Determinants of Motivation for Mentoring Among Adults Volunteering to Mentor Youth

Most youth mentoring programs rely on volunteers to serve as mentors to youth. This study investigates factors associated with motivations for volunteering in this capacity, specifically altruistic and self-oriented reasons for becoming a mentor. Because adults who volunteer as mentors and youth mentees typically come from different socio-cultural backgrounds, the study examines demographic characteristics associated with these different motivations. In addition, the study addresses the empathy-altruism hypothesis suggesting that individuals with higher levels of empathy exhibit greater altruistic tendencies. For this analysis, the focus is on ethnocultural empathy and its association with volunteer motivations. The sample consisted of 1,000 volunteers who applied to mentor in 4 agencies affiliated with a national mentoring organization. The results indicated that mentors reporting higher levels of ethnocultural empathy were more likely to endorse altruistic motivations for volunteering. Younger volunteers, female volunteers, and volunteers of color reported higher levels of self-oriented motivations for volunteering. Female mentors, in general, reported higher levels of altruistic motivations for volunteering. Altruism and empathy, particularly the ability to connect with youth across cultural differences, are considered important mentor attributes conducive to healthy mentoring relationships. The implications of these findings for research and practice are discussed.

The "Secret Sauce" For a Mentored Training Program: Qualitative Perspectives of Trainees in Implementation Research for Cancer Control

BackgroundMentored training approaches help build capacity for research through mentoring networks and increased competency in skills. Capacity for dissemination and implementation (D&I) research in cancer is needed and mentored training programs have been developed. Evaluating mentored training programs through quantitative approaches often provide us with information on “what” improved for participants. Additionally needed are qualitative approaches which provide a deeper understanding of “how” programs work best.MethodsWe conducted qualitative interviews with 21 fellows of the National Cancer Institute-funded Mentored Training for Dissemination and Implementation in Cancer to gain understanding of their experiences with mentoring received during the program. Fellows were selected from all 55 trained participants based upon their gain in D&I research skills (highest and lowest) and number of collaborative connections in the program network (highest and lowest) reported in previous quantitative surveys. Phone interviews were recorded with permission, transcribed verbatim and de-identified for analysis. We developed codes a priori to reflect interview guide concepts followed by further development and iterative coding of three common themes that emerged: 1) program and mentoring structure, 2) importance of mentor attributes, and 3) enhanced capacity: credentials, confidence, credibility and connections.ResultsInterviews provided valuable information about program components that worked best and impacts attributed to participation in the program. Fellows reported that regular monthly check-in calls with mentors helped to keep their research moving forward and that group mentoring structures aided in their learning of basic D&I research concepts and their application. Accessible, responsive, and knowledgeable mentors were commonly mentioned by fellows as a key to their success in the program. Fellows mentioned various forms of impact that they attributed to their participation in the program including gaining credibility in the field, a network of peers and experts, and career developments (e.g., collaborative publications and grant funding).ConclusionsThese findings suggest that mentored training works best when mentoring is structured and coupled with applied learning and when respected and dedicated mentors are on board. Increased scientific collaborations and credibility within a recognized network are important trainee experiences that should be considered when designing and sustaining mentored training programs.

Graduating Medical Student Perspectives on Factors Influencing Specialty Choice

Background and Objectives: Fewer than 10% of US medical school graduates enter family medicine residencies each year. Little is known about the perceptions and attitudes of senior medical students as they make final decisions about specialty choice, especially those that support a decision to pursue family medicine. The American Academy of Family Physicians (AAFP) administered a national survey to US seniors in 2015 to explore these factors. Methods: US seniors who were AAFP members (N=11,998) were invited to complete a survey exploring attitudes toward family medicine and experiences that influenced interest and choice of family medicine (FM) or other specialties. This was offered after students submitted their National Residency Matching Program rank list but before match. For those matching in family medicine, additional questions explored mentorship experience. Factors significantly predicting intent to match in family medicine, mentor attributes significantly influencing student attitudes, and family medicine interest group (FMIG) participation were identified via regression. Results: The survey response rate was 15.1%. Student perceptions of the respect of FM (OR=0.82), the future of FM (OR=2.04), and FMIG involvement (OR=1.75) predicted choosing FM, as did AAFP student membership (OR=2.13-2.44) and AAFP National Conference of Family Medicine Residents and Students attendance (OR=9.77). For students entering FM, having supportive mentors outside of FM and being dedicated to FM positively influenced their attitudes toward FM and their FMIG participation. Conclusion: National programs, FMIGs, mentorship, and medical school support of family medicine play a role in student selection of family medicine.

Zooming Into Mentor-Mentee Relationship to Explore Mentoring Strategies

Motivated by the need to develop a clearer picture of mentoring, this chapter aims to zoom into the pivotal role of the “relationship” aspect in ensuring effective mentoring and what the good mentor attributes are. The chapter includes the short narrations of both the mentors and the mentees who were engaged in a pre-service teacher training course. Four mentors and four mentees have been asked to narrate their positive as well as any less positive experiences with their mentors/mentees during the course. As a result, both mentor and mentee “voices” were used as a stimulus for identifying effective mentoring strategies. The chapter ultimately aims to make noteworthy implications for enlarging our understanding of how mentoring might be most effectively used in teacher professional development ventures and how the relationship aspect might be useful in selecting the most effective mentors in different teacher education contexts.

Mentoring Toward Independent Scholarship

The proliferation of online degree program offerings has necessitated new approaches to academic mentoring. This chapter discusses best practices in mentoring for online graduate students, focused through the lens of transactional distance theory. Synchronous and asynchronous communication approaches are discussed, using the context of formalized faculty-led mentoring programs. Unique needs of graduate students and unique attributes of online education require mentoring approaches that optimally apply mentor attributes in the psychosocial and academic domains. Attributes of communication and competence are especially important. Mentors should also help students to develop self-regulatory behaviors that lead toward independent scholarship. The chapter provides practical suggestions for initiating, building, maintaining, and concluding effective mentoring relationships. A brief discussion of impacts of technological advances on the future of mentoring is also provided.