significant moderators in any model. Implications for programs and future research directions are presented.     

Mentoring,job satisfaction,gender, and the legal profession

We examine the prevalence of mentoring among lawyers and the effect mentoring has on their employment situations, with special attention to gender differences. The data come from a 1989 cross-sectional survey of 1132 Georgia lawyers (80% white and 18% black). No significant difference in having mentors was found across racial categories. Results initially show female lawyers are more likely than males to have mentors, but this is due to gender differences in type of law practice and position in them; among associate-level lawyers in law firms there is no gender difference in having a mentor. Having a mentor improves lawyers' job satisfaction; and the size of this benefit is the same for both sexes.A revision of a paper presented at the 1992 annual meeting of the Southern Sociological Society, New Orleans, Louisiana, April 12.     

Mentoring Younger Faculty

Abstract. Mentoring new faculty into vocations of teaching falls squarely on the shoulders of those entrusted with setting the course for the next generation of faculty. Often the role of new teacher development is assigned to senior faculty. In this essay the author provides an autobiographical account of experiences both as a mentor and as one who had been mentored. Carefully weaving threads of experience with pedagogical insight, the author crafts a tapestry that accentuates how mentors can play important roles in the maturation of newer faculty by attention to research and publication, teaching, and service. A list of recommendations pertaining to the beneficial aspects of mentoring for faculty and schools is provided.     

Anchoring Relationships at Work: High‐Quality Mentors and Other Supportive Work Relationships as Buffers to Ambient Racial Discrimination

Applying a unifying theoretical framework of high‐quality work relationships, we conducted a set of 3 complementary studies that examined whether high‐quality mentoring relationships can buffer employees from the negative effects of ambient discrimination at work. Integrating relational mentoring with relational systems theory, we first examined whether the presence of a high‐quality mentoring relationship buffers employees in a sample of 3,813 workers. In support of the “mentors‐as‐buffers” hypothesis, we found that employees who witnessed or were aware of racial discrimination at work had lower organizational commitment than those not exposed, but employees with high‐quality mentoring relationships experienced less loss of commitment than those lacking mentors. We then examined the specific buffering behaviors used by mentors in high‐quality relationships and whether these behaviors were effective for other work relationships and outcomes. Applying Kahn's typology, we developed and validated a measure of high‐quality relational holding behaviors in a sample of 262 workers. Using this measure in a third sample of 557 workers, we found that mentors buffer by providing holding behaviors, but we did not find this buffering effect when supervisors or coworkers provided holding behaviors. This potent mentor buffering effect held across a range of outcomes, including organizational commitment, physical symptoms of stress, insomnia, and stress‐related absenteeism. These studies suggest that mentoring may be a singularly effective relationship that offers a safe harbor for employees faced with ambient discrimination at work.     

How the Performance of Mentoring Activities Affects the Mentor's Job Outcomes

Peer mentoring occurs in a sales force when a more experienced salesperson (mentor) takes responsibility for the development and guidance of a less experienced salesperson (protégé). Few studies have examined how this work relationship affects the mentor. This study explores the relationships between the mentoring activities performed by the mentor and the benefits that are achieved for the mentor. Data was collected from real estate salespeople who indicated they were serving as mentors. The exploratory findings demonstrate that the different activities performed by a mentor could affect the benefits received by the mentor. For example, providing a protégé with exposure to others in the organization rejuvenates the mentor's career and improves some aspects of the mentor's satisfaction. Helping the protégé with his or her selling skills has a positive impact on several aspects of the mentor's own performance. Results help explain why an experienced salesperson might choose to mentor.     

From Treatment to Empowerment: New Approaches to Youth Mentoring

Traditional approaches to formal youth mentoring have focused primarily on improving the lives of “at‐risk” youth through the assignment of individual mentors who are typically disconnected from youth's communities. Similarly, research in the field of formal mentoring has emphasized the dyadic relationship between the mentor and the mentee, with less attention paid to the broader relational contexts in which such relationships unfold. The current paper proposes a new framework that expands the scope of mentoring interventions to include approaches that build on and cultivate informal supports and empower youth to identify and reach out to networks of potential supportive adults, thus increasing the reach of youth mentoring.     

