Myers O, Sood A, Dominguez N, Helitzer D, Tigges B
University of New Mexico, Arizona State University.
Chron Mentor Coach. 2022 Dec;6(Spec Iss 15):598-603.
Organizational culture is the shared, often unspoken, basic values, beliefs, and assumptions. Underlying culture influences organizational climate, the observable policies, practices, and procedures that faculty experience. Yet little is known about mentoring culture and climate in higher education. The purpose of this study was to a) conduct a psychometric evaluation of the 4-item Organizational Culture Mentoring Values (OCuM-V) scale and b) determine if organizational culture, operationalized as values related to mentoring, is associated with organizational mentoring climate (OMC) and involvement with mentoring. 298 [55 under-represented minority (URM)] faculty from University of New Mexico and Arizona State University completed a cross-sectional survey, including the OCuM-V scale and the 15-item OMC Availability (OMCA) scale. Items for both scales were rated No (1), Don't know (0), or Yes (1). Faculty reported if they were being mentored or providing mentoring. Exploratory factor analysis (EFA) and Cronbach's alpha were used for scale evaluation. Spearman correlation and logistic regression were used to assess OCuM-V association with climate and mentoring involvement, respectively. Overall, 24% of faculty were being mentored (27% for URM), and 43% were mentoring (38% for URM). OCuM-V items loaded on a single factor in EFA (Cronbach's alpha=0.84 for all; 0.88 for URM). OCuM-V was positively correlated with OMCA (including institutional expectations, mentor-mentee relationships, and resources subscales) for both all and URM faculty (r>0.4 p<.001 for all). Greater OCuM-V was associated with an increased odds of being mentored (OR=1.75±1.19-2.61) and providing mentoring (OR=1.83±1.30-2.58). Mentoring culture is associated with mentoring climate. Faculty who perceive stronger OCuM-V report a stronger OMC (available structure, programs/activities, policies/guidelines) and are being mentored or providing mentoring more often. Limitations include a small sample size for the URM group and cross-sectional data collection. Organizational leaders should explicitly promote values related to mentoring to strengthen both mentoring culture and climate at their institutions.
组织文化是共享的、通常不言而喻的基本价值观、信念和假设。潜在文化影响组织氛围，即教职员工所体验到的可观察到的政策、实践和程序。然而，对于高等教育中的指导文化和氛围，我们知之甚少。本研究的目的是：a）对4项组织文化指导价值观（OCuM-V）量表进行心理测量评估；b）确定以与指导相关的价值观来衡量的组织文化是否与组织指导氛围（OMC）以及参与指导相关。来自新墨西哥大学和亚利桑那州立大学的298名教职员工[55名代表性不足的少数族裔（URM）]完成了一项横断面调查，包括OCuM-V量表和15项OMC可用性（OMCA）量表。两个量表的项目均按否（1）、不知道（0）或是（1）进行评分。教职员工报告他们是否正在接受指导或提供指导。探索性因素分析（EFA）和克朗巴哈系数用于量表评估。斯皮尔曼相关性分析和逻辑回归分别用于评估OCuM-V与氛围以及指导参与度之间的关联。总体而言，24%的教职员工正在接受指导（URM为27%），43%的教职员工在提供指导（URM为38%）。在探索性因素分析中，OCuM-V项目加载在一个单一因素上（所有教职员工的克朗巴哈系数为0.84；URM为0.88）。对于所有教职员工和URM教职员工，OCuM-V与OMCA（包括机构期望、师徒关系和资源子量表）均呈正相关（所有r>0.4，p<0.001）。OCuM-V得分越高，接受指导（OR = 1.75±1.19 - 2.61）和提供指导（OR = 1.83±1.30 - 2.58）的几率越高。指导文化与指导氛围相关。认为OCuM-V更强的教职员工报告的OMC（可用结构、项目/活动、政策/指南）更强，并且更频繁地接受指导或提供指导。局限性包括URM组样本量较小以及采用横断面数据收集。组织领导者应明确推广与指导相关的价值观，以加强其所在机构的指导文化和氛围。
