622:, 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.
871:. Resilience has been found to be a useful method when working with students from low socioeconomic backgrounds who often encounter crises or challenges and suffer specific traumas. Education, students' performance, and achievement in school are directly affected by these challenges, so certain negative psychological and environmental situations that students from lower socioeconomic backgrounds disproportionately encounter provide a framework for explaining the achievement gap. Resilience does not provide a solution to the struggles and trauma that these students experience, but instead focuses on giving them the tools to adapt to these situations and respond to them in ways that avoid negative outcomes and enables them to grow stronger and learn from the experience.
471:
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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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602:: Setting up a career development mentoring program for employees enables an organization to help junior employees to learn the skills and behaviours from senior employees that the junior employees need to advance to higher-responsibility positions. This type of mentoring program can help to align organizational goals with employees' personal career goals of progressing within the organization. It gives employees the ability to advance professionally and learn more about their work. This collaboration also gives employees a feeling of engagement with the organization, which can lead to better retention rates and increased employee satisfaction.
42:
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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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608:: 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.
902:, 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.
92:, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé).
614:: 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.
329:: This is someone who is currently in the trade or profession the learner is entering. They know the trends, important changes, and new practices that newcomers should know to stay at the top of their careers. A mentor like this would be someone a learner can discuss ideas with and also provides the learner with the opportunity to
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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.
1026:. The review found strong evidence to suggest that business mentoring can have real benefits for entrepreneurs, but highlights some key factors that need to be considered when designing mentoring programmes, such as the need to balance formal and informal approaches and to appropriately match mentors and learners.
228:, which serves to identify and address the problems barring non-dominant groups from professional success. Mainstream business literature has adopted the terms and concepts and promoted them as pathways to success for all career climbers. These terms were not in the general American vocabulary until the mid-1990s.
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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.
522:: Relationships that involve individuals in similar positions. One person may be more knowledgeable in a certain aspect or another, and they can help each other progress in their work. In most cases, peer relationships provide a lot of support, empathy, and advice because the situations are quite similar.
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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
826:, 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).
357:: Technology has been rapidly improving and becoming more a part of day-to-day transactions within companies. A technology mentor can help with technical breakdowns, advise on systems that may work better than what the learner is currently using, and coach them in using new technology.
345:: Politics in organizations are constantly changing. It is important to be knowledgeable about the values, strategies, and products that are within the organisation, and when they change. An organization mentor can give clarity when needed, for example, on missions and strategies.
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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
528:: Short-term relationships in which a person mentors for a specific purpose. This could be a company bringing an expert in regarding social media, or internet safety. This expert can mentor employees to make them more knowledgeable about a specific topic or skill.
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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 |
540:: Participants from all levels of the organization propose and own a topic before meeting in groups to discuss the topic, which motivates them to grow and become more knowledgeable. Flash mentoring is ideal for situations like job shadowing and reverse mentoring.
118:. Since the 1970s it has spread in the United States mainly in training contexts, associated with important historical links to the movement advancing workplace equity for women and minorities and has been described as "an innovation in American management".
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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
644:: 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:
351:: This mentor can cut through unnecessary work, explain the "ins and outs" of projects and day-to-day tasks, and eliminate unnecessary things in the learner's workday. This mentor can help finish tasks quickly and efficiently.
655:: Employees must have a certain set of skills in order to accomplish the tasks at hand. Mentoring can teach employees to be organized. It can also give them access to an expert that can provide feedback and answer questions.
84:, a learner or, in the 2000s, a mentee. Mentoring is a process that always involves communication and is relationship-based, but its precise definition is elusive, with more than 50 definitions currently in use, such as:
681:, 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
584:, 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.
240:(EMCC) is the leading global body in terms of creating and maintaining a range of industry-standard frameworks, rules and processes for mentorship and related supervision and coaching fields.
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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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323:: A new trend is for a learner to have multiple mentors. Having more than one mentor can expand the learner's knowledge, as different mentors may have different strengths.
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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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339:: This is someone who does not only focus on the profession and can give insight into the industry as a whole, such as research, development, or key changes.
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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.
534:: This relationship involves a mentor with a higher position than the learner. The mentor can answer many questions and advise the best course of action.
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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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3241:. 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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689:(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.
588:, a fourth function concerning knowledge transfer was additionally identified, which was also discovered in the context of mentoring
497:: The mentor assumes a parental role to create an open, supportive environment where the learner can learn and try things themselves.
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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".
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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".
3320:
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1423:
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and makes matches based on areas for development, mentor strengths, overall experience, skill set, location, and objectives.
546:: A short-term form of mentoring that focuses on single meetings rather than a traditional, long-term mentoring relationship.
2943:
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.
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1859:"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
7276:
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Promoting quality assurance in literacy instruction: The preparation, inquiries and practices of literacy professionals
704:
and women in a traditionally white male organization. The idea has been well received in medical education literature.
1322:
Bozeman, B.; Feeney, M. K. (October 2007). "Toward a useful theory of mentoring: A conceptual analysis and critique".
5840:
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5662:
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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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1701:
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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".
470:
1986:
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Coaching and Mentoring in Health and Social Care: The Essentials of Practice for Professionals and Organisations
1019:
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
268:
the mentor gives initially unclear or unacceptable advice to the learner that has value in a given situation.
35:
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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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2020:"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
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2005:
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books available at Bookshelf, National Center for Biotechnology Information, National Library of Medicine
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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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155:. 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
503:: The mentor acts more as a peer "rather than being involved in a hierarchical relationship".
2118:"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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3321:"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".
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A NATO mentor trains two broadcasters on video editing and storytelling techniques.
217:
142:
101:
3239:"Coach" can mean many things: Five categories of literacy coaches in Reading First
2818:
1761:
Working Wisdom: Timeless Skills and Vanguard Strategies for Learning Organizations
942:
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:
301:
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career milestones and others enabling more open-ended learning and development.
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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.
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Alexandria, Virginia: Association for Supervision and Curriculum Development.
3609:
Every Other Thursday: Stories and Strategies from Successful Women Scientists
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555:
209:
130:
66:
3547:
Carger, C.L. (1996). "The two Bills: Reflecting on the gift of mentorship".
3435:
2018:
Eby, Lillian; Allen, Tammy; Evans, Sarah; Ng, Thomas; DuBois, David (2008).
7175:
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1385:"From Ancient Greece to the Corporate Workforce: the Meaning of Mentorship"
1235:
1016:
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actual relationship is more important than the presence of a relationship.
682:
645:
190:
3534:
Tapping the potential: Retaining and developing high-quality new teachers.
3083:
3067:
2533:
2435:"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent"
1196:"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent"
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2358:"How Millennials in the Workplace Are Turning Peer Mentoring on Its Head"
52:
is the patronage, influence, guidance, or direction given by a mentor. A
7026:
6972:
2804:
1473:
Odiorne, G. S. (1985). "Mentoring - An American Management Innovation".
509:: The mentor and learner predominantly have a professional relationship.
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3303:
Instructional Coaching: A Partnership Approach to Improving Instruction
2590:
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779:
589:
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491:: The mentor teaches the learner as if they were a clone of the mentor.
225:
221:
160:
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6598:
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3643:
Mentoring at work: Developmental relationships in organizational life.
2451:
Levinson, Daniel S.; Darrow, C. N; Klein, E. B.; Levinson, M. (1978).
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2170:
2159:
Journal of College Student Retention: Research, Theory & Practice
1952:
Buell, Cindy (January 2004). "Models of Mentoring in Communication".
1906:
615:
126:
2330:
Roche, Gerard R. (January–February 1979). "Much Ado about Mentors".
400:. Statements consisting only of original research should be removed.
286:
the mentor teaches the learner by demonstrating a skill or activity.
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3819:
3170:
The art of coaching: effective strategies for school transformation
2080:
1210:
Apprenticeship in thinking: Cognitive development in social context
1058:
1053:
787:
559:
Mentor Neo Ntsoma (on the right) giving a workshop to young people.
300:
builders during the Middle Ages. Leadership authors Jim Kouzes and
175:
171:
88:
Mentoring is a process for the informal transmission of knowledge,
2767:"Speed-mentoring-procedures-on-site-event.doc | IA Institute"
7053:
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1637:
Facilitating Reflective Learning Through Mentoring & Coaching
619:
186:
151:
114:
105:
1015:: a business mentor provides guidance to a business owner or an
7254:
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6481:
6458:
5173:
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3729:
3539:
Boreen, J., Johnson, M. K., Niday, D., & Potts, J. (2000).
1073:
783:
672:
156:
2724:
939:
They made significant changes in their instructional practice.
935:
Teachers who were regularly coached one-on-one reported that:
7104:
6919:
6648:
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6235:
5034:
3734:
2481:
Career Dynamics: Matching Individual and Organizational Needs
1414:
Coaching and mentoring: practical methods to improve learning
687:
Career Dynamics: Matching individual and organizational needs
623:
198:
183:
146:
109:
3541:
Mentoring beginning teachers: guiding, reflecting, coaching.
2507:
Mentoring: in search of a typology (MIT Sloan Master Thesis)
2067:
Kram, Kathy E. (1983). "Phases of the Mentor Relationship".
950:
meet this definition of effective professional development.
6060:
5074:
4517:
2450:
1887:"Mentorship Structures: What Forms Does Mentorship Take?".
1221:
1023:
474:
A woman provides mentoring at the Youth For Change program.
166:
Historically significant systems of mentorship include the
3686:
A better beginning: Supporting and mentoring new teachers.
3471:"10 Places to Find Mentors and Advisors for Entrepreneurs"
3318:
3236:
2627:. San Francisco: Berrett-Koehler Publishers, Inc. p.
2285:
2283:
2281:
30:"Mentor" and "Protégé" redirect here. For other uses, see
6635:
4052:
3237:
Deussen, T.; Coskie, T.; Robinson, L.; Autio, E. (2007).
2519:
1910:
231:
2199:
72:
The person receiving mentorship may be referred to as a
2278:
1606:"Asian American and Pacific Islander Work Group Report"
1443:
1441:
1439:
1437:
1435:
1166:"Why Mentors Matter: A Summary of 30 Years of Research"
4744:
List of countries by rate of fatal workplace accidents
2605:"Cardinal Health INC Case Study - Technical Mentoring"
2576:
2261:"Setting Up a Career High Potential Mentoring Program"
1756:
874:
3319:
Medrich, E.A.; Fitzgerald, R.; Skomsvold, P. (2013).
