Development,Feasibility, and Piloting of a Novel Natural Mentoring Intervention for Older Youth in Foster Care

Aging out of foster care is associated with deleterious emerging adulthood outcomes. The enduring presence of a caring adult, such as a natural mentor, can improve outcomes for emancipating foster youth. Caring Adults ‘R’ Everywhere (C.A.R.E.) is a novel, child welfare-based intervention designed to facilitate natural mentor relationships among aging-out youth. Our aims were to test the feasibility of implementing C.A.R.E. and the feasibility of conducting a randomized controlled study with older foster youth. Twenty-four foster youth aged 18–20.5 years were recruited and randomly assigned to the intervention (n = 12) or control groups (n = 12). Ten natural mentors were identified and contacted for participation in the intervention and study. Process-oriented qualitative data and quantitative pre- and postintervention outcome data were collected and analyzed. Utilizing a controlled rigorous design, the findings highlight the positive experience of both the intervention youth and their natural mentors with C.A.R.E. Overall, results support the continued refinement, delivery, and rigorous testing of C.A.R.E. with great promise for programmatically supporting natural mentor relationships among youth aging out of foster care.     

‘She was like a mother and a father to me’: searching for the ideal mentor for youth in care

Recent studies of youth in out‐of‐home placements have indicated that a successful mentoring relationship in care is associated with better emotional, educational and behavioural outcomes in adulthood. The goal of this exploratory qualitative study is to describe the profile of a staff member who is able to establish a meaningful relationship with youth in care through the perspectives of 20 young adults aged 21–26 who left care in Israel. Findings revealed that the staff member who formed meaningful relationships with youth was the staff member who was available to the youth and familiar with their personal backgrounds, who was able to see them as positive and trustworthy and to provide guidance and support from a non‐judgmental approach. One of the study's conclusions is that staff members who were able to transform their connection with the youth into mentoring relationships were those who were able to make the youth feel as if they were the staff member's own children, and as a result feel cared for deeply and loved. The discussion addresses the barriers in forming a mentoring relationship with a formal professional and the ways to utilize these mentoring relationship components more effectively within the care system.     

The `Game' of Leadership: Exercise, Games, Sports, and Leadership

The relationship between leadership and sports was analyzed. Peer influence was most important, with that of teachers and parents seeming to have a second-order effect as perceived through peers. Each gender benefitted more in leadership when mentored by their own gender, especially so for women. In work settings, men reported more leadership learning and encouragement than did women. Women experienced more frustration in participating in games and sports in school, the encouragement and continued mentoring being insufficient. Harragan's 1977 thesis that the corporate world and the playing field of sports and high-level policy-making have a male schema was borne out.     

Enhancing the resilience of children and young people in public care by mentoring their talents and interests

It is argued that the progress and resilience of young people in public care can be greatly enhanced by attention to the value of cultural, sporting and other activities in their lives. Sensitive mentoring of the young person in these activities by concerned adults – members of the child's social network or volunteers – can foster the potential of the young person, build self-esteem, strengthen mental health and open new social relationships beyond the care system. A series of case illustrations are used to demonstrate how such involvement in activities can greatly improve the prospects for a more successful transition out of care. It is suggested that the potential of this neglected dimension of care can only be fully realized through alert professional practice, imaginative engagement with potential 'natural' mentors, supportive agency policy, effective care planning systems, and relevant training and professional supervision for social workers.     

Achieving high quality and long‐lasting matches in youth mentoring programmes: a case study of 4Results mentoring

Mentoring programmes show significant promise for enhancing the well‐being of youth with complex needs. Research indicates that high quality mentoring, although difficult to achieve, positively impacts youth development across behavioural, social, emotional and academic domains. The difficulty of sustaining long‐term matches between mentors and youth, however, remains an important concern for the field of mentoring, as foreshortened matches can be harmful to youth. The 4Results mentoring programme has been identified as a Promising Practice through the Washington State Inventory of child‐serving behavioural and mental health programmes and has developed a unique infrastructure to support critical programme values such as match longevity. In 7 years, the programme has successfully retained 98% of mentors for at least 1 year with an average match length of 3.7 years. The following article describes the programme's guiding philosophy and approach to recruiting and training mentors in the context of existing best practices research.     

