Exploring the use of mentoring within state vocational rehabilitation agencies and the issues of retention, job satisfaction and career motivation.

摘要

The purpose of this study was to explore the impact of mentoring on factors related to turnover and retention levels within state vocational rehabilitation agencies. An examination of differences in career motivation (CM) and job satisfaction (JS) among mentored and non-mentored rehabilitation counselors was conducted. The relationship between functions of mentoring and demographic characteristics was also explored. The likelihood of participants leaving their position and impact of mentoring on this decision was also investigated.;Rehabilitation counselors employed within the Office of Vocational Rehabilitation in Kentucky and Illinois Department of Human Services, Office of Rehabilitation Services, were identified as potential participants. The sample included 123 rehabilitation counselors. Of these participants, 23 reported being involved in a mentoring relationship. Empirical data was gathered utilizing several instruments including Noe's Mentoring Roles Instrument, Day and Allen's Career Motivation Scale and the Abridged Job Descriptive Index. Qualitative data was gathered regarding participants' perceptions of factors influencing their decision to leave or remain employed in their current position. Eight emergent themes were identified: (a) Retirement; (b) Pay and Benefits; (c) Enjoyable and Meaningful Work; (d) Work Environment; (e) Opportunity of Advancement; (f) Job Security; (g) Family and Personal Issues, and (g) Burnout.;Participants reported moderate to high levels of CM and JS. However, mentored rehabilitation counselors reported significantly higher resilience scores than their non-mentored counterparts. The lowest CM scores across groups were found in relation to career identity. Positive relationships between CM and JS and functions of mentoring were found. Proteges reported significantly different psychosocial functions of mentoring scores relative to agency type. No other significant results were found between functions of mentoring and participant demographic characteristics.;Lastly, findings of the study suggest that rehabilitation counselors are not more likely to participate in mentoring relationships later in their careers. Participants further reported that they are not likely to leave their current position over the next five years. Mentored participants had significantly higher mean scores regarding how involvement in mentoring impacts this decision. The implications for state vocational rehabilitation agencies, rehabilitation counselors and future research are discussed.