7220:
3411:"Those who understand: Knowledge growth in teaching"
3016:
Shonkoff, Jack P.; Meisels, Samuel J. (2000-05-22).
2505:
Davis, Robert L. Jr.; Garrison, Patricia A. (1979).
1924:"4 Key Facets of Successful Mentoring Relationships"
1789:
1450:
Pull: Networking and Success since Benjamin Franklin
1432:
980:
3636:
Mentoring - The TAO of Giving and Receiving Wisdom,
2325:
2323:
2236:"Setting Up a Career Development Mentoring Program"
1822:
1317:
1315:
945:
Attendance increased dramatically in their classes.
2848:Gerber, Rod; Hays, Terrence; Minichiello, Victor.
2309:
2202:Psychology of Aesthetics, Creativity, and the Arts
1893:. National Academies Press (US). 30 October 2019.
1791:
1758:
1411:
333:with other individuals in the trade or profession.
3536:Washington, DC: Alliance for Excellent Education.
2980:
2847:
2807:Mentoring & Tutoring: Partnership in Learning
2301:
2101:: CS1 maint: DOI inactive as of September 2024 (
1519:"Guru Disciple Tradition - The Spiritual Lineage"
1212:. New York: Oxford University Press. pp. 137–150.
454:(for both mentors and protégés), and evaluation.
7268:
3698:, exploring an innovative approach to mentoring.
3226:. Philadelphia: New Foundations. pp. 24–33.
2942:
2624:Love 'Em or Lose Em: Getting Good People to Stay
2620:
2320:
1312:
567:A US Air Force member providing youth mentoring.
3015:
2116:Scandura, Terri A.; Ragins, Belle Rose (1993).
2017:
1634:Brockbank, Anne; McGill, Ian (1 January 2006).
1633:
308:There are different types of mentors, such as:
7031:
3694:, by Dan Ward. A journal article published by
3600:Mentor: Guiding the journey of adult learners.
3256:
2650:
2648:
2400:"Mentoring & Talent Development Solutions"
2115:
6004:
5670:
3750:
2730:
2719:Matchmaker, Matchmaker Make Me a Mentor Match
2504:
1752:
1750:
1699:
1321:
1029:
445:In business, formal mentoring is one of many
5684:
3570:
2654:
2621:Kaye, Beverly; Jordan-Evans, Sharon (2005).
1890:The Science of Effective Mentorship in STEMM
1738:
1577:"Chapter 3 – The Guilds and Apprenticeships"
673:Contemporary research and practice in the US
96:Mentoring in Europe has existed as early as
3373:
2645:
1489:"William BlakeAge Teaching Youth c.1785-90"
1409:
6049:
6011:
5997:
5677:
5663:
3757:
3743:
3634:Huang, Chungliang and Jerry Lynch (1995),
3221:
2681:
1816:
1747:
883:
773:
5486:Comprehensive Employment and Training Act
3532:Alliance for Excellent Education. (2005)
3500:Literature Review on enterprise mentoring
3434:
2156:
2133:
2043:
1945:
1743:. San Francisco: Jossey Bass. p. 20.
1283:
962:
953:
416:Learn how and when to remove this message
208:lexicon that also includes terms such as
5330:Job losses caused by the Great Recession
4007:Simultaneous recruiting of new graduates
3719:) is being considered for deletion. See
3019:Handbook of Early Childhood Intervention
1357:Team, History Disclosure (May 4, 2016).
971:
892:
711:
562:
554:
469:
432:
315:A senior editor mentors a junior editor.
310:
125:
40:
5511:Credentialism and educational inflation
3605:
3408:
3167:
2428:
2426:
2424:
2307:
2011:
1798:. San Francisco: Jossey Bass. pp.
1499:from the original on September 11, 2013
1472:
1452:. Cambridge: Harvard University Press.
238:European Mentoring and Coaching Council
182:, the discipleship system practiced by
141:The word was inspired by the character
14:
7269:
5382:List of countries by unemployment rate
3655:
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3101:
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2796:
2477:
1757:Aubrey, Bob & Cohen, Paul (1995).
1248:
809:Matching through self-match technology
794:
232:Professional bodies and qualifications
159:assumes his appearance to guide young
7083:
6552:
6551:
6048:
5992:
5658:
3738:
3573:European Journal of Teacher Education
3369:
3367:
3314:
3312:
3296:
3294:
3292:
3290:
3288:
3252:
3250:
3248:
3187:
3185:
3183:
3181:
3179:
3163:
3161:
3159:
3157:
3155:
3153:
3151:
3149:
3147:
2899:
2850:"Mentorship, a review of the concept"
2432:
2329:
1996:, Washington University in St. Louis.
1951:
1447:
1359:"Word "Mentor" Originates from Homer"
1193:
1006:
707:
457:
361:
45:An army trainer mentors new soldiers.
6018:
4275:Practice-based professional learning
3376:Educational Administration Quarterly
3351:
3259:Educational Administration Quarterly
2421:
2066:
1790:Posner, B. & Kouzes, J. (1993).
1660:
1356:
997:
756:
365:
4828:Workers' right to access the toilet
3333:from the original on March 15, 2017
3098:
2971:
2793:
2397:
2316:. New York: Harcourt, Brace and Co.
1720:from the original on 14 August 2021
1700:Foster-Turner, Julia (1 May 2005).
1681:from the original on 14 August 2021
1049:Big Brothers Big Sisters of America
1024:Middle-East and North Africa region
875:Protective factors and risk factors
572:mentoring functions developed from
428:
24:
3543:York, Maine: Stenhouse Publishers.
3526:
3364:
3309:
3285:
3245:
3191:
3176:
3144:
1391:from the original on June 20, 2019
1365:from the original on June 20, 2019
731:
25:
7298:
3723:to help reach a consensus. ›
3702:
3194:"What is an Instructional Coach?"
3056:The British Journal of Psychiatry
2721:, Workforce Magazine, 16 May 2012
1410:Parsloe, E.; Wray, M. J. (2000).
981:Content and pedagogical knowledge
677:Partly in response to a study by
450:and qualifications being sought.
5955:
5954:
5942:Outline of organizational theory
5599:
5598:
4892:Corporate collapses and scandals
3629:Association of Teacher Educators
2957:10.1111/j.1365-2206.2008.00586.x
2914:10.1111/j.1545-5300.2003.00001.x
2872:"Think and Do The Extraordinary"
1741:Effective Teaching and Mentoring
1661:Owen, Hilarie (3 October 2011).
1548:"Being a First-Century Disciple"
1011:Business mentoring differs from
918:
370:
6528:(self styled captain, braggart)
3658:Journal of Management Education
3492:
3481:from the original on 2018-06-18
3462:
3451:from the original on 2020-02-16
3402:
3345:
3230:
3215:
3204:from the original on 2017-05-20
3047:
3036:from the original on 2021-08-14
3009:
2936:
2893:
2882:from the original on 2018-07-05
2864:
2841:
2784:
2773:from the original on 2013-05-15
2759:
2702:
2675:
2614:
2597:
2570:
2548:
2513:
2498:
2471:
2444:
2410:from the original on 2015-02-21
2391:
2379:
2368:from the original on 2019-01-24
2350:
2292:
2253:
2228:
2193:
2150:
2109:
2060:
1999:
1980:
1934:from the original on 2019-04-21
1916:
1897:from the original on 2021-08-14
1880:
1869:from the original on 2018-06-18
1851:
1783:
1732:
1693:
1654:
1627:
1598:
1587:from the original on 2018-06-18
1569:
1558:from the original on 2018-06-18
1540:
1529:from the original on 2018-06-18
1511:
1481:
1466:
1403:
1377:
1350:
1176:from the original on 2021-02-15
1133:from the original on 2020-11-12
837:
100:. The word's origin comes from
5392:Employment-to-population ratio
4764:Occupational health psychology
3764:
3696:Defense Acquisition University
3645:Glenview, IL: Scott, Foresman.
3022:. Cambridge University Press.
2945:Child & Family Social Work
2522:Journal of Palliative Medicine
2478:Schein, Edgar H. (June 1978).
2122:Journal of Vocational Behavior
2024:Journal of Vocational Behavior
1825:Journal of Vocational Behavior
1277:
1242:
1224:Journal of Vocational Behavior
1215:
1202:
1187:
1158:
1144:
1115:
513:
13:
1:
5480:Works Progress Administration
5372:Unemployment Convention, 1919
4784:Personal protective equipment
4332:Occupational Outlook Handbook
3708:
3684:Scherer, Marge (ed.). (1999)
3469:DeMers, Jayson (2016-03-17).
3172:. San Francisco: Jossey-Bass.
2819:10.1080/13611267.2016.1273449
2733:Journal of Applied Psychology
2579:Academy of Management Journal
2069:Academy of Management Journal
1837:10.1016/s0001-8791(03)00044-7
1581:technicaleducationmatters.org
1448:Laird, Pamela Walker (2006).
1109:
905:
857:
724:, and diversity enhancement.
243:
5561:Psychopathy in the workplace
4734:Human factors and ergonomics
3549:Peabody Journal of Education
2669:10.1016/j.pubrev.2006.05.019
2433:Shore, Ian Benjamin (2017).
1612:. 2008-12-21. Archived from
1324:Administration & Society
1286:Research in Higher Education
1194:Shore, Ian Benjamin (2007).
653:Knowledge transfer mentoring
7:
7032:
6899:Elderly martial arts master
6594:Hooker with a heart of gold
5546:Narcissism in the workplace
4759:Occupational exposure limit
3652:San Francisco: Jossey-Bass.
3602:San Francisco: Jossey-Bass.
1966:10.1080/0363452032000135779
1042:
693:professional associations.
550:
437:Some elements of mentoring.
396:the claims made and adding
163:in his time of difficulty.
133:'s "Age Teaching Youth", a
10:
7303:
7084:
5475:Civil Works Administration
5357:Technological unemployment
4833:Workplace health promotion
4285:Professional certification
3982:Personality–job fit theory
3670:10.1177/105256290002400304
3561:10.1207/s15327930pje7101_4
2745:10.1037/0021-9010.91.3.567
2457:. New York: Random House.
2308:Cussler, Margaret (1958).
