Search Results (73)

Informal science, technology, engineering, and mathematics (STEM) learning settings can provide early and accessible opportunities for students who have been historically underrepresented in computing to engage with cybersecurity concepts and emerging technologies. This one-group pretest-posttest mixed-methods study examined a week-long, GenAI-integrated informal cybersecurity summer camp for 33 underrepresented and underserved racial and ethnic minority (UUREM) middle school girls. The study investigated pre-post patterns in perceived cybersecurity knowledge, domain-specific self-efficacy, interest, utility value, career aspirations, and selected AI-literacy practices. Quantitative findings showed the strongest support for increases in perceived cybersecurity knowledge and cyber threat identification self-efficacy, both of which remained significant after Holm adjustment for multiple comparisons. Networking and web management self-efficacy showed preliminary unadjusted increases, whereas overall cybersecurity interest, enjoyment and intent to pursue, utility value, career aspirations, and the remaining self-efficacy domains did not show statistically significant differences. Qualitative observations documented activity-specific engagement, collaborative discussion of cybersecurity ideas, and mentor-mediated GenAI practices such as prompt development, output comparison, and script revision. These findings suggest that informal GenAI-integrated cybersecurity programs may support selected aspects of perceived learning and cybersecurity self-efficacy, while highlighting the need for more rigorous designs, validated AI-literacy measures, and longer-term follow-up. Full article

Graduate STEM education in the U.S. has experienced continued growth in enrollment, due to its strong international reputation. Yet, attrition rates among students remain high. Mentoring is frequently identified as a critical factor for supporting graduate student success; however, there is limited empirical evidence regarding the most effective mentoring practices for graduate STEM students. The Mentoring Experiences of Graduate Students Survey (MEGSS) was developed and validated with data from 280 graduate STEM students enrolled in a large, public, research-intensive university in the Eastern U.S. Exploratory factor analysis was performed to examine the survey’s reliability and construct validity. A five-factor, 38-item model was developed, consisting of the following subscales: psychosocial support, program completion, research and writing support, career expectations, and career support. The findings show statistically significant differences in students’ perceptions of mentoring experiences and anticipated outcomes based on gender, citizenship, and stage in the program. Recommendations are offered for faculty mentors and institutions to strengthen mentoring practices, particularly in psychosocial areas, research and writing, and career support. Extending the distribution of MEGSS to other graduate research programs (including non-STEM) could identify mentoring gaps and inform evidence-based strategies to strengthen graduate student development. Full article

In 2020, evaluators within the Research Centers in Minority Institutions (RCMIs) program proposed a conceptual framework identifying four primary evaluation targets: scientific productivity, scientific collaboration, professional growth, and research resources. This study extends prior work by capturing the contextual and process-oriented dimensions of program impact. This reflective practice-based project examines how non-quantitative approaches complement traditional metrics to better characterize RCMI outcomes. Evaluators representing ten RCMI sites participated in a multi-site case study guided by three questions addressing: (1) qualitative evidence of impact beyond metrics; (2) challenges and successes in implementation of non-quantitative methods; and (3) potential expansion of evaluation targets. Evaluators provided descriptive responses, generating a 22-page dataset that was analyzed thematically. Thirteen non-quantitative evaluation domains emerged: investigator consultations, investigator productivity, investigator success, community partnerships, intra-RCMI collaborations, implementation of team science, career progression, programmatic support, mentoring support, impact on RCMI affiliates, intellectual resources, physical resources, and faculty hires. Key challenges included inconsistent data capture and limited evaluation resources, while successes highlighted improved cross-site learning and visibility of program impact. Findings support retaining the original evaluation targets while expanding the framework to include institutional transformation, equitable research environments, and longitudinal societal impact. A conceptual map was developed to depict how mixed methods that include non-quantitative approaches can yield RCMI evaluations that expand upon the current approach, which relies primarily on quantitative data. The authors recommend quantitative targets and non-quantitative strategies to provide context, communicate evidence of success, and inform programmatic changes to deepen the findings and strengthen the rigor of RCMI evaluation practices. Full article

