Relating Mentor Type and Mentoring Behaviors to Academic Medicine Faculty Satisfaction and Productivity at One Medical School

Shollen, S. Lynn; Bland, Carole J.; Center, Bruce; Finstad, Deborah; Taylor, Anne L.

doi:10.1097/acm.0000000000000381

Cited by 48 publications

(60 citation statements)

References 24 publications

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“…It is disappointing to find a high degree of dissatisfaction with mentoring, even though mentoring has so many positive associations. Given the different interpretations of the word mentoring , future research will need to focus and build on what mentoring activities are of most value to faculty and implement mentoring activities accordingly . Recent changes to the ongoing C ‐ Change Faculty Survey delineate various components of mentoring and may help to answer this question .…”

Section: Discussionmentioning

confidence: 99%

Mentoring Faculty: A US National Survey of Its Adequacy and Linkage to Culture in Academic Health Centers

Pololi

Evans

Civian

et al. 2015

Journal of Continuing Education in the Health Professions

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Section: Discussionmentioning

confidence: 99%

Mentoring Faculty: A US National Survey of Its Adequacy and Linkage to Culture in Academic Health Centers

Pololi

Evans

Civian

et al. 2015

Journal of Continuing Education in the Health Professions

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“…Shollen and colleagues noted that mentors have different strengths and weaknesses in their mentoring behavior patterns that can affect mentee satisfaction and productivity 16 …”

Section: Discussionmentioning

confidence: 97%

Development and initial results of a mandatory department of surgery faculty mentoring pilot program

Phitayakorn

Hodin

2016

Journal of Surgical Research

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“…progress? Research indicates that satisfaction and productivity may have unique antecedents and consequences (Shollen et al, 2014). Are there differences in the mentoring variables and outcomes for pairs who used a mentoring 3.…”

Section: Introductionmentioning

confidence: 99%

“…agreement versus those who did not? Many formal programs promote the use of contracts and mentoring agreements for pairs to outline goals and expectations, but the effectiveness of the agreements has not been established (Shollen et al, 2014;Sng et al, 2017). How are partnership satisfaction and mentee progress (in the five areas) related to work-related 4.…”

Section: Introductionmentioning

confidence: 99%

Mentor vs. mentee perceptions of career mentoring partnerships and work outcomes: A multi-institutional study of faculty mentoring programs

Giancola¹,

Groningen²,

Jansen³

et al. 2020

MedEdPublish

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The reviewers of the original submission requested additional information on the formal mentoring program implementation and evaluation. Additional information regarding the program was provided in the Methods section including information regarding: program duration, workshop content, matching etc. Please note that a detailed description of program development, implementation and evaluation can be found in Giancola JK, Heaney MS, Metzger AJ, Whitman B (2016). The reviewers expressed a concern regarding the response rate of 52%. However, the literature indicates that 52% is above the average (35%) for online survey research with physicians. We indicated this in the revision and provided a reference (Cunningham, Quan, Hemmelgarn, Noseworthy, Beck, et al. 2015). Finally, one reviewer requested a breakdown of the number of mentors and mentees from the various departments. In response, Table 1 was added with the number of program participants and respondents from each institution. AbstractIntroduction: Formal mentoring programs are a professional development approach to help junior faculty develop an academic medicine career. This study investigated the perceptions of mentors versus mentees in formal career Giancola J, Van Groningen A, Jansen A, Chatterjee A, Mulloy L, Palmer C, Lawson M MedEdPublish Methods: The authors implemented departmental mentoring programs for junior faculty at four academic medical centers. They collected post-program data from mentors and mentees in order to examine the predictors of mentoring satisfaction, mentee outcomes, and work-related variables. Results:The pattern of relationships between the variables differed for mentors versus mentees. Mentoring focus, mentor accessibility and mentee initiative predicted partnership satisfaction and mentee progress. Partnerships that used a mentoring agreement reported greater progress and satisfaction. There were some relationships between partnership outcomes and work-related outcomes. While partnership satisfaction predicted job and administrative/leadership satisfaction for mentors, it predicted positive perceptions of the department's mentoring culture and professional development opportunities for mentees. Conclusions:The study identified unique antecedents and consequences of mentoring partnership satisfaction and mentee outcomes. The varying perspectives of mentors versus mentees indicated a need to clearly communicate partnership expectations and desired outcomes. Overall, the positive impact of formal mentoring programs on partnership and work-related outcomes was supported with implications for future programs and research. Methods Mentoring program participants and data collectionThis study shares program evaluation results from formal, faculty mentoring programs implemented in four departments (three pediatrics and one internal medicine) at

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Relating Mentor Type and Mentoring Behaviors to Academic Medicine Faculty Satisfaction and Productivity at One Medical School

Cited by 48 publications

References 24 publications

Mentoring Faculty: A US National Survey of Its Adequacy and Linkage to Culture in Academic Health Centers

Mentoring Faculty: A US National Survey of Its Adequacy and Linkage to Culture in Academic Health Centers

Development and initial results of a mandatory department of surgery faculty mentoring pilot program

Mentor vs. mentee perceptions of career mentoring partnerships and work outcomes: A multi-institutional study of faculty mentoring programs

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