611:, 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
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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."
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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.
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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.
860:. 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.
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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.
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591:: 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.
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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.
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597:: 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.
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891:, 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.
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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.
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81:, 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).
603:: 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
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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.
318:: 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
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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.
1015:. 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.
217:, 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.
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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.
511:: 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.
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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
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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
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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
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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
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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
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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
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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
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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
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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.
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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
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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,
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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
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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.
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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
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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
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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
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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
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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
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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
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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
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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,
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
815:, 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".
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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
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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
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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).
346:: 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.
334:: 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.
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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.
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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.
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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".
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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:
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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
517:: 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.
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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 |
529:: 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.
107:. 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".
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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.
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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.
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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.
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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
633:: 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
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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:
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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
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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.
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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:
340:: 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.
644:: 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.
73:, 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:
670:, 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
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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
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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
573:, 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
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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
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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.
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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.
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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
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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.
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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.
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3. Mentoring has been found to be negatively connected with all three characteristics of burnout (emotional weariness, depersonalization, and decreased personal accomplishment) employee outcomes.
229:(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.
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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".
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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.
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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:
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Bullis, C.; Bach, W. B. (1989). "Are mentor relationships helping organizations? An exploration of developing mentee-mentor-organizational identification using turning point analysis".
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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.
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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.
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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
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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".
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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.
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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.),
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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.
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Allen, TD.; Eby, LT.; Lentz, E (2006). "Mentorship behaviors and mentorship quality associated with formal mentoring programs: closing the gap between research and practice".
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312:: 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.
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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.
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Corporate mentoring programs may be formal or informal and serve a variety of specific objectives, including the acclimation of new employees, skills development,
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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.
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Form, Sven; Schlichting, Kerrin; Kaernbach, Christian (2017). "Mentoring functions: Interpersonal tensions are associated with mentees' creative achievement".
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Informal mentoring occurs without the use of structured recruitment, mentor training and matching services. It can develop naturally between partners, such as
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328:: 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.
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Seventy-nine percent of teachers coached regularly said that their coach played a significant role in improving their classroom instruction and practice.
523:: 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.
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particularly emphasized the necessity of mentoring for businesswomen's success: although women comprised less than one percent of the executives in the
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3230:. Washington D.C.: U.S. Department of Education, Institute of Education Sciences, National Center for Education Evaluation and Regional Assistance.
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Argente-Linares, Eva; Pérez-López, M. Carmen; Ordóñez-Solana, Celia (2016-10-19). "Practical Experience of Blended Mentoring in Higher Education".
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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.
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not necessarily have to be more senior than the people they mentor. What matters is that mentors have experience that others can learn from.
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Nora, Amaury; Crisp, Gloria (November 2007). "Mentoring Students: Conceptualizing and Validating the Multi-Dimensions of a Support System".
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Ragins, Belle Rose "Diversified Mentoring Relationships in Organizations" The Academy of Management Review, Vol. 22 (April 1997) 482-521
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Reis, Sally; Colbert, Robert; HĂ©bert, Thomas (2004). "Understanding resilience in diverse, talented students in an urban high school".
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678:(1978). He said that some of these roles require the teacher to be, for example, an "opener of doors, protector, sponsor and leader".
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Hebert, Thomas P. (June 2002). "Educating Gifted Children From Low Socioeconomic Backgrounds: Creating Visions of a Hopeful Future".
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Mentoring direct reports may be considered a form of Transformational Leadership, specifically that of Individualized Consideration.
577:, a fourth function concerning knowledge transfer was additionally identified, which was also discovered in the context of mentoring
486:: The mentor assumes a parental role to create an open, supportive environment where the learner can learn and try things themselves.
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Rutter, Michael (December 1985). "Resilience in the Face of Adversity: Protective Factors and Resistance to Psychiatric Disorder".
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Crutcher, Betty Neal "Mentoring Across Cultures" American Association of University Professors, Academe Vol. 93 No.4 (2007) 44-48
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Ensher, E.; Heun, C.; Blanchard, A. (2003). "Online mentoring and computer-mediated communication: New directions in research".
5944:
5822:
5590:
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Nelson, Barbara Scott; Sassi, Annette (2016-06-29). "Shifting Approaches to Supervision: The Case of Mathematics Supervision".
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Periyakoil, Vyjeyanthi S. (October 2007). "Declaration of Interdependence: The Need for Mosaic Mentoring in Palliative Care".
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and makes matches based on areas for development, mentor strengths, overall experience, skill set, location, and objectives.
535:: A short-term form of mentoring that focuses on single meetings rather than a traditional, long-term mentoring relationship.
2932:
Benzies, Karen; Mychasiuk, Richelle (February 2009). "Fostering family resiliency: a review of the key protective factors".
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Ninety-one percent of teachers coached regularly stated that coaches helped them understand and use new teaching strategies.
24:
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1848:"Chapter 22. Youth Mentoring Programs | Section 1. Building Youth Mentoring Programs | Main Section | Community Tool Box"
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High-potential mentoring programs are used to groom up-and-coming employees deemed to have the potential to move up into
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Promoting quality assurance in literacy instruction: The preparation, inquiries and practices of literacy professionals
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and women in a traditionally white male organization. The idea has been well received in medical education literature.
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Bozeman, B.; Feeney, M. K. (October 2007). "Toward a useful theory of mentoring: A conceptual analysis and critique".
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Ball, D. L. (1996). "Teacher Learning and the Mathematics Reforms: What We Think We Know and What We Need to Learn".
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Crisp, G.; Cruz, I. (2009). "Mentoring college students: A critical review of the literature between 1990 and 2007".
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1. Mentoring has been linked to improved job performance (i.e. intrinsic job satisfaction and career satisfaction).
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Fagenson-Eland, Ellen A.; Marks, Michelle A.; Amendola, Karen L. (1997). "Perceptions of mentoring relationships".
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Dawson, Phillip (2014). "Beyond a Definition: Toward a Framework for Designing and Specifying Mentoring Models".
1975:
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Coaching and Mentoring in Health and Social Care: The Essentials of Practice for Professionals and Organisations
1008:
on the entrepreneur's business, whereas an apprentice learns a trade by working on the job with the "employer".
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sub-relationships that can emerge: for example, Cindy Buell describes how mentoring relationships can develop:
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or executive roles. The employee (learner) is paired with a senior-level leader (or leaders) for a series of
257:
the mentor gives initially unclear or unacceptable advice to the learner that has value in a given situation.
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There are also many benefits for an employer to develop a mentorship program for new and current employees:
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2009:"Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals"
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described multiple roles for successful mentors. He identified seven types of mentoring roles in his book
1994:
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books available at Bookshelf, National Center for Biotechnology Information, National Library of Medicine
978:
Knowledge that coaches need to be effective includes content and pedagogical knowledge. Aguilar uses the
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The Complete Guide to Mentoring: How to Design, Implement and Evaluate Effective Mentoring Programmes
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programs designed specifically to bring under-represented populations into science and engineering.
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Clinard, L. M.; Ariav, T. (1998). "What mentoring does for mentors: A cross-cultural perspective".
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Pompper, D.; Adams, J. (2006). "Under the microscope: Gender and mentor-protege relationships".
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144:. Although the Mentor in the story is portrayed as a somewhat ineffective old man, the goddess
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Beyond the myths and the magic of mentoring: How to facilitate an effective mentoring program.
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in corporate politics. The literature also showed the value of these benefits: for example, a
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A 2012 literature review by EPS-PEAKS investigated business mentoring, mainly focused on the
492:: The mentor acts more as a peer "rather than being involved in a hierarchical relationship".
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2107:"The Effects of Sex and Gender Role Orientation on Mentorship in Male-Dominated Occupations"
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Breaking the circle of one: Redefining mentorship in the lives and writings of educators.
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the mentor participates in the learning process alongside the learner and supports them.
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that occurs in the mentoring relationships in which the protégés and mentors engaged".
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Schlee, R. (2000). "Mentoring and the professional development of business students".
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3310:"Instructional Coaching and Student Outcomes: Findings from a Three Year Pilot Study"
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Walsh, Froma (March 2003). "Family Resilience: A Framework for Clinical Practice".
1481:
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A NATO mentor trains two broadcasters on video editing and storytelling techniques.
671:
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179:
3973:
3228:"Coach" can mean many things: Five categories of literacy coaches in Reading First
2807:
1750:
Working Wisdom: Timeless Skills and Vanguard Strategies for Learning Organizations
931:
Their students were more engaged in the classroom and enthusiastic about learning.
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in an organizational context with functions that belong under two major factors:
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career milestones and others enabling more open-ended learning and development.
737:
Fortune 500 companies are also implementing formal mentoring programs globally.
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the mentor assesses and defines the utility and value of the learner's skills.
214:
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149:
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Alexandria, Virginia: Association for Supervision and Curriculum Development.
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Every Other Thursday: Stories and Strategies from Successful Women Scientists
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3918:
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3536:
Carger, C.L. (1996). "The two Bills: Reflecting on the gift of mentorship".
3424:
2007:
Eby, Lillian; Allen, Tammy; Evans, Sarah; Ng, Thomas; DuBois, David (2008).
604:
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2332:
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2106:
2042:
1374:"From Ancient Greece to the Corporate Workforce: the Meaning of Mentorship"
1224:
734:
actual relationship is more important than the presence of a relationship.
3523:
Tapping the potential: Retaining and developing high-quality new teachers.
3072:
3056:
2522:
2424:"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent"
1185:"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent"
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2347:"How Millennials in the Workplace Are Turning Peer Mentoring on Its Head"
1047:
1042:
776:
164:
160:
41:
is the patronage, influence, guidance, or direction given by a mentor. A
1462:
Odiorne, G. S. (1985). "Mentoring - An American Management Innovation".
498:: The mentor and learner predominantly have a professional relationship.
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Instructional Coaching: A Partnership Approach to Improving Instruction
2579:
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608:
480:: The mentor teaches the learner as if they were a clone of the mentor.
175:
140:
103:
94:
7202:
3632:
Mentoring at work: Developmental relationships in organizational life.
2440:
Levinson, Daniel S.; Darrow, C. N; Klein, E. B.; Levinson, M. (1978).
