616:, women may be the dominant gender in the workforce. Mentors from underrepresented groups can empower employees from similar groups to increase their confidence to accept higher-responsibility tasks and prepare for leadership roles. Developing employees from diverse groups can give the organization access to new ideas, problem-solving approaches, and perspectives. These relationships tend to lead to success within the organization and increased job satisfaction. Majority mentors are given the opportunity to learn about and empathize with the culture and experiences of the minority learning, but the mentoring relationship can be impeded if they are unwilling to adapt their cultural views. Members of the majority culture are perceived as more competent while members of the minority culture receive less credit for the same amount of work; therefore, a majority mentor, by virtue of their status, can assist a minority learner in receiving the recognition and job advancement they deserve. Minority mentors often feel pressure to work harder than other mentors to prove their worth within an organization. However, when paired with majority learners, their perceived worth automatically increases due solely to the majority status of their peers. Minority mentors tend to impart emotional benefits to their learners. In a 1958 study, Margaret Cussler showed that for each female executive she interviewed who did not own her own company, "something—or someone—gave her a push up the ladder while others halted on a lower rung." Cussler concluded that the relationship between the "sponsor and protégé" (the vocabulary of "mentorship" was not yet in common use) was the "magic formula" for success. By the late 1970s, numerous publications had established the centrality of mentorship to business success for everyone and particularly for women trying to enter the male-dominated business world. These publications noted the many benefits provided by mentorship, which included insider information, education, guidance, moral support, inspiration, sponsorship, protection, promotion, the ability to "bypass the hierarchy", the projection of the superior's "reflected power," access to otherwise invisible opportunities, and
874:
lives, or successes. Examples of these protective factors identified by Reis, Colbert and Hebert in their three-year study of economically disadvantaged and ethnically diverse students include "supportive adults, friendships with other achieving students, the opportunity to take honors and advanced classes, participation in multiple extracurricular activities both after school and during the summer, the development of a strong belief in the self, and ways to cope with the negative aspects of their school, urban and family environment." On the other hand, risk factors impede the student's ability to positively engage in their challenges and in many cases prevent these students from achieving at the same level as students who do not encounter the same situations, and can include family tragedy, having an older sibling who became involved in drugs and/or alcohol, family instability, personal pain and academic failure. "Just as risk factors and childhood stressors may co-occur within a particular population or within a particular developmental period, protective factors are also likely to occur together to some degree."
883:
positive, personal and harmonious interchanges between the student and a supportive figure can help develop adaptive qualities. Teachers who see students as talented and care about them as individuals by establishing a genuine relationship create their additional roles as a mentor and advocate—an extra familial support system that can serve as an additional protective factor. A supportive adult can help reduce the negative impact of certain events and risk factors while strengthening the positive factors that help them cope effectively. Some of the components that facilitate the development of resilience when combined with a strong adult-student relationship include afterschool programs, more challenging classes, peer support programs, summer programs, and gifted programs. By getting to know students better—especially their home life and individual circumstances—teachers and counselors can provide specific support to each student by looking beyond their disadvantaged backgrounds, recognizing their abilities, nurturing their strengths, and maintaining high expectations.
905:
coaching, clinical supervision, peer coaching and mentoring, formal literacy coaching, informal coaching, or a mixed model." "Other researchers have described categories of coaching such as data-oriented, student-oriented, managerial, and coaches who work with individual teachers or with groups of teachers". Ultimately, coaching roles are designed to increase teacher capacity and push teacher improvement through learning opportunities. Instructional coaching is embedded within a teacher's work; in other words, the coach works with the teacher throughout the school year and meets during the school day with the teacher regarding current lessons, planning, and the observations and data collected. Discussions between the instructional coach and teacher are built upon mutual respect and a trusting relationship through confidentiality. Overall, instructional coaching is meant to serve as professional development for the teacher.
865:. Resilience has been found to be a useful method when working with students from low socioeconomic backgrounds who often encounter crises or challenges and suffer specific traumas. Education, students' performance, and achievement in school are directly affected by these challenges, so certain negative psychological and environmental situations that students from lower socioeconomic backgrounds disproportionately encounter provide a framework for explaining the achievement gap. Resilience does not provide a solution to the struggles and trauma that these students experience, but instead focuses on giving them the tools to adapt to these situations and respond to them in ways that avoid negative outcomes and enables them to grow stronger and learn from the experience.
471:
442:
mentoring systems contain numerous structural and guidance elements, they usually allow the mentor and mentee to have an active role in choosing who they want to work with. Formal mentoring programs that simply assign mentors to mentees without allowing input from these individuals have not performed well. Even though a mentor and a mentee may seem perfectly matched "on paper", in practice, they may have different working or learning styles. As such, giving the mentor and the mentee the opportunity to help select who they want to work with is a widely used approach. For example, youth mentoring programs assign at-risk children or youth who lack role models and sponsors to mentors who act as role models and sponsors.
558:
596:: Setting up a career development mentoring program for employees enables an organization to help junior employees to learn the skills and behaviours from senior employees that the junior employees need to advance to higher-responsibility positions. This type of mentoring program can help to align organizational goals with employees' personal career goals of progressing within the organization. It gives employees the ability to advance professionally and learn more about their work. This collaboration also gives employees a feeling of engagement with the organization, which can lead to better retention rates and increased employee satisfaction.
42:
707:
312:
434:
997:
communication between the mentor and learner is done electronically, and the traditional model of face-to-face mentoring, blended mentoring has been found to increase student satisfaction (which is inherently tied to effectiveness) by combining online group mentoring sessions with individual, face-to-face meetings with a mentor. By incorporating IT with the traditional mentoring method, students can benefit from the technologies of e-mentoring while receiving direct and personal advice from the traditional method.
5916:
5560:
602:: The most talented employees in organizations tend to be difficult to retain as they usually seek greater challenges and responsibilities and are likely to leave for a different organization if they do not feel that they are being given the opportunity to develop. Creating a mentoring program for high-potential employees that gives them one-on-one guidance from senior leaders can help engage employees, give them the opportunity to develop, and increase the likelihood of staying in the organization.
896:, Elena Aguilar recommends that a coach "must have been an effective teacher for at least five years". Although skills that were effective in the classroom are required, the coach must also be confident in working with adults and bring strong listening, communication, and data analysis skills to the coaching position. Ultimately, an instructional coach is a former teacher who was successful in the classroom and is respected in the field, with the respect carrying over into this new position.
550:
127:
372:
953:
the principal and the instructional coach need to be aligned in their goals for the coaching. If they have different desired outcomes for teaching, then the teacher will receive mixed messages and be caught between improvement and a standstill. Aguilar suggests that coaches continually ask about the school's goals as well as action steps to bring into daily coaching to meet them.
92:, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé).
608:: One of the top ways to innovate is by bringing in new ideas from senior employees and leaders from underrepresented groups (e.g., women, ethnic minorities, etc.). In many Western countries, women and ethnic minorities are significantly underrepresented in executive positions and boards of directors. However, in some traditionally gender-segregated occupations, such as
808:
amount of administrative time required to manage the program. The quality of matches increases with self-match programs because mentorships tend to be more successful when the learner is involved in selecting their mentor. There are a variety of online mentoring technology programs available that can be used to facilitate this mentee-driven matching process.
329:: This is someone who is currently in the trade or profession the learner is entering. They know the trends, important changes, and new practices that newcomers should know to stay at the top of their careers. A mentor like this would be someone a learner can discuss ideas with and also provides the learner with the opportunity to
760:
experienced member; and the learner can network, integrate easier into the organization, and acquire experience and advice. Donnalyn
Pompper and Jonathan Adams say that "joining a mentor's network and developing one's own is central to advancement", which likely explains why those mentored tend to do well in their organizations.
1020:. The review found strong evidence to suggest that business mentoring can have real benefits for entrepreneurs, but highlights some key factors that need to be considered when designing mentoring programmes, such as the need to balance formal and informal approaches and to appropriately match mentors and learners.
228:, which serves to identify and address the problems barring non-dominant groups from professional success. Mainstream business literature has adopted the terms and concepts and promoted them as pathways to success for all career climbers. These terms were not in the general American vocabulary until the mid-1990s.
980:
notion that the ideas in a subject, and the ways in which students and teachers work with the ideas, matter". A deep pedagogical knowledge and deep content specific knowledge are required for the teacher to have confidence in the coach and for the coach to be able to step in and assume the role of the teacher.
522:: Relationships that involve individuals in similar positions. One person may be more knowledgeable in a certain aspect or another, and they can help each other progress in their work. In most cases, peer relationships provide a lot of support, empathy, and advice because the situations are quite similar.
746:
has had an enterprise-wide formal mentoring initiative in place since 2011. The initiative encompasses nine formal mentoring programs, some enterprise-wide and some limited to specific business segments and functions. Goals vary by program, with some focused on employees facing specific challenges or
449:
strategies that are used to groom key employees, newly hired graduates, high-potential employees, and future leaders. Matching mentors and mentees is often done by a mentoring coordinator with the help of a computerized database registry, which usually suggests matches based on the type of experience
299:
Different techniques may be used by mentors according to the situation and the mindset of the mentee. The techniques used in modern organizations can be found in ancient education systems, from the
Socratic technique of harvesting to the accompaniment used in the apprenticeship of itinerant cathedral
56:
is someone who teaches or gives help and advice to a less experienced and often younger person. In an organizational setting, a mentor influences the personal and professional growth of a mentee. Most traditional mentorships involve having senior employees mentor more junior employees, but mentors do
961:
Knight's belief of data usage is critical for teacher improvement during coaching sessions. He shares how giving opinions and telling a teacher how to improve stops the learning for the teacher; instead, it creates a barrier between the coach and teacher and makes the teacher expect to be instructed
943:
In addition to this, "the most effective professional development model is thought to involve follow-up activities, usually in the form of long-term support, coaching in teachers' classrooms, or ongoing interaction with colleagues". In most cases, instructional coaching can provide this support and
759:
These mentoring relationships promote career growth and benefit both the mentor and the learner: for example, the mentor can show leadership by teaching; the organization receives an employee that is shaped by the organization's culture and operation because they have been under the mentorship of an
697:
Mosaic mentoring is based on the concept that almost everyone can perform one or another function well for someone else — and also can learn along one of these lines from someone else. The model is seen as useful for people who are "non-traditional" in a traditional setting, such as non-white people
694:
guru, inspiration, master, "opener of doors", patron, role model, pioneer, "seminal source", "successful leader", and teacher. They described multiple mentoring practices which have since been given the name of "mosaic mentoring" to distinguish this kind of mentoring from the single mentor approach.
453:
There are formal mentoring programs that are values-oriented, while social mentoring and other types focus specifically on career development. Some mentorship programs provide both social and vocational support. In well-designed formal mentoring programs, there are program goals, schedules, training
1028:
The Cup
Framework is a form of learning about a mentor's and mentee's relationship. There are two factors to consider in relation to the mentee in this framework: content and context. The inputs that a mentee is absorbing are referred to as content. This is information about their profession, life,
798:
Learners are matched with mentors by a designated mentoring committee that usually consists of senior members of the training, learning and development group and/or the human resources departments The matching committee reviews the mentors' profiles and the coaching goals sought out by the learners
755:
New-hire mentoring programs are set up to help new employees adjust more quickly to the organization. In new-hire mentoring programs, newcomers to the organization (learners) are paired with more experienced people (mentors) in order to obtain information, good examples, and advice as they advance.
60:
According to the
Business Dictionary, a mentor is a senior or more experienced person who is assigned to function as an advisor, counsellor, or guide to a junior or trainee. The mentor is responsible for offering help and feedback to the person under their supervision. A mentor's role, according to
952:
Aguilar states that there should also be support from administration around the instructional coaching to align the work of the coach and teacher with the school's mission or vision. Jim Knight focuses on the partnership with the principal being at the core of successful coaching and explains that
807:
Mentoring technology, typically based on computer software, can be used to facilitate matches allowing learners to search for and select a mentor based on their own development, coaching needs, and interests. This learner-driven methodology increases the speed of matches being made and reduces the
441:
Formal mentoring relationships are set up by an administrative unit or office in a company or organization, which solicits and recruits qualified individuals who are willing to mentor, provides training to the mentors, and helps to match the mentors with a person in need of mentoring. While formal
873:
Protective factors "modify or transform responses to adverse events so that avoid negative outcomes" and encourage the development of resilience. Their development enables students to apply them to challenges and engage in them positively that does not negatively affect their education, personal
738:
A study of 1,162 employees found that "satisfaction with a mentoring relationship had a stronger impact on attitudes than the presence of a mentor, whether the relationship was formal or informal, or the design of a formal mentoring program". Even when a mentoring relationship is established, the
730:
Formal mentoring programs offer employees the opportunity to participate in an organized mentoring program. Participants join as a mentor, learner, or both by completing a mentoring profile. Mentoring profiles are completed as written forms on paper or computer or filled out via an online form as
693:
Two of Schein's students, Davis and
Garrison, studied successful leaders who differed in ethnicity and gender. Their research presented evidence for the roles of: cheerleader, coach, confidant, counsellor, developer of talent, "griot" (oral historian for the organization or profession), guardian,
979:
According to Nelson and Sassi, "knowledge of pedagogical process and content knowledge must be fused" in both understanding teaching and observing teaching. For example, an instructional coach working with a math teacher should know "current mathematics education reform efforts are built on the
917:
According to a three-year research study done by the
Pennsylvania Institute for Instructional Coaching, there was an increase in student success when instructional coaching was used in the classroom. This could not be viewed as solely "instructional coaching" in isolation of other factors. The
908:
A coach's main responsibility is to change a teacher's practice and build their knowledge on "new instructional materials, programs, and initiatives". This professional development can come from discussion, model lessons, and instructional strategies. Teacher observations are one of the most
882:
Underachieving students who come from risk factor-filled environments often have little support, so the role of educators can be beneficial for students if it extends beyond the basic structures within the classroom. In these environments, students are often exposed to coercive interactions, so
763:
In the organizational setting, mentoring usually "requires unequal knowledge", but the process of mentorship can differ. Bullis describes the mentoring process in the form of phase models. Initially, the "mentee proves himself or herself worthy of the mentor's time and energy". Then cultivation
970:
The relationship and trust between the coach and coachee are a critical component of coaching. A coach that has specific content knowledge and respect in a teacher's field of teaching can help build trust. Another way to build this trust is through confidentiality. In addition to relationship
626:
survey of 1,250 top executives published in 1979 showed that most employees that had been mentored or sponsored and that those who received such assistance reported higher incomes, better education, quicker paths to achievement, and more job satisfaction than those who did not. The literature
904:
Coaches work one-on-one with teachers or in a small group setting with teachers to build student achievement in the classroom based on data collected and discussed by teachers or coaches. According to
Melinda Mangin and KaiLonnie Dunsmore, instructional coaching models may include "cognitive
686:
Capability frameworks encourage managers to mentor staff. Although a manager can mentor their own staff, they are more likely to mentor staff in other parts of their organisation, staff in special programs (such as graduate and leadership programs), staff in other organisations or members of
565:
A meta-analysis of 112 individual research studies found mentoring has significant behavioral, attitudinal, health-related, relational, motivational, and career benefits. For a learner, these benefits depend on the different functions being performed by the mentor. Originally, the concept of
996:
Blended mentoring is the implementation of information technology (IT) into the traditional mentoring program, and is intended to give the opportunity to career counseling and development services to adopt mentoring in their standard practices. Compared to a strict form of e-mentoring where
820:, Mentors and learners are introduced to each other in short sessions, allowing each person to meet potential matches in a very short timeframe. Speed networking occurs as a one-time event in order for people "to meet potential mentors to see if there is a fit for a longer term engagement".