Occupational mental-health risk in knowledge-work settings is an important public-health and psychosocial-support concern because workload demands, career insecurity, limited mentoring, uneven institutional support and barriers to care can increase psychological risk, including in early-career academic environments. Workplace well-being assessments rely on aggregate survey summaries or conventional prediction models, limiting calibration, interpretability, subgroup evaluation and transfer validation. This study develops a computational-intelligence framework for public mental-health decision support using heterogeneous workplace survey data with early-career academics treated as a motivating knowledge-work context rather than as the direct empirical cohort. The proposed approach combines attention-based tabular learning, variational autoencoder latent profiling, stacked ensemble prediction, probability calibration, feature attribution, perturbation analysis, fairness assessment and cross-dataset adaptation. Calibrated probabilities are converted into a transparent 0–100 risk index to support preventive outreach, psychosocial-support planning and resource-allocation decisions. The model is compared with baselines, including logistic regression, support vector machine, random forest, XGBoost, LightGBM, CatBoost, TabNet, FT–Transformer, NODE and DCN. Results show strong held-out performance with AUC = 0.885, average precision = 0.872, F1 = 0.808, Brier score = 0.145 and expected calibration error = 0.022, outperforming tested baselines. Five-fold robustness analysis produced a conservative mean test AUC of $0.809\pm 0.044$, indicating moderate partition sensitivity. Key predictors include work interference, perceived stress, care access and support variables. Latent profiling identifies two behavioural subgroups with distinct risk patterns. After feature harmonization, target-domain adaptation and recalibration, external evaluation on an occupational burnout dataset achieves AUC = 0.941 and average precision = 0.936, supporting calibrated, interpretable and subgroup-aware decision support under dataset shift. Full article

Despite the growing participation of women in higher education worldwide, they continue to face persistent challenges in their career advancement, including limited promotion opportunities, underrepresentation in leadership positions, lower research productivity, and unequal access to institutional resources. These challenges are shaped by a range of structural, institutional, and socio-cultural constraints within academia. Understanding these influencing factors is essential for promoting gender equity within universities. This study investigates the factors influencing the career advancement-related challenges experienced by women academics in Jordanian higher education institutions, focusing on career experience, family responsibilities, and organisational support. Grounded in Gendered Organisations Theory, Work-Family Conflict Theory, and Social Support Theory, the study develops and empirically tests an integrated conceptual model. Data were collected through a questionnaire survey of women academics across Jordanian universities. The quantitative data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM), while qualitative responses on strategies for overcoming challenges were examined using directed qualitative content analysis. The findings indicate that family responsibilities represent the most influential driver of perceived challenges, highlighting the continuing tension between professional and domestic roles. Career experience is found to reduce perceived challenges, suggesting that accumulated professional capital and institutional familiarity enhance women’s ability to navigate academic environments. Organisational and social support not only directly reduce perceived challenges but also buffer the impact of family responsibilities. Multi-group analysis further reveals differences in the strength of these relationships between teaching-research academics and those occupying leadership roles. The qualitative results identify key strategies for addressing these challenges, including mentoring systems, flexible institutional policies, professional networking, and leadership development initiatives. By integrating structural modelling with qualitative insights, this study advances understanding of the complex dynamics shaping women’s academic careers and provides evidence-based recommendations for fostering more inclusive and supportive higher education environments. Full article

As aspiring school leaders or interns complete their graduate program and year-long school-based internship in an urban school setting, they receive support from an on-site school leader mentor and an external coach. This trio, coined the cooperative triad, fosters leadership development through a collaborative approach. When alumni begin their career as a school leader, they continue receiving support from the leadership program as well as an external coach. Because of their important role, this study sought to understand how coaches conceptualized their role, what influenced their ability to carry out the role, and their influence on the internship and alumni experience. Utilizing a qualitative case study design, researchers engaged in data collection and analysis across interviews with seven coaches, seven interns/alumni, and five mentors. Findings highlight the importance of creating a coaching structure while remaining flexible, building trust and community with participants, and continually developing coaches in their practice. Further, the cooperative triad model demonstrates the potential for positive school-wide impact, as the coach supports both aspiring and practicing leaders. Full article

