Just and Inclusive Team Climates Affect Mentoring Satisfaction: The Roles of Negative Mentoring and Race

2021 ◽  
pp. 089484532110441
Author(s):  
Kathrina J. Robotham ◽  
Isis H. Settles ◽  
Kendra Spence Cheruvelil ◽  
Georgina M. Montgomery ◽  
Kevin C. Elliott
Keyword(s):  
Procedural Justice ◽  
Survey Data ◽  
Environmental Science ◽  
People Of Color ◽  
Mentoring Relationships ◽  
Team Climate ◽  
Interpersonal Justice ◽  
Informal Mentoring ◽  
Marginalized Groups ◽  
Traditional Mentoring

As more work is being conducted in teams, mentees have increased opportunities to develop non-traditional mentoring relationships. We investigate how and when three aspects of team climate (procedural justice, interpersonal justice, and inclusion) influence mentoring satisfaction among mentees with an informal secondary mentor. Using survey data from 116 researchers on environmental science teams, we test whether (a) just and inclusive team climates are related to mentoring satisfaction through positive and negative mentoring experiences and (b) race moderates the relationships between just and inclusive team climates and mentoring satisfaction. We found that negative mentoring experiences mediated the relationships between just and inclusive team climates and mentoring satisfaction. Further, just and inclusive team climates were positively related to mentoring satisfaction, especially for people of color. These results suggest that positive team climates support informal mentoring in teams by reducing negative mentoring experiences and creating a welcoming environment for individuals from marginalized groups.

scholarly journals The Earth Science Women’s Network (ESWN): Community-Driven Mentoring for Women in the Atmospheric Sciences

2016 ◽  
Vol 97 (3) ◽  
pp. 345-354 ◽  
Author(s):  
Amanda S. Adams ◽  
Allison L. Steiner ◽  
Christine Wiedinmyer
Keyword(s):  
Earth Science ◽  
Early Career ◽  
Women In Science ◽  
Mentoring Relationships ◽  
Career Women ◽  
Informal Mentoring ◽  
Atmospheric Sciences ◽  
The Earth ◽  
Traditional Mentoring ◽  
Barriers And Challenges

Abstract Women are a growing percentage of undergraduate and graduate students in the atmospheric sciences, yet they remain a minority in senior positions. One approach for the retention of women is increased mentoring, which is linked to successful promotions, higher incomes, and greater career satisfaction. Informal peer networking is a form of mentoring that may be effective for underrepresented groups. The Earth Science Women’s Network (ESWN) was established in 2002 with the mission to promote career development, build community, provide informal mentoring and support, and facilitate professional collaborations for early career women in the Earth sciences. Over time, ESWN has developed a mentoring philosophy that has reduced some barriers and challenges that women face in traditional mentoring relationships. The five main principles of the ESWN’s mentoring philosophy have evolved to include community-driven mentoring, diverse mentoring approaches for diverse individuals, mentoring across career phases, combined personal and professional mentoring, and effective mentoring in a safe space. Surveys of ESWN members report gains in areas that are often considered barriers to career advancement, including recognition that they are not alone, new understanding of obstacles faced by women in science, and access to professional resources. These gains have been accomplished through online and in-person ESWN activities guided by the ESWN’s mentoring philosophy. Understanding the success of the ESWN, as well as its limitations, has the potential to inform the larger atmospheric science community of additional strategies to improve mentoring and retention of women in the atmospheric sciences.

A Precarious Confluence: Neoliberalism, Race, and Water Insecurity

2018 ◽  
Vol 5 (2) ◽  
Author(s):  
Michael Mascarenhas
Keyword(s):  
First Nations ◽  
Indigenous Peoples ◽  
First Century ◽  
People Of Color ◽  
Water Insecurity ◽  
The Core ◽  
Marginalized Groups ◽  
Racial Projects ◽  
The Us ◽  
Us Cities

Three very different field sites—First Nations communities in Canada, water charities in the Global South, and the US cities of Flint and Detroit, Michigan—point to the increasing precariousness of water access for historically marginalized groups, including Indigenous peoples, African Americans, and people of color around the globe. This multi-sited ethnography underscores a common theme: power and racism lie deep in the core of today’s global water crisis. These cases reveal the concrete mechanisms, strategies, and interconnections that are galvanized by the economic, political, and racial projects of neoliberalism. In this sense neoliberalism is not only downsizing democracy but also creating both the material and ideological forces for a new form of discrimination in the provision of drinking water around the globe. These cases suggest that contemporary notions of environmental and social justice will largely hinge on how we come to think about water in the twenty-first century.

