Show simple item record

Mentorship and the Professional Development of Culturally Responsive Evaluators in the American Evaluation Association's Graduate Education Diversity Internship (GEDI) Program

dc.contributor.authorGómez, Ricardo L.en_US
dc.contributor.authorAli, Asmaen_US
dc.contributor.authorCasillas, Wandaen_US
dc.date.accessioned2014-10-07T16:09:44Z
dc.date.availableWITHHELD_12_MONTHSen_US
dc.date.available2014-10-07T16:09:44Z
dc.date.issued2014-09en_US
dc.identifier.citationGómez, Ricardo L. ; Ali, Asma; Casillas, Wanda (2014). "Mentorship and the Professional Development of Culturally Responsive Evaluators in the American Evaluation Association's Graduate Education Diversity Internship (GEDI) Program." New Directions for Evaluation 2014(143): 49-66.en_US
dc.identifier.issn1097-6736en_US
dc.identifier.issn1534-875Xen_US
dc.identifier.urihttps://hdl.handle.net/2027.42/108671
dc.description.abstractIn this study, we used Q methodology to investigate perspectives on mentorship among alumni of the Graduate Education Diversity Internship (GEDI) program. We asked participants to think retrospectively and give their opinion on the most important characteristics a GEDI mentor should have, based on what they would have liked or needed when they participated in the GEDI program. Three different perspectives on mentoring emerged from participants. They show that mentoring is not unidimensional; that perceptions and expectations of mentoring are defined to a great extent by the professional needs, background, and expectation of the participants. We suggest that the program takes those needs and expectations into consideration and use them as criteria for selecting mentors.en_US
dc.publisherWiley Periodicals, Inc.en_US
dc.publisherYale University Pressen_US
dc.titleMentorship and the Professional Development of Culturally Responsive Evaluators in the American Evaluation Association's Graduate Education Diversity Internship (GEDI) Programen_US
dc.typeArticleen_US
dc.rights.robotsIndexNoFollowen_US
dc.subject.hlbsecondlevelSocial Worken_US
dc.subject.hlbtoplevelSocial Sciencesen_US
dc.description.peerreviewedPeer Revieweden_US
dc.description.bitstreamurlhttp://deepblue.lib.umich.edu/bitstream/2027.42/108671/1/ev20093.pdf
dc.identifier.doi10.1002/ev.20093en_US
dc.identifier.sourceNew Directions for Evaluationen_US
dc.identifier.citedreferenceLevinson, D. J., Darrow, C. N., Klein, E. B., Levinson, M. H., & McKee, B. ( 1978 ). The seasons of a man's life. New York, NY: Alfred A. Knopf.en_US
dc.identifier.citedreferenceDalton, G. W., Thompson, P. H., & Price, R. L. ( 1977 ). The four stages of professional careers—A new look at performance by professionals. Organizational Dynamics, 6 ( 1 ), 19 – 42.en_US
dc.identifier.citedreferenceDavis, A. L. ( 2005 ). An investigation of formal mentoring relationships and programs: A meta‐analysis (Doctoral dissertation). City University of New York, New York.en_US
dc.identifier.citedreferenceGomez, R. ( 2012, October). Opinions count…so get them right: Using Q methodology to inform program evaluation and planning. Paper presented at the annual meeting of the American Evaluation Association, Minneapolis, MN.en_US
dc.identifier.citedreferenceGomez, R., & Shartrand, A. ( 2011, November). Beyond ‘agree’ and ‘somewhat disagree’: Using Q methodology to reveal values and opinions of evaluation participants. Paper presented at the annual meeting of the American Evaluation Association, Anaheim, CA.en_US
dc.identifier.citedreferenceHackert, C., & Braehler, G. ( 2007 ). FlashQ (Version 1) [Computer software]. Retrieved from http://www.hackert.biz/flashq/downloads/en_US
dc.identifier.citedreferenceHurtienne, T., & Kaufmann, G. ( 2011 ). Methodological biases. Inglehart's world value survey and Q methodology. Journal of Human Subjectivity, 9 ( 2 ), 41 – 69.en_US
dc.identifier.citedreferenceKanter, R. M. ( 1977 ). Men and women of the corporation. New York, NY: Basic Books.en_US
dc.identifier.citedreferenceKram, K. ( 1985 ). Mentoring at work: Developmental relationships in organizational life. Lanham, MD: University Press of America.en_US