784:
interactions. These programs tend to be smaller than general mentoring programs and learners that meet a list of criteria can be selected to participate. Another method of high-potential mentoring is to place the employee in a series of jobs in disparate areas of an organization (e.g. human
483:
There are many kinds of mentoring relationships from school or community-based relationships to e-mentoring relationships. These mentoring relationships vary and can be influenced by the type of mentoring relationship. There are several models that have been used to describe and examine the
721:
The relationship between mentoring, commitment, and turnover was investigated in one study at Texas A&M University. "Mentoring may really contribute to better degrees of emotional and lasting commitment to an organisation," according to the study's findings. (Huffman and Payne, 2005).
357:: Technology has been rapidly improving and becoming more a part of day-to-day transactions within companies. A technology mentor can help with technical breakdowns, advise on systems that may work better than what the learner is currently using, and coach them in using new technology.
345:: Politics in organizations are constantly changing. It is important to be knowledgeable about the values, strategies, and products that are within the organisation, and when they change. An organization mentor can give clarity when needed, for example, on missions and strategies.
734:
Informal mentoring takes place in organizations that develop a culture of mentoring but do not have formal mentoring in place. These companies may provide some tools and resources and encourage managers to accept mentoring requests from more junior members of the organization.
764:
occurs which includes the actual "coaching...a strong interpersonal bond between mentor and mentee develops". Next, under the phase of separation, "the mentee experiences more autonomy". Ultimately, there is more equality in the relationship, termed by Bullis as
Redefinition.
836:
Mentoring in education involves a relationship between two people where the mentor plays a supportive and advisory role for the student, the learner. This relationship promotes "the development and growth of the latter's skills and knowledge through the former's experience".
248:
As the focus of mentorship is to develop the whole person, the techniques used are broad and require wisdom to be appropriately used. A 1995 study of mentoring techniques most commonly used in business found that the five most commonly used techniques among mentors were:
631:
survey, all of these women reported being mentored. In subsequent decades, as mentoring became a widely valued phenomenon in the United States, women and minorities in particular continued to develop mentoring relationships consciously as they sought professional
528:: Short-term relationships in which a person mentors for a specific purpose. This could be a company bringing an expert in regarding social media, or internet safety. This expert can mentor employees to make them more knowledgeable about a specific topic or skill.
2369:
Listen to and learn from younger, less experienced people, Army Gen. Stanley McChrystal, retired 4-star U.S. Army general ... who do you go to to make your computer work? Your grandkids. And that's true in so many things | Published Tue, Jul 19 20221:50 PM EDT |
540:: Participants from all levels of the organization propose and own a topic before meeting in groups to discuss the topic, which motivates them to grow and become more knowledgeable. Flash mentoring is ideal for situations like job shadowing and reverse mentoring.
118:. Since the 1970s it has spread in the United States mainly in training contexts, associated with important historical links to the movement advancing workplace equity for women and minorities and has been described as "an innovation in American management".
61:
this definition, is to use their experience to help a junior employee by supporting them in their work and career, providing comments on their work, and, most crucially, offering direction to mentees as they work through problems and circumstances at work.
987:
to allow coaches to evaluate their own thoughts, and ultimately use this ladder to help principals and teachers evaluate their own beliefs before jumping to assumptions. Approaches to teaching, classroom management, and content knowledge can change.
1032:
The Cup
Framework can be used to create an organisational culture that values and encourages employee growth, as well as allowing mentors to feel fulfilled in their roles without having to invest too much time and attention away from their own work.
971:
building, it is important to let the coachee feel comfortable talking to their coach about anything. Starting a coaching conversation about how a coachee is doing is also important to relationship building. Some famous mentors are Mr.bob weasly
891:
Instructional coaches are former teachers or principals that have shown effectiveness in their work of teaching or leading and go through additional training to learn more about the technical skills needed to be an effective coach. In her book
638:: While mentoring typically involves a more experienced, typically older employee or leader providing guidance to a younger employee, the opposite approach can also be used. With the rise of digital innovations, Internet applications, and
918:
coaching "model emphasizes the simultaneous use of four strategies: one-on-one teacher engagement; evidence-based literacy practices applied across the curriculum; data analytics; and reflection on practice". Teachers have shared that:
860:
that addresses the issues that cause students to underachieve in education while simultaneously preparing them to deal with difficult circumstances that can affect their lives in the future and alter their success is the fostering of
304:
advise mentors to look for "teachable moments" in order to "expand or realize the potentialities of the people in the organizations they lead" and underline that personal credibility is as essential to quality mentoring as skill.
3608:
Head, F. A., Reiman, A. J., & Thies-Sprinthall, L. (1992). The reality of mentoring; Complexity in its process and function. In T.M. Bey & C. T. Holmes (Eds), Mentoring: Contemporary principles and issues. Reston, VA:
351:: This mentor can cut through unnecessary work, explain the "ins and outs" of projects and day-to-day tasks, and eliminate unnecessary things in the learner's workday. This mentor can help finish tasks quickly and efficiently.
649:: Employees must have a certain set of skills in order to accomplish the tasks at hand. Mentoring can teach employees to be organized. It can also give them access to an expert that can provide feedback and answer questions.
84:, a learner or, in the 2000s, a mentee. Mentoring is a process that always involves communication and is relationship-based, but its precise definition is elusive, with more than 50 definitions currently in use, such as:
675:, research in the 1970s led some women and African Americans to question whether the classic "white male" model was available or customary for people who are newcomers in traditionally white male organizations. In 1978
466:
situations where a more experienced individual meets a new employee and the two build a rapport. Apart from these types, mentoring takes a dyadic structure in science, technology, engineering, mathematics, and medicine
64:
Interaction with an expert may also be necessary to gain proficiency with cultural tools. Mentorship experience and relationship structure affect the "amount of psychosocial support, career guidance, role modeling and
578:, friendship, emotional support, encouragement) and career-related support (e.g. providing advice, discussing goals). An early quantitative approach found role modeling to be a distinct third factor. In mentoring for
843:
In many secondary and post-secondary schools, mentorship programs are offered to support students in program completion, confidence building, and transitioning to further education or the workforce. There are also
3484:
659:
2. Mentoring diminishes the negative association between unfavourable working circumstances and positive job outcomes, making the relationship stronger for those without a mentor than for those who have one.
642:
in the 2000s, new, younger employees may be more familiar with these technologies than senior employees in organizations. The younger generations can help the older generations expand and grow with current
2772:
Barbuto Jr., J. E. (2005). Motivation and transactional, charismatic, and transformational leadership: a test of antecedents. Journal of
Leadership and Organizational Studies, Volume 11, Number 4. 28.
840:
Mentorship is crucial to high-quality education because it promotes individual development and growth while also ensuring the "passing on" of skills and professional standards to the next generation.
663:
3. Mentoring has been found to be negatively connected with all three characteristics of burnout (emotional weariness, depersonalization, and decreased personal accomplishment) employee outcomes.
240:(EMCC) is the leading global body in terms of creating and maintaining a range of industry-standard frameworks, rules and processes for mentorship and related supervision and coaching fields.
2559:
Ragins; Rose, Belle; Cotton, John L.; Miller, Janice S. (2000). "Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes".
731:
part of an online mentoring system. Learners are matched with a mentor by a program administrator or a mentoring committee, or they may self-select a mentor depending on the program format.
653:
Hetty van Emmerik did a similar study that looked at the effects of mentorship in the context of difficult working situations. Several major findings were made as a result of this research:
1382:
2416:
2664:
Bullis, C.; Bach, W. B. (1989). "Are mentor relationships helping organizations? An exploration of developing mentee-mentor-organizational identification using turning point analysis".
909:
powerful ways that coaches can put data for change in front of teachers. Coaches making observations and collecting data to debrief with teachers helps facilitate teacher improvement.
785:
resources, sales, operations management, etc.) for short periods of time, so they can learn in a hands-on, practical fashion, about the organization's structure, culture, and methods.
204:
In the United States, advocates for workplace equity in the second half of the twentieth century popularized the term "mentor" and the concept of career mentorship as part of a larger
3239:
Mangin, Melinda M.; Dunsmore, KaiLonnie (2014-05-14). "How the Framing of Instructional Coaching as a Lever for Systemic or Individual Reform Influences the Enactment of Coaching".
1925:
1029:
and other things that they constantly absorb, process, and comprehend during the day. The capacity of the mentee to understand and absorb information is referred to as context.
3573:
Cox, M.D. (1997). Walking the tightrope: The role of mentoring in developing educators as professionals, in Mullen, C.A.. In M.D. Cox, C.K. Boettcher, & D.S. Adoue (Eds.),
756:
Beverly Kaye and Sharon Jordan-Evans claim that new employees who are paired with a mentor are twice as likely to remain in their job than those who do not receive mentorship.
2713:
Allen, TD.; Eby, LT.; Lentz, E (2006). "Mentorship behaviors and mentorship quality associated with formal mentoring programs: closing the gap between research and practice".
2538:
323:: A new trend is for a learner to have multiple mentors. Having more than one mentor can expand the learner's knowledge, as different mentors may have different strengths.
2752:
3309:
1578:
690:
Mentoring covers a range of roles. Articulating these roles is useful not only for understanding what role an employee plays, but also for writing job applications.
714:
Corporate mentoring programs may be formal or informal and serve a variety of specific objectives, including the acclimation of new employees, skills development,
3015:
3549:
Cheng, M. & Brown, R. (1992). A two-year evaluation of the peer support pilot project. Evaluation/Feasibility Report, Toronto Board of Education. ED 356 204.
4703:
3183:
2182:
Form, Sven; Schlichting, Kerrin; Kaernbach, Christian (2017). "Mentoring functions: Interpersonal tensions are associated with mentees' creative achievement".
462:
Informal mentoring occurs without the use of structured recruitment, mentor training and matching services. It can develop naturally between partners, such as
1711:
2084:
1860:
1672:
339:: This is someone who does not only focus on the profession and can give insight into the industry as a whole, such as research, development, or key changes.
1983:
2692:
925:
Seventy-nine percent of teachers coached regularly said that their coach played a significant role in improving their classroom instruction and practice.
534:: This relationship involves a mentor with a higher position than the learner. The mentor can answer many questions and advise the best course of action.
627:
particularly emphasized the necessity of mentoring for businesswomen's success: although women comprised less than one percent of the executives in the
5636:
3223:. Washington D.C.: U.S. Department of Education, Institute of Education Sciences, National Center for Education Evaluation and Regional Assistance.
2787:
Argente-Linares, Eva; Pérez-López, M. Carmen; Ordóñez-Solana, Celia (2016-10-19). "Practical Experience of Blended Mentoring in Higher Education".
277:
the mentor chooses to plunge the learner right into change to provoke a different way of thinking, a change in identity or a re-ordering of values.
2347:
1378:
3430:
2586:
1490:
3673:
2367:
1356:
57:
not necessarily have to be more senior than the people they mentor. What matters is that mentors have experience that others can learn from.
2139:
Nora, Amaury; Crisp, Gloria (November 2007). "Mentoring Students: Conceptualizing and Validating the Multi-Dimensions of a Support System".
1917:
2271:
Ragins, Belle Rose "Diversified Mentoring Relationships in Organizations" The Academy of Management Review, Vol. 22 (April 1997) 482-521
1520:
5970:
4541:
4519:
2963:
Reis, Sally; Colbert, Robert; HĂ©bert, Thomas (2004). "Understanding resilience in diverse, talented students in an urban high school".
2389:
683:(1978). He said that some of these roles require the teacher to be, for example, an "opener of doors, protector, sponsor and leader".
5445:
3090:
Hebert, Thomas P. (June 2002). "Educating Gifted Children From Low Socioeconomic Backgrounds: Creating Visions of a Hopeful Future".
1167:
828:
Mentoring direct reports may be considered a form of Transformational Leadership, specifically that of Individualized Consideration.
582:, a fourth function concerning knowledge transfer was additionally identified, which was also discovered in the context of mentoring
497:: The mentor assumes a parental role to create an open, supportive environment where the learner can learn and try things themselves.
1549:
6661:
5835:
5289:
4851:
3971:
3036:
Rutter, Michael (December 1985). "Resilience in the Face of Adversity: Protective Factors and Resistance to Psychiatric Disorder".
2861:
1124:
5470:
2536:
2280:
Crutcher, Betty Neal "Mentoring Across Cultures" American Association of University Professors, Academe Vol. 93 No.4 (2007) 44-48
237:
1817:
Ensher, E.; Heun, C.; Blanchard, A. (2003). "Online mentoring and computer-mediated communication: New directions in research".
5629:
5341:
4787:
4115:
4110:
4105:
4100:
4095:
4085:
3356:
Nelson, Barbara Scott; Sassi, Annette (2016-06-29). "Shifting Approaches to Supervision: The Case of Mathematics Supervision".
2502:
Periyakoil, Vyjeyanthi S. (October 2007). "Declaration of Interdependence: The Need for Mosaic Mentoring in Palliative Care".
3302:
2618:
2471:
2444:
1417:
799:
and makes matches based on areas for development, mentor strengths, overall experience, skill set, location, and objectives.
2925:
Benzies, Karen; Mychasiuk, Richelle (February 2009). "Fostering family resiliency: a review of the key protective factors".
1570:
922:
Ninety-one percent of teachers coached regularly stated that coaches helped them understand and use new teaching strategies.
5346:
4239:
3721:
1888:
1599:
2748:
5845:
5710:
5690:
3460:
2999:
1853:"Chapter 22. Youth Mentoring Programs | Section 1. Building Youth Mentoring Programs | Main Section | Community Tool Box"
1042:
772:
High-potential mentoring programs are used to groom up-and-coming employees deemed to have the potential to move up into
7236:
3206:
Promoting quality assurance in literacy instruction: The preparation, inquiries and practices of literacy professionals
698:
and women in a traditionally white male organization. The idea has been well received in medical education literature.
1316:
Bozeman, B.; Feeney, M. K. (October 2007). "Toward a useful theory of mentoring: A conceptual analysis and critique".
5800:
5680:
5622:
5583:
4758:
4546:
4514:
3334:
Ball, D. L. (1996). "Teacher Learning and the Mathematics Reforms: What We Think We Know and What We Need to Learn".
3009:
1801:
1768:
1705:
1666:
1639:
1451:
1278:
Crisp, G.; Cruz, I. (2009). "Mentoring college students: A critical review of the literature between 1990 and 2007".
415:
3175:
656:
1. Mentoring has been linked to improved job performance (i.e. intrinsic job satisfaction and career satisfaction).
397:
5922:
5901:
5825:
5568:
3495:
2217:
1695:
1629:
1216:
Fagenson-Eland, Ellen A.; Marks, Michelle A.; Amendola, Karen L. (1997). "Perceptions of mentoring relationships".
1852:
1656:
5932:
5810:
5578:
4658:
1243:
Dawson, Phillip (2014). "Beyond a Definition: Toward a Framework for Designing and Specifying Mentoring Models".
470:
1980:
1697:
Coaching and Mentoring in Health and Social Care: The Essentials of Practice for Professionals and Organisations
1013:
on the entrepreneur's business, whereas an apprentice learns a trade by working on the job with the "employer".
