The chronicle of mentoring & coaching最新文献

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Assigning mentors for new HSC faculty hires: A preliminary policy evaluation. 为新聘用的HSC教员分配导师:初步政策评估。

The chronicle of mentoring & coaching

Pub Date : 2019-10-01

A Sood, D Sigl, B Tigges, O Myers, N Greenberg, B Wilson

Effective practices for selecting mentors for new faculty at academic health centers (AHC) are currently unknown. The University of New Mexico's School of Medicine assigns a mentor to all new faculty at the time of hire. The effectiveness of this policy measure has not been previously evaluated. The research question was to determine the proportion of new faculty mentees who meet with their assigned mentors before their mandatory orientation held within their first year of hire. At the orientation, faculty are surveyed about their response to the institutional policy of assigning mentors upon their hire. The proportion of new faculty mentees who met their assigned mentors prior to the orientation event constituted the primary study outcome. Of the 289 new faculty surveyed, 79.9% met their assigned mentors prior to the orientation - most meetings were weekly (48.8%) or monthly (27.9%). Among those who had not yet met their mentors, 65% planned to meet them within the month of the survey. 5.5% of all faculty reported a change of mentor from their initial assignment and 2.8% stated that they needed a different mentor. Physicians were less likely to meet with their assigned mentors than non-physician faculty (p=0.02). The preliminary policy evaluation demonstrates that most new faculty either meet or plan to meet their assigned mentors. Most participants stated that they did not need to be assigned a different mentor. Assigning mentors for new faculty hires may be considered a best practice at an AHC.

为学术健康中心(AHC)的新教员选择导师的有效做法目前尚不清楚。新墨西哥大学医学院在聘用新教员的时候会指派一名导师。这一政策措施的有效性此前没有得到评估。这项研究的问题是确定新入职的师徒在第一年的强制性培训前与指定导师见面的比例。在培训中，教师们被问及他们对聘用时指派导师的制度政策的反应。在迎新活动之前与指定导师见面的新师徒的比例构成了主要的研究结果。在接受调查的289名新教师中，79.9%的人在入职培训前与他们指定的导师见过面——大多数人每周(48.8%)或每月(27.9%)见一次面。在那些尚未见过导师的人中，65%的人计划在调查的一个月内与导师见面。5.5%的教师报告说他们从最初的任务中改变了导师，2.8%的人表示他们需要一个不同的导师。医师比非医师教师更不可能与指定的导师见面(p=0.02)。初步的政策评估表明，大多数新教师要么会见或计划会见他们指定的导师。大多数参与者表示，他们不需要被分配一个不同的导师。为新聘用的教员分配导师可能被认为是AHC的最佳实践。

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Validating an Institutional Mentoring Climate Survey at a Health Sciences Center. 在卫生科学中心验证机构指导氛围调查。

The chronicle of mentoring & coaching

Pub Date : 2017-12-01

A Sood, B Tigges, D Helitzer

Background: The institutional mentoring climate influences the success of mentoring programs. There currently exists no validated survey to assess this climate - a critical gap in this field.

Objective: To establish and validate a survey to assess the institutional climate for mentoring at a Health Sciences Center.

Methods: We created a survey with the following four dimensions - mentoring structure (with 13 items); mentoring programs/activities (with 11 items); and mentoring policies/guidelines (with nine items), followed by an overall value dimension (with four items). Four experts evaluated this survey for content validity. These experts rated each program item, on a score of one to four, on whether the item related to the overall conceptual framework and to the dimension in which it was placed in the survey.

Results: The mean scores for individual items as they related to the overall conceptual framework ranged from 3.25 to 4.0. On the other hand, the mean scores for items as they related to individual dimensions were lower. Items with lower score were associated with the following - a question simultaneously asked about multiple things, the possibility that faculty respondent might be unfamiliar with leader's role outlined in the question, and binary structure or lack of clarity of the question. All 37 items were retained, with modifications as necessary.

Conclusions: We established the content validity of our survey. The next step will be to establish its construct validity. Having a valid and reliable scale will help support and evaluate interventions for improving institutional mentoring climate at academic centers.

背景：机构指导氛围影响着指导计划的成功与否。目前还没有有效的调查来评估这种氛围--这是该领域的一个重要空白：建立并验证一项调查，以评估健康科学中心的指导机构氛围：我们制作了一份调查表，包含以下四个维度：指导结构（13 个项目）；指导计划/活动（11 个项目）；指导政策/指南（9 个项目），以及总体价值维度（4 个项目）。四位专家对该调查的内容有效性进行了评估。这些专家根据每个项目是否与总体概念框架以及该项目在调查中所处的维度相关，对每个项目进行评分，分值从 1 分到 4 分不等：单个项目与整体概念框架相关性的平均得分在 3.25 至 4.0 之间。另一方面，与单个维度相关的项目平均得分较低。得分较低的项目与以下因素有关--一个问题同时涉及多个方面、教职员工可能不熟悉问题中概述的领导者角色、二元结构或问题不够清晰。我们保留了所有 37 个项目，并进行了必要的修改：我们确定了调查内容的有效性。下一步将是确定其结构效度。拥有一个有效可靠的量表将有助于支持和评估改善学术中心机构指导氛围的干预措施。

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