First described in the 1980s, mentorship has evolved from an idea to a culture. Simultaneously, in general, the younger person in this relationship transformed from a “protégé” to a “mentee”. Lacking is an examination of how a sequence of various forms of mentorship demonstrates this evolution and transformation. Examining fourteen types of author mentoring relationships, experienced over 39 years using chrononarratology as a form of qualitative research narrative inquiry, compared with relevant peer-reviewed publications, amends this. The transition from idea to culture demonstrates that mentees are not equivalent to protégés, who, with their mentor, develop their careers and psychosocial competencies. When mentees choose their mentors, the mentor’s experience is comparable to the mentee’s, and the mentees consider the experience as aiding their problem-solving, then mentorships are most effective. As such, mentees require a particular self-awareness to identify that they have a solvable problem, anticipate a solution, and can effectively utilize the mentor’s experience. Therefore, the effort in organizing matches to advance the mentorship culture can be unproductive. In contrast, effective mentorship matching aids relevant self-awareness in mentees and provides them with options for selecting mentors who are willing and able to share their pertinent problem-solving knowledge through mentoring. Full article

Self-efficacy—one’s belief in their ability to take the actions necessary to succeed—is a critical determinant of student success and retention, particularly during the transitional first two years of undergraduate study. Learning communities that incorporate peer mentors have been identified as promising structures for fostering self-efficacy, yet the mechanisms by which intentional peer mentoring within structured career development contexts shapes students’ self-efficacy beliefs remain underexplored. This study examined the following research questions: (1) How does participation in a career-focused Learning community course shape first- and second-year STEM students’ sense of self-efficacy regarding academic and career decision-making? (2) In what ways do peer mentors and peer support networks within the learning community contribute to students’ self-efficacy development? (3) How do students describe feeling empowered—or not—to pursue their career goals as a result of this experience? Using a mixed-methods design that combined pre- and post-course surveys, semi-structured focus groups, and phenomenological one-on-one interviews, we investigated the self-efficacy development of first- and second-year STEM students (N = 53) enrolled in a semester-long learning community course at a large, predominantly White public institution in the Midwest. Of these, 25 students completed both the pre- and post-course Career Self-Efficacy surveys and were included in matched statistical analyses. Three major findings emerged: (1) the learning community class environment created a space where self-efficacy was prioritized and developed; (2) peer support groups and peer mentors positively impacted students’ self-efficacy; and (3) students felt empowered by the experience in pursuing their chosen career goals. These findings have practical implications for the design of learning communities in STEM, highlighting the value of intentional peer mentoring structures and career-focused activities as tools for promoting student confidence, retention, and long-term academic success. Full article

Project SCORE (Student-Centered Outcomes Research Experiences) is a community-engaged after school science education program designed to address persistent inequities in health, education, and biomedical career access among Mississippi youth. Grounded in youth participatory action research and leveraging near-peer mentoring (NPM), the program engages teens in public health education, research skill development, and mentored inquiry led by undergraduate and graduate health sciences students. Program components include weekly workshops during the academic year and a one-week residential summer campus experience focused on health literacy, scientific thinking, research communication, and college-readiness. An evaluation assessed implementation and short-term outcomes. Pre/post survey data indicate increases in STEM self-efficacy, career interest in STEM careers, and public health communication skills. Students reported strong engagement, belonging, and program satisfaction, and summer participants described an enhanced interest in college and health science careers. The lessons learned highlight the importance of robust NPM support, flexible program adaptation, and strong community partnerships. Early findings demonstrate that Project SCORE is a feasible, acceptable, and replicable model for engaging historically excluded youth in STEM and public health through community-based, student-centered research experiences. Full article