6691:
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6430:
5145:
4493:
4132:
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2159:
2148:
Journal of College Student Retention: Research, Theory & Practice
1941:
Buell, Cindy (January 2004). "Models of Mentoring in Communication".
1895:
1062:
772:
145:
2319:
Roche, Gerard R. (January–February 1979). "Much Ado about Mentors".
389:. Statements consisting only of original research should be removed.
275:
the mentor teaches the learner by demonstrating a skill or activity.
5960:
3159:
The art of coaching: effective strategies for school transformation
2069:
1199:
Apprenticeship in thinking: Cognitive development in social context
548:
Mentor Neo Ntsoma (on the right) giving a workshop to young people.
289:
builders during the Middle Ages. Leadership authors Jim Kouzes and
77:
Mentoring is a process for the informal transmission of knowledge,
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2756:"Speed-mentoring-procedures-on-site-event.doc | IA Institute"
700:
612:
551:
543:
458:
421:
299:
187:
172:
135:
98:
29:
2249:
1626:
Facilitating Reflective Learning Through Mentoring & Coaching
6998:
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4489:
1012:
1004:: a business mentor provides guidance to a business owner or an
7226:
7055:
6523:
6020:
5964:
5630:
3710:
3528:
Boreen, J., Johnson, M. K., Niday, D., & Potts, J. (2000).
6607:
4024:
1899:
928:
They made significant changes in their instructional practice.
924:
Teachers who were regularly coached one-on-one reported that:
354:
3706:
2470:
Career Dynamics: Matching Individual and Organizational Needs
1403:
Coaching and mentoring: practical methods to improve learning
676:
Career Dynamics: Matching individual and organizational needs
3530:
Mentoring beginning teachers: guiding, reflecting, coaching.
2496:
Mentoring: in search of a typology (MIT Sloan Master Thesis)
2056:
Kram, Kathy E. (1983). "Phases of the Mentor Relationship".
939:
meet this definition of effective professional development.
1876:"Mentorship Structures: What Forms Does Mentorship Take?".
463:
A woman provides mentoring at the Youth For Change program.
155:
Historically significant systems of mentorship include the
3675:
A better beginning: Supporting and mentoring new teachers.
3460:"10 Places to Find Mentors and Advisors for Entrepreneurs"
2616:. San Francisco: Berrett-Koehler Publishers, Inc. p.
2274:
2272:
2270:
19:"Mentor" and "Protégé" redirect here. For other uses, see
3226:
Deussen, T.; Coskie, T.; Robinson, L.; Autio, E. (2007).
61:
The person receiving mentorship may be referred to as a
1595:"Asian American and Pacific Islander Work Group Report"
1432:
1430:
1428:
1426:
1424:
1155:"Why Mentors Matter: A Summary of 30 Years of Research"
378:
4716:
List of countries by rate of fatal workplace accidents
2594:"Cardinal Health INC Case Study - Technical Mentoring"
2250:"Setting Up a Career High Potential Mentoring Program"
3308:
Medrich, E.A.; Fitzgerald, R.; Skomsvold, P. (2013).
7192:
3400:"Those who understand: Knowledge growth in teaching"
3005:
Shonkoff, Jack P.; Meisels, Samuel J. (2000-05-22).
2494:
Davis, Robert L. Jr.; Garrison, Patricia A. (1979).
1913:"4 Key Facets of Successful Mentoring Relationships"
1439:
Pull: Networking and Success since Benjamin Franklin
7196:
7016:
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3625:
Mentoring - The TAO of Giving and Receiving Wisdom,
2314:
2312:
2225:"Setting Up a Career Development Mentoring Program"
1306:
1304:
934:
Attendance increased dramatically in their classes.
2837:Gerber, Rod; Hays, Terrence; Minichiello, Victor.
2298:
2191:Psychology of Aesthetics, Creativity, and the Arts
1882:. National Academies Press (US). 30 October 2019.
1780:
1747:
1400:
322:with other individuals in the trade or profession.
3525:Washington, DC: Alliance for Excellent Education.
2796:Mentoring & Tutoring: Partnership in Learning
2090:: CS1 maint: DOI inactive as of September 2024 (
1508:"Guru Disciple Tradition - The Spiritual Lineage"
1201:. New York: Oxford University Press. pp. 137–150.
443:(for both mentors and protégés), and evaluation.
3687:, exploring an innovative approach to mentoring.
3215:. Philadelphia: New Foundations. pp. 24–33.
2613:Love 'Em or Lose Em: Getting Good People to Stay
556:A US Air Force member providing youth mentoring.
2105:Scandura, Terri A.; Ragins, Belle Rose (1993).
1623:Brockbank, Anne; McGill, Ian (1 January 2006).
297:There are different types of mentors, such as:
75:
7003:
3683:, by Dan Ward. A journal article published by
3589:Mentor: Guiding the journey of adult learners.
2639:
2637:
2389:"Mentoring & Talent Development Solutions"
5976:
5642:
3722:
2708:Matchmaker, Matchmaker Make Me a Mentor Match
1741:
1739:
434:In business, formal mentoring is one of many
8:
2610:Kaye, Beverly; Jordan-Evans, Sharon (2005).
1879:The Science of Effective Mentorship in STEMM
1566:"Chapter 3 – The Guilds and Apprenticeships"
662:Contemporary research and practice in the US
85:Mentoring in Europe has existed as early as
1478:"William BlakeAge Teaching Youth c.1785-90"
7193:
7052:
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6037:
6028:
6017:
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5635:
5627:
3729:
3715:
3707:
3623:Huang, Chungliang and Jerry Lynch (1995),
5458:Comprehensive Employment and Training Act
3521:Alliance for Excellent Education. (2005)
3489:Literature Review on enterprise mentoring
3423:
2122:
2032:
1732:. San Francisco: Jossey Bass. p. 20.
405:Learn how and when to remove this message
197:lexicon that also includes terms such as
5302:Job losses caused by the Great Recession
3979:Simultaneous recruiting of new graduates
3008:Handbook of Early Childhood Intervention
1346:Team, History Disclosure (May 4, 2016).
304:A senior editor mentors a junior editor.
114:
5483:Credentialism and educational inflation
2417:
2415:
2413:
1787:. San Francisco: Jossey Bass. pp.
1488:from the original on September 11, 2013
1441:. Cambridge: Harvard University Press.
1103:
227:European Mentoring and Coaching Council
171:, the discipleship system practiced by
130:The word was inspired by the character
5354:List of countries by unemployment rate
3092:
3090:
2965:
2963:
2789:
2787:
2785:
2083:
1746:Aubrey, Bob & Cohen, Paul (1995).
798:Matching through self-match technology
221:Professional bodies and qualifications
148:assumes his appearance to guide young
3562:European Journal of Teacher Education
3358:
3356:
3303:
3301:
3285:
3283:
3281:
3279:
3277:
3241:
3239:
3237:
3176:
3174:
3172:
3170:
3168:
3152:
3150:
3148:
3146:
3144:
3142:
3140:
3138:
3136:
2839:"Mentorship, a review of the concept"
1985:, Washington University in St. Louis.
1348:"Word "Mentor" Originates from Homer"
34:An army trainer mentors new soldiers.
7:
4247:Practice-based professional learning
3365:Educational Administration Quarterly
3248:Educational Administration Quarterly
1779:Posner, B. & Kouzes, J. (1993).
4800:Workers' right to access the toilet
3322:from the original on March 15, 2017
2305:. New York: Harcourt, Brace and Co.
1709:from the original on 14 August 2021
1689:Foster-Turner, Julia (1 May 2005).
1670:from the original on 14 August 2021
1038:Big Brothers Big Sisters of America
1013:Middle-East and North Africa region
864:Protective factors and risk factors
561:mentoring functions developed from
3532:York, Maine: Stenhouse Publishers.
1380:from the original on June 20, 2019
1354:from the original on June 20, 2019
14:
3183:"What is an Instructional Coach?"
3045:The British Journal of Psychiatry
2710:, Workforce Magazine, 16 May 2012
1399:Parsloe, E.; Wray, M. J. (2000).
970:Content and pedagogical knowledge
666:Partly in response to a study by
439:and qualifications being sought.
5927:
5926:
5914:Outline of organizational theory
5571:
5570:
4864:Corporate collapses and scandals
3618:Association of Teacher Educators
2946:10.1111/j.1365-2206.2008.00586.x
2903:10.1111/j.1545-5300.2003.00001.x
2861:"Think and Do The Extraordinary"
1730:Effective Teaching and Mentoring
1650:Owen, Hilarie (3 October 2011).
1537:"Being a First-Century Disciple"
1000:Business mentoring differs from
359:
6500:(self styled captain, braggart)
3647:Journal of Management Education
3470:from the original on 2018-06-18
3440:from the original on 2020-02-16
3193:from the original on 2017-05-20
3025:from the original on 2021-08-14
2871:from the original on 2018-07-05
2762:from the original on 2013-05-15
2399:from the original on 2015-02-21
2357:from the original on 2019-01-24
1923:from the original on 2019-04-21
1886:from the original on 2021-08-14
1858:from the original on 2018-06-18
1576:from the original on 2018-06-18
1547:from the original on 2018-06-18
1518:from the original on 2018-06-18
1165:from the original on 2021-02-15
1122:from the original on 2020-11-12
89:. The word's origin comes from
5364:Employment-to-population ratio
4736:Occupational health psychology
3685:Defense Acquisition University
3634:Glenview, IL: Scott, Foresman.
3011:. Cambridge University Press.
2934:Child & Family Social Work
2511:Journal of Palliative Medicine
2467:Schein, Edgar H. (June 1978).
2111:Journal of Vocational Behavior
2013:Journal of Vocational Behavior
1814:Journal of Vocational Behavior
1213:Journal of Vocational Behavior
1:
5452:Works Progress Administration
5344:Unemployment Convention, 1919
4756:Personal protective equipment
4304:Occupational Outlook Handbook
3673:Scherer, Marge (ed.). (1999)
3458:DeMers, Jayson (2016-03-17).
3161:. San Francisco: Jossey-Bass.
2808:10.1080/13611267.2016.1273449
2722:Journal of Applied Psychology
2568:Academy of Management Journal
2058:Academy of Management Journal
1826:10.1016/s0001-8791(03)00044-7
1570:technicaleducationmatters.org
1437:Laird, Pamela Walker (2006).
