Formal Mentoring Programs Can Provide Organizational and Professional Benefits, but are Few and Far Between in Canadian Academic Libraries

A Review of: Harrington, M. R., & Marshall, E. (2014). Analyses of mentoring expectations, activities, and support in Canadian academic libraries. College & Research Libraries, 75(6), 763-790. doi: http://dx.doi.org/10.5860/crl.75.6.763 Abstract Objective – To determine the extent to which formal and informal mentoring is present in Canadian academic libraries and how such activities meet expectations for new librarians, practising librarians, and library administrators. Design – Online surveys. Setting – Canadian college and university libraries. Subjects – Three groups were defined and surveyed: graduates from one Canadian MLIS program; librarians practising in a Canadian academic library, and library administrators directing a Canadian academic library. Methods – Participants were selected using stratified, purposeful sampling and were invited to participate in an online survey in December 2010. Three surveys were distributed in total; one for each of the three target groups defined. The surveys contained both closed- and open-ended questions. Students from one specific MLIS program graduating in December 2010 and Spring 2011 were directly invited to participate. An incentive was offered to the student group and the librarian group to encourage participation. Main Results – Mentoring programs in Canadian colleges and universities are present but are largely informal. Mentoring activities are positively correlated with student population, how long a mentor has worked professionally, and whether or not librarians had been mentored early in their careers. 83% of new graduates expected to be mentored when hired by a Canadian academic library while less than one quarter of librarians and no administrators reported having similar expectations when starting their professional academic careers. Over 50% of the students who responded to the survey reported that they had experienced some form of mentoring while completing their MLIS, though that may be related to the cooperative placement component of their educational program. All respondents, with the exception of university administers, indicated that library colleagues are appropriate mentors, while academic librarians and administrators felt that the mentorship relationship would not benefit were the mentor also the supervisor. Respondents placed the greatest weight of importance on mentoring activities related to academic expertise, career guidance, psychosocial support and role models, while indicating that evaluation was not considered to have a significant place in the mentor-mentee relationship. Networking, cultural complexities, general encouragement, and career counseling were seen as important mentorship aspects for both new graduates and practising librarians. Administrators in both college and university libraries were less likely to support mentoring particularly in the areas of assisting with grant writing, evaluation, and career counseling. In general, administrators were reluctant to develop or support formal mentor programming even though a significant percentage agreed that it would benefit succession planning. Conclusion – New graduates and practising librarians expect to participate in some form of mentoring activities yet there are very few Canadian academic libraries providing formal mentorship programming. The value of the mentor-mentee relationship with respect to organizational planning, recruitment and retention, as well as career planning, is perceived as high amongst new graduates, practising librarians, and administrators.

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Analyses of Mentoring Expectations, Activities, and Support in Canadian Academic Libraries

College & Research Libraries ◽

10.5860/crl.75.6.763 ◽

2014 ◽

Vol 75 (6) ◽

pp. 763-790 ◽

Cited By ~ 8

Author(s):

Marni R. Harrington ◽

Elizabeth Marshall

Keyword(s):

Academic Libraries ◽

Career Guidance ◽

Psychosocial Support ◽

Academic Library ◽

Academic Librarians ◽

Mentoring Programs ◽

Mentoring Relationships ◽

Mentoring Program ◽

University Libraries ◽

College And University

Mentoring expectations, activities, and support in Canadian college and university libraries were investigated by surveying 332 recent MLIS graduates, practicing academic librarians, and library administrators. Findings indicate that the presence of a mentoring program will help attract new librarians, retain them, and aid in restructuring efforts that are currently facing many academic libraries. Preferred mentoring activities include those belonging to psychosocial support, career guidance, and role modeling themes. Other results find that librarians who were mentored as new librarians, have more than 10 years of experience, and work in large academic institutions are significantly more likely to mentor others. Although currently not well-supported by academic administrators, this research shows that mentoring programs could be sustainable. Mentoring improves the professional experience for librarians who are more satisfied and engaged with their careers, which in turn benefits the organization with less turnover. Practical information from this research will guide academic library practitioners in current mentoring relationships, and library leaders can extrapolate results to support planning and implementation of mentoring programs. Implications for LIS education are also discussed.