With globalization and rapid changes in the international research environment from technological advancement, political instability, and economic crisis, knowledge management (KM) is crucial to help research institutions operate international research collaboration (IRC) effectively and sustainably. This study uses systematic literature review to extract key KM factors for IRC enhancement. Exploratory factor analysis and structural equation modeling methods are performed to confirm KM factors and explore how key KM and IRC factors relate to each other. Several KM strategies are established based on study results to achieve sustainable IRC development. The results show that five key KM factors, including knowledge sharing (KS), knowledge creation (KC), knowledge retention (KR), knowledge storage (KT), and knowledge utilization (KU), influence each other. They have both direct and indirect impacts on IRC. The KU factor is crucial for immediate IRC improvement. Research institutions can use existing knowledge and resources to address current IRC opportunities. For example, personnel with IRC experience can act as coaches and mentors to facilitate activities, and integrating IRC into career paths can be beneficial. Activities related to KC, KR, and KT should support KU implementation. Setting up a task force, improving organizational structure, and engaging management in KM can help achieve better IRC performance. The KS factor should be emphasized for sustaining IRC. The plan should involve activities to raise the processes of knowledge sharing effectively. The study results provide guidelines for research institutions aiming for sustainable IRC in the long term. Full article

Young women from historically marginalized backgrounds face significant barriers to accessing the professional guidance and social capital necessary for career advancement. To address this problem, a flash mentoring digital tool was developed to expand underrepresented young women’s access to time-limited guidance from pre-screened professional women within Step Up Women’s Network, a mentorship nonprofit program. This community-based program evaluation used a user-centered design approach to develop and refine the platform. In-person workshops and informal group discussion sessions with young Step Up women aged 18 to 29 provided feedback on networking approaches and mentorship needs, which informed the platform design. A total of 285 female mentors and 363 female mentees downloaded and engaged with the platform over two years. Implementation metrics included 5008 messages exchanged with 2528 sent by mentees, 316 meetings held, and high usage of goal-setting features with 1445 goals set and check-ins with 72 percent of mentees. Evaluation findings suggested that the intervention was acceptable and feasible, fostering new, short-term supportive relationships within Step Up Women’s Network. Although additional evaluation with rigorous outcome measures is needed, this program evaluation highlights the potential of a scalable intervention for Step Up Women’s Network that extends the framework of youth-initiated mentoring interventions, which have shown considerable promise in recent years. Full article

Paid full-time summer undergraduate research programs (SURPs) increase persistence in science, technology, engineering and math (STEM) degrees and later careers. Research disruptions during the summer of 2020 due to the COVID-19 pandemic required a transition to Emergency Remote Teaching (ERT) and created the opportunity to explore whether online-only SURPs were feasible. Data science projects emerged as a particularly feasible option for both mentors and students. A total of 65 students working with 49 mentors employed at five different research sites matriculated into a 10-week full-time paid SURP in 2020, with most projects focused on data science. Program implementation and impact were explored using online student surveys before (n = 62) and after (n = 56) participation, interviews with students conducted after the program ended (n = 10), online surveys of mentors conducted after the program ended (n = 35), and data on persistence in relevant fields. Scholars reported satisfaction with the program and described how the program developed their scientific skills and interest in data science. Mentors surveyed reported that they would be willing to invite another undergraduate student to perform research under their direction using a distance model. About half of the mentors reported that mentoring students online took about the same amount of time as mentoring in-person. Students who completed the program in-person in 2019 and those who participated in the remote program in 2020 had similar early career trajectories, with approximately 60% of both cohorts remaining in related fields five to six years later. Our experience suggests that an online SURP can be feasibly implemented across multiple sites, with positive impacts on student interest in data science. Full article

