This article reviews the opportunities for women in sport careers to gain access to leadership positions. It is suggested that organizations are now acknowledging the benefits of mentorship opportunities for women wanting to advance in the field. However, the work importantly notes that there are few female mentors in leadership positions who are able to take on a protégé. As such, entry-level women are often faced with cross-gender mentoring relationships, and women in leadership positions are inundated with mentoring requests from a much larger population of women. It is suggested that for those women in cross-gendered mentorship relationships, there is a more limited amount of benefits, and that often these women experience more barriers than benefits. A fundamental mismatch can happen given that male mentors have frequent access to settings that female mentees may not have access to, and it is suggested that this is troubled by the notions of sex-role expectations and harassment. Overall, these problems may limit women from advancement within the sports organization.
This article sheds light on what predicts how trust is formed, fostered and lost in a mentoring context by examining factors that may influence perceptions of ability, benevolence, integrity and risk. Several protégé behaviors were identified that influenced perceptions of ability. Perceptions of benevolence were described as “feelings”. Perceptions of integrity were influenced by keeping confidences. Finally contextual factors, such as gender, were also identified as influencing the level of trust.
This journal article suggests that Peer Support service draws on direct and shared experience as a resource for mutual benefit. Peer Support workers are those who have survived a psychiatric disability, can give useful support, and provide encouragement. The article reports that there are various types of peer support, with examples emerging internationally. The article suggests that there are self-help groups, peer run services, peer partnerships, and peer employees and each of these is a kind of peer support. The work focuses on peer partnerships and peer employees to better understand the nuances of peer support for individuals living with mental illness.
This paper exposes the lived experiences of low-income lone mothers and suggests that ‘feeling poor’ involves many complicated emotions, and is complex for these mothers. Some of the bigger impacts were feelings of isolation, guilt, and loneliness. This could have an impact on policy decisions to supports for low income lone mothers.
The purpose of this article is in exploring the relationship between nascency and the perceived legitimacy of a business as compared to others in the same phase.
This article indicates that it is necessary to build and retain a solid workforce through mentoring. The context of this article is in the world of a library, and what mentorship relationships look like in that kind of workplace. The need for this work arises out of the pending retirement of many libraries, which makes this article relevant to a broader context. The main argument is that mentorship helps the growth and success of librarianship, as well as a method to retain workers and increase professional development.
This article examines the link between career counseling and the employment opportunities for re-entry women. Re-entry women are those re-entering the workforce after 3 to 35 years absence. It examines the role of career counselors to help women navigate a changed work environment, as well as the normative gender role stereotyping that women experience when entering the workforce.
This article adds to the discussion on culturally appropriate evaluation methods for programs directed toward First Nations communities. It argues that this needs to be in line with how the government delivers grant money for such programs to continue.
This journal article explores issues around training and knowledge transfer as they are impacted by peer support relationships and workplace environments. It is important to note that organizations spend a considerable amount of money every year on training opportunities for employees, and the work seeks to establish the conditions under which learning transfer happens successfully, given that learning transfer would indicate a positive outcome for the organization’s investment. The work suggests that for an organization to be competitive, it must be able to learn, adapt, and change, and therefore be responsive and responsible for worker training. The work seeks to identify how workplace climate and peer support effects learning transfer, and considers whether factors that are not central to the employee, such as the workplace environment, influence learning transfer.
This journal article examines what must be included in an evaluation in order to truly call it an accurate or authentic evaluation. The work presents a thorough history of the philosophical beginnings of evaluation, and examines concepts such as formative and summative evaluation, as well as fidelity and other principles of developmental evaluation. It then identifies eight major principles of a strong developmental evaluation and ten threats to fidelity, as well as provides way to mitigate the threats.