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Career Success According to New Graduates: Implications for Counseling and Management

Paidéia (Ribeirão Preto) ◽

10.1590/1982-4327e2913 ◽

2019 ◽

Vol 29 ◽

Cited By ~ 1

Author(s):

Marina Cardoso de Oliveira ◽

Lucy Leal Melo-Silva ◽

Maria do Céu Taveira ◽

Flávia Leandra Jorge Postigo

Keyword(s):

Qualitative Research ◽

Human Resources ◽

Career Counseling ◽

Career Success ◽

Career Planning ◽

Human Resources Management ◽

Social Recognition ◽

New Graduates ◽

Human Resources Managers ◽

Subjective Confidence

Resumo Qualitative research on career success has been encouraged across different category of workers. This qualitative research sought to explore how do new graduates define career success and also highlight some implications for career counseling and Human Resources management. Sample included nine new graduates from two different regions of Brazil, divided in two focus groups. Discourse analysis based on interpretative repertoire approach was used for the data analyses. The graduates’ definitions emphasized both subjective (confidence in the future, career planning, professional identity construction, work adjustment, and satisfaction with the career path) and objective (work in the area of graduation with a good salary, financial independence, social recognition) career outcomes. The meanings identified in this study reinforced the multidimensional nature of the construct and also could help career counselors and human resources managers better plan their interventions contributing to new graduates’ career success during university-to-work transition.

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Students’ attitudes towards library overdue fines in an academic library: A study in a private university setting in Bangladesh

IFLA Journal ◽

10.1177/0340035220944948 ◽

2020 ◽

pp. 034003522094494

Author(s):

Sangita Basak ◽

Shamima Yesmin

Keyword(s):

Academic Libraries ◽

Academic Library ◽

Private University ◽

Hard Copy ◽

Quantitative Methodology ◽

University Libraries ◽

Pocket Money ◽

Students Attitudes ◽

Students Satisfaction ◽

University Setting

In academic libraries, the obligation to pay a fine for overdue books is a common global phenomenon. As university libraries try to meet the growing expectations of their users with limited resources, it is important to ensure that the existing collection is available in circulation. This study investigated overdue returns at the BRAC University library, Bangladesh, focusing on the reasons why users returned their books late; students’ satisfaction with the current overdue policies; and suggested improvements to the overdue procedures. The study was carried out using a quantitative methodology. Structured questionnaires were distributed to the students and data was collected over a period of 60 days between March and April 2019. Of the 300 questionnaires distributed, 258 were returned, with a response rate of 86%. The primary reasons for users’ late return of books were forgetfulness and not completing the task required from the book. It is a positive fact of the study that, most students did not show unwillingness to use the library again after fine had been imposed for a late return; a large number of them managed to pay the fine out of their pocket money. The library’s current policies were considered to be satisfactory. The students considered them to be a form of discipline, which made them return items at the appointed time. There was no gender bias in their reactions. Suggestions for improvement included increasing the collection of hard-copy and e-books. The outcomes of this research may help to develop the overdue and circulation policies of academic libraries in developing countries.

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Use of Language-Learning Apps as a Tool for Foreign Language Acquisition by Academic Libraries Employees

Information Technology and Libraries ◽

10.6017/ital.v38i3.11077 ◽

2019 ◽

Vol 38 (3) ◽

pp. 22-33

Author(s):

Kathia Ibacache

Keyword(s):

Foreign Language ◽

Language Learning ◽

Academic Libraries ◽

Academic Library ◽

Unmet Need ◽

The United States ◽

University Libraries ◽

University Of Colorado ◽

Foreign Language Acquisition ◽

The University

Language-learning apps are becoming prominent tools for self-learners. This article investigates whether librarians and employees of academic libraries have used them and whether the content of these language-learning apps supports foreign language knowledge needed to fulfill library-related tasks. The research is based on a survey sent to librarians and employees of the University Libraries of the University of Colorado Boulder (UCB), two professional library organizations, and randomly selected employees of 74 university libraries around the United States. The results reveal that librarians and employees of academic libraries have used language-learning apps. However, there is an unmet need for language-learning apps that cover broader content including reading comprehension and other foreign language skills suitable for academic library work.