1913:website (ncbi.nlb.nih.gov)
1123:"Definition of MENTORSHIP"
1030:Cup Framework of Mentoring
327:Profession or trade mentor
121:
29:
7277:Human resource management
7224:
7090:
7079:
7044:
7017:
6986:
6963:
6907:
6884:
6861:
6852:
6825:
6807:
6784:
6761:
6728:
6700:
6672:
6634:
6571:
6562:
6558:
6547:
6474:
6414:
6386:
6357:
6339:
6330:
6305:
6265:
6226:
6198:
6189:
6157:
6129:
6068:
6059:
6055:
6044:
6026:
5950:
5924:
5693:
5594:
5493:
5455:Guaranteed minimum income
5412:
5253:
5127:
5040:Organizational commitment
4992:
4884:
4851:
4714:
4639:
4516:
4438:
4372:
4159:
4081:
4025:
3875:
3772:
3612:. Yale University Press.
3427:10.3102/0013189x015002004
3388:10.1177/00131610021969100
3122:10.1207/s15327035ex1002_6
2995:10.1080/02783190509554299
2696:10.1080/01463378909385540
2036:10.1016/j.jvb.2007.04.005
1728:– via Google Books.
1689:– via Google Books.
1667:. Kogan Page Publishers.
1650:– via Google Books.
1640:. Kogan Page Publishers.
1298:10.1007/s11162-009-9130-2
478:
5932:History of organizations
5624:Aspects of organizations
5305:Involuntary unemployment
4866:Equal pay for equal work
4789:Repetitive strain injury
4290:Professional development
4280:Professional association
3962:Letter of recommendation
3721:templates for discussion
3585:10.1080/0261976980210109
3271:10.1177/0013161x14522814
1765:. Jossey Bass. pp.
1706:. Radcliffe Publishing.
1336:10.1177/0095399707304119
1263:10.3102/0013189X14528751
968:throughout the process.
830:Mentoring direct reports
606:High potential mentoring
36:Protégé (disambiguation)
5963:Aspects of corporations
5609:Aspects of corporations
5571:Slow movement (culture)
5450:Employer of last resort
5352:Structural unemployment
5290:Frictional unemployment
4729:Epilepsy and employment
4616:Performance-related pay
4550:National average salary
4463:996 working hour system
3606:Daniell, Ellen (2006).
3222:Bukowiecki, E. (2012).
3168:Aguilar, Elena (2013).
2684:Communication Quarterly
2657:Public Relations Review
2565:SmartBlog on Leadership
2454:Seasons of a Man's Life
2332:Harvard Business Review
2083:(inactive 2024-09-11).
1954:Communication Education
1475:Personnel Administrator
1127:www.merriam-webster.com
884:Counseling and guidance
774:High-potential programs
635:Harvard Business Review
629:Harvard Business Review
168:guru–disciple tradition
32:Mentor (disambiguation)
6626:Manic Pixie Dream Girl
6050:By ethics and morality
5973:Aspects of occupations
5619:Aspects of occupations
5425:Unemployment insurance
5377:Unemployment extension
5347:Reserve army of labour
5152:Constructive dismissal
4959:Sleeping while on duty
4924:Exploitation of labour
4806:Sick building syndrome
3977:Person–environment fit
3847:Independent contractor
3638:Harper, San Francisco.
3415:Educational Researcher
2854:Unicorn (Carlton, Vic)
2135:10.1006/jvbe.1993.1046
1251:Educational Researcher
1236:10.1006/jvbe.1997.1592
1152:"Definition of MENTOR"
963:Data-driven strategies
954:Administrative support
717:
568:
560:
475:
438:
316:
138:
94:
46:
7282:Alternative education
5978:Aspects of workplaces
5629:Aspects of workplaces
5367:Unemployment benefits
5362:Types of unemployment
5300:Graduate unemployment
5194:Letter of resignation
4823:Workers' compensation
4816:Occupational fatality
4320:Vocational university
3920:Employment counsellor
3598:Daloz, L. A. (1999).
3595:New York: Peter Lang.
3068:10.1192/bjp.147.6.598
2534:10.1089/jpm.2006.9911
1739:Daloz, L. A. (1990).
972:Relationship building
893:Instructional coaches
800:Matching by committee
715:
566:
558:
532:Supervisory mentoring
526:Situational mentoring
473:
436:
314:
129:
86:
44:
27:Guidance relationship
5937:Organization studies
5886:Retaliatory behavior
5731:Citizenship behavior
5435:Job creation program
5211:Mandatory retirement
5164:Employee offboarding
4984:Workplace incivility
4979:Workplace harassment
4754:Occupational disease
4749:Occupational burnout
4664:Disability insurance
4508:Workweek and weekend
4488:Retroactive overtime
4310:Vocational education
4225:Continuing education
4063:Permanent employment
3641:Kram, K. E. (1985).
3409:Shulman, L. (1986).
3354:The Phi Delta Kappan
1387:. February 4, 2014.
862:A specific focus of
578:psychosocial support
574:qualitative research
507:Apprenticeship model
137:image of mentorship.
6840:Princess and dragon
6738:Princesse lointaine
6238:(servants, clowns:
6208:Gentleman detective
5340:Recession-proof job
5335:Lists of recessions
5273:Economic depression
5221:Retirement planning
5102:Work–life interface
4939:Employee monitoring
4907:Corporate behaviour
4897:Accounting scandals
4779:Occupational stress
4769:Occupational injury
4300:Reflective practice
4295:Professional school
4017:Work-at-home scheme
3937:Induction programme
3915:Employment contract
3895:Business networking
3648:Murray, M. (1991).
3301:Knight, J. (2007).
3198:piic.pacoaching.org
2312:The Woman Executive
1099:Workplace mentoring
991:ladder of inference
900:The Art of Coaching
795:Matching approaches
612:Diversity mentoring
464:business networking
349:Work process mentor
343:Organization mentor
197:under the medieval
7125:Identity formation
6915:American mappillai
6827:Damsel in distress
6609:Magical girlfriend
6514:(wealthy old men,
5959:See also templates
5603:See also templates
5440:Job creation index
5404:Youth unemployment
5268:Discouraged worker
5157:Wrongful dismissal
5137:At-will employment
5010:Civil conscription
4974:Workplace bullying
4861:Affirmative action
4843:Workplace wellness
4774:Occupational noise
4410:Long service leave
4270:Overspecialization
4250:Induction training
4205:Career development
3516:2017-10-16 at the
3505:2021-08-14 at the
2713:2012-12-10 at the
2559:2012-05-12 at the
2484:. Addison-Wesley.
2214:10.1037/aca0000103
1992:2014-11-29 at the
1987:research.wustl.edu
1208:Rogoff, B (1990).
1104:Youth intervention
1079:New Teacher Center
1069:Maybach Foundation
1007:Business mentoring
722:employee retention
718:
708:Corporate programs
600:Career development
569:
561:
476:
458:Informal mentoring
439:
381:possibly contains
362:Types of mentoring
317:
139:
47:
7264:
7263:
7218:
7217:
7214:
7213:
7095:Adolescent clique
7075:
7074:
7071:
7070:
7067:
7066:
6848:
6847:
6584:Farmer's daughter
6553:By sex and gender
6543:
6542:
6539:
6538:
6535:
6534:
6326:
6325:
6185:
6184:
6106:Mythological king
5986:
5985:
5866:Perceived support
5652:
5651:
5551:Post-work society
5531:Kiss up kick down
5263:Barriers to entry
5228:Severance package
5060:Human trafficking
4954:Sexual harassment
4934:Employee handbook
4853:Equal opportunity
4716:Safety and health
4706:Take-home vehicle
4315:Vocational school
4265:Lifelong learning
4240:Further education
4200:Career counseling
4195:Career assessment
3972:Overqualification
3692:Project Blue Lynx
3498:Pompa, C. (2012)
2638:978-1-57675-327-9
2491:978-0-201-06834-4
2464:978-0-394-40694-7
1523:Yogic Way Of Life
1425:978-0-7494-3118-1
998:Blended mentoring
757:New-hire programs
642:Reverse mentoring
538:Mentoring circles
447:talent management
426:
425:
418:
383:original research
355:Technology mentor
16:(Redirected from
7294:
7222:
7221:
7141:Little green men
7130:Imaginary friend
7081:
7080:
7037:
6859:
6858:
6799:Mammy stereotype
6753:Yamato nadeshiko
6569:
6568:
6560:
6559:
6549:
6548:
6424:Bug-eyed monster
6388:Social Darwinist
6337:
6336:
6313:Good cop/bad cop
6196:
6195:
6066:
6065:
6057:
6056:
6046:
6045:
6020:Stock characters
6013:
6006:
5999:
5990:
5989:
5958:
5957:
5851:Network analysis
5841:Machiavellianism
5679:
5672:
5665:
5656:
5655:
5639:Critique of work
5634:Corporate titles
5602:
5601:
5521:Evil corporation
5387:Employment rates
5310:Jobless recovery
5278:Great Depression
5238:Golden parachute
5233:Golden handshake
5030:Job satisfaction
5020:Critique of work
4838:Workplace phobia
4669:Health insurance
4626:Wage compression
4594:Progressive wage
4448:35-hour workweek
4415:No call, no show
4405:Leave of absence
4255:Knowledge worker
4183:Master craftsman
3987:Personality hire
3925:Executive search
3905:Curriculum vitae
3890:Background check
3759:
3752:
3745:
3736:
3735:
3681:
3623:
3588:
3564:
3521:
3496:
3490:
3489:
3487:
3486:
3466:
3460:
3459:
3457:
3456:
3438:
3436:20.500.12209/225
3406:
3400:
3399:
3371:
3362:
3361:
3349:
3343:
3342:
3340:
3338:
3332:
3325:
3316:
3307:
3306:
3298:
3283:
3282:
3254:
3243:
3242:
3234:
3228:
3227:
3219:
3213:
3212:
3210:
3209:
3192:Dupree, Orlena.
3189:
3174:
3173:
3165:
3142:
3141:
3105:
3096:
3095:
3051:
3045:
3044:
3042:
3041:
3013:
3007:
3006:
2978:
2969:
2968:
2940:
2934:
2933:
2897:
2891:
2890:
2888:
2887:
2868:
2862:
2861:
2845:
2839:
2838:
2802:
2791:
2788:
2782:
2781:
2779:
2778:
2763:
2757:
2756:
2728:
2722:
2706:
2700:
2699:
2679:
2673:
2672:
2652:
2643:
2642:
2618:
2612:
2611:
2609:
2601:
2595:
2594:
2585:(6): 1177–1194.