557:
7241:
7165:
5963:
5937:
5588:
5351:
4723:
4675:
3946:
3894:
3677:
3599:
2690:
484:
sub-relationships that can emerge: for example, Cindy Buell describes how mentoring relationships can develop:
382:
5775:
5439:
5331:
4743:
4296:
776:
or executive roles. The employee (learner) is paired with a senior-level leader (or leaders) for a series of
268:
the mentor gives initially unclear or unacceptable advice to the learner that has value in a given situation.
35:
17:
589:
There are also many benefits for an employer to develop a mentorship program for new and current employees:
5750:
5705:
5520:
4693:
3749:
179:
2002:"Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals"
679:
described multiple roles for successful mentors. He identified seven types of mentoring roles in his book
6858:
6553:
6413:
5860:
5840:
5805:
5780:
5725:
5660:
5505:
4718:
1901:
books available at Bookshelf, National Center for Biotechnology Information, National Library of Medicine
983:
Knowledge that coaches need to be effective includes content and pedagogical knowledge. Aguilar uses the
7120:
6909:
6244:
5830:
5755:
5735:
5434:
5316:
4792:
4249:
3941:
3849:
3690:
2339:
167:
1482:
5956:
5795:
5770:
5700:
5598:
5593:
5414:
5088:
4999:
4878:
3392:
1658:
The Complete Guide to Mentoring: How to Design, Implement and Evaluate Effective Mentoring Programmes
848:
programs designed specifically to bring under-represented populations into science and engineering.
7198:
6226:
5990:
5927:
5891:
5865:
5815:
5730:
5603:
5573:
5264:
5066:
4825:
4782:
4748:
4254:
4244:
3926:
3714:
3553:
Clinard, L. M.; Ariav, T. (1998). "What mentoring does for mentors: A cross-cultural perspective".
862:
1352:
5820:
5790:
5715:
5665:
5530:
5409:
5311:
5249:
5061:
4688:
4575:
4509:
4427:
622:
393:
31:
2637:
Pompper, D.; Adams, J. (2006). "Under the microscope: Gender and mentor-protege relationships".
2610:
2604:
1793:
7079:
6585:
6408:
6277:
5785:
5745:
5740:
5720:
5675:
5384:
5336:
5306:
5143:
5111:
5101:
4918:
4903:
4883:
4765:
4536:
4531:
3811:
2831:
155:. Although the Mentor in the story is portrayed as a somewhat ineffective old man, the goddess
3632:
Beyond the myths and the magic of mentoring: How to facilitate an effective mentoring program.
620:
in corporate politics. The literature also showed the value of these benefits: for example, a
41:
7110:
6689:
5875:
5870:
5850:
5760:
5326:
5321:
5259:
5204:
5153:
4775:
4311:
4284:
3956:
3884:
2381:
2078:
1760:
1512:
1016:
A 2012 literature review by EPS-PEAKS investigated business mentoring, mainly focused on the
503:: The mentor acts more as a peer "rather than being involved in a hierarchical relationship".
2100:"The Effects of Sex and Gender Role Orientation on Mentorship in Male-Dominated Occupations"
7246:
6543:
5896:
5855:
5765:
5695:
5685:
5394:
5170:
5123:
4943:
4938:
4713:
4708:
4683:
4623:
4467:
4404:
4274:
4189:
4027:
579:
571:
567:
1189:
1159:
8:
6799:
6697:
6167:
5299:
5294:
5232:
5180:
4898:
4866:
4856:
4738:
4728:
4264:
4259:
4080:
4060:
3981:
3901:
3879:
3859:
3707:
3575:
Breaking the circle of one: Redefining mentorship in the lives and writings of educators.
1541:
1092:
984:
463:
330:
2853:
1116:
311:
259:
the mentor participates in the learning process alongside the learner and supports them.
7084:
7074:
6874:
6786:
6568:
5399:
5363:
5227:
5116:
5096:
4969:
4933:
4820:
4802:
4733:
4374:
4234:
4214:
4169:
4070:
4055:
3655:
3422:
3373:
3256:
3115:
3069:
2980:
2812:
2568:
2164:
2026:
2001:
1963:
1834:
1786:
1406:
1333:
1295:
1260:
1097:
1072:
1062:
715:
69:
that occurs in the mentoring relationships in which the protégés and mentors engaged".
3638:
Schlee, R. (2000). "Mentoring and the professional development of business students".
1830:
706:
7054:
7005:
6894:
6403:
6300:
6234:
6065:
5510:
5490:
5222:
5187:
5019:
4913:
4893:
4812:
4665:
4600:
4279:
4229:
4204:
4164:
4159:
4090:
3936:
3659:
3595:
3377:
3303:"Instructional Coaching and Student Outcomes: Findings from a Three Year Pilot Study"
3260:
3119:
3107:
3061:
3053:
3005:
2942:
2938:
2907:
2899:
2895:
2816:
2804:
2730:
2614:
2519:
2467:
2461:
2440:
2434:
2321:
2292:
2199:
2168:
2156:
2121:
2066:
2031:
1967:
1797:
1764:
1753:
1701:
1662:
1635:
1447:
1413:
1337:
1299:
446:
134:
3073:
2984:
1838:
1264:
1145:
389:
7100:
7089:
6978:
6758:
6722:
6712:
6456:
6383:
6347:
6319:
6272:
6150:
5480:
5269:
5237:
5197:
5192:
4989:
4979:
4797:
4628:
4585:
4558:
4553:
4412:
4379:
4369:
4219:
4147:
3951:
3889:
3869:
3854:
3647:
3562:
3538:
3426:
3412:
3404:
3365:
3248:
3099:
3045:
2972:
2934:
2891:
2882:
Walsh, Froma (March 2003). "Family Resilience: A Framework for Clinical Practice".
2796:
2722:
2673:
2646:
2511:
2191:
2148:
2111:
2058:
2021:
2013:
1955:
1826:
1325:
1287:
1252:
1225:
1082:
817:
710:
A NATO mentor trains two broadcasters on video editing and storytelling techniques.
217:
142:
101:
3221:"Coach" can mean many things: Five categories of literacy coaches in Reading First
2800:
1755:
Working Wisdom: Timeless Skills and Vanguard Strategies for Learning Organizations
936:
Their students were more engaged in the classroom and enthusiastic about learning.
433:
7203:
6924:
6914:
6745:
6730:
6613:
6239:
5979:
5540:
5475:
5284:
5254:
5242:
5106:
5004:
4871:
4209:
3976:
3779:
3754:
3744:
3589:
3499:
3488:
2696:
2650:
2542:
1987:
1087:
857:
743:
672:
570:
in an organizational context with functions that belong under two major factors:
301:
1959:
1882:
1607:
747:
career milestones and others enabling more open-ended learning and development.
742:
Fortune 500 companies are also implementing formal mentoring programs globally.
7150:
7125:
6702:
6633:
6548:
6461:
5525:
5274:
5175:
5128:
4830:
4643:
4638:
4633:
4489:
4422:
4179:
4137:
3821:
3789:
3651:
3542:
2726:
1077:
1057:
1006:
845:
213:
205:
194:
97:
89:
81:
5670:
3452:
3408:
3369:
3103:
2976:
2677:
2017:
1291:
295:
the mentor assesses and defines the utility and value of the learner's skills.
7230:
7160:
7105:
6937:
6899:
6884:
6845:
6360:
6159:
6129:
6055:
6040:
5500:
5419:
5404:
5389:
5160:
5138:
5044:
4928:
4861:
4835:
4770:
4613:
4570:
4565:
4417:
4301:
4199:
3921:
3774:
3759:
3670:
Alexandria, Virginia: Association for Supervision and Curriculum Development.
3591:
Every Other Thursday: Stories and Strategies from Successful Women Scientists
3566:
3252:
3111:
3057:
2946:
2903:
2808:
2203:
2160:
2125:
2070:
1329:
1256:
549:
209:
130:
66:
3529:
Carger, C.L. (1996). "The two Bills: Reflecting on the gift of mentorship".
3417:
2000:
Eby, Lillian; Allen, Tammy; Evans, Sarah; Ng, Thomas; DuBois, David (2008).
7135:
7069:
7018:
6968:
6958:
6853:
6674:
6646:
6623:
6578:
6423:
6398:
6365:
6327:
6254:
6187:
6134:
6098:
6080:
5646:
5614:
5535:
5515:
5495:
5485:
5460:
5214:
5049:
5029:
5014:
4984:
4974:
4753:
4608:
4590:
4526:
4504:
4462:
4452:
4354:
4344:
4316:
4047:
4037:
3864:
3804:
2911:
2734:
2523:
2325:
2116:
2099:
2035:
1486:
1379:"From Ancient Greece to the Corporate Workforce: the Meaning of Mentorship"
1229:
1010:
739:
actual relationship is more important than the presence of a relationship.
676:
639:
190:
3516:
Tapping the potential: Retaining and developing high-quality new teachers.
3065:
3049:
2515:
2417:"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent"
1190:"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent"
6953:
6889:
6835:
6707:
6669:
6641:
6618:
6563:
6485:
6172:
6108:
6060:
6035:
5148:
5071:
5039:
4499:
4447:
4065:
4022:
3997:
3966:
3961:
3916:
3841:
3831:
3816:
3769:
2340:"How Millennials in the Workplace Are Turning Peer Mentoring on Its Head"
52:
is the patronage, influence, guidance, or direction given by a mentor. A
6986:
6932:
2786:
1467:
Odiorne, G. S. (1985). "Mentoring - An American Management Innovation".
509:: The mentor and learner predominantly have a professional relationship.
7145:
7094:
6794:
6776:
6479:
6451:
6393:
6388:
6308:
6249:
6211:
5358:
5165:
5078:
5056:
5024:
4923:
4908:
4888:
4653:
4618:
4580:
4494:
4457:
4394:
4389:
4384:
4349:
4306:
4269:
4194:
4032:
4012:
3931:
3799:
3794:
3764:
3730:
3492:
3481:
3285:
Instructional Coaching: A Partnership Approach to Improving Instruction
2572:
2195:
773:
583:
575:
491:: The mentor teaches the learner as if they were a clone of the mentor.
225:
221:
160:
7190:
6558:
6538:
3625:
Mentoring at work: Developmental relationships in organizational life.
2433:
Levinson, Daniel S.; Darrow, C. N; Klein, E. B.; Levinson, M. (1978).
7209:
7155:
7059:
6993:
6822:
6813:
6768:
6753:
6475:
6446:
6355:
6337:
6332:
6203:
6199:
6177:
6124:
6103:
6075:
6050:
5995:
5545:
5465:
5279:
4964:
4323:
4224:
4184:
4154:
4075:
3911:
3874:
2152:
2141:
Journal of College Student Retention: Research, Theory & Practice
1946:
Buell, Cindy (January 2004). "Models of Mentoring in Communication".
1900:
609:
126:
2312:
Roche, Gerard R. (January–February 1979). "Much Ado about Mentors".
400:. Statements consisting only of original research should be removed.
286:
the mentor teaches the learner by demonstrating a skill or activity.
7140:
7130:
7115:
6904:
6651:
6603:
6523:
6090:
6045:
5948:
5379:
4442:
4432:
4364:
4359:
4328:
4174:
4129:
4007:
4002:
3906:
3784:
3152:
The art of coaching: effective strategies for school transformation
2062:
1204:
Apprenticeship in thinking: Cognitive development in social context
1052:
1047:
781:
553:
Mentor Neo Ntsoma (on the right) giving a workshop to young people.
300:
builders during the Middle Ages. Leadership authors Jim Kouzes and
175:
171:
88:
Mentoring is a process for the informal transmission of knowledge,
2749:"Speed-mentoring-procedures-on-site-event.doc | IA Institute"
7013:
6963:
6830:
6735:
6573:
6471:
6375:
6291:
6215:
6207:
6070:
5009:
4959:
4698:
4648:
4437:
4142:
3826:
2242:
1631:
Facilitating Reflective Learning Through Mentoring & Coaching
613:
186:
151:
114:
105:
1009:: a business mentor provides guidance to a business owner or an
7214:
6679:
6441:
6418:
5133:
4481:
4125:
3694:
3521:
Boreen, J., Johnson, M. K., Niday, D., & Potts, J. (2000).
1067:
777:
666:
156:
2706:
933:
They made significant changes in their instructional practice.
929:
Teachers who were regularly coached one-on-one reported that:
7064:
6879:
6608:
6466:
6195:
4994:
3699:
2463:
Career Dynamics: Matching Individual and Organizational Needs
1408:
Coaching and mentoring: practical methods to improve learning
681:
Career Dynamics: Matching individual and organizational needs
617:
198:
183:
146:
109:
3523:
Mentoring beginning teachers: guiding, reflecting, coaching.
2489:
Mentoring: in search of a typology (MIT Sloan Master Thesis)
2049:
Kram, Kathy E. (1983). "Phases of the Mentor Relationship".
944:
meet this definition of effective professional development.
6020:
5034:
4477:
2432:
1881:"Mentorship Structures: What Forms Does Mentorship Take?".
1215:
1017:
474:
A woman provides mentoring at the Youth For Change program.
166:
Historically significant systems of mentorship include the
3668:
A better beginning: Supporting and mentoring new teachers.
3453:"10 Places to Find Mentors and Advisors for Entrepreneurs"
3300:
3218:
2609:. San Francisco: Berrett-Koehler Publishers, Inc. p.
2267:
2265:
2263:
30:"Mentor" and "Protégé" redirect here. For other uses, see
6595:
4017:
3219:
Deussen, T.; Coskie, T.; Robinson, L.; Autio, E. (2007).
2501:
1904:
231:
2181:
72:
The person receiving mentorship may be referred to as a
2260:
1600:"Asian American and Pacific Islander Work Group Report"
1437:
1435:
1433:
1431:
1429:
1160:"Why Mentors Matter: A Summary of 30 Years of Research"
4704:
List of countries by rate of fatal workplace accidents
2587:"Cardinal Health INC Case Study - Technical Mentoring"
2558:
2243:"Setting Up a Career High Potential Mentoring Program"
1750:
868:
3301:
Medrich, E.A.; Fitzgerald, R.; Skomsvold, P. (2013).
7180:
3393:"Those who understand: Knowledge growth in teaching"
2998:
Shonkoff, Jack P.; Meisels, Samuel J. (2000-05-22).
2487:
Davis, Robert L. Jr.; Garrison, Patricia A. (1979).
1918:"4 Key Facets of Successful Mentoring Relationships"
1783:
1444:
Pull: Networking and Success since Benjamin Franklin
1426:
974:
3618:
Mentoring - The TAO of Giving and Receiving Wisdom,
2307:
2305:
2218:"Setting Up a Career Development Mentoring Program"
1816:
1311:
1309:
939:
Attendance increased dramatically in their classes.
2830:Gerber, Rod; Hays, Terrence; Minichiello, Victor.
2291:
2184:Psychology of Aesthetics, Creativity, and the Arts
1887:. National Academies Press (US). 30 October 2019.
1785:
1752:
1405:
333:with other individuals in the trade or profession.
3518:Washington, DC: Alliance for Excellent Education.
2962:
2829:
2789:Mentoring & Tutoring: Partnership in Learning
2283:
2083:: CS1 maint: DOI inactive as of September 2024 (
1513:"Guru Disciple Tradition - The Spiritual Lineage"
1206:. New York: Oxford University Press. pp. 137–150.
454:(for both mentors and protégés), and evaluation.
7228:
3680:, exploring an innovative approach to mentoring.