The role of carers in supporting the progress of care leavers in the world of work

The aim of this component of a preliminary cross‐national study (Ireland and Catalonia) of care leavers' experience in the world of work is to explore how carers may influence the entry of young people in care into the world of work and how they may also influence the young people's progress in that world. A total of 22 care leavers, aged 23–33 years, were recruited on the basis of their having substantial employment experience since leaving care. Evidence from the interviews reveals the importance of the role of carers in the work‐related progression of the young care leavers, especially in relation to gaining work experience while they were still in care. The qualitative analysis shows that carers were influential in promoting (and sometimes hindering) progress in work and education. Carers were often reported to play an important role in opening up opportunities, giving support (modelling skill development, giving practical help, etc.), being role models and cultivating the young person's agency. On the basis of these findings, we propose an initial conceptualization of carer roles in positive work support.     

基于缄默知识理论的“导师制”教师职前教育

目前很多高校管理者们都将教师职前教育的重心落在了教师显性知识和公共理论知识的习得之上,而忽略了新任教师对个人实践探索中所形成的缄默知识和实践技能的传承、借鉴与梳理。提高新任教师缄默知识的含量、加速教师专业化成长的速度是培育创新型、研究型教师,应对新课程改革的重要途径。     

Constructing a global understanding of the social ecology of leaving out of home care

Engagement with globalisation is growing in the field of youth transitions from out of home care. This includes cross national exchange of research, policy and practise, regional advocacy networking and global policy development. Furthering this emerging international child welfare perspective requires extending it to countries in the developing world and building conceptual frameworks which encompass a social ecology of care leaving, including its global dimension, the latter needs to address not only the needs, expectations and rights of care leavers but also the theories of change underpinning service design and delivery. Such a model is presented combining resilience and social capital as personal assets situated within a social ecology of support. To illustrate how this provides a means to help engage with the experience of countries where there appears to be very little information available on care leaving, a small scale South African initiative is considered. SA-YES is a youth mentoring project for young people leaving a variety of out of home placements. Planned as a three-year pilot, initial results are encouraging but require more rigorous evaluation focusing on program process and outcomes, quality of interpersonal relationships and synchronisation with cultural expectations and policy environment.     

Profiling a New Generation of Female Small Business Owners in New Zealand: Networking,Mentoring and Growth

The contribution of female small business owners to economic development in Western developed countries such as New Zealand, Australia, the United Kingdom, the United States and Canada, is generally under–researched and traditionally grounded in male norms. Increasingly policy–makers acknowledge that in countries like New Zealand where 85% of business employs five or less people, small business offers the greatest employment potential. Not enough is known, though, about the growth orientation and characteristics of female small business owners. This article reports findings from the largest empirical study of small business undertaken in New Zealand and provides inter–gender comparison between male and female small business owners and for intra–gender contrast between networked female small business owners and women who did not belong to a business network. The results showed that the networked women, who were in the main better educated and more affiliative by nature, were more expansionist than both other female small business owners and men. The networked women were also more likely to have a business mentor. The findings confound earlier research suggesting women are less growth–orientated and wish only to satisfy intrinsic needs from their businesses. The article concludes by discussing the need to acknowledge the heterogeneity of female small business and what this means for policy–makers when assessing their socio–economic potential.     

Who mentors? Contextual prosocial motivation and willingness to be a mentor

This study provides insights for theory and practice into employee willingness to mentor. This is especially important in passing knowledge from one generation of employees to another at a time when ageing populations are seen in many parts of the world. The study examines the relationship of contextual prosocial motivation with willingness to be a mentor while simultaneously considering various individual level influences on contextual prosocial motivation. Hypotheses were evaluated through a structural equation model. Results showed a positive relationship between contextual prosocial motivation and willingness to be a mentor. Additionally, organization-based self-esteem was positively related to contextual prosocial motivation, while proximity to retirement was negatively related to contextual prosocial motivation. Implications of the findings for human resource development are discussed with suggestions offered to strengthen contextual prosocial motivation of employees.