2574:
2568:
2552:
2546:
2545:
2528:(5): 1048–1049.
2517:
2511:
2510:
2502:
2496:
2495:
2475:
2469:
2468:
2448:
2442:
2441:
2439:
2430:
2419:
2418:
2416:
2415:
2395:
2389:
2383:
2377:
2376:
2374:
2373:
2354:
2348:
2347:
2327:
2318:
2317:
2315:
2305:
2299:
2296:
2290:
2287:
2276:
2275:
2273:
2272:
2257:
2251:
2250:
2248:
2247:
2232:
2226:
2225:
2197:
2191:
2190:
2171:10.2190/cs.9.3.e
2154:
2148:
2147:
2137:
2113:
2107:
2106:
2100:
2092:
2064:
2058:
2057:
2047:
2015:
2009:
2003:
1997:
1984:
1978:
1977:
1949:
1943:
1942:
1940:
1939:
1920:
1914:
1905:
1903:
1902:
1884:
1878:
1877:
1875:
1874:
1855:
1849:
1848:
1820:
1814:
1813:
1797:
1787:
1781:
1780:
1769:, 44–47, 96–97.
1764:
1754:
1745:
1744:
1736:
1730:
1729:
1727:
1725:
1697:
1691:
1690:
1688:
1686:
1658:
1652:
1651:
1631:
1625:
1624:
1622:
1621:
1602:
1596:
1595:
1593:
1592:
1573:
1567:
1566:
1564:
1563:
1544:
1538:
1537:
1535:
1534:
1515:
1509:
1508:
1506:
1504:
1485:
1479:
1478:
1470:
1464:
1463:
1445:
1430:
1429:
1417:
1407:
1401:
1400:
1398:
1396:
1381:
1375:
1374:
1372:
1370:
1354:
1348:
1347:
1319:
1310:
1309:
1281:
1275:
1274:
1246:
1240:
1239:
1219:
1213:
1206:
1200:
1199:
1191:
1185:
1184:
1182:
1181:
1162:
1156:
1155:
1148:
1142:
1141:
1139:
1138:
1119:
1089:Speed networking
824:speed networking
818:Speed networking
501:Friendship model
429:Formal mentoring
421:
414:
410:
407:
401:
398:inline citations
374:
373:
366:
321:Multiple mentors
21:
7302:
7301:
7297:
7296:
7295:
7293:
7292:
7291:
7267:
7266:
7265:
7260:
7259:
7233:
7219:
7210:
7086:
7063:
7040:
7013:
6982:
6965:Prince Charming
6959:
6955:Superfluous man
6950:Nice Jewish boy
6903:
6880:
6844:
6821:
6803:
6786:Lady-in-waiting
6780:
6757:
6724:
6696:
6668:
6654:Fairy godmother
6630:
6554:
6531:
6470:
6410:
6382:
6353:
6322:
6301:
6280:Gentleman thief
6261:
6254: and
6222:
6181:
6153:
6125:
6051:
6040:
6022:
6017:
5987:
5982:
5968:Aspects of jobs
5946:
5920:
5689:
5683:
5653:
5648:
5644:Organized labor
5614:Aspects of jobs
5590:
5581:Toxic workplace
5516:Emotional labor
5489:
5413:Public programs
5408:
5325:Great Recession
5295:Full employment
5283:Long Depression
5249:
5147:Banishment room
5123:
5045:Refusal of work
4988:
4912:Corporate crime
4880:
4847:
4710:
4635:
4512:
4434:
4368:
4245:Graduate school
4155:
4077:
4021:
4012:Underemployment
3871:
3815:Self-employment
3790:Contingent work
3780:Academic tenure
3773:Classifications
3768:
3763:
3724:
3705:
3620:
3529:
3527:Further reading
3524:
3520:query response.
3518:Wayback Machine
3507:Wayback Machine
3497:
3493:
3484:
3482:
3467:
3463:
3454:
3452:
3407:
3403:
3372:
3365:
3350:
3346:
3336:
3334:
3330:
3323:
3317:
3310:
3305:. Corwin Press.
3299:
3286:
3255:
3246:
3235:
3231:
3220:
3216:
3207:
3205:
3190:
3177:
3166:
3145:
3106:
3099:
3052:
3048:
3039:
3037:
3030:
3014:
3010:
2979:
2972:
2941:
2937:
2898:
2894:
2885:
2883:
2870:
2869:
2865:
2846:
2842:
2803:
2794:
2789:
2785:
2776:
2774:
2765:
2764:
2760:
2729:
2725:
2715:Wayback Machine
2707:
2703:
2680:
2676:
2653:
2646:
2639:
2619:
2615:
2607:
2603:
2602:
2598:
2575:
2571:
2567:, 13 April 2012
2561:Wayback Machine
2553:
2549:
2518:
2514:
2503:
2499:
2492:
2476:
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2396:
2392:
2384:
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2371:
2369:
2356:
2355:
2351:
2328:
2321:
2306:
2302:
2297:
2293:
2288:
2279:
2270:
2268:
2259:
2258:
2254:
2245:
2243:
2234:
2233:
2229:
2198:
2194:
2155:
2151:
2114:
2110:
2094:
2093:
2065:
2061:
2016:
2012:
2004:
2000:
1994:Wayback Machine
1985:
1981:
1950:
1946:
1937:
1935:
1922:
1921:
1917:
1900:
1898:
1886:
1885:
1881:
1872:
1870:
1857:
1856:
1852:
1821:
1817:
1810:
1788:
1784:
1777:
1755:
1748:
1737:
1733:
1723:
1721:
1714:
1698:
1694:
1684:
1682:
1675:
1659:
1655:
1648:
1632:
1628:
1619:
1617:
1604:
1603:
1599:
1590:
1588:
1575:
1574:
1570:
1561:
1559:
1546:
1545:
1541:
1532:
1530:
1517:
1516:
1512:
1502:
1500:
1487:
1486:
1482:
1471:
1467:
1460:
1446:
1433:
1426:
1408:
1404:
1394:
1392:
1383:
1382:
1378:
1368:
1366:
1355:
1351:
1320:
1313:
1282:
1278:
1247:
1243:
1220:
1216:
1207:
1203:
1192:
1188:
1179:
1177:
1164:
1163:
1159:
1150:
1149:
1145:
1136:
1134:
1121:
1120:
1116:
1112:
1094:Youth mentoring
1045:
1032:
1009:
1000:
983:
974:
965:
956:
921:
908:
895:
886:
877:
864:youth mentoring
860:
840:
797:
776:
759:
750:Cardinal Health
734:
732:Formal programs
710:
679:Daniel Levinson
675:
586:college success
553:
544:Flash mentoring
516:
495:Nurturing model
481:
460:
431:
422:
411:
405:
402:
387:
375:
371:
364:
337:Industry mentor
302:Barry Z. Posner
246:
234:
124:
39:
28:
23:
22:
15:
12:
11:
5:
7300:
7290:
7289:
7284:
7279:
7262:
7261:
7258:
7257:
7246:
7234:
7229:
7228:
7226:
7225:Classification
7216:
7215:
7212:
7211:
7209:
7208:
7203:
7198:
7193:
7191:Tragic mulatto
7188:
7183:
7178:
7173:
7168:
7166:Shoulder angel
7163:
7158:
7153:
7148:
7143:
7138:
7137:("The Lovers")
7132:
7127:
7122:
7117:
7112:
7107:
7102:
7097:
7091:
7088:
7087:
7077:
7076:
7073:
7072:
7069:
7068:
7065:
7064:
7062:
7061:
7056:
7050:
7048:
7042:
7041:
7039:
7038:
7029:
7023:
7021:
7015:
7014:
7012:
7011:
7006:
7001:
6996:
6990:
6988:
6984:
6983:
6981:
6980:
6975:
6969:
6967:
6961:
6960:
6958:
6957:
6952:
6947:
6942:
6937:
6932:
6927:
6922:
6917:
6911:
6909:
6905:
6904:
6902:
6901:
6896:
6890:
6888:
6882:
6881:
6879:
6878:
6873:
6867:
6865:
6856:
6850:
6849:
6846:
6845:
6843:
6842:
6837:
6831:
6829:
6823:
6822:
6820:
6819:
6813:
6811:
6805:
6804:
6802:
6801:
6796:
6790:
6788:
6782:
6781:
6779:
6778:
6773:
6767:
6765:
6759:
6758:
6756:
6755:
6750:
6745:
6743:Southern belle
6740:
6734:
6732:
6726:
6725:
6723:
6722:
6717:
6712:
6706:
6704:
6698:
6697:
6695:
6694:
6689:
6684:
6678:
6676:
6674:Hawksian woman
6670:
6669:
6667:
6666:
6661:
6656:
6651:
6646:
6640:
6638:
6632:
6631:
6629:
6628:
6623:
6622:
6621:
6616:
6606:
6601:
6596:
6591:
6589:Girl next door
6586:
6581:
6575:
6573:
6566:
6556:
6555:
6545:
6544:
6541:
6540:
6537:
6536:
6533:
6532:
6530:
6529:
6523:
6509:
6504:
6502:Masked villain
6499:
6494:
6489:
6484:
6478:
6476:
6472:
6471:
6469:
6468:
6467:
6466:
6456:
6451:
6446:
6441:
6436:
6431:
6426:
6420:
6418:
6412:
6411:
6409:
6408:
6403:
6398:
6392:
6390:
6384:
6383:
6381:
6380:
6375:
6370:
6364:
6362:
6355:
6354:
6352:
6351:
6345:
6343:
6334:
6328:
6327:
6324:
6323:
6321:
6320:
6315:
6309:
6307:
6303:
6302:
6300:
6299:
6298:
6297:
6292:
6282:
6277:
6271:
6269:
6263:
6262:
6260:
6259:
6232:
6230:
6224:
6223:
6221:
6220:
6215:
6210:
6204:
6202:
6193:
6187:
6186:
6183:
6182:
6180:
6179:
6178:
6177:
6167:
6161:
6159:
6155:
6154:
6152:
6151:
6146:
6141:
6135:
6133:
6127:
6126:
6124:
6123:
6118:
6113:
6108:
6103:
6098:
6093:
6088:
6083:
6078:
6072:
6070:
6063:
6053:
6052:
6042:
6041:
6039:
6038:
6033:
6027:
6024:
6023:
6016:
6015:
6008:
6001:
5993:
5984:
5983:
5981:
5980:
5975:
5970:
5965:
5960:
5951:
5948:
5947:
5945:
5944:
5939:
5934:
5928:
5926:
5922:
5921:
5919:
5918:
5913:
5908:
5903:
5898:
5893:
5888:
5883:
5878:
5873:
5868:
5863:
5858:
5853:
5848:
5843:
5838:
5833:
5828:
5823:
5818:
5816:Identification
5813:
5808:
5803:
5798:
5793:
5788:
5783:
5778:
5773:
5768:
5763:
5758:
5753:
5748:
5743:
5738:
5733:
5728:
5723:
5718:
5713:
5708:
5703:
5697:
5695:
5691:
5690:
5682:
5681:
5674:
5667:
5659:
5650:
5649:
5647:
5646:
5641:
5636:
5631:
5626:
5621:
5616:
5611:
5605:
5604:
5595:
5592:
5591:
5589:
5588:
5583:
5578:
5573:
5568:
5566:Sunday scaries
5563:
5558:
5553:
5548:
5543:
5538:
5533:
5528:
5523:
5518:
5513:
5508:
5503:
5497:
5495:
5491:
5490:
5483:
5482:
5477:
5472:
5467:
5462:
5457:
5452:
5447:
5442:
5437:
5432:
5427:
5422:
5416:
5414:
5410:
5409:
5407:
5406:
5401:
5396:
5395:
5394:
5389:
5379:
5374:
5369:
5364:
5359:
5354:
5349:
5344:
5343:
5342:
5337:
5332:
5327:
5317:
5315:Phillips curve
5312:
5307:
5302:
5297:
5292:
5287:
5286:
5285:
5280:
5270:
5265:
5259:
5257:
5251:
5250:
5248:
5247:
5242:
5241:
5240:
5235:
5225:
5224:
5223:
5218:
5216:Retirement age
5213:
5203:
5198:
5197:
5196:
5186:
5181:
5176:
5171:
5169:Exit interview
5166:
5161:
5160:
5159:
5154:
5149:
5139:
5133:
5131:
5125:
5124:
5122:
5121:
5116:
5115:
5114:
5109:
5099:
5094:
5093:
5092:
5087:
5082:
5077:
5072:
5067:
5062:
5057:
5047:
5042:
5037:
5032:
5027:
5022:
5017:
5012:
5007:
5002:
4996:
4994:
4990:
4989:
4987:
4986:
4981:
4976:
4971:
4966:
4961:
4956:
4951:
4946:
4941:
4936:
4931:
4926:
4921:
4919:Discrimination
4916:
4915:
4914:
4909:
4904:
4899:
4888:
4886:
4882:
4881:
4879:
4878:
4873:
4871:Gender pay gap
4868:
4863:
4857:
4855:
4849:
4848:
4846:
4845:
4840:
4835:
4830:
4825:
4820:
4819:
4818:
4808:
4803:
4802:
4801:
4791:
4786:
4781:
4776:
4771:
4766:
4761:
4756:
4751:
4746:
4741:
4736:
4731:
4726:
4720:
4718:
4712:
4711:
4709:
4708:
4703:
4702:
4701:
4691:
4686:
4684:Parental leave
4681:
4679:Marriage leave
4676:
4674:Life insurance
4671:
4666:
4661:
4656:
4651:
4645:
4643:
4637:
4636:
4634:
4633:
4628:
4623:
4618:
4613:
4608:
4603:
4602:
4601:
4591:
4590:
4589:
4584:
4579:
4574:
4564:
4563:
4562:
4557:
4547:
4542:
4537:
4532:
4530:Income bracket
4526:
4524:
4514:
4513:
4511:
4510:
4505:
4500:
4495:
4490:
4485:
4480:
4475:
4470:
4465:
4460:
4458:Eight-hour day
4455:
4450:
4444:
4442:
4436:
4435:
4433:
4432:
4427:
4422:
4417:
4412:
4407:
4402:
4397:
4392:
4387:
4382:
4376:
4374:
4370:
4369:
4367:
4366:
4361:
4356:
4355:
4354:
4349:
4339:
4334:
4329:
4324:
4323:
4322:
4317:
4312:
4307:
4302:
4297:
4292:
4287:
4282:
4277:
4272:
4267:
4262:
4257:
4252:
4247:
4242:
4237:
4232:
4227:
4217:
4215:Creative class
4212:
4207:
4202:
4197:
4192:
4187:
4186:
4185:
4175:
4173:Apprenticeship
4169:
4167:
4157:
4156:
4154:
4153:
4148:
4143:
4141:Scarlet-collar
4138:
4133:
4128:
4123:
4118:
4113:
4108:
4103:
4098:
4093:
4087:
4085:
4079:
4078:
4076:
4075:
4070:
4065:
4060:
4055:
4050:
4045:
4040:
4035:
4029:
4027:
4023:
4022:
4020:
4019:
4014:
4009:
4004:
3999:
3994:
3989:
3984:
3979:
3974:
3969:
3964:
3959:
3954:
3949:
3944:
3939:
3934:
3933:
3932:
3922:
3917:
3912:
3907:
3902:
3897:
3892:
3887:
3881:
3879:
3873:
3872:
3870:
3869:
3864:
3859:
3857:Temporary work
3854:
3849:
3844:
3843:
3842:
3837:
3832:
3825:Skilled worker
3822:
3817:
3812:
3807:
3802:
3797:
3792:
3787:
3782:
3776:
3774:
3770:
3769:
3762:
3761:
3754:
3747:
3739:
3733:
3732:
3704:
3703:External links
3701:
3700:
3699:
3689:
3682:
3664:(3): 322–337.
3653:
3646:
3639:
3632:
3624:
3618:
3603:
3596:
3589:
3568:
3565:
3544:
3537:
3528:
3525:
3523:
3522:
3491:
3461:
3401:
3382:(4): 553–584.
3363:
3344:
3308:
3284:
3265:(2): 179–213.
3244:
3229:
3214:
3175:
3143:
3116:(2): 127–138.
3110:Exceptionality
3097:
3062:(6): 598–611.
3046:
3028:
3008:
2989:(2): 110–120.
2970:
2951:(1): 103–114.
2935:
2902:Family Process
2892:
2863:
2840:
2813:(5): 399–414.
2792:
2783:
2758:
2739:(3): 567–578.
2723:
2701:
2690:(3): 199–213.
2674:
2663:(3): 309–315.
2644:
2637:
2613:
2596:
2569:
2547:
2512:
2497:
2490:
2470:
2463:
2443:
2420:
2390:
2378:
2349:
2319:
2300:
2291:
2277:
2252:
2227:
2208:(4): 440–450.
2192:
2165:(3): 337–356.
2149:
2128:(3): 251–265.
2108:
2081:10.5465/255910
2075:(4): 608–625.
2059:
2030:(2): 254–267.
2010:
1998:
1979:
1944:
1930:. 2017-08-11.
1915:
1879:
1850:
1831:(2): 264–288.
1815:
1808:
1782:
1775:
1746:
1731:
1712:
1692:
1673:
1653:
1646:
1626:
1597:
1568:
1539:
1525:. 2016-10-07.
1510:
1480:
1465:
1458:
1431:
1424:
1418:. Kogan Page.
1402:
1376:
1349:
1330:(6): 719–739.
1311:
1292:(6): 525–545.
1276:
1257:(3): 137–145.