3208:. Philadelphia: New Foundations. pp. 24–33.
2924:
2606:Love 'Em or Lose Em: Getting Good People to Stay
2602:
2302:
1306:
561:A US Air Force member providing youth mentoring.
2997:
2098:Scandura, Terri A.; Ragins, Belle Rose (1993).
1999:
1628:Brockbank, Anne; McGill, Ian (1 January 2006).
1627:
308:There are different types of mentors, such as:
6991:
3676:, by Dan Ward. A journal article published by
3582:Mentor: Guiding the journey of adult learners.
3238:
2632:
2630:
2382:"Mentoring & Talent Development Solutions"
2097:
5964:
5630:
3715:
2712:
2701:Matchmaker, Matchmaker Make Me a Mentor Match
2486:
1746:
1744:
1693:
1315:
1023:
445:In business, formal mentoring is one of many
5644:
3552:
2636:
2603:Kaye, Beverly; Jordan-Evans, Sharon (2005).
1884:The Science of Effective Mentorship in STEMM
1732:
1571:"Chapter 3 – The Guilds and Apprenticeships"
667:Contemporary research and practice in the US
96:Mentoring in Europe has existed as early as
3355:
2627:
1483:"William BlakeAge Teaching Youth c.1785-90"
1403:
6009:
5971:
5957:
5637:
5623:
3722:
3708:
3616:Huang, Chungliang and Jerry Lynch (1995),
3203:
2663:
1810:
1741:
877:
767:
5446:Comprehensive Employment and Training Act
3514:Alliance for Excellent Education. (2005)
3482:Literature Review on enterprise mentoring
3416:
2138:
2115:
2025:
1939:
1737:. San Francisco: Jossey Bass. p. 20.
1277:
956:
947:
416:Learn how and when to remove this message
208:lexicon that also includes terms such as
5290:Job losses caused by the Great Recession
3972:Simultaneous recruiting of new graduates
3001:Handbook of Early Childhood Intervention
1351:Team, History Disclosure (May 4, 2016).
965:
886:
705:
556:
548:
469:
432:
315:A senior editor mentors a junior editor.
310:
125:
40:
5471:Credentialism and educational inflation
3587:
3390:
3149:
2410:
2408:
2406:
2289:
1993:
1792:. San Francisco: Jossey Bass. pp.
1493:from the original on September 11, 2013
1466:
1446:. Cambridge: Harvard University Press.
238:European Mentoring and Coaching Council
182:, the discipleship system practiced by
141:The word was inspired by the character
14:
7229:
5342:List of countries by unemployment rate
3637:
3528:
3450:
3282:
3089:
3085:
3083:
3035:
2958:
2956:
2782:
2780:
2778:
2459:
1751:Aubrey, Bob & Cohen, Paul (1995).
1242:
803:Matching through self-match technology
788:
232:Professional bodies and qualifications
159:assumes his appearance to guide young
7043:
6512:
6511:
6008:
5952:
5618:
3703:
3555:European Journal of Teacher Education
3351:
3349:
3296:
3294:
3278:
3276:
3274:
3272:
3270:
3234:
3232:
3230:
3169:
3167:
3165:
3163:
3161:
3145:
3143:
3141:
3139:
3137:
3135:
3133:
3131:
3129:
2881:
2832:"Mentorship, a review of the concept"
2414:
2311:
1990:, Washington University in St. Louis.
1945:
1441:
1353:"Word "Mentor" Originates from Homer"
1187:
1000:
701:
457:
361:
45:An army trainer mentors new soldiers.
5978:
4240:Practice-based professional learning
3358:Educational Administration Quarterly
3333:
3241:Educational Administration Quarterly
2403:
2048:
1784:Posner, B. & Kouzes, J. (1993).
1654:
1350:
991:
750:
365:
4788:Workers' right to access the toilet
3315:from the original on March 15, 2017
3080:
2953:
2775:
2379:
2298:. New York: Harcourt, Brace and Co.
1714:from the original on 14 August 2021
1694:Foster-Turner, Julia (1 May 2005).
1675:from the original on 14 August 2021
1043:Big Brothers Big Sisters of America
1018:Middle-East and North Africa region
869:Protective factors and risk factors
566:mentoring functions developed from
428:
24:
3525:York, Maine: Stenhouse Publishers.
3508:
3346:
3291:
3267:
3227:
3173:
3158:
3126:
1385:from the original on June 20, 2019
1359:from the original on June 20, 2019
725:
25:
7258:
3684:
3176:"What is an Instructional Coach?"
3038:The British Journal of Psychiatry
2703:, Workforce Magazine, 16 May 2012
1404:Parsloe, E.; Wray, M. J. (2000).
975:Content and pedagogical knowledge
671:Partly in response to a study by
450:and qualifications being sought.
5915:
5914:
5902:Outline of organizational theory
5559:
5558:
4852:Corporate collapses and scandals
3611:Association of Teacher Educators
2939:10.1111/j.1365-2206.2008.00586.x
2896:10.1111/j.1545-5300.2003.00001.x
2854:"Think and Do The Extraordinary"
1735:Effective Teaching and Mentoring
1655:Owen, Hilarie (3 October 2011).
1542:"Being a First-Century Disciple"
1005:Business mentoring differs from
912:
370:
6488:(self styled captain, braggart)
3640:Journal of Management Education
3474:
3463:from the original on 2018-06-18
3444:
3433:from the original on 2020-02-16
3384:
3327:
3212:
3197:
3186:from the original on 2017-05-20
3029:
3018:from the original on 2021-08-14
2991:
2918:
2875:
2864:from the original on 2018-07-05
2846:
2823:
2766:
2755:from the original on 2013-05-15
2741:
2684:
2657:
2596:
2579:
2552:
2530:
2495:
2480:
2453:
2426:
2392:from the original on 2015-02-21
2373:
2361:
2350:from the original on 2019-01-24
2332:
2274:
2235:
2210:
2175:
2132:
2091:
2042:
1974:
1928:from the original on 2019-04-21
1910:
1891:from the original on 2021-08-14
1874:
1863:from the original on 2018-06-18
1845:
1777:
1726:
1687:
1648:
1621:
1592:
1581:from the original on 2018-06-18
1563:
1552:from the original on 2018-06-18
1534:
1523:from the original on 2018-06-18
1505:
1475:
1460:
1397:
1371:
1344:
1170:from the original on 2021-02-15
1127:from the original on 2020-11-12
831:
100:. The word's origin comes from
5352:Employment-to-population ratio
4724:Occupational health psychology
3729:
3678:Defense Acquisition University
3627:Glenview, IL: Scott, Foresman.
3004:. Cambridge University Press.
2927:Child & Family Social Work
2504:Journal of Palliative Medicine
2460:Schein, Edgar H. (June 1978).
2104:Journal of Vocational Behavior
2006:Journal of Vocational Behavior
1819:Journal of Vocational Behavior
1271:
1236:
1218:Journal of Vocational Behavior
1209:
1196:
1181:
1152:
1138:
1109:
513:
13:
1:
5440:Works Progress Administration
5332:Unemployment Convention, 1919
4744:Personal protective equipment
4297:Occupational Outlook Handbook
3666:Scherer, Marge (ed.). (1999)
3451:DeMers, Jayson (2016-03-17).
3154:. San Francisco: Jossey-Bass.
2801:10.1080/13611267.2016.1273449
2715:Journal of Applied Psychology
2561:Academy of Management Journal
2051:Academy of Management Journal
1831:10.1016/s0001-8791(03)00044-7
1575:technicaleducationmatters.org
1442:Laird, Pamela Walker (2006).
1103:
899:
851:
718:, and diversity enhancement.
243:
5521:Psychopathy in the workplace
4694:Human factors and ergonomics
3531:Peabody Journal of Education
2651:10.1016/j.pubrev.2006.05.019
2415:Shore, Ian Benjamin (2017).
1606:. 2008-12-21. Archived from
1318:Administration & Society
1280:Research in Higher Education
1188:Shore, Ian Benjamin (2007).
647:Knowledge transfer mentoring
7:
6992:
6859:Elderly martial arts master
6554:Hooker with a heart of gold
5506:Narcissism in the workplace
4719:Occupational exposure limit
3634:San Francisco: Jossey-Bass.
3584:San Francisco: Jossey-Bass.
1960:10.1080/0363452032000135779
1036:
687:professional associations.
544:
437:Some elements of mentoring.
396:the claims made and adding
163:in his time of difficulty.
133:'s "Age Teaching Youth", a
10:
7263:
7044:
5435:Civil Works Administration
5317:Technological unemployment
4793:Workplace health promotion
4250:Professional certification
3947:Personality–job fit theory
3652:10.1177/105256290002400304
3543:10.1207/s15327930pje7101_4
2727:10.1037/0021-9010.91.3.567
2439:. New York: Random House.
2290:Cussler, Margaret (1958).
1907:website (ncbi.nlb.nih.gov)
1117:"Definition of MENTORSHIP"
1024:Cup Framework of Mentoring
327:Profession or trade mentor
121:
29:
7237:Human resource management
7184:
7050:
7039:
7004:
6977:
6946:
6923:
6867:
6844:
6821:
6812:
6785:
6767:
6744:
6721:
6688:
6660:
6632:
6594:
6531:
6522:
6518:
6507:
6434:
6374:
6346:
6317:
6299:
6290:
6265:
6225:
6186:
6158:
6149:
6117:
6089:
6028:
6019:
6015:
6004:
5986:
5910:
5884:
5653:
5554:
5453:
5415:Guaranteed minimum income
5372:
5213:
5087:
5000:Organizational commitment
4952:
4844:
4811:
4674:
4599:
4476:
4403:
4337:
4124:
4046:
3990:
3840:
3737:
3594:. Yale University Press.
3409:10.3102/0013189x015002004
3370:10.1177/00131610021969100
3104:10.1207/s15327035ex1002_6
2977:10.1080/02783190509554299
2678:10.1080/01463378909385540
2018:10.1016/j.jvb.2007.04.005
1722:– via Google Books.
1683:– via Google Books.
1661:. Kogan Page Publishers.
1644:– via Google Books.
1634:. Kogan Page Publishers.
1292:10.1007/s11162-009-9130-2
478:
5892:History of organizations
5584:Aspects of organizations
5265:Involuntary unemployment
4826:Equal pay for equal work
4749:Repetitive strain injury
4255:Professional development
4245:Professional association
3927:Letter of recommendation
3567:10.1080/0261976980210109
3253:10.1177/0013161x14522814
1759:. Jossey Bass. pp.
1700:. Radcliffe Publishing.
1330:10.1177/0095399707304119
1257:10.3102/0013189X14528751
962:throughout the process.
824:Mentoring direct reports
600:High potential mentoring
36:Protégé (disambiguation)
5923:Aspects of corporations
5569:Aspects of corporations
5531:Slow movement (culture)
5410:Employer of last resort
5312:Structural unemployment
5250:Frictional unemployment
4689:Epilepsy and employment
4576:Performance-related pay
4510:National average salary
4428:996 working hour system
3588:Daniell, Ellen (2006).
3204:Bukowiecki, E. (2012).
3150:Aguilar, Elena (2013).
2666:Communication Quarterly
2639:Public Relations Review
2547:SmartBlog on Leadership
2436:Seasons of a Man's Life
2314:Harvard Business Review
2065:(inactive 2024-09-11).
1948:Communication Education
1469:Personnel Administrator
1121:www.merriam-webster.com
878:Counseling and guidance
768:High-potential programs
629:Harvard Business Review
623:Harvard Business Review
168:guru–disciple tradition
32:Mentor (disambiguation)
6586:Manic Pixie Dream Girl
6010:By ethics and morality
5933:Aspects of occupations
5579:Aspects of occupations
5385:Unemployment insurance
5337:Unemployment extension
5307:Reserve army of labour
5112:Constructive dismissal
4919:Sleeping while on duty
4884:Exploitation of labour
4766:Sick building syndrome
3942:Person–environment fit
3812:Independent contractor
3620:Harper, San Francisco.
3397:Educational Researcher
2836:Unicorn (Carlton, Vic)
2117:10.1006/jvbe.1993.1046
1245:Educational Researcher
1230:10.1006/jvbe.1997.1592
1146:"Definition of MENTOR"
957:Data-driven strategies
948:Administrative support
711:
562:
554:
475:
438:
316:
138:
94:
46:
7242:Alternative education
5938:Aspects of workplaces
5589:Aspects of workplaces
5327:Unemployment benefits
5322:Types of unemployment
5260:Graduate unemployment
5154:Letter of resignation
4783:Workers' compensation
4776:Occupational fatality
4285:Vocational university
3885:Employment counsellor
3580:Daloz, L. A. (1999).
3577:New York: Peter Lang.
3050:10.1192/bjp.147.6.598
2516:10.1089/jpm.2006.9911
1733:Daloz, L. A. (1990).
966:Relationship building
887:Instructional coaches
794:Matching by committee
709:
560:
552:
532:Supervisory mentoring
526:Situational mentoring
473:
436:
314:
129:
86:
44:
27:Guidance relationship
5897:Organization studies
5846:Retaliatory behavior
5691:Citizenship behavior
5395:Job creation program
5171:Mandatory retirement
5124:Employee offboarding
4944:Workplace incivility
4939:Workplace harassment
4714:Occupational disease
4709:Occupational burnout
4624:Disability insurance
4468:Workweek and weekend
4275:Vocational education
4190:Continuing education
4028:Permanent employment
3623:Kram, K. E. (1985).
3391:Shulman, L. (1986).
3336:The Phi Delta Kappan
1381:. February 4, 2014.
856:A specific focus of
572:psychosocial support
568:qualitative research
507:Apprenticeship model
137:image of mentorship.
6800:Princess and dragon
6698:Princesse lointaine
6198:(servants, clowns:
6168:Gentleman detective
5300:Recession-proof job
5295:Lists of recessions
5233:Economic depression
5181:Retirement planning
5062:Work–life interface
4899:Employee monitoring
4867:Corporate behaviour
4857:Accounting scandals
4739:Occupational stress
4729:Occupational injury
4265:Reflective practice
4260:Professional school
3982:Work-at-home scheme
3902:Induction programme
3880:Employment contract
3860:Business networking
3630:Murray, M. (1991).
3283:Knight, J. (2007).
3180:piic.pacoaching.org
2294:The Woman Executive
1093:Workplace mentoring
985:ladder of inference
894:The Art of Coaching
789:Matching approaches
606:Diversity mentoring
464:business networking
349:Work process mentor
343:Organization mentor
197:under the medieval
7085:Identity formation
6875:American mappillai
6787:Damsel in distress
6569:Magical girlfriend
6474:(wealthy old men,
5919:See also templates
5563:See also templates
5400:Job creation index
5364:Youth unemployment
5228:Discouraged worker
5117:Wrongful dismissal
5097:At-will employment
4970:Civil conscription
4934:Workplace bullying
4821:Affirmative action
4803:Workplace wellness
4734:Occupational noise
4375:Long service leave
4235:Overspecialization
4215:Induction training
4170:Career development
3498:2017-10-16 at the
3487:2021-08-14 at the
2695:2012-12-10 at the
2541:2012-05-12 at the
2466:. Addison-Wesley.
2196:10.1037/aca0000103
1986:2014-11-29 at the
1981:research.wustl.edu
1202:Rogoff, B (1990).