dc.identifier.citedreferenceKram, K., & Isabella, L. A. ( 1985 ). Mentoring alternatives: The role of peer relationships in career development. Academy of Management Journal, 28 ( 1 ), 110 – 132.en_US
dc.identifier.citedreferenceMcKeown, B., & Thomas, D. ( 1988 ). Q methodology. New York, NY: Sage.en_US
dc.identifier.citedreferenceScandura, T. A. ( 1992 ). Mentorship and career mobility: An empirical investigation. Journal of Organizational Behavior, 13, 169 – 174.en_US
dc.identifier.citedreferenceSchmolck, P. ( 2012 ). PQMethod [Computer Software], Version 2.1.3. Retrieved from http://schmolck.userweb.mwn.de/qmethod/en_US
dc.identifier.citedreferenceShapiro, E. C., Haseltine, F. P., & Rowe, M. P. ( 1978 ). Moving up: Role models, mentors and the patron system. Sloan Management Review, 19 ( 3 ), 51 – 58.en_US
dc.identifier.citedreferenceShartrand, A., Gomez, R., & Giordan, J. ( 2009, November). The chemistry of innovation: An exploratory assessment of attitudes toward innovation among academic chemists. Poster presented at the annual meeting of the American Evaluation Association, Orlando, FL.en_US
dc.identifier.citedreferenceStephenson, W. ( 1953 ). The study of behaviour: Q technique and its methodology. Chicago, IL: University of Chicago Press.en_US
dc.identifier.citedreferenceWebler, T., Danielson, S., & Tuler, S. ( 2009 ). Using Q method to reveal social perspectives in environmental research. Greenfield, MA: Social and Environmental Research Institute.en_US
dc.identifier.citedreferenceWhitely, W., Dougherty, T. W., & Dreher, G. F. ( 1992 ). Correlates of career‐oriented mentoring for early career managers and professionals. Journal of Organizational Behavior, 13, 141 – 154.en_US
dc.identifier.citedreferenceWatts, S., & Stenner, P. ( 2012 ). Doing Q methodological research: Theory, method and interpretation. London, UK: Sage.en_US
dc.identifier.citedreferenceAllen, T. D., & Eby, L. T. ( 2004 ). Factors related to mentor reports of mentoring functions provided: Gender and relational characteristics. Sex Role, 50 ( 1–2 ), 129 – 139.en_US
dc.identifier.citedreferenceBalutski, B., Janson, C., & Militello, M. ( 2013, October). What Q can do for you. Paper presented at the annual meeting of the American Evaluation Association, Washington, DC.en_US
dc.identifier.citedreferenceBenabou, C., & Benabou, R. ( 1999 ). Establishing a formal mentoring program for organizational success. National Productivity Review, 18 ( 2 ), 1 – 8.en_US
dc.identifier.citedreferenceBozeman, B., & Feeney, M. K. ( 2007 ). Toward a useful theory of mentoring: A conceptual analysis and critique. Administration & Society, 39 ( 6 ), 719 – 739.en_US
dc.identifier.citedreferenceBrown, S. ( 1980 ). Political subjectivity: Applications of Q method in political science. New Haven, CT: Yale University Press.en_US
dc.identifier.citedreferenceBrown, S., Militello, M., Balutski, N., & Janson, C. ( 2013, October). Q methodology: A participatory evaluation approach that quantifies subjectivity. Workshop held at the annual meeting of the American Evaluation Association, Washington, DC. Retrieved from http://www.eval.org/e/in/eid=1&s=66&print=1&req=infoen_US
dc.identifier.citedreferenceChao, G. T., Walz, P. M., & Gardner, P. D. ( 1992 ). Formal and informal mentorship: A comparison on mentoring functions and contrast with nonmentored counterparts. Personnel Psychology, 45, 619 – 636.en_US
dc.owningcollnameInterdisciplinary and Peer-Reviewed


Files in this item

Show simple item record

Remediation of Harmful Language

The University of Michigan Library aims to describe library materials in a way that respects the people and communities who create, use, and are represented in our collections. Report harmful or offensive language in catalog records, finding aids, or elsewhere in our collections anonymously through our metadata feedback form. More information at Remediation of Harmful Language.

Accessibility

If you are unable to use this file in its current format, please select the Contact Us link and we can modify it to make it more accessible to you.