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Building a Strong Foundation: Mentoring Programs for Novice Tenure-Track Librarians in Academic Libraries

College & Research Libraries ◽

10.5860/crl.76.7.914 ◽

2015 ◽

Vol 76 (7) ◽

pp. 914-933 ◽

Cited By ~ 8

Author(s):

Mandi Goodsett ◽

Andrew Walsh

Keyword(s):

Academic Libraries ◽

Academic Library ◽

Academic Librarians ◽

Mentoring Programs ◽

Tenure Track ◽

Successful Academic

Increasingly, new librarians graduate to face a world of changing technology and new ways of interacting with information. The anxiety of this shifting environment is compounded for tenure-track librarians who must also meet scholarship and instruction requirements that may be unfamiliar to them. One way that librarians can navigate the transition to tenure-track professional positions is to participate in mentoring programs for new academic librarians. This study examines the effectiveness of mentoring programs for novice tenure-track libraries in a variety of library settings, and provides examples of successful academic library mentoring programs already in place with the intent that librarians use the data and findings to construct or improve their own library mentoring programs.

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The assessment of quality maturity levels in Nigerian university libraries

Library Review ◽

10.1108/lr-06-2017-0056 ◽

2017 ◽

Vol 66 (6/7) ◽

pp. 399-414 ◽

Cited By ~ 1

Author(s):

Halima Egberongbe ◽

Barbara Sen ◽

Peter Willett

Keyword(s):

Academic Libraries ◽

Academic Library ◽

Value Added ◽

Basic Knowledge ◽

Maturity Model ◽

University Libraries ◽

Framework Analysis ◽

Content Type ◽

Maturity Assessment ◽

Nigerian University

Purpose Organizations constantly evaluate their activities to ensure that they are attaining their management goals. Maturity assessment enables organizations to examine their capabilities, support innovation and evaluate development. The aim of this paper is to evaluate the maturity statuses of a selection of Nigerian university libraries in a study to investigate their quality management (QM) approaches. The study provides recommendations for means to attain the required statuses in academic library development. Design/methodology/approach The study involved a multisite case study in which interviews were conducted with 15 university librarians (or their representatives) and ten focus groups were conducted with non-management library staff. The resulting qualitative data were analyzed using an aspect of framework analysis – charting, while a maturity model from the field of project management (Prince 2 Maturity Model, P2MM) was used to assess maturity in QM of the libraries. Findings The results of the maturity assessment indicate a basic knowledge of the concept of QM implementation among the libraries. The scores obtained on the P2MM capability scale placed the libraries studied mainly on Level 1 (awareness level) of the model. Practical implications This paper demonstrates that the culture of QM in academic libraries in Nigeria is at a low level with considerable potential for development. It is suggested that future adoption of quality maturity models to assess performance and organizational effectiveness would aid improvements for value-added services. Originality/value This is the first study to attempt the assessment of quality maturity levels in Nigerian academic libraries for identification of the organization’s positioning in QM and strategy.

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Canadian Hematology Mentorship and Career Counseling Resident Survey (2015-2017)

Blood ◽

10.1182/blood-2018-99-118330 ◽

2018 ◽

Vol 132 (Supplement 1) ◽

pp. 5809-5809

Author(s):

Pauline Manuel ◽

Jessica Petrucci ◽

Martina Trinkaus

Keyword(s):

