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Advancing Gender Equity Through Mentoring and Leadership Development: A Human Performance Technology Case Study
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Author(s): Cynthia M. Sims (Clemson University, USA), Angela D. Carter (Clemson University, USA), Arelis Moore De Peralta (Clemson University, USA), Alena Höfrová (Clemson University, USA & Czech University of Life Sciences, Prague, Czech Republic)and Stephen W. Brown III (Clemson University, USA)
Copyright: 2020
Pages: 25
Source title:
Cases on Performance Improvement Innovation
Source Author(s)/Editor(s): Darlene M. Van Tiem (Capella University, USA & University of Michigan – Dearborn, USA)and Nancy Crain Burns (Crain Burns Associates LLC, USA)
DOI: 10.4018/978-1-7998-3673-5.ch007
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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.
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