713:, and diversity enhancement.
5533:Psychopathy in the workplace
4706:Human factors and ergonomics
3538:Peabody Journal of Education
2658:10.1016/j.pubrev.2006.05.019
2422:Shore, Ian Benjamin (2017).
1601:. 2008-12-21. Archived from
1313:Administration & Society
1275:Research in Higher Education
1183:Shore, Ian Benjamin (2007).
642:Knowledge transfer mentoring
7004:
6871:Elderly martial arts master
6566:Hooker with a heart of gold
5518:Narcissism in the workplace
4731:Occupational exposure limit
3641:San Francisco: Jossey-Bass.
3591:San Francisco: Jossey-Bass.
1955:10.1080/0363452032000135779
682:professional associations.
426:Some elements of mentoring.
385:the claims made and adding
152:in his time of difficulty.
122:'s "Age Teaching Youth", a
7275:
5447:Civil Works Administration
5329:Technological unemployment
4805:Workplace health promotion
4257:Professional certification
3954:Personality–job fit theory
3659:10.1177/105256290002400304
3550:10.1207/s15327930pje7101_4
2734:10.1037/0021-9010.91.3.567
2446:. New York: Random House.
2297:Cussler, Margaret (1958).
1902:website (ncbi.nlb.nih.gov)
1112:"Definition of MENTORSHIP"
1019:Cup Framework of Mentoring
316:Profession or trade mentor
18:
7249:Human resource management
7062:
7051:
6530:
6519:
6027:
6016:
5998:
5922:
5566:
5427:Guaranteed minimum income
5012:Organizational commitment
3601:. Yale University Press.
3416:10.3102/0013189x015002004
3377:10.1177/00131610021969100
3111:10.1207/s15327035ex1002_6
2984:10.1080/02783190509554299
2685:10.1080/01463378909385540
2025:10.1016/j.jvb.2007.04.005
1717:– via Google Books.
1678:– via Google Books.
1656:. Kogan Page Publishers.
1639:– via Google Books.
1629:. Kogan Page Publishers.
1287:10.1007/s11162-009-9130-2
5904:History of organizations
5596:Aspects of organizations
5277:Involuntary unemployment
4838:Equal pay for equal work
4761:Repetitive strain injury
4262:Professional development
4252:Professional association
3934:Letter of recommendation
3574:10.1080/0261976980210109
3260:10.1177/0013161x14522814
1754:. Jossey Bass. pp.
1695:. Radcliffe Publishing.
1325:10.1177/0095399707304119
1252:10.3102/0013189X14528751
957:throughout the process.
819:Mentoring direct reports
595:High potential mentoring
25:Protégé (disambiguation)
5935:Aspects of corporations
5581:Aspects of corporations
5543:Slow movement (culture)
5422:Employer of last resort
5324:Structural unemployment
5262:Frictional unemployment
4701:Epilepsy and employment
4588:Performance-related pay
4522:National average salary
4435:996 working hour system
3595:Daniell, Ellen (2006).
3211:Bukowiecki, E. (2012).
3157:Aguilar, Elena (2013).
2673:Communication Quarterly
2646:Public Relations Review
2554:SmartBlog on Leadership
2443:Seasons of a Man's Life
2321:Harvard Business Review
2072:(inactive 2024-09-11).
1943:Communication Education
1464:Personnel Administrator
1116:www.merriam-webster.com
873:Counseling and guidance
763:High-potential programs
624:Harvard Business Review
618:Harvard Business Review
157:guru–disciple tradition
21:Mentor (disambiguation)
6598:Manic Pixie Dream Girl
6022:By ethics and morality
5945:Aspects of occupations
5591:Aspects of occupations
5397:Unemployment insurance
5349:Unemployment extension
5319:Reserve army of labour
5124:Constructive dismissal
4931:Sleeping while on duty
4896:Exploitation of labour
4778:Sick building syndrome
3949:Person–environment fit
3819:Independent contractor
3627:Harper, San Francisco.
3404:Educational Researcher
2843:Unicorn (Carlton, Vic)
2124:10.1006/jvbe.1993.1046
1240:Educational Researcher
1225:10.1006/jvbe.1997.1592
1141:"Definition of MENTOR"
952:Data-driven strategies
943:Administrative support
706:
557:
549:
464:
427:
305:
127:
83:
35:
7254:Alternative education
5950:Aspects of workplaces
5601:Aspects of workplaces
5339:Unemployment benefits
5334:Types of unemployment
5272:Graduate unemployment
5166:Letter of resignation
4795:Workers' compensation
4788:Occupational fatality
4292:Vocational university
3892:Employment counsellor
3587:Daloz, L. A. (1999).
3584:New York: Peter Lang.
3057:10.1192/bjp.147.6.598
2523:10.1089/jpm.2006.9911
1728:Daloz, L. A. (1990).
961:Relationship building
882:Instructional coaches
789:Matching by committee
704:
555:
547:
521:Supervisory mentoring
515:Situational mentoring
462:
425:
303:
118:
33:
16:Guidance relationship
5909:Organization studies
5858:Retaliatory behavior
5703:Citizenship behavior
5407:Job creation program
5183:Mandatory retirement
5136:Employee offboarding
4956:Workplace incivility
4951:Workplace harassment
4726:Occupational disease
4721:Occupational burnout
4636:Disability insurance
4480:Workweek and weekend
4460:Retroactive overtime
4282:Vocational education
4197:Continuing education
4035:Permanent employment
3630:Kram, K. E. (1985).
3398:Shulman, L. (1986).
3343:The Phi Delta Kappan
1376:. February 4, 2014.
851:A specific focus of
567:psychosocial support
563:qualitative research
496:Apprenticeship model
126:image of mentorship.
6812:Princess and dragon
6710:Princesse lointaine
6210:(servants, clowns:
6180:Gentleman detective
5312:Recession-proof job
5307:Lists of recessions
5245:Economic depression
5193:Retirement planning
5074:Work–life interface
4911:Employee monitoring
4879:Corporate behaviour
4869:Accounting scandals
4751:Occupational stress
4741:Occupational injury
4272:Reflective practice
4267:Professional school
3989:Work-at-home scheme
3909:Induction programme
3887:Employment contract
3867:Business networking
3637:Murray, M. (1991).
3290:Knight, J. (2007).
3187:piic.pacoaching.org
2301:The Woman Executive
1088:Workplace mentoring
980:ladder of inference
889:The Art of Coaching
784:Matching approaches
601:Diversity mentoring
453:business networking
338:Work process mentor
332:Organization mentor
186:under the medieval
7097:Identity formation
6887:American mappillai
6799:Damsel in distress
6581:Magical girlfriend
6486:(wealthy old men,
5931:See also templates
5575:See also templates
5412:Job creation index
5376:Youth unemployment
5240:Discouraged worker
5129:Wrongful dismissal
5109:At-will employment
4982:Civil conscription
4946:Workplace bullying
4833:Affirmative action
4815:Workplace wellness
4746:Occupational noise
4382:Long service leave
4242:Overspecialization
4222:Induction training
4177:Career development
3505:2017-10-16 at the
3494:2021-08-14 at the
2702:2012-12-10 at the
2548:2012-05-12 at the
2473:. Addison-Wesley.
2203:10.1037/aca0000103
1981:2014-11-29 at the
1976:research.wustl.edu
1197:Rogoff, B (1990).
1093:Youth intervention
1068:New Teacher Center
1058:Maybach Foundation
996:Business mentoring
711:employee retention
707:
697:Corporate programs
589:Career development
558:
550:
465:
447:Informal mentoring
428:
370:possibly contains
351:Types of mentoring
306:
128:
36:
7236:
7235:
7190:
7189:
7186:
7185:
7067:Adolescent clique
7047:
7046:
7043:
7042:
7039:
7038:
6820:
6819:
6556:Farmer's daughter
6525:By sex and gender
6515:
6514:
6511:
6510:
6507:
6506:
6298:
6297:
6157:
6156:
6078:Mythological king
5958:
5957:
5838:Perceived support
5624:
5623:
5523:Post-work society
5503:Kiss up kick down
5235:Barriers to entry
5200:Severance package
5032:Human trafficking
4926:Sexual harassment
4906:Employee handbook
4825:Equal opportunity
4688:Safety and health
4678:Take-home vehicle
4287:Vocational school
4237:Lifelong learning
4212:Further education
4172:Career counseling
4167:Career assessment
3944:Overqualification
3681:Project Blue Lynx
3487:Pompa, C. (2012)
2627:978-1-57675-327-9
2480:978-0-201-06834-4
2453:978-0-394-40694-7
1512:Yogic Way Of Life
1414:978-0-7494-3118-1
987:Blended mentoring
746:New-hire programs
631:Reverse mentoring
527:Mentoring circles
436:talent management
415:
414:
407:
372:original research
344:Technology mentor
7266:
7194:
7113:Little green men
7102:Imaginary friend
7053:
7009:
6831:
6771:Mammy stereotype
6725:Yamato nadeshiko
6541:
6532:
6521:
6396:Bug-eyed monster
6360:Social Darwinist
6309:
6285:Good cop/bad cop
6168:
6038:
6029:
6018:
5992:Stock characters
5985:
5978:
5971:
5962:
5930:
5929:
5823:Network analysis
5813:Machiavellianism
5651:
5644:
5637:
5628:
5611:Critique of work
5606:Corporate titles
5574:
5573:
5493:Evil corporation
5359:Employment rates
5282:Jobless recovery
5250:Great Depression
5210:Golden parachute
5205:Golden handshake
5002:Job satisfaction
4992:Critique of work
4810:Workplace phobia
4641:Health insurance
4598:Wage compression
4566:Progressive wage
4420:35-hour workweek
4387:No call, no show
4377:Leave of absence
4227:Knowledge worker
4155:Master craftsman
3959:Personality hire
3897:Executive search
3877:Curriculum vitae
3862:Background check
3731:
3724:
3717:
3708:
3670:
3612:
3577:
3553:
3510:
3485:
3479:
3478:
3476:
3475:
3455:
3449:
3448:
3446:
3445:
3427:
3425:20.500.12209/225
3395:
3389:
3388:
3360:
3351:
3350:
3338:
3332:
3331:
3329:
3327:
3321:
3314:
3305:
3296:
3295:
3287:
3272:
3271:
3243:
3232:
3231:
3223:
3217:
3216:
3208:
3202:
3201:
3199:
3198:
3181:Dupree, Orlena.