1241:
1214:
1201:
1186:
1157:
1143:
1113:
1111:
1108:
1107:
1106:
1101:
1096:
1091:
1086:
1084:Peer mentoring
1081:
1076:
1071:
1066:
1064:Father complex
1061:
1056:
1051:
1044:
1041:
1031:
1028:
1013:apprenticeship
1008:
1005:
999:
996:
982:
979:
973:
970:
964:
961:
955:
952:
947:
946:
943:
940:
933:
932:
929:
920:
917:
907:
904:
894:
891:
885:
882:
876:
873:
859:
856:
852:peer mentoring
839:
836:
832:
831:
820:
819:
811:
810:
802:
801:
796:
793:
775:
772:
758:
755:
733:
730:
709:
706:
674:
671:
657:
656:
650:
639:
609:
603:
552:
549:
548:
547:
541:
535:
529:
523:
520:Peer mentoring
515:
512:
511:
510:
504:
498:
492:
480:
477:
459:
456:
430:
427:
424:
423:
378:
376:
369:
363:
360:
359:
358:
352:
346:
340:
334:
324:
297:
296:
287:
278:
269:
260:
245:
242:
233:
230:
214:bamboo ceiling
206:social capital
195:apprenticeship
123:
120:
90:social capital
26:
9:
6:
4:
3:
2:
7299:
7288:
7285:
7283:
7280:
7278:
7275:
7274:
7272:
7256:
7252:
7251:
7247:
7245:
7241:
7240:
7236:
7235:
7232:
7227:
7223:
7207:
7204:
7202:
7201:Village idiot
7199:
7197:
7194:
7192:
7189:
7187:
7184:
7182:
7179:
7177:
7174:
7172:
7169:
7167:
7164:
7162:
7159:
7157:
7154:
7152:
7149:
7147:
7146:Magical Negro
7144:
7142:
7139:
7136:
7133:
7131:
7128:
7126:
7123:
7121:
7118:
7116:
7113:
7111:
7108:
7106:
7103:
7101:
7098:
7096:
7093:
7092:
7089:
7082:
7078:
7060:
7057:
7055:
7052:
7051:
7049:
7047:
7043:
7036:
7035:
7030:
7028:
7025:
7024:
7022:
7020:
7016:
7010:
7007:
7005:
7002:
7000:
6997:
6995:
6992:
6991:
6989:
6985:
6979:
6978:Knight-errant
6976:
6974:
6971:
6970:
6968:
6966:
6962:
6956:
6953:
6951:
6948:
6946:
6943:
6941:
6940:Little Johnny
6938:
6936:
6933:
6931:
6928:
6926:
6925:Ivan the Fool
6923:
6921:
6918:
6916:
6913:
6912:
6910:
6906:
6900:
6897:
6895:
6892:
6891:
6889:
6887:
6886:Father figure
6883:
6877:
6874:
6872:
6869:
6868:
6866:
6864:
6860:
6857:
6855:
6851:
6841:
6838:
6836:
6833:
6832:
6830:
6828:
6824:
6818:
6815:
6814:
6812:
6810:
6806:
6800:
6797:
6795:
6792:
6791:
6789:
6787:
6783:
6777:
6774:
6772:
6769:
6768:
6766:
6764:
6760:
6754:
6751:
6749:
6746:
6744:
6741:
6739:
6736:
6735:
6733:
6731:
6727:
6721:
6718:
6716:
6713:
6711:
6708:
6707:
6705:
6703:
6702:Woman warrior
6699:
6693:
6690:
6688:
6685:
6683:
6680:
6679:
6677:
6675:
6671:
6665:
6662:
6660:
6657:
6655:
6652:
6650:
6647:
6645:
6642:
6641:
6639:
6637:
6633:
6627:
6624:
6620:
6617:
6615:
6612:
6611:
6610:
6607:
6605:
6602:
6600:
6597:
6595:
6592:
6590:
6587:
6585:
6582:
6580:
6577:
6576:
6574:
6572:Love interest
6570:
6567:
6565:
6561:
6557:
6550:
6546:
6527:
6524:
6521:
6517:
6513:
6510:
6508:
6505:
6503:
6500:
6498:
6495:
6493:
6490:
6488:
6485:
6483:
6480:
6479:
6477:
6473:
6465:
6462:
6461:
6460:
6457:
6455:
6452:
6450:
6449:Swamp monster
6447:
6445:
6442:
6440:
6437:
6435:
6432:
6430:
6427:
6425:
6422:
6421:
6419:
6417:
6413:
6407:
6404:
6402:
6401:Mad scientist
6399:
6397:
6394:
6393:
6391:
6389:
6385:
6379:
6376:
6374:
6371:
6369:
6366:
6365:
6363:
6361:
6356:
6350:
6347:
6346:
6344:
6342:
6338:
6335:
6333:
6329:
6319:
6316:
6314:
6311:
6310:
6308:
6304:
6296:
6293:
6291:
6288:
6287:
6286:
6283:
6281:
6278:
6276:
6273:
6272:
6270:
6268:
6264:
6257:
6253:
6249:
6245:
6241:
6237:
6234:
6233:
6231:
6229:
6225:
6219:
6216:
6214:
6211:
6209:
6206:
6205:
6203:
6201:
6200:Lovable rogue
6197:
6194:
6192:
6188:
6176:
6173:
6172:
6171:
6170:Super soldier
6168:
6166:
6163:
6162:
6160:
6156:
6150:
6147:
6145:
6142:
6140:
6137:
6136:
6134:
6132:
6128:
6122:
6119:
6117:
6114:
6112:
6109:
6107:
6104:
6102:
6099:
6097:
6096:Knight-errant
6094:
6092:
6089:
6087:
6084:
6082:
6081:Christ figure
6079:
6077:
6074:
6073:
6071:
6067:
6064:
6062:
6058:
6054:
6047:
6043:
6037:
6034:
6032:
6029:
6028:
6025:
6021:
6014:
6009:
6007:
6002:
6000:
5995:
5994:
5991:
5979:
5976:
5974:
5971:
5969:
5966:
5964:
5961:
5953:
5952:
5949:
5943:
5940:
5938:
5935:
5933:
5930:
5929:
5927:
5923:
5917:
5914:
5912:
5909:
5907:
5904:
5902:
5899:
5897:
5894:
5892:
5889:
5887:
5884:
5882:
5879:
5877:
5874:
5872:
5869:
5867:
5864:
5862:
5859:
5857:
5854:
5852:
5849:
5847:
5844:
5842:
5839:
5837:
5834:
5832:
5829:
5827:
5824:
5822:
5819:
5817:
5814:
5812:
5809:
5807:
5804:
5802:
5799:
5797:
5794:
5792:
5791:Effectiveness
5789:
5787:
5784:
5782:
5779:
5777:
5774:
5772:
5769:
5767:
5764:
5762:
5759:
5757:
5754:
5752:
5749:
5747:
5746:Communication
5744:
5742:
5739:
5737:
5734:
5732:
5729:
5727:
5724:
5722:
5719:
5717:
5714:
5712:
5709:
5707:
5704:
5702:
5699:
5698:
5696:
5692:
5688:
5687:organizations
5680:
5675:
5673:
5668:
5666:
5661:
5660:
5657:
5645:
5642:
5640:
5637:
5635:
5632:
5630:
5627:
5625:
5622:
5620:
5617:
5615:
5612:
5610:
5607:
5606:
5597:
5596:
5593:
5587:
5584:
5582:
5579:
5577:
5574:
5572:
5569:
5567:
5564:
5562:
5559:
5557:
5554:
5552:
5549:
5547:
5544:
5542:
5541:Make-work job
5539:
5537:
5534:
5532:
5529:
5527:
5524:
5522:
5519:
5517:
5514:
5512:
5509:
5507:
5504:
5502:
5499:
5498:
5496:
5492:
5488:
5487:
5481:
5478:
5476:
5473:
5471:
5468:
5466:
5463:
5461:
5460:Right to work
5458:
5456:
5453:
5451:
5448:
5446:
5445:Job guarantee
5443:
5441:
5438:
5436:
5433:
5431:
5430:Make-work job
5428:
5426:
5423:
5421:
5418:
5417:
5415:
5411:
5405:
5402:
5400:
5397:
5393:
5390:
5388:
5385:
5384:
5383:
5380:
5378:
5375:
5373:
5370:
5368:
5365:
5363:
5360:
5358:
5355:
5353:
5350:
5348:
5345:
5341:
5338:
5336:
5333:
5331:
5328:
5326:
5323:
5322:
5321:
5318:
5316:
5313:
5311:
5308:
5306:
5303:
5301:
5298:
5296:
5293:
5291:
5288:
5284:
5281:
5279:
5276:
5275:
5274:
5271:
5269:
5266:
5264:
5261:
5260:
5258:
5256:
5252:
5246:
5243:
5239:
5236:
5234:
5231:
5230:
5229:
5226:
5222:
5219:
5217:
5214:
5212:
5209:
5208:
5207:
5204:
5202:
5201:Restructuring
5199:
5195:
5192:
5191:
5190:
5187:
5185:
5182:
5180:
5179:Notice period
5177:
5175:
5172:
5170:
5167:
5165:
5162:
5158:
5155:
5153:
5150:
5148:
5145:
5144:
5143:
5140:
5138:
5135:
5134:
5132:
5130:
5126:
5120:
5117:
5113:
5110:
5108:
5105:
5104:
5103:
5100:
5098:
5095:
5091:
5088:
5086:
5085:Unfree labour
5083:
5081:
5078:
5076:
5073:
5071:
5068:
5066:
5063:
5061:
5058:
5056:
5055:Bonded labour
5053:
5052:
5051:
5048:
5046:
5043:
5041:
5038:
5036:
5033:
5031:
5028:
5026:
5023:
5021:
5018:
5016:
5013:
5011:
5008:
5006:
5003:
5001:
4998:
4997:
4995:
4991:
4985:
4982:
4980:
4977:
4975:
4972:
4970:
4969:Whistleblower
4967:
4965:
4962:
4960:
4957:
4955:
4952:
4950:
4947:
4945:
4942:
4940:
4937:
4935:
4932:
4930:
4927:
4925:
4922:
4920:
4917:
4913:
4910:
4908:
4905:
4903:
4902:Control fraud
4900:
4898:
4895:
4894:
4893:
4890:
4889:
4887:
4883:
4877:
4876:Glass ceiling
4874:
4872:
4869:
4867:
4864:
4862:
4859:
4858:
4856:
4854:
4850:
4844:
4841:
4839:
4836:
4834:
4831:
4829:
4826:
4824:
4821:
4817:
4814:
4813:
4812:
4811:Work accident
4809:
4807:
4804:
4800:
4799:United States
4797:
4796:
4795:
4792:
4790:
4787:
4785:
4782:
4780:
4777:
4775:
4772:
4770:
4767:
4765:
4762:
4760:
4757:
4755:
4752:
4750:
4747:
4745:
4742:
4740:
4737:
4735:
4732:
4730:
4727:
4725:
4722:
4721:
4719:
4717:
4713:
4707:
4704:
4700:
4699:United States
4697:
4696:
4695:
4692:
4690:
4687:
4685:
4682:
4680:
4677:
4675:
4672:
4670:
4667:
4665:
4662:
4660:
4657:
4655:
4654:Casual Friday
4652:
4650:
4647:
4646:
4644:
4642:
4638:
4632:
4629:
4627:
4624:
4622:
4619:
4617:
4614:
4612:
4611:Paid time off
4609:
4607:
4606:Overtime rate
4604:
4600:
4597:
4596:
4595:
4592:
4588:
4587:United States
4585:
4583:
4580:
4578:
4575:
4573:
4570:
4569:
4568:
4565:
4561:
4558:
4556:
4553:
4552:
4551:
4548:
4546:
4543:
4541:
4538:
4536:
4533:
4531:
4528:
4527:
4525:
4523:
4519:
4515:
4509:
4506:
4504:
4501:
4499:
4496:
4494:
4491:
4489:
4486:
4484:
4481:
4479:
4476:
4474:
4471:
4469:
4466:
4464:
4461:
4459:
4456:
4454:
4453:Four-day week
4451:
4449:
4446:
4445:
4443:
4441:
4437:
4431:
4428:
4426:
4423:
4421:
4418:
4416:
4413:
4411:
4408:
4406:
4403:
4401:
4398:
4396:
4393:
4391:
4388:
4386:
4383:
4381:
4378:
4377:
4375:
4371:
4365:
4362:
4360:
4357:
4353:
4350:
4348:
4345:
4344:
4343:
4340:
4338:
4337:Practice firm
4335:
4333:
4330:
4328:
4325:
4321:
4318:
4316:
4313:
4311:
4308:
4306:
4303:
4301:
4298:
4296:
4293:
4291:
4288:
4286:
4283:
4281:
4278:
4276:
4273:
4271:
4268:
4266:
4263:
4261:
4258:
4256:
4253:
4251:
4248:
4246:
4243:
4241:
4238:
4236:
4235:Employability
4233:
4231:
4228:
4226:
4223:
4222:
4221:
4218:
4216:
4213:
4211:
4208:
4206:
4203:
4201:
4198:
4196:
4193:
4191:
4188:
4184:
4181:
4180:
4179:
4176:
4174:
4171:
4170:
4168:
4166:
4162:
4158:
4152:
4149:
4147:
4144:
4142:
4139:
4137:
4136:Orange-collar
4134:
4132:
4129:
4127:
4124:
4122:
4119:
4117:
4114:
4112:
4109:
4107:
4104:
4102:
4099:
4097:
4094:
4092:
4089:
4088:
4086:
4084:
4083:Working class
4080:
4074:
4071:
4069:
4066:
4064:
4061:
4059:
4056:
4054:
4051:
4049:
4046:
4044:
4041:
4039:
4036:
4034:
4031:
4030:
4028:
4024:
4018:
4015:
4013:
4010:
4008:
4005:
4003:
4000:
3998:
3995:
3993:
3990:
3988:
3985:
3983:
3980:
3978:
3975:
3973:
3970:
3968:
3965:
3963:
3960:
3958:
3957:Job interview
3955:
3953:
3950:
3948:
3945:
3943:
3940:
3938:
3935:
3931:
3928:
3927:
3926:
3923:
3921:
3918:
3916:
3913:
3911:
3908:
3906:
3903:
3901:
3898:
3896:
3893:
3891:
3888:
3886:
3883:
3882:
3880:
3878:
3874:
3868:
3865:
3863:
3860:
3858:
3855:
3853:
3850:
3848:
3845:
3841:
3838:
3836:
3833:
3831:
3828:
3827:
3826:
3823:
3821:
3818:
3816:
3813:
3811:
3810:Part-time job
3808:
3806:
3803:
3801:
3798:
3796:
3795:Full-time job
3793:
3791:
3788:
3786:
3783:
3781:
3778:
3777:
3775:
3771:
3767:
3760:
3755:
3753:
3748:
3746:
3741:
3740:
3737:
3731:
3727:
3722:
3718:
3717:
3712:
3707:
3706:
3697:
3693:
3690:
3687:
3683:
3679:
3675:
3671:
3667:
3663:
3659:
3654:
3651:
3647:
3644:
3640:
3637:
3633:
3630:
3625:
3621:
3615:
3611:
3610:
3604:
3601:
3597:
3594:
3590:
3586:
3582:
3579:(1): 91–108.