1098:Youth intervention
1073:New Teacher Center
1063:Maybach Foundation
1001:Business mentoring
716:employee retention
712:
702:Corporate programs
594:Career development
563:
555:
476:
458:Informal mentoring
439:
381:possibly contains
362:Types of mentoring
317:
139:
47:
7224:
7223:
7178:
7177:
7174:
7173:
7055:Adolescent clique
7035:
7034:
7031:
7030:
7027:
7026:
6808:
6807:
6544:Farmer's daughter
6513:By sex and gender
6503:
6502:
6499:
6498:
6495:
6494:
6286:
6285:
6145:
6144:
6066:Mythological king
5946:
5945:
5826:Perceived support
5612:
5611:
5511:Post-work society
5491:Kiss up kick down
5223:Barriers to entry
5188:Severance package
5020:Human trafficking
4914:Sexual harassment
4894:Employee handbook
4813:Equal opportunity
4676:Safety and health
4666:Take-home vehicle
4280:Vocational school
4230:Lifelong learning
4205:Further education
4165:Career counseling
4160:Career assessment
3937:Overqualification
3674:Project Blue Lynx
3480:Pompa, C. (2012)
2620:978-1-57675-327-9
2473:978-0-201-06834-4
2446:978-0-394-40694-7
1517:Yogic Way Of Life
1419:978-0-7494-3118-1
992:Blended mentoring
751:New-hire programs
636:Reverse mentoring
538:Mentoring circles
447:talent management
426:
425:
418:
383:original research
355:Technology mentor
16:(Redirected from
7254:
7182:
7181:
7101:Little green men
7090:Imaginary friend
7041:
7040:
6997:
6819:
6818:
6759:Mammy stereotype
6713:Yamato nadeshiko
6529:
6528:
6520:
6519:
6509:
6508:
6384:Bug-eyed monster
6348:Social Darwinist
6297:
6296:
6273:Good cop/bad cop
6156:
6155:
6026:
6025:
6017:
6016:
6006:
6005:
5980:Stock characters
5973:
5966:
5959:
5950:
5949:
5918:
5917:
5811:Network analysis
5801:Machiavellianism
5639:
5632:
5625:
5616:
5615:
5599:Critique of work
5594:Corporate titles
5562:
5561:
5481:Evil corporation
5347:Employment rates
5270:Jobless recovery
5238:Great Depression
5198:Golden parachute
5193:Golden handshake
4990:Job satisfaction
4980:Critique of work
4798:Workplace phobia
4629:Health insurance
4586:Wage compression
4554:Progressive wage
4413:35-hour workweek
4380:No call, no show
4370:Leave of absence
4220:Knowledge worker
4148:Master craftsman
3952:Personality hire
3890:Executive search
3870:Curriculum vitae
3855:Background check
3724:
3717:
3710:
3701:
3700:
3663:
3605:
3570:
3546:
3503:
3478:
3472:
3471:
3469:
3468:
3448:
3442:
3441:
3439:
3438:
3420:
3418:20.500.12209/225
3388:
3382:
3381:
3353:
3344:
3343:
3331:
3325:
3324:
3322:
3320:
3314:
3307:
3298:
3289:
3288:
3280:
3265:
3264:
3236:
3225:
3224:
3216:
3210:
3209:
3201:
3195:
3194:
3192:
3191:
3174:Dupree, Orlena.
3171:
3156:
3155:
3147:
3124:
3123:
3087:
3078:
3077:
3033:
3027:
3026:
3024:
3023:
2995:
2989:
2988:
2960:
2951:
2950:
2922:
2916:
2915:
2879:
2873:
2872:
2870:
2869:
2850:
2844:
2843:
2827:
2821:
2820:
2784:
2773:
2770:
2764:
2763:
2761:
2760:
2745:
2739:
2738:
2710:
2704:
2688:
2682:
2681:
2661:
2655:
2654:
2634:
2625:
2624:
2600:
2594:
2593:
2591:
2583:
2577:
2576:
2567:(6): 1177–1194.
2556:
2550:
2534:
2528:
2527:
2510:(5): 1048–1049.
2499:
2493:
2492:
2484:
2478:
2477:
2457:
2451:
2450:
2430:
2424:
2423:
2421:
2412:
2401:
2400:
2398:
2397:
2377:
2371:
2365:
2359:
2358:
2356:
2355:
2336:
2330:
2329:
2309:
2300:
2299:
2297:
2287:
2281:
2278:
2272:
2269:
2258:
2257:
2255:
2254:
2239:
2233:
2232:
2230:
2229:
2214:
2208:
2207:
2179:
2173:
2172:
2153:10.2190/cs.9.3.e
2136:
2130:
2129:
2119:
2095:
2089:
2088:
2082:
2074:
2046:
2040:
2039:
2029:
1997:
1991:
1978:
1972:
1971:
1943:
1937:
1936:
1934:
1933:
1914:
1908:
1899:
1897:
1896:
1878:
1872:
1871:
1869:
1868:
1849:
1843:
1842:
1814:
1808:
1807:
1791:
1781:
1775:
1774:
1763:, 44–47, 96–97.
1758:
1748:
1739:
1738:
1730:
1724:
1723:
1721:
1719:
1691:
1685:
1684:
1682:
1680:
1652:
1646:
1645:
1625:
1619:
1618:
1616:
1615:
1596:
1590:
1589:
1587:
1586:
1567:
1561:
1560:
1558:
1557:
1538:
1532:
1531:
1529:
1528:
1509:
1503:
1502:
1500:
1498:
1479:
1473:
1472:
1464:
1458:
1457:
1439:
1424:
1423:
1411:
1401:
1395:
1394:
1392:
1390:
1375:
1369:
1368:
1366:
1364:
1348:
1342:
1341:
1313:
1304:
1303:
1275:
1269:
1268:
1240:
1234:
1233:
1213:
1207:
1200:
1194:
1193:
1185:
1179:
1178:
1176:
1175:
1156:
1150:
1149:
1142:
1136:
1135:
1133:
1132:
1113:
1083:Speed networking
818:speed networking
812:Speed networking
501:Friendship model
429:Formal mentoring
421:
414:
410:
407:
401:
398:inline citations
374:
373:
366:
321:Multiple mentors
21:
7262:
7261:
7257:
7256:
7255:
7253:
7252:
7251:
7227:
7226:
7225:
7220:
7219:
7193:
7179:
7170:
7046:
7023:
7000:
6973:
6942:
6925:Prince Charming
6919:
6915:Superfluous man
6910:Nice Jewish boy
6863:
6840:
6804:
6781:
6763:
6746:Lady-in-waiting
6740:
6717:
6684:
6656:
6628:
6614:Fairy godmother
6590:
6514:
6491:
6430:
6370:
6342:
6313:
6282:
6261:
6240:Gentleman thief
6221:
6214: and
6182:
6141:
6113:
6085:
6011:
6000:
5982:
5977:
5947:
5942:
5928:Aspects of jobs
5906:
5880:
5649:
5643:
5613:
5608:
5604:Organized labor
5574:Aspects of jobs
5550:
5541:Toxic workplace
5476:Emotional labor
5449:
5373:Public programs
5368:
5285:Great Recession
5255:Full employment
5243:Long Depression
5209:
5107:Banishment room
5083:
5005:Refusal of work
4948:
4872:Corporate crime
4840:
4807:
4670:
4595:
4472:
4399:
4333:
4210:Graduate school
4120:
4042:
3986:
3977:Underemployment
3836:
3780:Self-employment
3755:Contingent work
3745:Academic tenure
3738:Classifications
3733:
3728:
3687:
3602:
3511:
3509:Further reading
3506:
3502:query response.
3500:Wayback Machine
3489:Wayback Machine
3479:
3475:
3466:
3464:
3449:
3445:
3436:
3434:
3389:
3385:
3354:
3347:
3332:
3328:
3318:
3316:
3312:
3305:
3299:
3292:
3287:. Corwin Press.
3281:
3268:
3237:
3228:
3217:
3213:
3202:
3198:
3189:
3187:
3172:
3159:
3148:
3127:
3088:
3081:
3034:
3030:
3021:
3019:
3012:
2996:
2992:
2961:
2954:
2923:
2919:
2880:
2876:
2867:
2865:
2852:
2851:
2847:
2828:
2824:
2785:
2776:
2771:
2767:
2758:
2756:
2747:
2746:
2742:
2711:
2707:
2697:Wayback Machine
2689:
2685:
2662:
2658:
2635:
2628:
2621:
2601:
2597:
2589:
2585:
2584:
2580:
2557:
2553:
2549:, 13 April 2012
2543:Wayback Machine
2535:
2531:
2500:
2496:
2485:
2481:
2474:
2458:
2454:
2447:
2431:
2427:
2419:
2413:
2404:
2395:
2393:
2378:
2374:
2366:
2362:
2353:
2351:
2338:
2337:
2333:
2310:
2303:
2288:
2284:
2279:
2275:
2270:
2261:
2252:
2250:
2241:
2240:
2236:
2227:
2225:
2216:
2215:
2211:
2180:
2176:
2137:
2133:
2096:
2092:
2076:
2075:
2047:
2043:
1998:
1994:
1988:Wayback Machine
1979:
1975:
1944:
1940:
1931:
1929:
1916:
1915:
1911:
1894:
1892:
1880:
1879:
1875:
1866:
1864:
1851:
1850:
1846:
1815:
1811:
1804:
1782:
1778:
1771:
1749:
1742:
1731:
1727:
1717:
1715:
1708:
1692:
1688:
1678:
1676:
1669:
1653:
1649:
1642:
1626:
1622:
1613:
1611:
1598:
1597:
1593:
1584:
1582:
1569:
1568:
1564:
1555:
1553:
1540:
1539:
1535:
1526:
1524:
1511:
1510:
1506:
1496:
1494:
1481:
1480:
1476:
1465:
1461:
1454:
1440:
1427:
1420:
1402:
1398:
1388:
1386:
1377:
1376:
1372:
1362:
1360:
1349:
1345:
1314:
1307:
1276:
1272:
1241:
1237:
1214:
1210:
1201:
1197:
1186:
1182:
1173:
1171:
1158:
1157:
1153:
1144:
1143:
1139:
1130:
1128:
1115:
1114:
1110:
1106:
1088:Youth mentoring
1039:
1026:
1003:
994:
977:
968:
959:
950:
915:
902:
889:
880:
871:
858:youth mentoring
854:
834:
791:
770:
753:
744:Cardinal Health
728:
726:Formal programs
704:
673:Daniel Levinson
669:
580:college success
547:
516:
495:Nurturing model
481:
460:
431:
422:
411:
405:
402:
387:
375:
371:
364:
337:Industry mentor
302:Barry Z. Posner
246:
234:
124:
39:
28:
23:
22:
15:
12:
11:
5:
7260:
7250:
7249:
7244:
7239:
7222:
7221:
7218:
7217:
7206:
7194:
7189:
7188:
7186:
7185:Classification
7176:
7175:
7172:
7171:
7169:
7168:
7163:
7158:
7153:
7151:Tragic mulatto
7148:
7143:
7138:
7133:
7128:
7126:Shoulder angel
7123:
7118:
7113:
7108:
7103:
7098:
7097:("The Lovers")
7092:
7087:
7082:
7077:
7072:
7067:
7062:
7057:
7051:
7048:
7047:
7037:
7036:
7033:
7032:
7029:
7028:
7025:
7024:
7022:
7021:
7016:
7010:
7008:
7002:
7001:
6999:
6998:
6989:
6983:
6981:
6975:
6974:
6972:
6971:
6966:
6961:
6956:
6950:
6948:
6944:
6943:
6941:
6940:
6935:
6929:
6927:
6921:
6920:
6918:
6917:
6912:
6907:
6902:
6897:
6892:
6887:
6882:
6877:
6871:
6869:
6865:
6864:
6862:
6861:
6856:
6850:
6848:
6842:
6841:
6839:
6838:
6833:
6827:
6825:
6816:
6810:
6809:
6806:
6805:
6803:
6802:
6797:
6791:
6789:
6783:
6782:
6780:
6779:
6773:
6771:
6765:
6764:
6762:
6761:
6756:
6750:
6748:
6742:
6741:
6739:
6738:
6733:
6727:
6725:
6719:
6718:
6716:
6715:
6710:
6705:
6703:Southern belle
6700:
6694:
6692:
6686:
6685:
6683:
6682:
6677:
6672:
6666:
6664:
6658:
6657:
6655:
6654:
6649:
6644:
6638:
6636:
6634:Hawksian woman
6630:
6629:
6627:
6626:
6621:
6616:
6611:
6606:
6600:
6598:
6592:
6591:
6589:
6588:
6583:
6582:
6581:
6576:
6566:
6561:
6556:
6551:
6549:Girl next door
6546:
6541:
6535:
6533:
6526:
6516:
6515:
6505:
6504:
6501:
6500:
6497:
6496:
6493:
6492:
6490:
6489:
6483:
6469:
6464:
6462:Masked villain
6459:
6454:
6449:
6444:
6438:
6436:
6432:
6431:
6429:
6428:
6427:
6426:
6416:
6411:
6406:
6401:
6396:
6391:
6386:
6380:
6378:
6372:
6371:
6369:
6368:
6363:
6358:
6352:
6350:
6344:
6343:
6341:
6340:
6335:
6330:
6324:
6322:
6315:
6314:
6312:
6311:
6305:
6303:
6294:
6288:
6287:
6284:
6283:
6281:
6280:
6275:
6269:
6267:
6263:
6262:
6260:
6259:
6258:
6257:
6252:
6242:
6237:
6231:
6229:
6223:
6222:
6220:
6219:
6192:
6190:
6184:
6183:
6181:
6180:
6175:
6170:
6164:
6162:
6153:
6147:
6146:
6143:
6142:
6140:
6139:
6138:
6137:
6127:
6121:
6119:
6115:
6114:
6112:
6111:
6106:
6101:
6095:
6093:
6087:
6086:
6084:
6083:
6078:
6073:
6068:
6063:
6058:
6053:
6048:
6043:
6038:
6032:
6030:
6023:
6013:
6012:
6002:
6001:
5999:
5998:
5993:
5987:
5984:
5983:
5976:
5975:
5968:
5961:
5953:
5944:
5943:
5941:
5940:
5935:
5930:
5925:
5920:
5911:
5908:
5907:
5905:
5904:
5899:
5894:
5888:
5886:
5882:
5881:
5879:
5878:
5873:
5868:
5863:
5858:
5853:
5848:
5843:
5838:
5833:
5828:
5823:
5818:
5813:
5808:
5803:
5798:
5793:
5788:
5783:
5778:
5776:Identification
5773:
5768:
5763:
5758:
5753:
5748:
5743:
5738:
5733:
5728:
5723:
5718:
5713:
5708:
5703:
5698:
5693:
5688:
5683:
5678:
5673:
5668:
5663:
5657:
5655:
5651:
5650:
5642:
5641:
5634:
5627:
5619:
5610:
5609:
5607:
5606:
5601:
5596:
5591:
5586:
5581:
5576:
5571:
5565:
5564:
5555:
5552:
5551:
5549:
5548:
5543:
5538:
5533:
5528:
5526:Sunday scaries
5523:
5518:
5513:
5508:
5503:
5498:
5493:
5488:
5483:
5478:
5473:
5468:
5463:
5457:
5455:
5451:
5450:
5443:
5442:
5437:
5432:
5427:
5422:
5417:
5412:
5407:
5402:
5397:
5392:
5387:
5382:
5376:
5374:
5370:
5369:
5367:
5366:
5361:
5356:
5355:
5354:
5349:
5339:
5334:
5329:
5324:
5319:
5314:
5309:
5304:
5303:
5302:
5297:
5292:
5287:
5277:
5275:Phillips curve
5272:
5267:
5262:
5257:
5252:
5247:
5246:
5245:
5240:
5230:
5225:
5219:
5217:
5211:
5210:
5208:
5207:
5202:
5201:
5200:
5195:
5185:
5184:
5183:
5178:
5176:Retirement age
5173:
5163:
5158:
5157:
5156:
5146:
5141:
5136:
5131:
5129:Exit interview
5126:
5121:
5120:
5119:
5114:
5109:
5099:
5093:
5091:
5085:
5084:
5082:
5081:
5076:
5075:
5074:
5069:
5059:
5054:
5053:
5052:
5047:
5042:
5037:
5032:
5027:
5022:
5017:
5007:
5002:
4997:
4992:
4987:
4982:
4977:
4972:
4967:
4962:
4956:
4954:
4950:
4949:
4947:
4946:
4941:
4936:
4931:
4926:
4921:
4916:
4911:
4906:
4901:
4896:
4891:
4886:
4881:
4879:Discrimination
4876:
4875:
4874:
4869:
4864:
4859:
4848:
4846:
4842:
4841:
4839:
4838:
4833:
4831:Gender pay gap
4828:
4823:
4817:
4815:
4809:
4808:
4806:
4805:
4800:
4795:
4790:
4785:
4780:
4779:
4778:
4768:
4763:
4762:
4761:
4751:
4746:
4741:
4736:
4731:
4726:
4721:
4716:
4711:
4706:
4701:
4696:
4691:
4686:
4680:
4678:
4672:
4671:
4669:
4668:
4663:
4662:
4661:
4651:
4646:
4644:Parental leave
4641:
4639:Marriage leave
4636:
4634:Life insurance
4631:
4626:
4621:
4616:
4611:
4605:
4603:
4597:
4596:
4594:
4593:
4588:
4583:
4578:
4573:
4568:
4563:
4562:
4561:
4551:
4550:
4549:
4544:
4539:
4534:
4524:
4523:
4522:
4517:
4507:
4502:
4497:
4492:
4490:Income bracket
4486:
4484:
4474:
4473:
4471:
4470:
4465:
4460:
4455:
4450:
4445:
4440:
4435:
4430:
4425:
4423:Eight-hour day
4420:
4415:
4409:
4407:
4401:
4400:
4398:
4397:
4392:
4387:
4382:
4377:
4372:
4367:
4362:
4357:
4352:
4347:
4341:
4339:
4335:
4334:
4332:
4331:
4326:
4321:
4320:
4319:
4314:
4304:
4299:
4294:
4289:
4288:
4287:
4282:
4277:
4272:
4267:
4262:
4257:
4252:
4247:
4242:
4237:
4232:
4227:
4222:
4217:
4212:
4207:
4202:
4197:
4192:
4182:
4180:Creative class
4177:
4172:
4167:
4162:
4157:
4152:
4151:
4150:
4140:
4138:Apprenticeship
4134:
4132:
4122:
4121:
4119:
4118:
4113:
4108:
4106:Scarlet-collar
4103:
4098:
4093:
4088:
4083:
4078:
4073:
4068:
4063:
4058:
4052:
4050:
4044:
4043:
4041:
4040:
4035:
4030:
4025:
4020:
4015:
4010:
4005:
4000:
3994:
3992:
3988:
3987:
3985:
3984:
3979:
3974:
3969:
3964:
3959:
3954:
3949:
3944:
3939:
3934:
3929:
3924:
3919:
3914:
3909:
3904:
3899:
3898:
3897:
3887:
3882:
3877:
3872:
3867:
3862:
3857:
3852:
3846:
3844:
3838:
3837:
3835:
3834:
3829:
3824:
3822:Temporary work
3819:
3814:
3809:
3808:
3807:
3802:
3797:
3790:Skilled worker
3787:
3782:
3777:
3772:
3767:
3762:
3757:
3752:
3747:
3741:
3739:
3735:
3734:
3727:
3726:
3719:
3712:
3704:
3698:
3697:
3686:
3685:External links
3683:
3682:
3681:
3671:
3664:
3646:(3): 322–337.