Training Program ◽

Career Counseling ◽

Medical Training ◽

Career Planning ◽

Graduate Training ◽

Mentoring Programs ◽

Subspecialty Training ◽

Post Graduate ◽

Significant Difference ◽

Level Of Training

Abstract Introduction Residency is a stressful, overwhelming period during which medical trainees work long hours, experience intense work demands, and often have significant anxiety around the future of their career. Those who support residents through their training play a pivotal and formative role in residents' professional development. These individuals may be described as advisors, teachers, or, simply, mentors. Studies demonstrate that formal mentorship during medical training fosters career progression and decision making, academic productivity, stress reduction, and can enhance clinical skills. Despite this, many residents across various subspecialties report inherent deficiencies in mentoring programs. These include residents in internal medicine, ophthalmology, pediatric primary care, and radiation oncology. No study has investigated hematology resident perspectives on mentorship and career planning. We conducted a needs assessment survey to identify deficiencies in current Canadian hematology residency mentoring programs. Consistent with resident perspectives in other subspecialty training programs, we predict that there is a paucity of effective mentorship in hematology residency curriculums that warrants consideration. Methods This research received an exemption from the University of Toronto Research Ethics Committee. All Canadian PGY4, PGY5, and PGY6 residents enrolled in a Royal College of Canada Hematology Training Program were invited to complete an online survey on training experience at the end of their training program in 2015, 2016, and 2017. The survey was hosted on SurveyMonkey. Content domains explored in the survey included academic influences, career goals and aspirations, and resident perceptions on career planning and mentorship. Participation in this research was voluntary and survey responses were collected anonymously. Comparisons were made in study responses based on categorization by age, gender, and level of training. Results Overall, 156 hematology residents responded to the survey (65% response rate). The gender distribution was 45% (N=70) male and 54% (N=84) female. Forty-three percent (N=66) of respondents were 25-29 years of age, 50% (N=78) were 30-34, and 7% (N=11) were 35 years of age or older. Of all survey respondents, 30% (N=46) were in their fourth year of post-graduate medical training, 39% (N=60) were in their fifth year, and 31% (N=47) of respondents were in their sixth year of post-graduate training or higher. Specific to career planning and mentorship (Table 1), 37% (N=56) of respondents reported that career planning was never a part of their training curriculum. Only 30 individuals (20%) reported having an assigned mentor for career planning. 64% (N=96) of residents reported that they had to seek out their own mentorship for career planning and only 61% (N=92) of trainees indicated that they felt they received meaningful advice on career planning from their mentors. No notable statistically significant difference in study responses were found when comparing by age and level of training. When analyzing the influence of mentorship on pursuing further training following residency, women were found to be more concerned on the influence of mentorship than men (2015: median, 3.0 vs. 4.0, P = 0.0049). Location of employment (2015: median, 4.0 vs. 5.0, P = 0.0407; 2016: median, 4.0 vs. 5.0, P = 0.0132) and perceived lack of academic positions (2015: median, 3.0 vs. 5.0, P = 0.0235; 2016: median, 3.0 vs. 4.0, P = 0.0042) also impacted the pursuit of additional graduate training or clinical fellowships. In this regard, the gender associated statistical significance reflected that women are greater influenced than men. Conclusions Results of this preliminary survey confirm that a significant portion of Canadian hematology trainees do not have sufficient career planning and mentorship during their training. This heralds the need for improvement to current Canadian hematology residency curricula as mentorship is instrumental in making sound decisions for advanced training and career exploration at an early stage. Future surveys are planned to clarify additional factors and interventions that may improve mentorship and career counseling for Canadian hematology trainees that can be extrapolated to all programs internationally. Disclosures No relevant conflicts of interest to declare.

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Seedbed of Professionalism in Southeastern College Libraries, 1890-1920

North Carolina Libraries ◽

10.3776/ncl.v72i1.406 ◽

2014 ◽

Vol 72 (1) ◽

Author(s):

Patrick M. Valentine

Keyword(s):

Higher Education ◽

Academic Libraries ◽

Professional Growth ◽

The United States ◽

Academic Librarians ◽

Full Time ◽

University Libraries ◽

College And University ◽

Consistent Basis ◽

The 19Th Century

ABSTRACT: The creation of academic libraries was a fundamental element in the rapid growth of higher education and mature literary culture in the United States at the end of the 19th century. This was the period when college and university libraries began their transformation from minor book depositories into centers of information. Southern colleges too were part of this transition and began developing their libraries and using full-time librarians during the Gilded and Progressive Eras. Southern libraries, however, have seldom been studied on a consistent basis. This talk will explore the growth of academic libraries and the spread of academic librarians in the Southeast during this period. These libraries, while remaining limited in size and numbers compared to those in other parts of the country, were quite aware of changes and attempted to keep up with professional growth.

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Collaborative Weeding Among Public University Libraries Can Lead to Cost Savings for All

Library Science and Administration ◽

10.4018/978-1-5225-3914-8.ch067 ◽

2018 ◽

pp. 1409-1435

Author(s):

Helen N. Levenson

Keyword(s):

Academic Libraries ◽

Negative Impact ◽

Academic Library ◽

Cost Savings ◽

Public University ◽

University Libraries ◽

Cost Of Quality ◽

Acquisition Costs ◽

The Cost ◽

Preliminary Phase

All academic libraries strive to have the highest quality collections which their acquisition budgets can support. However, the cost of quality resources continues to regularly increase, typically without corresponding increases in acquisition budgets. Additionally, print resources come with associated storage costs which are less tangible to measure than acquisition costs but which nonetheless have impact on overall library operations and expenditures. Storage and retention costs can have a substantial negative impact on general library usage, relevancy, and budget allocations. This chapter will focus on the management of retaining and weeding print monographs within the medium-sized public academic library and what a group of Michigan public academic libraries are doing to collectively address weeding and retention issues through the preliminary phase of a program called the Michigan Shared Print Initiative (MI-SPI).

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