3578:
3574:
3569:
3566:
3562:
3558:
3554:
3550:
3545:
3542:
3538:
3535:
3531:
3530:
3519:
3515:
3512:
3508:
3504:
3501:
3495:
3480:
3476:
3472:
3465:
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3442:
3437:
3432:
3428:
3424:
3420:
3416:
3412:
3405:
3397:
3393:
3389:
3385:
3381:
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3368:
3359:
3355:
3348:
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3315:
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3304:
3297:
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3291:
3289:
3280:
3276:
3272:
3268:
3264:
3260:
3253:
3251:
3249:
3240:
3233:
3225:
3218:
3203:
3199:
3195:
3188:
3186:
3184:
3182:
3180:
3171:
3164:
3162:
3160:
3158:
3156:
3154:
3152:
3150:
3148:
3139:
3135:
3131:
3127:
3123:
3119:
3115:
3111:
3104:
3102:
3093:
3089:
3085:
3081:
3077:
3073:
3069:
3065:
3061:
3057:
3050:
3035:
3031:
3029:9781316583845
3025:
3021:
3020:
3012:
3004:
3000:
2996:
2992:
2988:
2984:
2983:Roeper Review
2977:
2975:
2966:
2962:
2958:
2954:
2950:
2946:
2939:
2931:
2927:
2923:
2919:
2915:
2911:
2907:
2903:
2896:
2881:
2877:
2876:oied.ncsu.edu
2873:
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2670:
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2640:
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2333:
2326:
2324:
2314:
2313:
2304:
2295:
2286:
2284:
2282:
2266:
2265:Peer Pioneers
2262:
2256:
2241:
2240:Peer Pioneers
2237:
2231:
2223:
2219:
2215:
2211:
2207:
2203:
2196:
2188:
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2180:
2176:
2172:
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2145:
2141:
2136:
2131:
2127:
2123:
2119:
2112:
2104:
2098:
2090:
2086:
2082:
2078:
2074:
2070:
2063:
2055:
2051:
2046:
2041:
2037:
2033:
2029:
2025:
2021:
2014:
2007:
2002:
1995:
1991:
1988:
1983:
1975:
1971:
1967:
1963:
1959:
1955:
1948:
1933:
1929:
1925:
1919:
1912:
1908:
1896:
1892:
1891:
1883:
1868:
1864:
1860:
1854:
1846:
1842:
1838:
1834:
1830:
1826:
1819:
1811:
1809:9781555425500
1805:
1801:
1796:
1795:
1786:
1778:
1776:9780787900588
1772:
1768:
1763:
1762:
1753:
1751:
1742:
1735:
1719:
1715:
1713:9781857755497
1709:
1705:
1704:
1696:
1680:
1676:
1674:9780749461157
1670:
1666:
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1657:
1649:
1647:9780749444488
1643:
1639:
1638:
1630:
1616:on 2016-03-04
1615:
1611:
1607:
1601:
1586:
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919:Effectiveness
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582:role modeling
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489:Cloning model
487:
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417:
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406:February 2010
399:
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379:This article
377:
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210:glass ceiling
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173:
170:practiced in
169:
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148:
144:
136:
132:
131:William Blake
128:
119:
117:
116:
111:
107:
103:
99:
98:Ancient Greek
93:
91:
85:
83:
80:(female), an
79:
75:
70:
68:
67:communication
62:
58:
55:
51:
43:
37:
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7248:
7237:
7206:White savior
7176:Straight man
7110:Dragonslayer
7059:Black knight
7027:Seme and uke
7009:Mountain man
6999:Noble savage
6894:Wise old man
6715:Magical girl
6687:Femme fatale
6664:Loathly lady
6619:Monster girl
6464:Nazi zombies
6439:Monster girl
6406:Supervillain
6368:Double agent
6341:Antivillains
6295:Space pirate
6228:Tricky slave
6175:Space marine
6139:Byronic hero
6121:Youngest son
6069:Classic hero
5901:Storytelling
5821:Intelligence
5701:Architecture
5576:Toxic leader
5556:Presenteeism
5536:Labor rights
5526:Going postal
5501:Bullshit job
5484:
5469:
5464:
5255:Unemployment
5107:Downshifting
5090:Wage slavery
5070:Penal labour
5025:Dead-end job
5015:Conscription
4794:Right to sit
4649:Annual leave
4631:Working poor
4567:Minimum wage
4545:Maximum wage
4503:Working time
4493:Six-hour day
4390:Career break
4352:Professional
4326:
4146:Black-collar
4116:White-collar
4096:Green-collar
4073:Volunteering
3910:Drug testing
3900:Cover letter
3840:Tradesperson
3714:
3685:
3661:
3657:
3649:
3642:
3635:
3628:
3608:
3599:
3592:
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3555:(1): 22–29.
3552:
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3475:Entrepreneur
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3464:
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3418:
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3302:
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3197:
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3055:
3049:
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3018:
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2944:
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2875:
2866:
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2786:
2775:. Retrieved
2761:
2736:
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2704:
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2683:
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2572:
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2550:
2525:
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2515:
2506:
2500:
2480:
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2453:
2446:
2412:. Retrieved
2403:
2393:
2381:
2370:. Retrieved
2361:
2352:
2338:(1): 14–28.
2335:
2331:
2311:
2303:
2294:
2269:. Retrieved
2267:. 2022-01-15
2264:
2255:
2244:. Retrieved
2242:. 2022-01-15
2239:
2230:
2205:
2201:
2195:
2162:
2158:
2152:
2125:
2121:
2111:
2097:cite journal
2072:
2068:
2062:
2027:
2023:
2013:
2001:
1982:
1960:(1): 56–73.
1957:
1953:
1947:
1936:. Retrieved
1927:
1918:
1899:. Retrieved
1889:
1882:
1871:. Retrieved
1862:
1853:
1828:
1824:
1818:
1793:
1785:
1760:
1740:
1734:
1722:. Retrieved
1702:
1695:
1683:. Retrieved
1663:
1656:
1636:
1629:
1618:. Retrieved
1614:the original
1610:www.eeoc.gov
1609:
1600:
1589:. Retrieved
1580:
1571:
1560:. Retrieved
1551:
1542:
1531:. Retrieved
1522:
1513:
1501:. Retrieved
1493:Tate Britain
1483:
1477:(30): 63–65.
1474:
1468:
1449:
1413:
1405:
1393:. Retrieved
1379:
1367:. Retrieved
1352:
1327:
1323:
1289:
1285:
1279:
1254:
1250:
1244:
1230:(1): 29–42.
1227:
1223:
1217:
1209:
1204:
1189:
1178:. Retrieved
1169:
1160:
1146:
1135:. Retrieved
1126:
1117:
1037:
1033:
1021:
1017:entrepreneur
1010:
1001:
988:
984:
975:
966:
957:
948:
934:
922:
913:
909:
899:
896:
887:
878:
861:
848:
845:
841:
838:In education
833:
821:
812:
803:
777:
768:
764:
760:
747:
743:
739:
735:
726:
719:
702:
698:
695:
691:
686:
683:Edgar Schein
676:
668:
664:
661:
658:
652:
646:social media
641:
638:advancement.
634:
627:
611:
605:
599:
594:
570:
543:
537:
531:
525:
519:
506:
500:
494:
488:
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342:
336:
326:
320:
307:
298:
292:
289:
283:
280:
274:
271:
265:
262:
256:
254:Accompanying
253:
247:
235:
203:
165:
150:
140:
113:
95:
87:
77:
73:
71:
63:
59:
53:
49:
48:
7287:Internships
7151:Mole people
6994:Feral child
6876:Scaramouche
6748:Valley girl
6710:Jungle girl
6682:Dragon Lady
6659:La Ruffiana
6604:Loosu ponnu
6526:Il Capitano
6149:Tragic hero
6101:Legacy hero
6076:Action hero
5871:Performance
5796:Engineering
5776:Diagnostics
5771:Development
5685:Aspects of
5465:Historical:
5189:Resignation
5129:Termination
5112:Slow living
5080:Truck wages
5065:Labour camp
4993:Willingness
4885:Infractions
4540:Living wage
4483:Remote work
4151:Gold-collar
4106:Pink-collar
4101:Grey-collar
4091:Blue-collar
4058:Labour hire
4033:Cooperative
3997:Recruitment
3952:Job hunting
3885:Application
3867:Wage labour
3852:Labour hire
3805:Job sharing
3709:‹ The
3421:(2): 4–14.