3178:
3163:
3162:
3154:
3131:
3130:
3094:
3085:
3084:
3040:
3034:
3033:
3031:
3030:
3002:
2996:
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2967:
2958:
2957:
2929:
2923:
2922:
2886:
2880:
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2851:
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2834:
2828:
2827:
2791:
2780:
2777:
2771:
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2768:
2767:
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2746:
2745:
2717:
2711:
2695:
2689:
2688:
2668:
2662:
2661:
2641:
2632:
2631:
2607:
2601:
2600:
2598:
2590:
2584:
2583:
2574:(6): 1177–1194.
2563:
2557:
2541:
2535:
2534:
2517:(5): 1048–1049.
2506:
2500:
2499:
2491:
2485:
2484:
2464:
2458:
2457:
2437:
2431:
2430:
2428:
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2246:
2240:
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2237:
2236:
2221:
2215:
2214:
2186:
2180:
2179:
2160:10.2190/cs.9.3.e
2143:
2137:
2136:
2126:
2102:
2096:
2095:
2089:
2081:
2053:
2047:
2046:
2036:
2004:
1998:
1992:
1986:
1973:
1967:
1966:
1938:
1932:
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1909:
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1873:
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1863:
1844:
1838:
1837:
1809:
1803:
1802:
1786:
1776:
1770:
1769:
1758:, 44–47, 96–97.
1753:
1743:
1734:
1733:
1725:
1719:
1718:
1716:
1714:
1686:
1680:
1679:
1677:
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1195:
1189:
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1174:
1173:
1171:
1170:
1151:
1145:
1144:
1137:
1131:
1130:
1128:
1127:
1108:
1078:Speed networking
813:speed networking
807:Speed networking
490:Friendship model
418:Formal mentoring
410:
403:
399:
396:
390:
387:inline citations
363:
362:
355:
310:Multiple mentors
7274:
7273:
7269:
7268:
7267:
7265:
7264:
7263:
7239:
7238:
7237:
7232:
7231:
7205:
7191:
7182:
7058:
7035:
7012:
6985:
6954:
6937:Prince Charming
6931:
6927:Superfluous man
6922:Nice Jewish boy
6875:
6852:
6816:
6793:
6775:
6758:Lady-in-waiting
6752:
6729:
6696:
6668:
6640:
6626:Fairy godmother
6602:
6526:
6503:
6442:
6382:
6354:
6325:
6294:
6273:
6252:Gentleman thief
6233:
6226: and
6194:
6153:
6125:
6097:
6023:
6012:
5994:
5989:
5959:
5954:
5940:Aspects of jobs
5918:
5892:
5661:
5655:
5625:
5620:
5616:Organized labor
5586:Aspects of jobs
5562:
5553:Toxic workplace
5488:Emotional labor
5461:
5385:Public programs
5380:
5297:Great Recession
5267:Full employment
5255:Long Depression
5221:
5119:Banishment room
5095:
5017:Refusal of work
4960:
4884:Corporate crime
4852:
4819:
4682:
4607:
4484:
4406:
4340:
4217:Graduate school
4127:
4049:
3993:
3984:Underemployment
3843:
3787:Self-employment
3762:Contingent work
3752:Academic tenure
3745:Classifications
3740:
3735:
3694:
3644:
3609:
3594:
3559:
3535:
3518:
3516:Further reading
3513:
3509:query response.
3507:Wayback Machine
3496:Wayback Machine
3486:
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3457:
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3339:
3335:
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3323:
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3312:
3307:
3306:
3299:
3294:. Corwin Press.
3289:
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3235:
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3220:
3210:
3209:
3205:
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2704:Wayback Machine
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2604:
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2565:
2564:
2560:
2556:, 13 April 2012
2550:Wayback Machine
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2055:
2054:
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2006:
2005:
2001:
1993:
1989:
1983:Wayback Machine
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1773:
1766:
1745:
1744:
1737:
1727:
1726:
1722:
1712:
1710:
1703:
1688:
1687:
1683:
1673:
1671:
1664:
1649:
1648:
1644:
1637:
1622:
1621:
1617:
1608:
1606:
1593:
1592:
1588:
1579:
1577:
1564:
1563:
1559:
1550:
1548:
1535:
1534:
1530:
1521:
1519:
1506:
1505:
1501:
1491:
1489:
1476:
1475:
1471:
1461:
1460:
1456:
1449:
1436:
1435:
1422:
1415:
1398:
1397:
1393:
1383:
1381:
1372:
1371:
1367:
1357:
1355:
1345:
1344:
1340:
1310:
1309:
1302:
1272:
1271:
1267:
1237:
1236:
1232:
1210:
1209:
1205:
1196:
1192:
1182:
1181:
1177:
1168:
1166:
1153:
1152:
1148:
1139:
1138:
1134:
1125:
1123:
1110:
1109:
1105:
1101:
1083:Youth mentoring
1034:
1021:
998:
989:
972:
963:
954:
945:
910:
897:
884:
875:
866:
853:youth mentoring
849:
829:
786:
765:
748:
739:Cardinal Health
723:
721:Formal programs
699:
668:Daniel Levinson
664:
575:college success
542:
533:Flash mentoring
505:
484:Nurturing model
470:
449:
420:
411:
400:
394:
391:
376:
364:
360:
353:
326:Industry mentor
291:Barry Z. Posner
235:
223:
113:
28:
17:
12:
11:
5:
7272:
7270:
7262:
7261:
7256:
7251:
7241:
7240:
7234:
7233:
7230:
7229:
7218:
7206:
7201:
7200:
7198:
7197:Classification
7188:
7187:
7184:
7183:
7181:
7180:
7175:
7170:
7165:
7163:Tragic mulatto
7160:
7155:
7150:
7145:
7140:
7138:Shoulder angel
7135:
7130:
7125:
7120:
7115:
7110:
7109:("The Lovers")
7104:
7099:
7094:
7089:
7084:
7079:
7074:
7069:
7063:
7060:
7059:
7056:
7049:
7048:
7045:
7044:
7041:
7040:
7037:
7036:
7034:
7033:
7028:
7022:
7020:
7014:
7013:
7011:
7010:
7001:
6995:
6993:
6987:
6986:
6984:
6983:
6978:
6973:
6968:
6962:
6960:
6956:
6955:
6953:
6952:
6947:
6941:
6939:
6933:
6932:
6930:
6929:
6924:
6919:
6914:
6909:
6904:
6899:
6894:
6889:
6883:
6881:
6877:
6876:
6874:
6873:
6868:
6862:
6860:
6854:
6853:
6851:
6850:
6845:
6839:
6837:
6828:
6822:
6821:
6818:
6817:
6815:
6814:
6809:
6803:
6801:
6795:
6794:
6792:
6791:
6785:
6783:
6777:
6776:
6774:
6773:
6768:
6762:
6760:
6754:
6753:
6751:
6750:
6745:
6739:
6737:
6731:
6730:
6728:
6727:
6722:
6717:
6715:Southern belle
6712:
6706:
6704:
6698:
6697:
6695:
6694:
6689:
6684:
6678:
6676:
6670:
6669:
6667:
6666:
6661:
6656:
6650:
6648:
6646:Hawksian woman
6642:
6641:
6639:
6638:
6633:
6628:
6623:
6618:
6612:
6610:
6604:
6603:
6601:
6600:
6595:
6594:
6593:
6588:
6578:
6573:
6568:
6563:
6561:Girl next door
6558:
6553:
6547:
6545:
6538:
6528:
6527:
6524:
6517:
6516:
6513:
6512:
6509:
6508:
6505:
6504:
6502:
6501:
6495:
6481:
6476:
6474:Masked villain
6471:
6466:
6461:
6456:
6450:
6448:
6444:
6443:
6441:
6440:
6439:
6438:
6428:
6423:
6418:
6413:
6408:
6403:
6398:
6392:
6390:
6384:
6383:
6381:
6380:
6375:
6370:
6364:
6362:
6356:
6355:
6353:
6352:
6347:
6342:
6336:
6334:
6327:
6326:
6324:
6323:
6317:
6315:
6306:
6300:
6299:
6296:
6295:
6293:
6292:
6287:
6281:
6279:
6275:
6274:
6272:
6271:
6270:
6269:
6264:
6254:
6249:
6243:
6241:
6235:
6234:
6232:
6231:
6204:
6202:
6196:
6195:
6193:
6192:
6187:
6182:
6176:
6174:
6165:
6159:
6158:
6155:
6154:
6152:
6151:
6150:
6149:
6139:
6133:
6131:
6127:
6126:
6124:
6123:
6118:
6113:
6107:
6105:
6099:
6098:
6096:
6095:
6090:
6085:
6080:
6075:
6070:
6065:
6060:
6055:
6050:
6044:
6042:
6035:
6025:
6024:
6021:
6014:
6013:
6011:
6010:
6005:
5999:
5996:
5995:
5990:
5988:
5987:
5980:
5973:
5965:
5956:
5955:
5953:
5952:
5947:
5942:
5937:
5932:
5923:
5920:
5919:
5917:
5916:
5911:
5906:
5900:
5898:
5894:
5893:
5891:
5890:
5885:
5880:
5875:
5870:
5865:
5860:
5855:
5850:
5845:
5840:
5835:
5830:
5825:
5820:
5815:
5810:
5805:
5800:
5795:
5790:
5788:Identification
5785:
5780:
5775:
5770:
5765:
5760:
5755:
5750:
5745:
5740:
5735:
5730:
5725:
5720:
5715:
5710:
5705:
5700:
5695:
5690:
5685:
5680:
5675:
5669:
5667:
5663:
5662:
5656:
5654:
5653:
5646:
5639:
5631:
5622:
5621:
5619:
5618:
5613:
5608:
5603:
5598:
5593:
5588:
5583:
5577:
5576:
5567:
5564:
5563:
5561:
5560:
5555:
5550:
5545:
5540:
5538:Sunday scaries
5535:
5530:
5525:
5520:
5515:
5510:
5505:
5500:
5495:
5490:
5485:
5480:
5475:
5469:
5467:
5463:
5462:
5455:
5454:
5449:
5444:
5439:
5434:
5429:
5424:
5419:
5414:
5409:
5404:
5399:
5394:
5388:
5386:
5382:
5381:
5379:
5378:
5373:
5368:
5367:
5366:
5361:
5351:
5346:
5341:
5336:
5331:
5326:
5321:
5316:
5315:
5314:
5309:
5304:
5299:
5289:
5287:Phillips curve
5284:
5279:
5274:
5269:
5264:
5259:
5258:
5257:
5252:
5242:
5237:
5231:
5229:
5223:
5222:
5220:
5219:
5214:
5213:
5212:
5207:
5197:
5196:
5195:
5190:
5188:Retirement age
5185:
5175:
5170:
5169:
5168:
5158:
5153:
5148:
5143:
5141:Exit interview
5138:
5133:
5132:
5131:
5126:
5121:
5111:
5105:
5103:
5097:
5096:
5094:
5093:
5088:
5087:
5086:
5081:
5071:
5066:
5065:
5064:
5059:
5054:
5049:
5044:
5039:
5034:
5029:
5019:
5014:
5009:
5004:
4999:
4994:
4989:
4984:
4979:
4974:
4968:
4966:
4962:
4961:
4959:
4958:
4953:
4948:
4943:
4938:
4933:
4928:
4923:
4918:
4913:
4908:
4903:
4898:
4893:
4891:Discrimination
4888:
4887:
4886:
4881:
4876:
4871:
4860:
4858:
4854:
4853:
4851:
4850:
4845:
4843:Gender pay gap
4840:
4835:
4829:
4827:
4821:
4820:
4818:
4817:
4812:
4807:
4802:
4797:
4792:
4791:
4790:
4780:
4775:
4774:
4773:
4763:
4758:
4753:
4748:
4743:
4738:
4733:
4728:
4723:
4718:
4713:
4708:
4703:
4698:
4692:
4690:
4684:
4683:
4681:
4680:
4675:
4674:
4673:
4663:
4658:
4656:Parental leave
4653:
4651:Marriage leave
4648:
4646:Life insurance
4643:
4638:
4633:
4628:
4623:
4617:
4615:
4609:
4608:
4606:
4605:
4600:
4595:
4590:
4585:
4580:
4575:
4574:
4573:
4563:
4562:
4561:
4556:
4551:
4546:
4536:
4535:
4534:
4529:
4519:
4514:
4509:
4504:
4502:Income bracket
4498:
4496:
4486:
4485:
4483:
4482:
4477:
4472:
4467:
4462:
4457:
4452:
4447:
4442:
4437:
4432:
4430:Eight-hour day
4427:
4422:
4416:
4414:
4408:
4407:
4405:
4404:
4399:
4394:
4389:
4384:
4379:
4374:
4369:
4364:
4359:
4354:
4348:
4346:
4342:
4341:
4339:
4338:
4333:
4328:
4327:
4326:
4321:
4311:
4306:
4301:
4296:
4295:
4294:
4289:
4284:
4279:
4274:
4269:
4264:
4259:
4254:
4249:
4244:
4239:
4234:
4229:
4224:
4219:
4214:
4209:
4204:
4199:
4189:
4187:Creative class
4184:
4179:
4174:
4169:
4164:
4159:
4158:
4157:
4147:
4145:Apprenticeship
4141:
4139:
4129:
4128:
4126:
4125:
4120:
4115:
4113:Scarlet-collar
4110:
4105:
4100:
4095:
4090:
4085:
4080:
4075:
4070:
4065:
4059:
4057:
4051:
4050:
4048:
4047:
4042:
4037:
4032:
4027:
4022:
4017:
4012:
4007:
4001:
3999:
3995:
3994:
3992:
3991:
3986:
3981:
3976:
3971:
3966:
3961:
3956:
3951:
3946:
3941:
3936:
3931:
3926:
3921:
3916:
3911:
3906:
3905:
3904:
3894:
3889:
3884:
3879:
3874:
3869:
3864:
3859:
3853:
3851:
3845:
3844:
3842:
3841:
3836:
3831:
3829:Temporary work
3826:
3821:
3816:
3815:
3814:
3809:
3804:
3797:Skilled worker
3794:
3789:
3784:
3779:
3774:
3769:
3764:
3759:
3754:
3748:
3746:
3742:
3741:
3736:
3734:
3733:
3726:
3719:
3711:
3705:
3704:
3693:
3692:External links
3690:
3689:
3688:
3678:
3671:
3653:(3): 322–337.
3642:
3635:
3628:
3621:
3613:
3607:
3592:
3585:
3578:
3557:
3554:
3533:
3526:
3517:
3514:
3512:
3511:
3480:
3450:
3390:
3371:(4): 553–584.
3352:
3333:
3297:
3273:
3254:(2): 179–213.
3233:
3218:
3203:
3164:
3132:
3105:(2): 127–138.
3099:Exceptionality
3086:
3051:(6): 598–611.
3035:
3017:
2997:
2978:(2): 110–120.
2959:
2940:(1): 103–114.
2924:
2891:Family Process
2881:
2852:
2829:
2802:(5): 399–414.
2781:
2772:
2747:
2728:(3): 567–578.
2712:
2690:
2679:(3): 199–213.
2663:
2652:(3): 309–315.
2633:
2626:
2602:
2585:
2558:
2536:
2501:
2486:
2479:
2459:
2452:
2432:
2409:
2379:
2367:
2338:
2308:
2289:
2280:
2266:
2241:
2216:
2197:(4): 440–450.
2181:
2154:(3): 337–356.
2138:
2117:(3): 251–265.
2097:
2070:10.5465/255910
2064:(4): 608–625.
2048:
2019:(2): 254–267.
1999:
1987:
1968:
1933:
1919:. 2017-08-11.
1904:
1868:
1839:
1820:(2): 264–288.
1804:
1797:
1771:
1764:
1735:
1720:
1701:
1681:
1662:
1642:
1635:
1615:
1586:
1557:
1528:
1514:. 2016-10-07.
1499:
1469:
1454:
1447:
1420:
1413:
1407:. Kogan Page.
1391:
1365:
1338:
1319:(6): 719–739.
1300:
1281:(6): 525–545.
1265:
1246:(3): 137–145.
1230:
1203:
1190:
1175:
1146:
1132:
1102:
1100:
1097:
1096:
1095:
1090:
1085:
1080:
1075:
1073:Peer mentoring
1070:
1065:
1060:
1055:
1053:Father complex
1050:
1045:
1040:
1033:
1030:
1020:
1017:
1002:apprenticeship
997:
994:
988:
985:
971:
968:
962:
959:
953:
950:
944:
941:
936:
935:
932:
929:
922:
921:
918:
909:
906:
896:
893:
883:
880:
874:
871:
865:
862:
848:
845:
841:peer mentoring
828:
825:
821:
820:
809:
808:
800:
799:
791:
790:
785:
782:
764:
761:
747:
744:
722:
719:
698:
695:
663:
660:
646:
645:
639:
628:
598:
592:
541:
538:
537:
536:
530:
524:
518:
512:
509:Peer mentoring
504:
501:
500:
499:
493:
487:
481:
469:
466:
448:
445:
419:
416:
413:
412:
367:
365:
358:
352:
349:
348:
347:
341:
335:
329:
323:
313:
286:
285:
276:
267:
258:
249:
234:
231:
222:
219:
203:bamboo ceiling
195:social capital
184:apprenticeship
112:
109:
79:social capital
15:
13:
10:
9:
6:
4:
3:
2:
7271:
7260:
7257:
7255:
7252:
7250:
7247:
7246:
7244:
7228:
7224:
7223:
7219:
7217:
7213:
7212:
7208:
7207:
7204:
7199:
7195:
7179:
7176:
7174:
7173:Village idiot
7171:
7169:
7166:
7164:
7161:
7159:
7156:
7154:
7151:
7149:
7146:
7144:
7141:
7139:
7136:
7134:
7131:
7129:
7126:
7124:
7121:
7119:
7118:Magical Negro
7116:
7114:
7111:
7108:
7105:
7103:
7100:
7098:
7095:
7093:
7090:
7088:
7085:
7083:
7080:
7078:
7075:
7073:
7070:
7068:
7065:
7064:
7061:
7054:
7050:
7032:
7029:
7027:
7024:
7023:
7021:
7019:
7015:
7008:
7007:
7002:
7000:
6997:
6996:
6994:
6992:
6988:
6982:
6979:
6977:
6974:
6972:
6969:
6967:
6964:
6963:
6961:
6957:
6951:
6950:Knight-errant
6948:
6946:
6943:
6942:
6940:
6938:
6934:
6928:
6925:
6923:
6920:
6918:
6915:
6913:
6912:Little Johnny
6910:
6908:
6905:
6903:
6900:
6898:
6897:Ivan the Fool
6895:
6893:
6890:
6888:
6885:
6884:
6882:
6878:
6872:
6869:
6867:
6864:
6863:
6861:
6859:
6858:Father figure
6855:
6849:
6846:
6844:
6841:
6840:
6838:
6836:
6832:
6829:
6827:
6823:
6813:
6810:
6808:
6805:
6804:
6802:
6800:
6796:
6790:
6787:
6786:
6784:
6782:
6778:
6772:
6769:
6767:
6764:
6763:
6761:
6759:
6755:
6749:
6746:
6744:
6741:
6740:
6738:
6736:
6732:
6726:
6723:
6721:
6718:
6716:
6713:
6711:
6708:
6707:
6705:
6703:
6699:
6693:
6690:
6688:
6685:
6683:
6680:
6679:
6677:
6675:
6674:Woman warrior
6671:
6665:
6662:
6660:
6657:
6655:
6652:
6651:
6649:
6647:
6643:
6637:
6634:
6632:
6629:
6627:
6624:
6622:
6619:
6617:
6614:
6613:
6611:
6609:
6605:
6599:
6596:
6592:
6589:
6587:
6584:
6583:
6582:
6579:
6577:
6574:
6572:
6569:
6567:
6564:
6562:
6559:
6557:
6554:
6552:
6549:
6548:
6546:
6544:Love interest
6542:
6539:
6537:
6533:
6529:
6522:
6518:
6499:
6496:
6493:
6489:
6485:
6482:
6480:
6477:
6475:
6472:
6470:
6467:
6465:
6462:
6460:
6457:
6455:
6452:
6451:
6449:
6445:
6437:
6434:
6433:
6432:
6429:
6427:
6424:
6422:
6421:Swamp monster
6419:
6417:
6414:
6412:
6409:
6407:
6404:
6402:
6399:
6397:
6394:
6393:
6391:
6389:
6385:
6379:
6376:
6374:
6373:Mad scientist
6371:
6369:
6366:
6365:
6363:
6361:
6357:
6351:
6348:
6346:
6343:
6341:
6338:
6337:
6335:
6333:
6328:
6322:
6319:
6318:
6316:
6314:
6310:
6307:
6305:
6301:
6291:
6288:
6286:
6283:
6282:
6280:
6276:
6268:
6265:
6263:
6260:
6259:
6258:
6255:
6253:
6250:
6248:
6245:
6244:
6242:
6240:
6236:
6229:
6225:
6221:
6217:
6213:
6209:
6206:
6205:
6203:
6201:
6197:
6191:
6188:
6186:
6183:
6181:
6178:
6177:
6175:
6173:
6172:Lovable rogue
6169:
6166:
6164:
6160:
6148:
6145:
6144:
6143:
6142:Super soldier
6140:
6138:
6135:
6134:
6132:
6128:
6122:
6119:
6117:
6114:
6112:
6109:
6108:
6106:
6104:
6100:
6094:
6091:
6089:
6086:
6084:
6081:
6079:
6076:
6074:
6071:
6069:
6068:Knight-errant
6066:
6064:
6061:
6059:
6056:
6054:
6053:Christ figure
6051:
6049:
6046:
6045:
6043:
6039:
6036:
6034:
6030:
6026:
6019:
6015:
6009:
6006:
6004:
6001:
6000:
5997:
5993:
5986:
5981:
5979:
5974:
5972:
5967:
5966:
5963:
5951:
5948:
5946:
5943:
5941:
5938:
5936:
5933:
5925:
5924:
5921:
5915:
5912:
5910:
5907:
5905:
5902:
5901:
5899:
5895:
5889:
5886:
5884:
5881:
5879:
5876:
5874:
5871:
5869:
5866:
5864:
5861:
5859:
5856:
5854:
5851:
5849:
5846:
5844:
5841:
5839:
5836:
5834:
5831:
5829:
5826:
5824:
5821:
5819:
5816:
5814:
5811:
5809:
5806:
5804:
5801:
5799:
5796:
5794:
5791:
5789:
5786:
5784:
5781:
5779:
5776:
5774:
5771:
5769:
5766:
5764:
5763:Effectiveness
5761:
5759:
5756:
5754:
5751:
5749:
5746:
5744:
5741:
5739:
5736:
5734:
5731:
5729:
5726:
5724:
5721:
5719:
5718:Communication
5716:
5714:
5711:
5709:
5706:
5704:
5701:
5699:
5696:
5694:
5691:
5689:
5686:
5684:
5681:
5679:
5676:
5674:
5671:
5670:
5668:
5664:
5660:
5659:organizations
5652:
5647:
5645:
5640:
5638:
5633:
5632:
5629:
5617:
5614:
5612:
5609:
5607:
5604:
5602:
5599:
5597:
5594:
5592:
5589:
5587:
5584:
5582:
5579:
5578:
5569:
5568:
5565:
5559:
5556:
5554:
5551:
5549:
5546:
5544:
5541:
5539:
5536:
5534:
5531:
5529:
5526:
5524:
5521:
5519:
5516:
5514:
5513:Make-work job
5511:
5509:
5506:
5504:
5501:
5499:
5496:
5494:
5491:
5489:
5486:
5484:
5481:
5479:
5476:
5474:
5471:
5470:
5468:
5464:
5460:
5459:
5453:
5450:
5448:
5445:
5443:
5440:
5438:
5435:
5433:
5432:Right to work
5430:
5428:
5425:
5423:
5420:
5418:
5417:Job guarantee
5415:
5413:
5410:
5408:
5405:
5403:
5402:Make-work job
5400:
5398:
5395:
5393:
5390:
5389:
5387:
5383:
5377:
5374:
5372:
5369:
5365:
5362:
5360:
5357:
5356:
5355:
5352:
5350:
5347:
5345:
5342:
5340:
5337:
5335:
5332:
5330:
5327:
5325:
5322:
5320:
5317:
5313:
5310:
5308:
5305:
5303:
5300:
5298:
5295:
5294:
5293:
5290:
5288:
5285:
5283:
5280:
5278:
5275:
5273:
5270:
5268:
5265:
5263:
5260:
5256:
5253:
5251:
5248:
5247:
5246:
5243:
5241:
5238:
5236:
5233:
5232:
5230:
5228:
5224:
5218:
5215:
5211:
5208:
5206:
5203:
5202:
5201:
5198:
5194:
5191:
5189:
5186:
5184:
5181:
5180:
5179:
5176:
5174:
5173:Restructuring
5171:
5167:
5164:
5163:
5162:
5159:
5157:
5154:
5152:
5151:Notice period
5149:
5147:
5144:
5142:
5139:
5137:
5134:
5130:
5127:
5125:
5122:
5120:
5117:
5116:
5115:
5112:
5110:
5107:
5106:
5104:
5102:
5098:
5092:
5089:
5085:
5082:
5080:
5077:
5076:
5075:
5072:
5070:
5067:
5063:
5060:
5058:
5057:Unfree labour
5055:
5053:
5050:
5048:
5045:
5043:
5040:
5038:
5035:
5033:
5030:
5028:
5027:Bonded labour
5025:
5024:
5023:
5020:
5018:
5015:
5013:
5010:
5008:
5005:
5003:
5000:
4998:
4995:
4993:
4990:
4988:
4985:
4983:
4980:
4978:
4975:
4973:
4970:
4969:
4967:
4963:
4957:
4954:
4952:
4949:
4947:
4944:
4942:
4941:Whistleblower
4939:
4937:
4934:
4932:
4929:
4927:
4924:
4922:
4919:
4917:
4914:
4912:
4909:
4907:
4904:
4902:
4899:
4897:
4894:
4892:
4889:
4885:
4882:
4880:
4877:
4875:
4874:Control fraud
4872:
4870:
4867:
4866:
4865:
4862:
4861:
4859:
4855:
4849:
4848:Glass ceiling
4846:
4844:
4841:
4839:
4836:
4834:
4831:
4830:
4828:
4826:
4822:
4816:
4813:
4811:
4808:
4806:
4803:
4801:
4798:
4796:
4793:
4789:
4786:
4785:
4784:
4783:Work accident
4781:
4779:
4776:
4772:
4771:United States
4769:
4768:
4767:
4764:
4762:
4759:
4757:
4754:
4752:
4749:
4747:
4744:
4742:
4739:
4737:
4734:
4732:
4729:
4727:
4724:
4722:
4719:
4717:
4714:
4712:
4709:
4707:
4704:
4702:
4699:
4697:
4694:
4693:
4691:
4689:
4685:
4679:
4676:
4672:
4671:United States
4669:
4668:
4667:
4664:
4662:
4659:
4657:
4654:
4652:
4649:
4647:
4644:
4642:
4639:
4637:
4634:
4632:
4629:
4627:
4626:Casual Friday
4624:
4622:
4619:
4618:
4616:
4614:
4610:
4604:
4601:
4599:
4596:
4594:
4591:
4589:
4586:
4584:
4583:Paid time off
4581:
4579:
4578:Overtime rate
4576:
4572:
4569:
4568:
4567:
4564:
4560:
4559:United States
4557:
4555:
4552:
4550:
4547:
4545:
4542:
4541:
4540:
4537:
4533:
4530:
4528:
4525:
4524:
4523:
4520:
4518:
4515:
4513:
4510:
4508:
4505:
4503:
4500:
4499:
4497:
4495:
4491:
4487:
4481:
4478:
4476:
4473:
4471:
4468:
4466:
4463:
4461:
4458:
4456:
4453:
4451:
4448:
4446:
4443:
4441:
4438:
4436:
4433:
4431:
4428:
4426:
4425:Four-day week
4423:
4421:
4418:
4417:
4415:
4413:
4409:
4403:
4400:
4398:
4395:
4393:
4390:
4388:
4385:
4383:
4380:
4378:
4375:
4373:
4370:
4368:
4365:
4363:
4360:
4358:
4355:
4353:
4350:
4349:
4347:
4343:
4337:
4334:
4332:
4329:
4325:
4322:
4320:
4317:
4316:
4315:
4312:
4310:
4309:Practice firm
4307:
4305:
4302:
4300:
4297:
4293:
4290:
4288:
4285:
4283:
4280:
4278:
4275:
4273:
4270:
4268:
4265:
4263:
4260:
4258:
4255:
4253:
4250:
4248:
4245:
4243:
4240:
4238:
4235:
4233:
4230:
4228:
4225:
4223:
4220:
4218:
4215:
4213:
4210:
4208:
4207:Employability
4205:
4203:
4200:
4198:
4195:
4194:
4193:
4190:
4188:
4185:
4183:
4180:
4178:
4175:
4173:
4170:
4168:
4165:
4163:
4160:
4156:
4153:
4152:
4151:
4148:
4146:
4143:
4142:
4140:
4138:
4134:
4130:
4124:
4121:
4119:
4116:
4114:
4111:
4109:
4108:Orange-collar
4106:
4104:
4101:
4099:
4096:
4094:
4091:
4089:
4086:
4084:
4081:
4079:
4076:
4074:
4071:
4069:
4066:
4064:
4061:
4060:
4058:
4056:
4055:Working class
4052:
4046:
4043:
4041:
4038:
4036:
4033:
4031:
4028:
4026:
4023:
4021:
4018:
4016:
4013:
4011:
4008:
4006:
4003:
4002:
4000:
3996:
3990:
3987:
3985:
3982:
3980:
3977:
3975:
3972:
3970:
3967:
3965:
3962:
3960:
3957:
3955:
3952:
3950:
3947:
3945:
3942:
3940:
3937:
3935:
3932:
3930:
3929:Job interview
3927:
3925:
3922:
3920:
3917:
3915:
3912:
3910:
3907:
3903:
3900:
3899:
3898:
3895:
3893:
3890:
3888:
3885:
3883:
3880:
3878:
3875:
3873:
3870:
3868:
3865:
3863:
3860:
3858:
3855:
3854:
3852:
3850:
3846:
3840:
3837:
3835:
3832:
3830:
3827:
3825:
3822:
3820:
3817:
3813:
3810:
3808:
3805:
3803:
3800:
3799:
3798:
3795:
3793:
3790:
3788:
3785:
3783:
3782:Part-time job
3780:
3778:
3775:
3773:
3770:
3768:
3767:Full-time job
3765:
3763:
3760:
3758:
3755:
3753:
3750:
3749:
3747:
3743:
3739:
3732:
3727:
3725:
3720:
3718:
3713:
3712:
3709:
3703:
3699:
3696:
3695:
3691:
3686:
3682:
3679:
3676:
3672:
3668:
3664:
3660:
3656:
3652:
3648:
3643:
3640:
3636:
3633:
3629:
3626:
3622:
3619:
3614:
3610:
3604:
3600:
3599:
3593:
3590:
3586:
3583:
3579:
3575:
3571:
3568:(1): 91–108.