3635:
3628:
3621:
3614:
3606:
3600:
3585:
3578:
3571:
3550:
3547:
3526:
3519:
3510:
3507:
3505:
3504:
3473:
3443:
3383:
3364:(4): 553–584.
3345:
3326:
3290:
3266:
3247:(2): 179–213.
3226:
3211:
3196:
3157:
3125:
3098:(2): 127–138.
3092:Exceptionality
3079:
3044:(6): 598–611.
3028:
3010:
2990:
2971:(2): 110–120.
2952:
2933:(1): 103–114.
2917:
2884:Family Process
2874:
2845:
2822:
2795:(5): 399–414.
2774:
2765:
2740:
2721:(3): 567–578.
2705:
2683:
2672:(3): 199–213.
2656:
2645:(3): 309–315.
2626:
2619:
2595:
2578:
2551:
2529:
2494:
2479:
2472:
2452:
2445:
2425:
2402:
2372:
2360:
2331:
2301:
2282:
2273:
2259:
2234:
2209:
2190:(4): 440–450.
2174:
2147:(3): 337–356.
2131:
2110:(3): 251–265.
2090:
2063:10.5465/255910
2057:(4): 608–625.
2041:
2012:(2): 254–267.
1992:
1973:
1938:
1924:. 2017-08-11.
1909:
1873:
1844:
1825:(2): 264–288.
1809:
1802:
1776:
1769:
1740:
1725:
1706:
1686:
1667:
1647:
1640:
1620:
1591:
1562:
1533:
1519:. 2016-10-07.
1504:
1474:
1459:
1452:
1425:
1418:
1412:. Kogan Page.
1396:
1370:
1343:
1324:(6): 719–739.
1305:
1286:(6): 525–545.
1270:
1251:(3): 137–145.
1235:
1208:
1195:
1180:
1151:
1137:
1107:
1105:
1102:
1101:
1100:
1095:
1090:
1085:
1080:
1078:Peer mentoring
1075:
1070:
1065:
1060:
1058:Father complex
1055:
1050:
1045:
1038:
1035:
1025:
1022:
1007:apprenticeship
1002:
999:
993:
990:
976:
973:
967:
964:
958:
955:
949:
946:
941:
940:
937:
934:
927:
926:
923:
914:
911:
901:
898:
888:
885:
879:
876:
870:
867:
853:
850:
846:peer mentoring
833:
830:
826:
825:
814:
813:
805:
804:
796:
795:
790:
787:
769:
766:
752:
749:
727:
724:
703:
700:
668:
665:
651:
650:
644:
633:
603:
597:
546:
543:
542:
541:
535:
529:
523:
520:Peer mentoring
515:
512:
511:
510:
504:
498:
492:
480:
477:
459:
456:
430:
427:
424:
423:
378:
376:
369:
363:
360:
359:
358:
352:
346:
340:
334:
324:
297:
296:
287:
278:
269:
260:
245:
242:
233:
230:
214:bamboo ceiling
206:social capital
195:apprenticeship
123:
120:
90:social capital
26:
9:
6:
4:
3:
2:
7259:
7248:
7245:
7243:
7240:
7238:
7235:
7234:
7232:
7216:
7212:
7211:
7207:
7205:
7201:
7200:
7196:
7195:
7192:
7187:
7183:
7167:
7164:
7162:
7161:Village idiot
7159:
7157:
7154:
7152:
7149:
7147:
7144:
7142:
7139:
7137:
7134:
7132:
7129:
7127:
7124:
7122:
7119:
7117:
7114:
7112:
7109:
7107:
7106:Magical Negro
7104:
7102:
7099:
7096:
7093:
7091:
7088:
7086:
7083:
7081:
7078:
7076:
7073:
7071:
7068:
7066:
7063:
7061:
7058:
7056:
7053:
7052:
7049:
7042:
7038:
7020:
7017:
7015:
7012:
7011:
7009:
7007:
7003:
6996:
6995:
6990:
6988:
6985:
6984:
6982:
6980:
6976:
6970:
6967:
6965:
6962:
6960:
6957:
6955:
6952:
6951:
6949:
6945:
6939:
6938:Knight-errant
6936:
6934:
6931:
6930:
6928:
6926:
6922:
6916:
6913:
6911:
6908:
6906:
6903:
6901:
6900:Little Johnny
6898:
6896:
6893:
6891:
6888:
6886:
6885:Ivan the Fool
6883:
6881:
6878:
6876:
6873:
6872:
6870:
6866:
6860:
6857:
6855:
6852:
6851:
6849:
6847:
6846:Father figure
6843:
6837:
6834:
6832:
6829:
6828:
6826:
6824:
6820:
6817:
6815:
6811:
6801:
6798:
6796:
6793:
6792:
6790:
6788:
6784:
6778:
6775:
6774:
6772:
6770:
6766:
6760:
6757:
6755:
6752:
6751:
6749:
6747:
6743:
6737:
6734:
6732:
6729:
6728:
6726:
6724:
6720:
6714:
6711:
6709:
6706:
6704:
6701:
6699:
6696:
6695:
6693:
6691:
6687:
6681:
6678:
6676:
6673:
6671:
6668:
6667:
6665:
6663:
6662:Woman warrior
6659:
6653:
6650:
6648:
6645:
6643:
6640:
6639:
6637:
6635:
6631:
6625:
6622:
6620:
6617:
6615:
6612:
6610:
6607:
6605:
6602:
6601:
6599:
6597:
6593:
6587:
6584:
6580:
6577:
6575:
6572:
6571:
6570:
6567:
6565:
6562:
6560:
6557:
6555:
6552:
6550:
6547:
6545:
6542:
6540:
6537:
6536:
6534:
6532:Love interest
6530:
6527:
6525:
6521:
6517:
6510:
6506:
6487:
6484:
6481:
6477:
6473:
6470:
6468:
6465:
6463:
6460:
6458:
6455:
6453:
6450:
6448:
6445:
6443:
6440:
6439:
6437:
6433:
6425:
6422:
6421:
6420:
6417:
6415:
6412:
6410:
6409:Swamp monster
6407:
6405:
6402:
6400:
6397:
6395:
6392:
6390:
6387:
6385:
6382:
6381:
6379:
6377:
6373:
6367:
6364:
6362:
6361:Mad scientist
6359:
6357:
6354:
6353:
6351:
6349:
6345:
6339:
6336:
6334:
6331:
6329:
6326:
6325:
6323:
6321:
6316:
6310:
6307:
6306:
6304:
6302:
6298:
6295:
6293:
6289:
6279:
6276:
6274:
6271:
6270:
6268:
6264:
6256:
6253:
6251:
6248:
6247:
6246:
6243:
6241:
6238:
6236:
6233:
6232:
6230:
6228:
6224:
6217:
6213:
6209:
6205:
6201:
6197:
6194:
6193:
6191:
6189:
6185:
6179:
6176:
6174:
6171:
6169:
6166:
6165:
6163:
6161:
6160:Lovable rogue
6157:
6154:
6152:
6148:
6136:
6133:
6132:
6131:
6130:Super soldier
6128:
6126:
6123:
6122:
6120:
6116:
6110:
6107:
6105:
6102:
6100:
6097:
6096:
6094:
6092:
6088:
6082:
6079:
6077:
6074:
6072:
6069:
6067:
6064:
6062:
6059:
6057:
6056:Knight-errant
6054:
6052:
6049:
6047:
6044:
6042:
6041:Christ figure
6039:
6037:
6034:
6033:
6031:
6027:
6024:
6022:
6018:
6014:
6007:
6003:
5997:
5994:
5992:
5989:
5988:
5985:
5981:
5974:
5969:
5967:
5962:
5960:
5955:
5954:
5951:
5939:
5936:
5934:
5931:
5929:
5926:
5924:
5921:
5913:
5912:
5909:
5903:
5900:
5898:
5895:
5893:
5890:
5889:
5887:
5883:
5877:
5874:
5872:
5869:
5867:
5864:
5862:
5859:
5857:
5854:
5852:
5849:
5847:
5844:
5842:
5839:
5837:
5834:
5832:
5829:
5827:
5824:
5822:
5819:
5817:
5814:
5812:
5809:
5807:
5804:
5802:
5799:
5797:
5794:
5792:
5789:
5787:
5784:
5782:
5779:
5777:
5774:
5772:
5769:
5767:
5764:
5762:
5759:
5757:
5754:
5752:
5751:Effectiveness
5749:
5747:
5744:
5742:
5739:
5737:
5734:
5732:
5729:
5727:
5724:
5722:
5719:
5717:
5714:
5712:
5709:
5707:
5706:Communication
5704:
5702:
5699:
5697:
5694:
5692:
5689:
5687:
5684:
5682:
5679:
5677:
5674:
5672:
5669:
5667:
5664:
5662:
5659:
5658:
5656:
5652:
5648:
5647:organizations
5640:
5635:
5633:
5628:
5626:
5621:
5620:
5617:
5605:
5602:
5600:
5597:
5595:
5592:
5590:
5587:
5585:
5582:
5580:
5577:
5575:
5572:
5570:
5567:
5566:
5557:
5556:
5553:
5547:
5544:
5542:
5539:
5537:
5534:
5532:
5529:
5527:
5524:
5522:
5519:
5517:
5514:
5512:
5509:
5507:
5504:
5502:
5501:Make-work job
5499:
5497:
5494:
5492:
5489:
5487:
5484:
5482:
5479:
5477:
5474:
5472:
5469:
5467:
5464:
5462:
5459:
5458:
5456:
5452:
5448:
5447:
5441:
5438:
5436:
5433:
5431:
5428:
5426:
5423:
5421:
5420:Right to work
5418:
5416:
5413:
5411:
5408:
5406:
5405:Job guarantee
5403:
5401:
5398:
5396:
5393:
5391:
5390:Make-work job
5388:
5386:
5383:
5381:
5378:
5377:
5375:
5371:
5365:
5362:
5360:
5357:
5353:
5350:
5348:
5345:
5344:
5343:
5340:
5338:
5335:
5333:
5330:
5328:
5325:
5323:
5320:
5318:
5315:
5313:
5310:
5308:
5305:
5301:
5298:
5296:
5293:
5291:
5288:
5286:
5283:
5282:
5281:
5278:
5276:
5273:
5271:
5268:
5266:
5263:
5261:
5258:
5256:
5253:
5251:
5248:
5244:
5241:
5239:
5236:
5235:
5234:
5231:
5229:
5226:
5224:
5221:
5220:
5218:
5216:
5212:
5206:
5203:
5199:
5196:
5194:
5191:
5190:
5189:
5186:
5182:
5179:
5177:
5174:
5172:
5169:
5168:
5167:
5164:
5162:
5161:Restructuring
5159:
5155:
5152:
5151:
5150:
5147:
5145:
5142:
5140:
5139:Notice period
5137:
5135:
5132:
5130:
5127:
5125:
5122:
5118:
5115:
5113:
5110:
5108:
5105:
5104:
5103:
5100:
5098:
5095:
5094:
5092:
5090:
5086:
5080:
5077:
5073:
5070:
5068:
5065:
5064:
5063:
5060:
5058:
5055:
5051:
5048:
5046:
5045:Unfree labour
5043:
5041:
5038:
5036:
5033:
5031:
5028:
5026:
5023:
5021:
5018:
5016:
5015:Bonded labour
5013:
5012:
5011:
5008:
5006:
5003:
5001:
4998:
4996:
4993:
4991:
4988:
4986:
4983:
4981:
4978:
4976:
4973:
4971:
4968:
4966:
4963:
4961:
4958:
4957:
4955:
4951:
4945:
4942:
4940:
4937:
4935:
4932:
4930:
4929:Whistleblower
4927:
4925:
4922:
4920:
4917:
4915:
4912:
4910:
4907:
4905:
4902:
4900:
4897:
4895:
4892:
4890:
4887:
4885:
4882:
4880:
4877:
4873:
4870:
4868:
4865:
4863:
4862:Control fraud
4860:
4858:
4855:
4854:
4853:
4850:
4849:
4847:
4843:
4837:
4836:Glass ceiling
4834:
4832:
4829:
4827:
4824:
4822:
4819:
4818:
4816:
4814:
4810:
4804:
4801:
4799:
4796:
4794:
4791:
4789:
4786:
4784:
4781:
4777:
4774:
4773:
4772:
4771:Work accident
4769:
4767:
4764:
4760:
4759:United States
4757:
4756:
4755:
4752:
4750:
4747:
4745:
4742:
4740:
4737:
4735:
4732:
4730:
4727:
4725:
4722:
4720:
4717:
4715:
4712:
4710:
4707:
4705:
4702:
4700:
4697:
4695:
4692:
4690:
4687:
4685:
4682:
4681:
4679:
4677:
4673:
4667:
4664:
4660:
4659:United States
4657:
4656:
4655:
4652:
4650:
4647:
4645:
4642:
4640:
4637:
4635:
4632:
4630:
4627:
4625:
4622:
4620:
4617:
4615:
4614:Casual Friday
4612:
4610:
4607:
4606:
4604:
4602:
4598:
4592:
4589:
4587:
4584:
4582:
4579:
4577:
4574:
4572:
4571:Paid time off
4569:
4567:
4566:Overtime rate
4564:
4560:
4557:
4556:
4555:
4552:
4548:
4547:United States
4545:
4543:
4540:
4538:
4535:
4533:
4530:
4529:
4528:
4525:
4521:
4518:
4516:
4513:
4512:
4511:
4508:
4506:
4503:
4501:
4498:
4496:
4493:
4491:
4488:
4487:
4485:
4483:
4479:
4475:
4469:
4466:
4464:
4461:
4459:
4456:
4454:
4451:
4449:
4446:
4444:
4441:
4439:
4436:
4434:
4431:
4429:
4426:
4424:
4421:
4419:
4418:Four-day week
4416:
4414:
4411:
4410:
4408:
4406:
4402:
4396:
4393:
4391:
4388:
4386:
4383:
4381:
4378:
4376:
4373:
4371:
4368:
4366:
4363:
4361:
4358:
4356:
4353:
4351:
4348:
4346:
4343:
4342:
4340:
4336:
4330:
4327:
4325:
4322:
4318:
4315:
4313:
4310:
4309:
4308:
4305:
4303:
4302:Practice firm
4300:
4298:
4295:
4293:
4290:
4286:
4283:
4281:
4278:
4276:
4273:
4271:
4268:
4266:
4263:
4261:
4258:
4256:
4253:
4251:
4248:
4246:
4243:
4241:
4238:
4236:
4233:
4231:
4228:
4226:
4223:
4221:
4218:
4216:
4213:
4211:
4208:
4206:
4203:
4201:
4200:Employability
4198:
4196:
4193:
4191:
4188:
4187:
4186:
4183:
4181:
4178:
4176:
4173:
4171:
4168:
4166:
4163:
4161:
4158:
4156:
4153:
4149:
4146:
4145:
4144:
4141:
4139:
4136:
4135:
4133:
4131:
4127:
4123:
4117:
4114:
4112:
4109:
4107:
4104:
4102:
4101:Orange-collar
4099:
4097:
4094:
4092:
4089:
4087:
4084:
4082:
4079:
4077:
4074:
4072:
4069:
4067:
4064:
4062:
4059:
4057:
4054:
4053:
4051:
4049:
4048:Working class
4045:
4039:
4036:
4034:
4031:
4029:
4026:
4024:
4021:
4019:
4016:
4014:
4011:
4009:
4006:
4004:
4001:
3999:
3996:
3995:
3993:
3989:
3983:
3980:
3978:
3975:
3973:
3970:
3968:
3965:
3963:
3960:
3958:
3955:
3953:
3950:
3948:
3945:
3943:
3940:
3938:
3935:
3933:
3930:
3928:
3925:
3923:
3922:Job interview
3920:
3918:
3915:
3913:
3910:
3908:
3905:
3903:
3900:
3896:
3893:
3892:
3891:
3888:
3886:
3883:
3881:
3878:
3876:
3873:
3871:
3868:
3866:
3863:
3861:
3858:
3856:
3853:
3851:
3848:
3847:
3845:
3843:
3839:
3833:
3830:
3828:
3825:
3823:
3820:
3818:
3815:
3813:
3810:
3806:
3803:
3801:
3798:
3796:
3793:
3792:
3791:
3788:
3786:
3783:
3781:
3778:
3776:
3775:Part-time job
3773:
3771:
3768:
3766:
3763:
3761:
3760:Full-time job
3758:
3756:
3753:
3751:
3748:
3746:
3743:
3742:
3740:
3736:
3732:
3725:
3720:
3718:
3713:
3711:
3706:
3705:
3702:
3696:
3692:
3689:
3688:
3679:
3675:
3672:
3669:
3665:
3661:
3657:
3653:
3649:
3645:
3641:
3636:
3633:
3629:
3626:
3622:
3619:
3615:
3612:
3607:
3603:
3597:
3593:
3592:
3586:
3583:
3579:
3576:
3572:
3568:
3564:
3561:(1): 91–108.
3560:
3556:
3551:
3548:
3544:
3540:
3536:
3532:
3527:
3524:
3520:
3517:
3513:
3512:
3501:
3497:
3494:
3490:
3486:
3483:
3477:
3462:
3458:
3454:
3447:
3432:
3428:
3424:
3419:
3414:
3410:
3406:
3402:
3398:
3394:
3387:
3379:
3375:
3371:
3367:
3363:
3359:
3352:
3350:
3341:
3337:
3330:
3311:
3304:
3297:
3295:
3286:
3279:
3277:
3275:
3273:
3271:
3262:
3258:
3254:
3250:
3246:
3242:
3235:
3233:
3231:
3222:
3215:
3207:
3200:
3185:
3181:
3177:
3170:
3168:
3166:
3164:
3162:
3153:
3146:
3144:
3142:
3140:
3138:
3136:
3134:
3132:
3130:
3121:
3117:
3113:
3109:
3105:
3101:
3097:
3093:
3086:
3084:
3075:
3071:
3067:
3063:
3059:
3055:
3051:
3047:
3043:
3039:
3032:
3017:
3013:
3011:9781316583845
3007:
3003:
3002:
2994:
2986:
2982:
2978:
2974:
2970:
2966:
2965:Roeper Review
2959:
2957:
2948:
2944:
2940:
2936:
2932:
2928:
2921:
2913:
2909:
2905:
2901:
2897:
2893:
2889:
2885:
2878:
2863:
2859:
2858:oied.ncsu.edu
2855:
2849:
2841:
2837:
2833:
2826:
2818:
2814:
2810:
2806:
2802:
2798:
2794:
2790:
2783:
2781:
2779:
2769:
2754:
2750:
2744:
2736:
2732:
2728:
2724:
2720:
2716:
2709:
2702:
2698:
2694:
2691:
2687:
2679:
2675:
2671:
2667:
2660:
2652:
2648:
2644:
2640:
2633:
2631:
2622:
2616:
2612:
2608:
2607:
2599:
2588:
2582:
2574:
2570:
2566:
2562:
2555:
2548:
2544:
2540:
2537:
2533:
2525:
2521:
2517:
2513:
2509:
2505:
2498:
2490:
2483:
2475:
2469:
2465:
2464:
2456:
2448:
2442:
2438:
2437:
2429:
2418:
2411:
2409:
2407:
2391:
2387:
2383:
2376:
2368:
2364:
2349:
2345:
2341:
2335:
2327:
2323:
2319:
2315:
2308:
2306:
2296:
2295:
2286:
2277:
2268:
2266:
2264:
2248:
2247:Peer Pioneers
2244:
2238:
2223:
2222:Peer Pioneers
2219:
2213:
2205:
2201:
2197:
2193:
2189:
2185:
2178:
2170:
2166:
2162:
2158:
2154:
2150:
2146:
2142:
2135:
2127:
2123:
2118:
2113:
2109:
2105:
2101:
2094:
2086:
2080:
2072:
2068:
2064:
2060:
2056:
2052:
2045:
2037:
2033:
2028:
2023:
2019:
2015:
2011:
2007:
2003:
1996:
1989:
1985:
1982:
1977:
1969:
1965:
1961:
1957:
1953:
1949:
1942:
1927:
1923:
1919:
1913:
1906:
1902:
1890:
1886:
1885:
1877:
1862:
1858:
1854:
1848:
1840:
1836:
1832:
1828:
1824:
1820:
1813:
1805:
1803:9781555425500
1799:
1795:
1790:
1789:
1780:
1772:
1770:9780787900588
1766:
1762:
1757:
1756:
1747:
1745:
1736:
1729:
1713:
1709:
1707:9781857755497
1703:
1699:
1698:
1690:
1674:
1670:
1668:9780749461157
1664:
1660:
1659:
1651:
1643:
1641:9780749444488
1637:
1633:
1632:
1624:
1610:on 2016-03-04
1609:
1605:
1601:
1595:
1580:
1576:
1572:
1566:
1551:
1547:
1543:
1537:
1522:
1518:
1514:
1508:
1492:
1488:
1484:
1478:
1470:
1463:
1455:
1453:9780674025530
1449:
1445:
1438:
1436:
1434:
1432:
1430:
1421:
1415:
1410:
1409:
1400:
1384:
1380:
1374:
1358:
1354:
1347:
1339:
1335:
1331:
1327:
1323:
1319:
1312:
1310:
1301:
1297:
1293:
1289:
1285:
1281:
1274:
1266:
1262:
1258:
1254:
1250:
1246:
1239:
1231:
1227:
1223:
1219:
1212:
1205:
1199:
1191:
1184:
1169:
1165:
1161:
1155:
1147:
1141:
1126:
1122:
1118:
1112:
1108:
1099:
1096:
1094:
1091:
1089:
1086:
1084:
1081:
1079:
1076:
1074:
1071:
1069:
1066:
1064:
1061:
1059:
1056:
1054:
1051:
1049:
1046:
1044:
1041:
1040:
1034:
1030:
1021:
1019:
1014:
1012:
1008:
998:
989:
986:
981:
972:
963:
954:
945:
938:
935:
932:
931:
930:
924:
921:
920:
919:
913:Effectiveness
910:
906:
897:
895:
884:
875:
866:
864:
859:
849:
847:
841:
838:
829:
823:
822:
821:
819:
811:
810:
809:
802:
801:
800:
793:
792:
786:
783:
779:
775:
765:
761:
757:
748:
745:
740:
736:
732:
723:
719:
717:
708:
699:
695:
691:
688:
684:
682:
678:
674:
664:
661:
657:
654:
648:
645:
641:
637:
634:
630:
625:
624:
619:
615:
611:
607:
604:
601:
598:
595:
592:
591:
590:
587:
585:
581:
577:
576:role modeling
573:
569:
559:
551:
539:
536:
533:
530:
527:
524:
521:
518:
517:
508:
505:
502:
499:
496:
493:
490:
489:Cloning model
487:
486:
485:
472:
468:
465:
455:
451:
448:
443:
435:
420:
417:
409:
406:February 2010
399:
395:
391:
385:
384:
379:This article
377:
368:
367:
356:
353:
350:
347:
344:
341:
338:
335:
332:
328:
325:
322:
319:
318:
313:
309:
306:
303:
294:
291:
288:
285:
282:
279:
276:
273:
270:
267:
264:
261:
258:
255:
252:
251:
250:
241:
239:
229:
227:
223:
219:
215:
211:
210:glass ceiling
207:
202:
200:
196:
192:
188:
185:
181:
177:
173:
170:practiced in
169:
164:
162:
158:
154:
153:
148:
144:
136:
132:
131:William Blake
128:
119:
117:
116:
111:
107:
103:
99:
98:Ancient Greek
93:
91:
85:
83:
80:(female), an
79:
75:
70:
68:
67:communication
62:
58:
55:
51:
43:
37:
33:
19:
7208:
7197:
7166:White savior
7136:Straight man
7070:Dragonslayer
7019:Black knight
6987:Seme and uke
6969:Mountain man
6959:Noble savage
6854:Wise old man
6675:Magical girl
6647:Femme fatale
6624:Loathly lady
6579:Monster girl
6424:Nazi zombies
6399:Monster girl
6366:Supervillain
6328:Double agent
6301:Antivillains
6255:Space pirate
6188:Tricky slave
6135:Space marine
6099:Byronic hero
6081:Youngest son
6029:Classic hero
5861:Storytelling
5781:Intelligence
5661:Architecture
5536:Toxic leader
5516:Presenteeism
5496:Labor rights
5486:Going postal
5461:Bullshit job
5444:
5429:
5424:
5215:Unemployment
5067:Downshifting
5050:Wage slavery
5030:Penal labour
4985:Dead-end job
4975:Conscription
4754:Right to sit
4609:Annual leave
4591:Working poor
4527:Minimum wage
4505:Maximum wage
4463:Working time
4453:Six-hour day
4355:Career break
4317:Professional
4291:
4111:Black-collar
4081:White-collar
4061:Green-collar
4038:Volunteering
3875:Drug testing
3865:Cover letter
3805:Tradesperson
3667:
3643:
3639:
3631:
3624:
3617:
3610:
3590:
3581:
3574:
3558:
3554:
3537:(1): 22–29.
3534:
3530:
3522:
3515:
3476:
3465:. Retrieved
3457:Entrepreneur
3456:
3446:
3435:. Retrieved
3400:
3396:
3386:
3361:
3357:
3339:
3335:
3329:
3317:. Retrieved
3284:
3244:
3240:
3220:
3214:
3205:
3199:
3188:. Retrieved
3179:
3151:
3095:
3091:
3041:
3037:
3031:
3020:. Retrieved
3000:
2993:
2968:
2964:
2930:
2926:
2920:
2887:
2883:
2877:
2866:. Retrieved
2857:
2848:
2839:
2835:
2825:
2792:
2788:
2768:
2757:. Retrieved
2743:
2718:
2714:
2708:
2700:
2686:
2669:
2665:
2659:
2642:
2638:
2605:
2598:
2581:
2564:
2560:
2554:
2546:
2532:
2507:
2503:
2497:
2488:
2482:
2462:
2455:
2435:
2428:
2394:. Retrieved
2385:
2375:
2363:
2352:. Retrieved
2343:
2334:
2320:(1): 14–28.
2317:
2313:
2293:
2285:
2276:
2251:. Retrieved
2249:. 2022-01-15
2246:
2237:
2226:. Retrieved
2224:. 2022-01-15
2221:
2212:
2187:
2183:
2177:
2144:
2140:
2134:
2107:
2103:
2093:
2079:cite journal
2054:
2050:
2044:
2009:
2005:
1995:
1976:
1954:(1): 56–73.