2908:(1): 1–18.
2860:(2): 84–95.
2404:chronus.com
2006:chronus.com
1794:Credibility
1724:17 November
1685:17 November
1503:January 14,
514:Other types
193:church and
7271:Categories
7186:Town drunk
7135:Innamorati
6835:Final girl
6817:Gamer girl
6520:Il Dottore
6492:Folk devil
6434:Killer toy
6429:Evil clown
6349:False hero
6290:Air pirate
6252:Pulcinella
5881:Resilience
5876:Psychology
5846:Narcissism
5836:Life cycle
5751:Complexity
5741:Commitment
5399:Wage curve
5206:Retirement
5119:Workaholic
5097:Work ethic
4964:Wage theft
4949:Labour law
4944:Evaluation
4929:Dress code
4694:Sick leave
4659:Child care
4621:Salary cap
4535:Income tax
4498:Shift work
4430:Time clock
4425:Sick leave
4420:Sabbatical
4385:Break room
4373:Attendance
4342:Profession
4327:Mentorship
4305:Retraining
4230:E-learning
4126:New-collar
4121:Red-collar
4068:Supervisor
4048:Internship
3967:Onboarding
3835:Technician
3830:Journeyman
3800:Gig worker
3766:Employment
3619:0300133790
3485:2018-06-18
3455:2021-05-22
3360:: 500–508.
3208:2017-04-28
3040:2020-11-17
2886:2018-06-18
2777:2014-05-14
2414:2015-02-20
2372:2019-01-23
2271:2022-06-25
2246:2022-06-25
2008:, Chronus.
1938:2018-06-18
1901:2020-09-08
1873:2018-06-18
1863:ctb.ku.edu
1620:2016-01-01
1591:2018-06-18
1562:2018-06-18
1533:2018-06-18
1180:2021-03-13
1137:2021-03-13
1110:References
906:Activities
869:resilience
858:Resilience
780:leadership
590:creativity
390:improve it
290:Harvesting
272:Catalyzing
244:Techniques
226:gatekeeper
222:role model
218:networking
184:Rabbinical
161:Telemachus
82:apprentice
76:(male), a
50:Mentorship
7250:SNOMED CT
7196:Truck-kun
7100:Barbarian
7034:Otokonoko
6987:Primitive
6863:Harlequin
6854:Masculine
6809:Geek girl
6794:Columbina
6730:Queen bee
6516:Pantalone
6487:Archenemy
6396:Dark lord
6378:Terrorist
6373:Evil twin
6244:Brighella
6240:Harlequin
6218:Trickster
6165:Cyberhero
6144:Man alone
6116:Superhero
6091:Folk hero
6036:Archetype
5906:Structure
5856:Ombudsman
5811:Hierarchy
5586:Workhouse
5506:Busy work
5320:Recession
5184:Pink slip
5142:Dismissal
5005:Careerism
4599:Singapore
4577:Hong Kong
4440:Schedules
4359:Tradesman
4260:Licensure
4220:Education
4190:Avocation
4131:No-collar
4111:Precariat
3992:Probation
3947:Job fraud
3726:Mentoring
3678:145009427
3511:EPS-PEAKS
3396:144424763
3337:March 20,
3279:145052233
3138:143869011
3130:0936-2835
3076:0007-1250
2965:1356-7500
2922:0014-7370
2835:151590582
2827:1361-1267
2398:Chronus.
2222:1931-390X
2187:145182081
2179:1521-0251
2144:0001-8791
2089:0001-4273
1974:144509963
1552:Bible.org
1344:143989012
1306:144726689
616:education
394:verifying
191:Christian
104:, son of
7181:Tokenism
7171:Sidekick
7161:Redshirt
7156:Pop icon
6973:BishĹŤnen
6945:Nice guy
6692:Tsundere
6644:Cat lady
6564:Feminine
6454:Vampires
6444:Skeleton
6416:Monsters
6332:Villains
6131:Antihero
6086:Everyman
5925:See also
5916:Workshop
5861:Patterns
5831:Learning
5756:Conflict
5706:Behavior
5494:See also
5420:Workfare
5245:Turnover
4641:Benefits
4522:salaries
4478:Overtime
4468:Flextime
4400:Gap year
4395:Furlough
4364:Vocation
4347:Operator
4210:Coaching
4165:training
4043:Employer
4038:Employee
3942:Job fair
3820:Side job
3711:template
3514:Archived
3503:Archived
3479:Archived
3449:Archived
3328:Archived
3202:Archived
3092:32984335
3034:Archived
3003:52034623
2930:12698595
2880:Archived
2771:Archived
2753:16737355
2711:Archived
2557:Archived
2542:17985959
2408:Archived
2366:Archived
2344:10244210
2054:19343074
1990:Archived
1932:Archived
1895:Archived
1867:Archived
1845:54599813
1718:Archived
1679:Archived
1585:Archived
1556:Archived
1527:Archived
1497:Archived
1395:June 20,
1389:Archived
1369:June 20,
1363:Archived
1271:59033921
1174:Archived
1131:Archived
1059:eMentors
1054:Coaching
1043:See also
788:coaching
624:tutelage
551:Benefits
467:(STEMM).
201:system.
189:and the
176:Buddhism
172:Hinduism
135:Romantic
78:protégée
18:Protegee
7244:D014830
7054:Pachuco
7046:Bad boy
7004:Caveman
6871:Pierrot
6776:Laotong
6771:Class S
6614:Catgirl
6599:Ingénue
6579:BishĹŤjo
6512:Vecchio
6459:Zombies
6275:Bad boy
6256:Pierrot
6250:,
6248:Scapino
6246:,
6242:,
6111:Paladin
5826:Justice
5786:Ecology
5781:Dissent
5761:Culture
5736:Climate
5716:Capital
5470:U.S.A.:
5075:Peonage
5050:Slavery
5000:Boreout
4739:Karoshi
4689:Pension
4473:On-call
4178:Artisan
3862:Laborer
3713:below (
3631:, 5-24.
3445:1673489
3084:3830321
2610:. 2015.
2591:1556344
2362:Fortune
2045:2352144
1928:Inc.com
649:trends.
620:nursing
388:Please
331:network
281:Showing
187:Judaism
152:Odyssey
122:History
115:Odyssey
106:Alcimus
74:protégé
7255:
7085:Others
6720:Virago
6482:Alazon
6285:Pirate
6267:Outlaw
6191:Rogues
6061:Heroes
5911:Theory
5891:Safety
5801:Ethics
5766:Design
5694:Topics
5174:Layoff
4724:Crunch
4582:Europe
4572:Canada
4560:Europe
4161:Career
4002:Résumé
3877:Hiring
3785:Casual
3730:Curlie
3716:Curlie
3676:
3616:
3443:
3394:
3277:
3136:
3128:
3090:
3082:
3074:
3026:
3001:
2963:
2928:
2920:
2833:
2825:
2751:
2635:
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2540:
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2461:
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2220:
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2177:
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2052:
2042:
1972:
1843:
1806:
1773:
1710:
1671:
1644:
1456:
1422:
1342:
1304:
1269:
1074:MENTOR
784:career
580:(e.g.
479:Models
263:Sowing
180:Elders
157:Athena
143:Mentor
102:Mentor
54:mentor
7115:Donor
7105:Clown
6920:Himbo
6908:Young
6649:Crone
6507:Miser
6475:Other
6306:Other
6236:Zanni
6158:Other
5896:Space
5806:Field
5726:Chart
5721:Cells
5711:Blame
5035:McJob
4555:World
4518:Wages
4380:Break
4026:Roles
3674:S2CID
3441:S2CID
3392:S2CID
3331:(PDF)
3324:(PDF)
3275:S2CID
3134:S2CID
3088:S2CID
2999:S2CID
2831:S2CID
2608:(PDF)
2587:JSTOR
2438:(PDF)
2183:S2CID
1970:S2CID
1841:S2CID
1340:S2CID
1302:S2CID
1267:S2CID
199:guild
147:Homer
110:Homer
7239:MeSH
7120:Fool
7019:LGBT
6935:Jock
6930:Jack
6763:LGBT
6518:and
6497:Igor
6360:mole
6358:The
6318:Rake
6213:Jack
6031:List
4520:and
4163:and
3930:list
3614:ISBN
3339:2017
3126:ISSN
3080:PMID
3072:ISSN
3024:ISBN
2961:ISSN
2926:PMID
2918:ISSN
2823:ISSN
2749:PMID
2633:ISBN
2538:PMID
2486:ISBN
2459:ISBN
2388:CNBC
2340:PMID
2218:ISSN
2175:ISSN
2140:ISSN
2103:link
2085:ISSN
2050:PMID
1804:ISBN
1771:ISBN
1726:2020
1708:ISBN
1687:2020
1669:ISBN
1642:ISBN
1505:2013
1454:ISBN
1420:ISBN
1397:2019
1371:2019
618:and
236:The
224:and
174:and
34:and
6636:Hag
4053:Job
3728:at
3666:doi
3581:doi
3557:doi
3431:hdl
3423:doi
3384:doi
3267:doi
3118:doi
3064:doi
3060:147
2991:doi
2953:doi
2910:doi
2815:doi
2741:doi
2692:doi
2665:doi
2629:117
2530:doi
2210:doi
2167:doi
2130:doi
2077:doi
2040:PMC
2032:doi
1962:doi
1911:NIH
1833:doi
1800:155
1332:doi
1294:doi
1259:doi
1232:doi
1170:SAP
822:In
392:by
149:'s
145:in
112:'s
108:in
7273::
7253::
7242::
3672:.
3662:24
3660:.
3577:21
3575:.
3553:71
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3509:.
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3473:.
3447:.
3439:.
3429:.
3419:57
3417:.
3413:.
3390:.
3380:36
3378:.
3366:^
3358:77
3356:.
3326:.
3311:^
3287:^
3273:.
3263:51
3261:.
3247:^
3200:.
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3178:^
3146:^
3132:.
3124:.
3114:10
3112:.
3100:^
3086:.
3078:.
3070:.
3058:.
3032:.
2997:.
2987:27
2985:.
2973:^
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2949:14
2947:.
2924:.
2916:.
2906:42
2904:.
2878:.
2874:.
2858:25
2856:.
2852:.
2829:.
2821:.
2811:24
2809:.
2795:^
2769:.
2747:.
2737:91
2735:.
2717:,
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