3567:
3563:
3558:
3555:
3551:
3547:
3543:
3539:
3534:
3531:
3527:
3524:
3520:
3519:
3515:
3508:
3504:
3501:
3497:
3493:
3490:
3484:
3481:
3469:
3465:
3461:
3454:
3451:
3439:
3435:
3431:
3426:
3421:
3417:
3413:
3409:
3405:
3401:
3394:
3391:
3386:
3382:
3378:
3374:
3370:
3366:
3359:
3357:
3353:
3348:
3344:
3337:
3334:
3318:
3311:
3304:
3302:
3298:
3293:
3286:
3284:
3282:
3280:
3278:
3274:
3269:
3265:
3261:
3257:
3253:
3249:
3242:
3240:
3238:
3234:
3229:
3222:
3219:
3214:
3207:
3204:
3192:
3188:
3184:
3177:
3175:
3173:
3171:
3169:
3165:
3160:
3153:
3151:
3149:
3147:
3145:
3143:
3141:
3139:
3137:
3133:
3128:
3124:
3120:
3116:
3112:
3108:
3104:
3100:
3093:
3091:
3087:
3082:
3078:
3074:
3070:
3066:
3062:
3058:
3054:
3050:
3046:
3039:
3036:
3024:
3020:
3018:9781316583845
3014:
3010:
3009:
3001:
2998:
2993:
2989:
2985:
2981:
2977:
2973:
2972:Roeper Review
2966:
2964:
2960:
2955:
2951:
2947:
2943:
2939:
2935:
2928:
2925:
2920:
2916:
2912:
2908:
2904:
2900:
2896:
2892:
2885:
2882:
2870:
2866:
2865:oied.ncsu.edu
2862:
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2848:
2844:
2840:
2833:
2830:
2825:
2821:
2817:
2813:
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2805:
2801:
2797:
2790:
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2782:
2776:
2773:
2761:
2757:
2751:
2748:
2743:
2739:
2735:
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2723:
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2709:
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2698:
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2647:
2640:
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2589:
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2309:
2303:
2302:
2293:
2290:
2284:
2281:
2275:
2273:
2271:
2267:
2255:
2254:Peer Pioneers
2251:
2245:
2242:
2230:
2229:Peer Pioneers
2226:
2220:
2217:
2212:
2208:
2204:
2200:
2196:
2192:
2185:
2182:
2177:
2173:
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2161:
2157:
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2149:
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2139:
2134:
2130:
2125:
2120:
2116:
2112:
2108:
2101:
2098:
2093:
2087:
2079:
2075:
2071:
2067:
2063:
2059:
2052:
2049:
2044:
2040:
2035:
2030:
2026:
2022:
2018:
2014:
2010:
2003:
2000:
1996:
1991:
1988:
1984:
1980:
1977:
1972:
1969:
1964:
1960:
1956:
1952:
1948:
1944:
1937:
1934:
1922:
1918:
1914:
1908:
1905:
1901:
1897:
1885:
1881:
1880:
1872:
1869:
1857:
1853:
1849:
1843:
1840:
1835:
1831:
1827:
1823:
1819:
1815:
1808:
1805:
1800:
1798:9781555425500
1794:
1790:
1785:
1784:
1775:
1772:
1767:
1765:9780787900588
1761:
1757:
1752:
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1736:
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1721:
1708:
1704:
1702:9781857755497
1698:
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1663:9780749461157
1659:
1655:
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1638:
1636:9780749444488
1632:
1628:
1627:
1619:
1616:
1605:on 2016-03-04
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1600:
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1450:
1448:9780674025530
1444:
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908:Effectiveness
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571:role modeling
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478:Cloning model
476:
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395:February 2010
388:
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368:This article
366:
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199:glass ceiling
196:
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177:
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170:
166:
162:
159:practiced in
158:
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147:
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137:
133:
125:
121:
120:William Blake
117:
110:
108:
106:
105:
100:
96:
92:
88:
87:Ancient Greek
82:
80:
74:
72:
69:(female), an
68:
64:
59:
57:
56:communication
51:
47:
44:
40:
32:
26:
22:
7220:
7209:
7178:White savior
7148:Straight man
7082:Dragonslayer
7031:Black knight
6999:Seme and uke
6981:Mountain man
6971:Noble savage
6866:Wise old man
6687:Magical girl
6659:Femme fatale
6636:Loathly lady
6591:Monster girl
6436:Nazi zombies
6411:Monster girl
6378:Supervillain
6340:Double agent
6313:Antivillains
6267:Space pirate
6200:Tricky slave
6147:Space marine
6111:Byronic hero
6093:Youngest son
6041:Classic hero
5873:Storytelling
5793:Intelligence
5673:Architecture
5548:Toxic leader
5528:Presenteeism
5508:Labor rights
5498:Going postal
5473:Bullshit job
5456:
5441:
5436:
5227:Unemployment
5079:Downshifting
5062:Wage slavery
5042:Penal labour
4997:Dead-end job
4987:Conscription
4766:Right to sit
4621:Annual leave
4603:Working poor
4539:Minimum wage
4517:Maximum wage
4475:Working time
4465:Six-hour day
4362:Career break
4324:Professional
4298:
4118:Black-collar
4088:White-collar
4068:Green-collar
4045:Volunteering
3882:Drug testing
3872:Cover letter
3812:Tradesperson
3674:
3650:
3646:
3638:
3631:
3624:
3617:
3597:
3588:
3581:
3565:
3561:
3544:(1): 22–29.
3541:
3537:
3529:
3522:
3483:
3472:. Retrieved
3464:Entrepreneur
3463:
3453:
3442:. Retrieved
3407:
3403:
3393:
3368:
3364:
3346:
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3336:
3324:. Retrieved
3291:
3251:
3247:
3227:
3221:
3212:
3206:
3195:. Retrieved
3186:
3158:
3102:
3098:
3048:
3044:
3038:
3027:. Retrieved
3007:
3000:
2975:
2971:
2937:
2933:
2927:
2894:
2890:
2884:
2873:. Retrieved
2864:
2855:
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2799:
2795:
2775:
2764:. Retrieved
2750:
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2693:
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2504:
2495:
2489:
2469:
2462:
2442:
2435:
2401:. Retrieved
2392:
2382:
2370:
2359:. Retrieved
2350:
2341:
2327:(1): 14–28.
2324:
2320:
2300:
2292:
2283:
2258:. Retrieved
2256:. 2022-01-15
2253:
2244:
2233:. Retrieved
2231:. 2022-01-15
2228:
2219:
2194:
2190:
2184:
2151:
2147:
2141:
2114:
2110:
2100:
2086:cite journal
2061:
2057:
2051:
2016:
2012:
2002:
1990:
1971:
1949:(1): 56–73.
1946:
1942:
1936:
1925:. Retrieved
1916:
1907:
1888:. Retrieved
1878:
1871:
1860:. Retrieved
1851:
1842:
1817:
1813:
1807:
1782:
1774:
1749:
1729:
1723:
1711:. Retrieved
1691:
1684:
1672:. Retrieved
1652:
1645:
1625:
1618:
1607:. Retrieved
1603:the original
1599:www.eeoc.gov
1598:
1589:
1578:. Retrieved
1569:
1560:
1549:. Retrieved
1540:
1531:
1520:. Retrieved
1511:
1502:
1490:. Retrieved
1482:Tate Britain
1472:
1466:(30): 63–65.
1463:
1457:
1438:
1402:
1394:
1382:. Retrieved
1368:
1356:. Retrieved
1341:
1316:
1312:
1278:
1274:
1268:
1243:
1239:
1233:
1219:(1): 29–42.
1216:
1212:
1206:
1198:
1193:
1178:
1167:. Retrieved
1158:
1149:
1135:
1124:. Retrieved
1115:
1106:
1026:
1022:
1010:
1006:entrepreneur
999:
990:
977:
973:
964:
955:
946:
937:
923:
911:
902:
898:
888:
885:
876:
867:
850:
837:
834:
830:
827:In education
822:
810:
801:
792:
766:
757:
753:
749:
736:
732:
728:
724:
715:
708:
691:
687:
684:
680:
675:
672:Edgar Schein
665:
657:
653:
650:
647:
641:
635:social media
630:
627:advancement.