1951:
1947:
1941:
1930:. Retrieved
1921:
1912:
1893:. Retrieved
1883:
1876:
1865:. Retrieved
1856:
1847:
1822:
1818:
1812:
1787:
1779:
1754:
1734:
1728:
1716:. Retrieved
1696:
1689:
1677:. Retrieved
1657:
1650:
1630:
1623:
1612:. Retrieved
1608:the original
1604:www.eeoc.gov
1603:
1594:
1583:. Retrieved
1574:
1565:
1554:. Retrieved
1545:
1536:
1525:. Retrieved
1516:
1507:
1495:. Retrieved
1487:Tate Britain
1477:
1471:(30): 63–65.
1468:
1462:
1443:
1407:
1399:
1387:. Retrieved
1373:
1361:. Retrieved
1346:
1321:
1317:
1283:
1279:
1273:
1248:
1244:
1238:
1224:(1): 29–42.
1221:
1217:
1211:
1203:
1198:
1183:
1172:. Retrieved
1163:
1154:
1140:
1129:. Retrieved
1120:
1111:
1031:
1027:
1015:
1011:entrepreneur
1004:
995:
982:
978:
969:
960:
951:
942:
928:
916:
907:
903:
893:
890:
881:
872:
855:
842:
839:
835:
832:In education
827:
815:
806:
797:
771:
762:
758:
754:
741:
737:
733:
729:
720:
713:
696:
692:
689:
685:
680:
677:Edgar Schein
670:
662:
658:
655:
652:
646:
640:social media
635:
632:advancement.
628:
621:
605:
599:
593:
588:
564:
537:
531:
525:
519:
506:
500:
494:
488:
482:
461:
452:
444:
440:
412:
403:
380:
354:
348:
342:
336:
326:
320:
307:
298:
292:
289:
283:
280:
274:
271:
265:
262:
256:
254:Accompanying
253:
247:
235:
203:
165:
150:
140:
113:
95:
87:
77:
73:
71:
63:
59:
53:
49:
48:
7247:Internships
7111:Mole people
6954:Feral child
6836:Scaramouche
6708:Valley girl
6670:Jungle girl
6642:Dragon Lady
6619:La Ruffiana
6564:Loosu ponnu
6486:Il Capitano
6109:Tragic hero
6061:Legacy hero
6036:Action hero
5831:Performance
5756:Engineering
5736:Diagnostics
5731:Development
5645:Aspects of
5425:Historical:
5149:Resignation
5089:Termination
5072:Slow living
5040:Truck wages
5025:Labour camp
4953:Willingness
4845:Infractions
4500:Living wage
4448:Remote work
4116:Gold-collar
4071:Pink-collar
4066:Grey-collar
4056:Blue-collar
4023:Labour hire
3998:Cooperative
3962:Recruitment
3917:Job hunting
3850:Application
3832:Wage labour
3817:Labour hire
3770:Job sharing
3403:(2): 4–14.
2890:(1): 1–18.
2842:(2): 84–95.
2386:chronus.com
1788:Credibility
1718:17 November
1679:17 November
1497:January 14,
514:Other types
193:church and
7231:Categories
7146:Town drunk
7095:Innamorati
6795:Final girl
6777:Gamer girl
6480:Il Dottore
6452:Folk devil
6394:Killer toy
6389:Evil clown
6309:False hero
6250:Air pirate
6212:Pulcinella
5841:Resilience
5836:Psychology
5806:Narcissism
5796:Life cycle
5711:Complexity
5701:Commitment
5359:Wage curve
5166:Retirement
5079:Workaholic
5057:Work ethic
4924:Wage theft
4909:Labour law
4904:Evaluation
4889:Dress code
4654:Sick leave
4619:Child care
4581:Salary cap
4495:Income tax
4458:Shift work
4395:Time clock
4390:Sick leave
4385:Sabbatical
4350:Break room
4338:Attendance
4307:Profession
4292:Mentorship
4270:Retraining
4195:E-learning
4091:New-collar
4086:Red-collar
4033:Supervisor
4013:Internship
3932:Onboarding
3800:Technician
3795:Journeyman
3765:Gig worker
3731:Employment
3601:0300133790
3467:2018-06-18
3437:2021-05-22
3342:: 500–508.
3190:2017-04-28
3022:2020-11-17
2868:2018-06-18
2759:2014-05-14
2396:2015-02-20
2354:2019-01-23
2253:2022-06-25
2228:2022-06-25
1932:2018-06-18
1895:2020-09-08
1867:2018-06-18
1857:ctb.ku.edu
1614:2016-01-01
1585:2018-06-18
1556:2018-06-18
1527:2018-06-18
1174:2021-03-13
1131:2021-03-13
1104:References
900:Activities
863:resilience
852:Resilience
774:leadership
584:creativity
390:improve it
290:Harvesting
272:Catalyzing
244:Techniques
226:gatekeeper
222:role model
218:networking
184:Rabbinical
161:Telemachus
82:apprentice
76:(male), a
50:Mentorship
7210:SNOMED CT
7156:Truck-kun
7060:Barbarian
6994:Otokonoko
6947:Primitive
6823:Harlequin
6814:Masculine
6769:Geek girl
6754:Columbina
6690:Queen bee
6476:Pantalone
6447:Archenemy
6356:Dark lord
6338:Terrorist
6333:Evil twin
6204:Brighella
6200:Harlequin
6178:Trickster
6125:Cyberhero
6104:Man alone
6076:Superhero
6051:Folk hero
5996:Archetype
5866:Structure
5816:Ombudsman
5771:Hierarchy
5546:Workhouse
5466:Busy work
5280:Recession
5144:Pink slip
5102:Dismissal
4965:Careerism
4559:Singapore
4537:Hong Kong
4405:Schedules
4324:Tradesman
4225:Licensure
4185:Education
4155:Avocation
4096:No-collar
4076:Precariat
3957:Probation
3912:Job fraud
3691:Mentoring
3660:145009427
3493:EPS-PEAKS
3378:144424763
3319:March 20,
3261:145052233
3120:143869011
3112:0936-2835
3058:0007-1250
2947:1356-7500
2904:0014-7370
2817:151590582
2809:1361-1267
2380:Chronus.
2204:1931-390X
2169:145182081
2161:1521-0251
2126:0001-8791
2071:0001-4273
1968:144509963
1546:Bible.org
1338:143989012
1300:144726689
610:education
394:verifying
191:Christian
104:, son of
7141:Tokenism
7131:Sidekick
7121:Redshirt
7116:Pop icon
6933:BishĹŤnen
6905:Nice guy
6652:Tsundere
6604:Cat lady
6524:Feminine
6414:Vampires
6404:Skeleton
6376:Monsters
6292:Villains
6091:Antihero
6046:Everyman
5885:See also
5876:Workshop
5821:Patterns
5791:Learning
5716:Conflict
5666:Behavior
5454:See also
5380:Workfare
5205:Turnover
4601:Benefits
4482:salaries
4443:Overtime
4433:Flextime
4365:Gap year
4360:Furlough
4329:Vocation
4312:Operator
4175:Coaching
4130:training
4008:Employer
4003:Employee
3907:Job fair
3785:Side job
3496:Archived
3485:Archived
3461:Archived
3431:Archived
3310:Archived
3184:Archived
3074:32984335
3016:Archived
2985:52034623
2912:12698595
2862:Archived
2753:Archived
2735:16737355
2693:Archived
2539:Archived
2524:17985959
2390:Archived
2348:Archived
2326:10244210
2036:19343074
1984:Archived
1926:Archived
1889:Archived
1861:Archived
1839:54599813
1712:Archived
1673:Archived
1579:Archived
1550:Archived
1521:Archived
1491:Archived
1389:June 20,
1383:Archived
1363:June 20,
1357:Archived
1265:59033921
1168:Archived
1125:Archived
1053:eMentors
1048:Coaching
1037:See also
782:coaching
618:tutelage
545:Benefits
467:(STEMM).
201:system.
189:and the
176:Buddhism
172:Hinduism
135:Romantic
78:protégée
18:Protégée
7204:D014830
7014:Pachuco
7006:Bad boy
6964:Caveman
6831:Pierrot
6736:Laotong
6731:Class S
6574:Catgirl
6559:Ingénue
6539:BishĹŤjo
6472:Vecchio
6419:Zombies
6235:Bad boy
6216:Pierrot
6210:,
6208:Scapino
6206:,
6202:,
6071:Paladin
5786:Justice
5746:Ecology
5741:Dissent
5721:Culture
5696:Climate
5676:Capital
5430:U.S.A.:
5035:Peonage
5010:Slavery
4960:Boreout
4699:Karoshi
4649:Pension
4438:On-call
4143:Artisan
3827:Laborer
3613:, 5-24.
3427:1673489
3066:3830321
2592:. 2015.
2573:1556344
2344:Fortune
2027:2352144
1922:Inc.com
643:trends.
614:nursing
388:Please
331:network
281:Showing
187:Judaism
152:Odyssey
122:History
115:Odyssey
106:Alcimus
74:protégé
7215:
7045:Others
6680:Virago
6442:Alazon
6245:Pirate
6227:Outlaw
6151:Rogues
6021:Heroes
5871:Theory
5851:Safety
5761:Ethics
5726:Design
5654:Topics
5134:Layoff
4684:Crunch
4542:Europe
4532:Canada
4520:Europe
4126:Career
3967:Résumé
3842:Hiring
3750:Casual
3695:Curlie
3658:
3598:
3425:
3376:
3259:
3118:
3110:
3072:
3064:
3056:
3008:
2983:
2945:
2910:
2902:
2815:
2807:
2733:
2617:
2571:
2522:
2470:
2443:
2324:
2202:
2167:
2159:
2124:
2069:
2034:
2024:
1966:
1837:
1800:
1767:
1704:
1665:
1638:
1450:
1416:
1336:
1298:
1263:
1068:MENTOR
778:career
574:(e.g.
479:Models
263:Sowing
180:Elders
157:Athena
143:Mentor
102:Mentor
54:mentor
7075:Donor
7065:Clown
6880:Himbo
6868:Young
6609:Crone
6467:Miser
6435:Other
6266:Other
6196:Zanni
6118:Other
5856:Space
5766:Field
5686:Chart
5681:Cells
5671:Blame
4995:McJob
4515:World
4478:Wages
4345:Break
3991:Roles
3656:S2CID
3423:S2CID
3374:S2CID
3313:(PDF)
3306:(PDF)
3257:S2CID
3116:S2CID
3070:S2CID
2981:S2CID
2813:S2CID
2590:(PDF)
2569:JSTOR
2420:(PDF)
2165:S2CID
1964:S2CID
1835:S2CID
1334:S2CID
1296:S2CID
1261:S2CID
199:guild
147:Homer
110:Homer
7199:MeSH
7080:Fool
6979:LGBT
6895:Jock
6890:Jack
6723:LGBT
6478:and
6457:Igor
6320:mole
6318:The
6278:Rake
6173:Jack
5991:List
4480:and
4128:and
3895:list
3596:ISBN
3321:2017
3108:ISSN
3062:PMID
3054:ISSN
3006:ISBN
2943:ISSN
2908:PMID
2900:ISSN
2805:ISSN
2731:PMID
2615:ISBN
2520:PMID
2468:ISBN
2441:ISBN
2370:CNBC
2322:PMID
2200:ISSN
2157:ISSN
2122:ISSN
2085:link
2067:ISSN
2032:PMID
1798:ISBN
1765:ISBN
1720:2020
1702:ISBN
1681:2020
1663:ISBN
1636:ISBN
1499:2013
1448:ISBN
1414:ISBN
1391:2019
1365:2019
612:and
236:The
224:and
174:and
34:and
6596:Hag
4018:Job
3693:at
3648:doi
3563:doi
3539:doi
3413:hdl
3405:doi
3366:doi
3249:doi
3100:doi
3046:doi
3042:147
2973:doi
2935:doi
2892:doi
2797:doi
2723:doi
2674:doi
2647:doi
2611:117
2512:doi
2192:doi
2149:doi
2112:doi
2059:doi
2022:PMC
2014:doi
1956:doi
1905:NIH
1827:doi
1794:155
1326:doi
1288:doi
1253:doi
1226:doi
1164:SAP
816:In
392:by
149:'s
145:in
112:'s
108:in
7233::
7213::
7202::
3654:.
3644:24
3642:.
3559:21
3557:.
3535:71
3533:.
3491:.
3459:.
3455:.
3429:.
3421:.
3411:.
3401:57
3399:.
3395:.
3372:.
3362:36
3360:.
3348:^
3340:77
3338:.
3308:.
3293:^
3269:^
3255:.
3245:51
3243:.
3229:^
3182:.
3178:.
3160:^
3128:^
3114:.
3106:.
3096:10
3094:.
3082:^
3068:.
3060:.
3052:.
3040:.
3014:.
2979:.
2969:27
2967:.
2955:^
2941:.
2931:14
2929:.
2906:.
2898:.
2888:42
2886:.
2860:.
2856:.
2840:25
2838:.
2834:.
2811:.
2803:.
2793:24
2791:.
2777:^
2751:.
2729:.
2719:91
2717:.
2699:,
2670:37
2668:.
2643:32
2641:.
2629:^
2613:.
2565:43
2563:.
2545:,
2518:.
2508:10
2506:.
2405:^
2388:.
2384:.
2346:.
2342:.
2318:57
2316:.
2304:^
2262:^
2245:.
2220:.
2198:.
2188:11
2186:.
2163:.
2155:.
2143:.
2120:.
2108:43
2106:.
2102:.
2081:}}
2077:{{
2055:26
2053:.
2030:.
2020:.
2010:72
2008:.
2004:.
1962:.
1952:53
1950:.
1920:.
1903:,
1859:.
1855:.
1833:.
1823:63
1821:.
1796:.
1761:23
1743:^
1710:.
1671:.
1602:.
1577:.
1573:.
1548:.
1544:.
1515:.
1489:.
1485:.
1428:^
1355:.
1332:.
1322:39
1320:.
1308:^
1294:.
1284:50
1282:.
1259:.
1249:43
1247:.
1222:51
1220:.
1166:.
1162:.
1123:.
1119:.
586:.
220:,
216:,
212:,
178:,
7191:D
6482:)
6218:)
5972:e
5965:t
5958:v
5638:e
5631:t
5624:v
3723:e
3716:t
3709:v
3662:.
3650::
3604:.
3569:.
3565::
3545:.
3541::
3470:.
3440:.
3415::
3407::
3380:.
3368::
3323:.
3263:.
3251::
3193:.
3122:.
3102::
3076:.
3048::
3025:.
2987:.
2975::
2949:.
2937::
2914:.
2894::
2871:.
2819:.
2799::
2762:.
2737:.
2725::
2680:.
2676::
2653:.
2649::
2623:.
2575:.
2526:.
2514::
2491:.
2476:.
2449:.
2422:.
2399:.
2357:.
2328:.
2256:.
2231:.
2206:.
2194::
2171:.
2151::
2145:9
2128:.
2114::
2087:)
2073:.
2061::
2038:.
2016::
1970:.
1958::
1935:.
1898:.
1870:.
1841:.
1829::
1806:.
1773:.
1617:.
1588:.
1559:.
1530:.
1501:.
1456:.
1422:.
1393:.
1367:.
1340:.
1328::
1302:.
1290::
1267:.
1255::
1232:.
1228::
1192:.
1177:.
1148:.
1134:.
780:-
419:)
413:(
408:)
404:(
386:.
293::
284::
275::
266::
257::
38:.
20:)
Text is available under the Creative Commons Attribution-ShareAlike License. Additional terms may apply.