Mitigating Burnout Through Organizational Justice: Customer Support Workers’ Experiences of Customer Injustice and Emotional Labor

2021 ◽  
pp. 089331892110120
Author(s):  
Heewon Kim ◽  
Rebecca B. Leach
Keyword(s):  
Procedural Justice ◽  
Customer Service ◽  
Emotional Labor ◽  
Call Center ◽  
Service Industries ◽  
Interpersonal Justice ◽  
Negatively Associated ◽  
Customer Support ◽  
Decision Making Processes

Employee burnout is a critical organizational concern that can be prevalent among customer support workers whose day-to-day tasks inherently include emotional labor. This study examines emotional labor and burnout among call center workers in customer service industries, specifically focusing on the influences of injustices from customers and supervisors. The findings demonstrate that: (a) customer injustice was associated with an increase in emotional labor, which in turn exacerbated customer support workers’ disengagement and exhaustion; (b) interpersonal justice perceived in the interactions with supervisors was negatively associated with disengagement; and (c) procedural justice perceived in supervisors’ decision-making processes was also negatively associated with disengagement. The findings indicate the mitigating role of interpersonal and procedural justice in reducing burnout among customer support workers.

Confidence Culture

2022 ◽  
Author(s):  
Shani Orgad ◽  
Rosalind Gill
Keyword(s):  
Body Image ◽  
International Development ◽  
People Of Color ◽  
Workplace Relationships ◽  
Marginalized Groups ◽  
The Disabled ◽  
Systemic Oppression

In Confidence Culture, Shani Orgad and Rosalind Gill argue that imperatives directed at women to “love your body” and “believe in yourself” imply that psychological blocks rather than entrenched social injustices hold women back. Interrogating the prominence of confidence in contemporary discourse about body image, workplace, relationships, motherhood, and international development, Orgad and Gill draw on Foucault’s notion of technologies of self to demonstrate how “confidence culture” demands of women near-constant introspection and vigilance in the service of self-improvement. They argue that while confidence messaging may feel good, it does not address structural and systemic oppression. Rather, confidence culture suggests that women—along with people of color, the disabled, and other marginalized groups—are responsible for their own conditions. Rejecting confidence culture’s remaking of feminism along individualistic and neoliberal lines, Orgad and Gill explore alternative articulations of feminism that go beyond the confidence imperative.

Racial Order, Racialized Responses: Interminority Politics in a Diverse Nation

2021 ◽  
Author(s):  
Efrén O. Pérez ◽  
E. Enya Kuo
Keyword(s):  
Survey Data ◽  
Racial Diversity ◽  
Two Dimensions ◽  
People Of Color ◽  
Racial Groups ◽  
Demographic Changes ◽  
Unified Framework ◽  
Political Responses ◽  
Original Survey ◽  
Parallel Growth

America's racial sands are quickly shifting, with parallel growth in theories to explain how varied groups respond, politically, to demographic changes. This Element develops a unified framework to predict when, why, and how racial groups react defensively toward others. America's racial groups can be arrayed along two dimensions: how American and how superior are they considered? This Element claims that location along these axes motivates political reactions to outgroups. Using original survey data and experiments, this Element reveals the acute sensitivity that people of color have to their social station and how it animates political responses to racial diversity.

scholarly journals Effective Characteristics of Formal Mentoring Relationships: The National Athletic Trainers' Association Foundation Research Mentor Program

2017 ◽  
Vol 12 (4) ◽  
pp. 244-255 ◽  
Author(s):  
Sara L. Nottingham ◽  
Stephanie M. Mazerolle ◽  
Jessica L. Barrett
Keyword(s):  
Athletic Trainers ◽  
Junior Faculty ◽  
Phenomenological Approach ◽  
Effective Characteristics ◽  
Mentoring Relationships ◽  
Mentor Program ◽  
Formal Mentoring ◽  
Faculty Position ◽  
Informal Mentoring ◽  
National Athletic Trainers Association

Context: Mentoring is a beneficial mechanism to support junior faculty members as they navigate job expectations, institutional nuances, and the professional landscape during the first few years as a faculty member. Whereas effective characteristics of informal mentoring relationships are generally understood, less is known about factors that contribute to formal mentoring relationships. Objective: Gain mentor and mentee perceptions of effective mentoring in a formal setting. Design: Qualitative phenomenology. Setting: Higher education institutions. Patients or Other Participants: Six mentees (4 women and 2 men with 3 ± 4 years in their current faculty position) and 4 mentors (2 women and 2 men with an average of 10 ± 3 years in their current faculty position) participating in the 2015 National Athletic Trainers' Association Foundation mentor-program cohort. Main Outcome Measure(s): Participants completed one telephone interview before starting the mentor program and one interview upon program completion 11 months later. Participants also completed 3 structured online journals at 3-month increments throughout their participation in the program. Two researchers independently analyzed the interview and journal data using a phenomenological approach. To improve trustworthiness, we used peer review and pilot testing of the interview guides, member-checks, and multiple-analyst triangulation. Results: Participants described effective mentoring relationships as those that facilitated collaboration and demonstrated humanistic qualities. Participants who collaborated on scholarly activities during their mentoring experience perceived this to be a highly valuable aspect of the experience that increased the potential for a long-lasting relationship. Whereas the mentoring focused on professional development, humanistic attributes such as approachability and personal connections further enriched participants' mentoring experiences. Conclusions: Participants in formal mentoring experiences describe effective mentoring characteristics similarly to those who have participated in informal mentoring and should be encouraged to exhibit them. Additionally, coordinators of formal mentoring programs should provide participants with resources and guidance to facilitate their experiences.