The teaching profession increasingly demands complex competencies, including collaboration, professional networking, and adaptability, beyond subject-specific knowledge, due to rapid educational, technological, and labor market changes. This study addresses the limited national data on the professional relational capital of teacher education students and examines how relational networks affect professional identity, commitment, and retention. A pilot questionnaire was developed from focus group interviews conducted in spring 2024 at the University of Nyíregyháza and analyzed with ATLAS.ti 7. The instrument includes four dimensions: parental influence, initiative during high school, initiative during university, and future employment plans, with indicators such as place of residence, cooperation patterns, network durability, domestic and international collaborations, and professional aspirations. Results indicate that students’ relational networks are central to early professional socialization and engagement in collaborative teaching communities. Mapping these networks offers diagnostic and developmental insights, supporting targeted mentoring, inter-institutional cooperation, and international mobility. Findings suggest that deliberately developing relational capital during teacher training enhances professional preparedness, satisfaction, and retention. Overall, the study highlights the value of integrating professional networking and collaborative competencies into teacher education to promote sustainable career paths, align training with labor market expectations, and strengthen the quality, resilience, and long-term sustainability of the teaching workforce. Full article

This article examines graduate employability challenges in the tourism and hospitality sector of Marrakech, a major tourism destination and strategic regional labour market in Morocco, characterised by strong seasonality, high labour turnover, and persistent education–employment mismatches. Rather than focusing exclusively on technology, the study analyses employability as a multidimensional and context-dependent process, in which digitalisation and artificial intelligence (AI) constitute one influencing factor among others. The research adopts a qualitative, purposive design based on semi-structured interviews conducted between August and October 2025 with 20 stakeholders directly involved in recruitment, training, or early career integration. These include five-star hotel general managers and HR officers, riad managers, travel agencies, recruitment intermediaries, representatives of Morocco’s public employment service (ANAPEC—National Agency for the Promotion of Employment and Skills) and private, regional tourism authorities, academics and young tourism graduates. Interview transcripts were thematically analysed using NVivo to identify recurrent patterns in recruitment practices, skill expectations, and the impact of AI in employability. The results, reflecting stakeholders’ perceptions within this local labour market, show that employability is shaped by six interrelated dimensions: (1) the structure and functioning of the tourism labour market (segmentation, turnover, mobility); (2) partial misalignment between training provision and operational service realities; (3) recruitment standards that prioritise behavioural and relational competences alongside formal qualifications, particularly for frontline positions; (4) language proficiency, especially English and French, as a baseline employability condition; (5) growing expectations regarding digital literacy linked to tourism operations (property management systems, reservation platforms, online reputation management); and (6) the perceived impact of AI-enabled tools (automation of routine tasks, decision-support systems, chatbots), which is seen less as a source of job destruction than as a driver of task reconfiguration and skill upgrading. By situating employer and graduate perceptions within the broader Moroccan employment and training context, the study contributes a place-based understanding of employability in tourism. It highlights the shared responsibility of individuals, employers, and education and training institutions in supporting skill development. The article concludes by discussing policy and practice-oriented levers to strengthen graduate employability, including co-designed curricula, structured internships and mentoring schemes, employer-supported upskilling in tourism-specific digital and AI-related competences, and reinforced labour-market intermediation through ANAPEC and regional governance actors. Full article

Graduate education is important for career and social mobility, but it is inaccessible to many students with disabilities. Prior research describes structural and societal barriers—including but not limited to ableism and discrimination—and their impact on graduate students with disabilities. This review discusses challenges unique to graduate education such as faculty-student power differentials, unwillingness to disclose disability for fear of appearing incapable, classification of graduate students as both students and employees, and limited applicability of formal accommodations beyond organized coursework. Informed by our lived experience as disabled graduate students and faculty, we conduct a qualitative evidence synthesis of 28 articles, theses, book chapters and reports into actionable steps graduate faculty can take to mentor and support graduate students with disabilities. Using a mentoring-across-difference framework, we endorse reciprocal mentoring relationships that support trust, mutual learning, and sustained connection between mentors and mentees. Recommendations range from developing trust, questioning ableist disciplinary and graduate program norms, advocating for students and helping students develop advocacy skills, and providing scaffolding for disabled graduate students’ learning and professional development. Full article