Welcome to the InfoSci Platform
Advancing Gender Equity Through Mentoring and Leadership Development: A Human Performance Technology Case Study

Advancing Gender Equity Through Mentoring and Leadership Development: A Human Performance Technology Case Study

Cynthia M. Sims, Angela D. Carter, Arelis Moore De Peralta, Alena Höfrová, Stephen W. Brown III
Copyright: © 2021 |Pages: 25
ISBN13: 9781799885924|ISBN10: 1799885925|EISBN13: 9781799887386
DOI: 10.4018/978-1-7998-8592-4.ch036
Cite Chapter Cite Chapter

MLA

Sims, Cynthia M., et al. "Advancing Gender Equity Through Mentoring and Leadership Development: A Human Performance Technology Case Study." Research Anthology on Challenges for Women in Leadership Roles, edited by Information Resources Management Association, IGI Global, 2021, pp. 658-682. https://doi.org/10.4018/978-1-7998-8592-4.ch036

APA

Sims, C. M., Carter, A. D., De Peralta, A. M., Höfrová, A., & Brown III, S. W. (2021). Advancing Gender Equity Through Mentoring and Leadership Development: A Human Performance Technology Case Study. In I. Management Association (Ed.), Research Anthology on Challenges for Women in Leadership Roles (pp. 658-682). IGI Global. https://doi.org/10.4018/978-1-7998-8592-4.ch036

Chicago

Sims, Cynthia M., et al. "Advancing Gender Equity Through Mentoring and Leadership Development: A Human Performance Technology Case Study." In Research Anthology on Challenges for Women in Leadership Roles, edited by Information Resources Management Association, 658-682. Hershey, PA: IGI Global, 2021. https://doi.org/10.4018/978-1-7998-8592-4.ch036

Export Reference

Mendeley
Favorite

Abstract

A new president and provost at the University of the Southeast (pseudonym) recognized the high rate of attrition among female and minority faculty and implemented a faculty mentoring and leadership development program to improve gender equity in a large higher education institution in the US. In total, 28 tenured faculty of which 60% were women participated in this 9-month program. The authors designed this program to be an organizational change intervention; hence, a human performance technology framework was used to design and evaluate this mentoring and leadership development program, along with a logic model, and Kirkpatrick's four levels of evaluation. This mixed method study included pre- and post-surveys (T1, n = 26; T2, n = 14) to determine participant satisfaction and knowledge gained and assessed behavior change through participants' interviews (n=18). Outcomes determined that human performance technology, a logic model, and Kirkpatrick's evaluation approach were useful methods to design and assess this program.

Request Access

You do not own this content. Please login to recommend this title to your institution's librarian or purchase it from the IGI Global bookstore.