Related Experiment Video
Updated: Aug 12, 2025
08:27
Applying an eMASS Customization Program as a Research Tool to Evaluate Consumer Benefits
Published on: September 27, 2019
7.0K
Organizations' Mentoring Culture is Associated With Mentoring Climate and Involvement
O Myers1, A Sood1, N Dominguez1
1University of New Mexico, Arizona State University.
The Chronicle of Mentoring & Coaching
|January 30, 2023
Summary
Promoting strong mentoring values in organizational culture is linked to a better mentoring climate and increased faculty participation in mentoring programs. This study evaluated the Organizational Culture Mentoring Values scale and its association with mentoring climate and involvement.
Area of Science:
- Social Sciences
- Organizational Psychology
- Higher Education Studies
Background:
- Organizational culture, encompassing shared values and beliefs, significantly shapes the observable climate and practices faculty experience.
- Despite its influence, the specific dynamics of mentoring culture and climate within higher education remain underexplored.
- Understanding these factors is crucial for fostering effective faculty development and support systems.
Purpose of the Study:
- To psychometrically evaluate the 4-item Organizational Culture Mentoring Values (OCuM-V) scale.
- To determine the association between organizational culture, specifically mentoring values, and organizational mentoring climate (OMC).
- To examine the relationship between mentoring values and faculty involvement in mentoring (both as mentees and mentors).
Main Methods:
- A cross-sectional survey was administered to 298 faculty members (including 55 under-represented minorities) at two universities.
- The survey included the OCuM-V scale and the 15-item OMC Availability (OMCA) scale, with items rated on a Yes/No/Don't know basis.
- Exploratory factor analysis (EFA), Cronbach's alpha, Spearman correlation, and logistic regression were employed for data analysis.
Main Results:
- The OCuM-V scale demonstrated good psychometric properties (Cronbach's alpha=0.84 overall, 0.88 for URM group).
- A significant positive correlation was found between OCuM-V and OMCA (r>0.4, p<.001), indicating stronger mentoring values align with a better mentoring climate.
- Higher OCuM-V scores were associated with increased odds of faculty being mentored (OR=1.75) and providing mentoring (OR=1.83).
Conclusions:
- A strong organizational culture valuing mentoring is positively associated with a robust mentoring climate and higher faculty engagement in mentoring.
- Institutions should actively promote mentoring values to enhance both the culture and climate of mentoring.
- Future research should address limitations such as the small sample size for the URM group and the cross-sectional design.
More Related Videos
10:26Problem-Solving Before Instruction PS-I: A Protocol for Assessment and Intervention in Students with Different Abilities
Published on: September 11, 2021
4.0K
13:57Assessing the Multiple Dimensions of Engagement to Characterize Learning: A Neurophysiological Perspective
Published on: July 1, 2015
12.6K
Related Concept Videos
01:30Community Based Intervention
76
Community-based interventions in mental health represent a paradigm shift from institution-centered care to treatments embedded within the fabric of local communities. By prioritizing inclusion and leveraging existing societal structures, this approach fosters a supportive environment conducive to addressing mental health challenges while promoting individual dignity and agency.
Foundations of Community Mental Health Programs
Central to the success of community-based interventions is the...
Foundations of Community Mental Health Programs
Central to the success of community-based interventions is the...
76
01:38Cognitive Dissonance
32.7K
Social psychologists have documented that feeling good about ourselves and maintaining positive self-esteem is a powerful motivator of human behavior (Tavris & Aronson, 2008). In the United States, members of the predominant culture typically think very highly of themselves and view themselves as good people who are above average on many desirable traits (Ehrlinger, Gilovich, & Ross, 2005). Often, our behavior, attitudes, and beliefs are affected when we experience a threat to our...
32.7K
02:12Relationship Formation
40.2K
What do you think is the single most influential factor in determining with whom you become friends and whom you form romantic relationships? You might be surprised to learn that the answer is simple: the people with whom you have the most contact. This most important factor is proximity. You are more likely to be friends with people you have regular contact with. For example, there are decades of research that shows that you are more likely to become friends with people who live in your dorm,...
40.2K
01:37Social Loafing
34.9K
Another way in which a group presence can affect performance is social loafing—the exertion of less effort by a person working together with a group. Social loafing occurs when our individual performance cannot be evaluated separately from the group. Thus, group performance declines on easy tasks (Karau & Williams, 1993). Essentially individual group members loaf and let other group members pick up the slack. Because each individual’s efforts cannot be evaluated,...
34.9K
01:27Levels of Communication II: Organizational, Public, and Group Dynamics
2.1K
Effective communication is the foundation of a good organization. Communication is the lifeblood of an organization that connects the group with messages. In an organization, communication occurs in upward, downward, and horizontal lines. Downward communication travels from the administrative and senior levels to the staff through official channels such as manuals, rules and regulations, and organizational charts. Staff members initiate upward communication, which is addressed to executives and...
2.1K
01:31In- and Out-Groups
39.1K
People all belong to a gender, race, age, and social economic group. These groups provide a powerful source of our identity and self-esteem (Tajfel & Turner, 1979) and serve as our in-groups. An in-group is a group that we identify with or see ourselves as belonging to.
39.1K