Impact of Group Mentoring on the Professional Development of Early Childhood Teachers in a Shanghai Kindergarten

2020 ◽  
pp. 115-144
Author(s):  
Lingyun Lu
Keyword(s):  
Professional Development ◽  
Early Childhood ◽  
Early Childhood Teachers ◽  
Mentoring Relationships ◽  
Future Research ◽  
Group Mentoring ◽  
Teachers Perceptions ◽  
Individual Interviews ◽  
Traditional Mentoring ◽  
Teachers Professional Development

This study sought to discover whether group mentoring could serve the purpose for which it is intended in an early childhood educational context. As an alternative to the traditional mentoring model, group mentoring attempts to provide as much, if not more, instructional and emotional support as traditional mentoring relationships, which we assume to be conducive to teachers' professional development in Chinese early childhood educational contexts. In addition, group mentoring facilitates communication, collaboration and mutual growth in ways that traditional mentoring lacks. It also examined whether both mentors and mentees could be involved in the mentoring process as learners and as reflective educators on their journey of professional development, including developing their reflective and research capabilities. This qualitative case study focused on the impact of group mentoring on the professional development of four teachers in a Shanghai kindergarten. Within the theoretical framework of COP (Community of Practice), it was an investigation of how the group mentoring process, an alternative to traditional models of professional development, had an impact on the teachers in a changing early childhood education context in China. This study featured in-depth individual interviews with the four teachers (two mentors and two mentees), who are in the same mentoring group, and observations of their group mentoring activities. Data was coded and analyzed qualitatively. Major themes emerged from the study: the teachers' perceptions of the model, the benefits and challenges it brings, and its influence on their relationships and identity. The study aimed to gain insight into how group mentoring, a potentially optimal model, has exerted an influence on the teachers' professional development. This study concludes with a discussion of the implications of the findings and areas for future research.

Victimization, Cultural Imperatives, and Empowerment of People of Color in the United States

2021 ◽  
pp. 173-190
Author(s):  
Tamanna M. Shah
Keyword(s):  
United States ◽  
The United States ◽  
Policy Formulation ◽  
People Of Color ◽  
Mass Shootings ◽  
Cultural Economic ◽  
Marginalized Groups ◽  
High Incidence ◽  
Women And Children ◽  
Crimes Against Women

The high incidence of violent crimes in the United States of America, which include mass shootings, hate crimes, Islam bashing, murders, extortion, crimes against women and children, and white supremacist crimes, witnessed in last few years is a cause for great concern. The land of liberty is lately seeing increasing victimization of deprived or socially unempowered groups. This chapter looks at such victimization and the cultural supremacy that is giving rise to ethnic strife among people. It is argued that robust and well-evolved policies will reduce crime and empower marginalized groups, a majority of whom are women and children. The empowerment—social, cultural, economic, and political—and recognition of the challenge of victimization is the only solution. There is a need to recognize the egalitarian impulses for a better policy formulation devoid of prejudice to craft a secure future for the victims.

Does Trust in Citizens Mediate the Relationship Between Internal and External Procedural Justice: A Comparison Between China and Taiwan Police

2020 ◽  
pp. 0306624X2094692
Author(s):  
Ivan Y. Sun ◽  
Jianhong Liu ◽  
Yuning Wu ◽  
Maarten Van Craen
Keyword(s):  
Procedural Justice ◽  
Survey Data ◽  
Police Officers ◽  
Future Research ◽  
The Relationship ◽  
Research And Policy

This study investigates the roles of trust in citizens and compliance with agency policies in mediating the direct and indirect relationships between internal procedural justice and external procedural justice among Chinese and Taiwanese police officers. Based on survey data collected from 1,253 police officers, this study comparatively analyzes whether supervisory treatment of officers is predictive of trust in citizens and willingness to follow agency policies, which in turn is linked to their willingness to act fairly and justly toward citizens on the street. The results indicate that officer trust in citizens mediates the relationship between internal and external procedural justice in both China and Taiwan, but compliance with agency policies does not. Internal procedural justice directly predicts external procedural justice among Taiwanese officers, but such a connection is not found among Chinese officers. Implications for future research and policy are discussed.

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