623:
616:
600:
594:
588:
583:
559:
532:
526:
520:
514:
508:
495:
489:
483:
477:
471:
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441:
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429:
401:
392:
369:
343:
337:
331:
325:
315:
309:
296:
287:
281:
278:
272:
269:
263:
260:
254:
251:
245:
243:Accompanying
242:
236:
224:
192:
154:
139:
129:
102:
84:
76:
66:
62:
60:
52:
48:
42:
38:
37:
7259:Internships
7123:Mole people
6966:Feral child
6848:Scaramouche
6720:Valley girl
6682:Jungle girl
6654:Dragon Lady
6631:La Ruffiana
6576:Loosu ponnu
6498:Il Capitano
6121:Tragic hero
6073:Legacy hero
6048:Action hero
5843:Performance
5768:Engineering
5748:Diagnostics
5743:Development
5657:Aspects of
5437:Historical:
5161:Resignation
5101:Termination
5084:Slow living
5052:Truck wages
5037:Labour camp
4965:Willingness
4857:Infractions
4512:Living wage
4455:Remote work
4123:Gold-collar
4078:Pink-collar
4073:Grey-collar
4063:Blue-collar
4030:Labour hire
4005:Cooperative
3969:Recruitment
3924:Job hunting
3857:Application
3839:Wage labour
3824:Labour hire
3777:Job sharing
3410:(2): 4–14.
2897:(1): 1–18.
2849:(2): 84–95.
2393:chronus.com
1995:chronus.com
1783:Credibility
1713:17 November
1674:17 November
1492:January 14,
503:Other types
182:church and
7243:Categories
7158:Town drunk
7107:Innamorati
6807:Final girl
6789:Gamer girl
6492:Il Dottore
6464:Folk devil
6406:Killer toy
6401:Evil clown
6321:False hero
6262:Air pirate
6224:Pulcinella
5853:Resilience
5848:Psychology
5818:Narcissism
5808:Life cycle
5723:Complexity
5713:Commitment
5371:Wage curve
5178:Retirement
5091:Workaholic
5069:Work ethic
4936:Wage theft
4921:Labour law
4916:Evaluation
4901:Dress code
4666:Sick leave
4631:Child care
4593:Salary cap
4507:Income tax
4470:Shift work
4402:Time clock
4397:Sick leave
4392:Sabbatical
4357:Break room
4345:Attendance
4314:Profession
4299:Mentorship
4277:Retraining
4202:E-learning
4098:New-collar
4093:Red-collar
4040:Supervisor
4020:Internship
3939:Onboarding
3807:Technician
3802:Journeyman
3772:Gig worker
3738:Employment
3608:0300133790
3474:2018-06-18
3444:2021-05-22
3349:: 500–508.
3197:2017-04-28
3029:2020-11-17
2875:2018-06-18
2766:2014-05-14
2403:2015-02-20
2361:2019-01-23
2260:2022-06-25
2235:2022-06-25
1997:, Chronus.
1927:2018-06-18
1890:2020-09-08
1862:2018-06-18
1852:ctb.ku.edu
1609:2016-01-01
1580:2018-06-18
1551:2018-06-18
1522:2018-06-18
1169:2021-03-13
1126:2021-03-13
1099:References
895:Activities
858:resilience
847:Resilience
769:leadership
579:creativity
379:improve it
279:Harvesting
261:Catalyzing
233:Techniques
215:gatekeeper
211:role model
207:networking
173:Rabbinical
150:Telemachus
71:apprentice
65:(male), a
39:Mentorship
7222:SNOMED CT
7168:Truck-kun
7072:Barbarian
7006:Otokonoko
6959:Primitive
6835:Harlequin
6826:Masculine
6781:Geek girl
6766:Columbina
6702:Queen bee
6488:Pantalone
6459:Archenemy
6368:Dark lord
6350:Terrorist
6345:Evil twin
6216:Brighella
6212:Harlequin
6190:Trickster
6137:Cyberhero
6116:Man alone
6088:Superhero
6063:Folk hero
6008:Archetype
5878:Structure
5828:Ombudsman
5783:Hierarchy
5558:Workhouse
5478:Busy work
5292:Recession
5156:Pink slip
5114:Dismissal
4977:Careerism
4571:Singapore
4549:Hong Kong
4412:Schedules
4331:Tradesman
4232:Licensure
4192:Education
4162:Avocation
4103:No-collar
4083:Precariat
3964:Probation
3919:Job fraud
3698:Mentoring
3667:145009427
3500:EPS-PEAKS
3385:144424763
3326:March 20,
3268:145052233
3127:143869011
3119:0936-2835
3065:0007-1250
2954:1356-7500
2911:0014-7370
2824:151590582
2816:1361-1267
2387:Chronus.
2211:1931-390X
2176:145182081
2168:1521-0251
2133:0001-8791
2078:0001-4273
1963:144509963
1541:Bible.org
1333:143989012
1295:144726689
605:education
383:verifying
180:Christian
93:, son of
7153:Tokenism
7143:Sidekick
7133:Redshirt
7128:Pop icon
6945:BishĹŤnen
6917:Nice guy
6664:Tsundere
6616:Cat lady
6536:Feminine
6426:Vampires
6416:Skeleton
6388:Monsters
6304:Villains
6103:Antihero
6058:Everyman
5897:See also
5888:Workshop
5833:Patterns
5803:Learning
5728:Conflict
5678:Behavior
5466:See also
5392:Workfare
5217:Turnover
4613:Benefits
4494:salaries
4450:Overtime
4440:Flextime
4372:Gap year
4367:Furlough
4336:Vocation
4319:Operator
4182:Coaching
4137:training
4015:Employer
4010:Employee
3914:Job fair
3792:Side job
3503:Archived
3492:Archived
3468:Archived
3438:Archived
3317:Archived
3191:Archived
3081:32984335
3023:Archived
2992:52034623
2919:12698595
2869:Archived
2760:Archived
2742:16737355
2700:Archived
2546:Archived
2531:17985959
2397:Archived
2355:Archived
2333:10244210
2043:19343074
1979:Archived
1921:Archived
1884:Archived
1856:Archived
1834:54599813
1707:Archived
1668:Archived
1574:Archived
1545:Archived
1516:Archived
1486:Archived
1384:June 20,
1378:Archived
1358:June 20,
1352:Archived
1260:59033921
1163:Archived
1120:Archived
1048:eMentors
1043:Coaching
1032:See also
777:coaching
613:tutelage
540:Benefits
456:(STEMM).
190:system.
178:and the
165:Buddhism
161:Hinduism
124:Romantic
67:protégée
7216:D014830
7026:Pachuco
7018:Bad boy
6976:Caveman
6843:Pierrot
6748:Laotong
6743:Class S
6586:Catgirl
6571:Ingénue
6551:BishĹŤjo
6484:Vecchio
6431:Zombies
6247:Bad boy
6228:Pierrot
6222:,
6220:Scapino
6218:,
6214:,
6083:Paladin
5798:Justice
5758:Ecology
5753:Dissent
5733:Culture
5708:Climate
5688:Capital
5442:U.S.A.:
5047:Peonage
5022:Slavery
4972:Boreout
4711:Karoshi
4661:Pension
4445:On-call
4150:Artisan
3834:Laborer
3620:, 5-24.
3434:1673489
3073:3830321
2599:. 2015.
2580:1556344
2351:Fortune
2034:2352144
1917:Inc.com
638:trends.
609:nursing
377:Please
320:network
270:Showing
176:Judaism
141:Odyssey
111:History
104:Odyssey
95:Alcimus
63:protégé
7227:
7057:Others
6692:Virago
6454:Alazon
6257:Pirate
6239:Outlaw
6163:Rogues
6033:Heroes
5883:Theory
5863:Safety
5773:Ethics
5738:Design
5666:Topics
5146:Layoff
4696:Crunch
4554:Europe
4544:Canada
4532:Europe
4133:Career
3974:Résumé
3849:Hiring
3757:Casual
3702:Curlie
3665:
3605:
3432:
3383:
3266:
3125:
3117:
3079:
3071:
3063:
3015:
2990:
2952:
2917:
2909:
2822:
2814:
2740:
2624:
2578:
2529:
2477:
2450:
2331:
2209:
2174:
2166:
2131:
2076:
2041:
2031:
1961:
1832:
1795:
1762:
1699:
1660:
1633:
1445:
1411:
1331:
1293:
1258:
1063:MENTOR
773:career
569:(e.g.
468:Models
252:Sowing
169:Elders
146:Athena
132:Mentor
91:Mentor
43:mentor
7087:Donor
7077:Clown
6892:Himbo
6880:Young
6621:Crone
6479:Miser
6447:Other
6278:Other
6208:Zanni
6130:Other
5868:Space
5778:Field
5698:Chart
5693:Cells
5683:Blame
5007:McJob
4527:World
4490:Wages
4352:Break
3998:Roles
3663:S2CID
3430:S2CID
3381:S2CID
3320:(PDF)
3313:(PDF)
3264:S2CID
3123:S2CID
3077:S2CID
2988:S2CID
2820:S2CID
2597:(PDF)
2576:JSTOR
2427:(PDF)
2172:S2CID
1959:S2CID
1830:S2CID
1329:S2CID
1291:S2CID
1256:S2CID
188:guild
136:Homer
99:Homer
7211:MeSH
7092:Fool
6991:LGBT
6907:Jock
6902:Jack
6735:LGBT
6490:and
6469:Igor
6332:mole
6330:The
6290:Rake
6185:Jack
6003:List
4492:and
4135:and
3902:list
3603:ISBN
3328:2017
3115:ISSN
3069:PMID
3061:ISSN
3013:ISBN
2950:ISSN
2915:PMID
2907:ISSN
2812:ISSN
2738:PMID
2622:ISBN
2527:PMID
2475:ISBN
2448:ISBN
2377:CNBC
2329:PMID
2207:ISSN
2164:ISSN
2129:ISSN
2092:link
2074:ISSN
2039:PMID
1793:ISBN
1760:ISBN
1715:2020
1697:ISBN
1676:2020
1658:ISBN
1631:ISBN
1494:2013
1443:ISBN
1409:ISBN
1386:2019
1360:2019
607:and
225:The
213:and
163:and
23:and
6608:Hag
4025:Job
3700:at
3655:doi
3570:doi
3546:doi
3420:hdl
3412:doi
3373:doi
3256:doi
3107:doi
3053:doi
3049:147
2980:doi
2942:doi
2899:doi
2804:doi
2730:doi
2681:doi
2654:doi
2618:117
2519:doi
2199:doi
2156:doi
2119:doi
2066:doi
2029:PMC
2021:doi
1951:doi
1900:NIH
1822:doi
1789:155
1321:doi
1283:doi
1248:doi
1221:doi
1159:SAP
811:In
381:by
138:'s
134:in
101:'s
97:in
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7225::
7214::
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