Finding the Sweet Spot: Investigating the Effects of Relationship Closeness and Instrumental Activities in School‐based Mentoring

School‐based mentoring programs are popular prevention programs thought to influence youth development; but rigorous evaluations indicate that these programs often have small effects on youth outcomes. Researchers suggest that these findings may be explained by (a) mentors and mentees failing to develop a close relationship and (b) mentors not setting goals or focusing on specific skills necessary improve outcomes. We assessed these explanations using data from approximately 1360 mentor and mentee pairs collected through a national study of school‐based mentoring (called, “The Student Mentoring Program”). Specifically, we tested the influence of mentee‐reported relationship quality and mentor‐reported use of goal‐setting and feedback‐oriented activities on academic, behavioral, and social‐emotional outcomes. Results suggested that youth reported relationship quality was associated with small to medium effects on outcomes. Moreover, goal‐setting and feedback‐oriented activities were associated with moderate to large effects on outcomes. We also found significant interactions between relationship quality and goal‐setting and feedback‐oriented activities on youth outcomes. We conclude that there appears to be a “sweet‐spot” wherein youth outcomes are maximized. The results of this study suggest a need for school‐based mentoring programs to monitor and support mentors in developing a close relationship while also providing opportunities to set goals and receive feedback.     

Who gets a mentor? A longitudinal assessment of the rising star hypothesis

This study assessed the rising star hypothesis, which proposes that individuals who are on the fast track to career success are more likely to gain mentors than others. The study used a sample of employees who had never been mentored and examined the relationship between rising star attributes measured at Time 1 and the attainment of a mentor a year later. In support of the hypothesis, individuals who were on the fast-track for promotion, had higher advancement expectations, and engaged in more proactive career behaviors were more likely to gain a mentor than individuals lacking these attributes. Implications of these results for the theory, research and practice of mentoring are discussed.     

The Impact of Youth Risk on Mentoring Relationship Quality: Do Mentor Characteristics Matter?

Although mentoring is a widely used intervention strategy, effect sizes for at‐risk youth remain modest. Research is therefore needed to maximize the impact of mentoring for at‐risk youth who might struggle to benefit from mentoring relationships. This study tested the hypothesis that different types of youth risk would have a negative impact on mentoring relationship quality and duration and explored whether mentor characteristics exacerbated or mitigated these negative effects. Results showed that elevated environmental stress at a youth's home and/or school predicted shorter match duration, and elevated rates of youth behavioral problems, such as poor academic performance or misconduct, predicted greater youth dissatisfaction and less positive mentor perceptions of relationship quality. Mentors with greater self‐efficacy and more previous involvement with youth in their communities were able to buffer the negative effects of environmental stress on match duration. Similarly, mentors' previous involvement with youth buffered the negative effects of youth behavioral problems on mentor perceptions of relationship quality. Findings have important implications for the matching of mentors and at‐risk youth in a way that improves mentoring outcomes.     

Assessing the Preparedness of Research Integrity Officers (RIOs) to Appropriately Handle Possible Research Misconduct Cases

Institutions receiving federal funding for research from the U.S.Public Health Service need to have policies and procedures to both prevent research misconduct and to adjudicate it when it occurs. The person who is designated to handle research misconduct is typically referred to as the research integrity officer (RIO). In this interview study we report on 79 RIOs who describe how they would handle allegations of research misconduct. Their responses were compared to two expert RIOs. The responses to the allegations in the scenarios demonstrated that RIOs are not uniformly well prepared to handle activities associated with reported allegations of research misconduct. We recommend greater preparation through directed training, use of check lists of possible behaviors necessary to consider when situations arise, being involved in a network of RIOs so one can discuss options, and the possible need to certify RIOs.     

Research Mentoring and Women in Clinical Psychology

The main question explored in this study is whether a woman's choice to do research during her career as a clinical psychologist is associated with having had a research mentor. A sample of 616 women, all members of the American Psychological Association holding a Ph.D. in Clinical Psychology, completed a survey about their experience with a research mentor. The data show that research mentoring is positively related to a woman in clinical psychology doing research and whether she, in turn, becomes a research mentor for others. The responses of the participants suggest that a model of mentoring that involves relevant training and practical experience in research may increase the likelihood that female clinical psychologists will choose to do research as part of their careers.