Publication Information
Journal: NAU Journal of Technology and Vocational Education
Volume: 5 (2020)
ASSESSMENT OF MENTORING PRACTICES INFLUENCING BUSINESS EDUCATORS IN TERTIARY INSTITUTIONS IN EDO AND DELTA STATES
Ojeaga, Ibhade Joy
joy4live2003@yahoo.com Department of Vocational and Technical Education, Faculty of Education, University of Benin, Benin City, Edo State, Nigeria
Okolocha, Comfort C
Department of Technology and Vocational Education, Faculty of Education, Nnamdi Azikiwe University, Awka
This study assessed mentoring practices influencing business educators in Edo and
Delta States. Two research questions guided the study while three null hypotheses were
tested at 0.05 level of significance. The study adopted a descriptive survey design using
asample of 231 business educators. A 16-item questionnaire was utilized for the study.
The Cronbach’s alpha was used to determine the reliability of the instrument, which
yielded co-efficient of .95 and 0.85 for the two sub-sections of the instrument with an
aggregate reliability of 0.90. Mean and standard deviation were used to answer the
research questions. The z-test and analysis of variance (ANOVA) were used to test the
null hypotheses. The findings of the research questions revealed that formal mentoring
does not influence business educators. Informal mentoring was found to be the
dominant mentoring practice influencing business educators in Edo and Delta States.
Hypotheses testing showed no significant difference on mentoring practice of business
educators either by gender, types of tertiary institutions or state of domiciliation of
institution. This implies that management of tertiary institutions in Edo and Delta States
neither plans, implements nor evaluates mentoring practices for business educators. It
was therefore concluded that mentoring practices for business educators in Edo and
Delta States is inadequate to meet business educators’ career growth and development
needs. It was therefore, recommended among others that authorities of tertiary
institutions in Edo and Delta State especially of Department of Business Education
should compulsorily institute formal mentoring practice in addition to the available
informal professional mentoring for business educators. This could help to give more
opportunities to the young/inexperienced business educators to learn from the wealth of
experience of the older and more experienced business educators so as to enhance their
professional commitment.
Delta States. Two research questions guided the study while three null hypotheses were
tested at 0.05 level of significance. The study adopted a descriptive survey design using
asample of 231 business educators. A 16-item questionnaire was utilized for the study.
The Cronbach’s alpha was used to determine the reliability of the instrument, which
yielded co-efficient of .95 and 0.85 for the two sub-sections of the instrument with an
aggregate reliability of 0.90. Mean and standard deviation were used to answer the
research questions. The z-test and analysis of variance (ANOVA) were used to test the
null hypotheses. The findings of the research questions revealed that formal mentoring
does not influence business educators. Informal mentoring was found to be the
dominant mentoring practice influencing business educators in Edo and Delta States.
Hypotheses testing showed no significant difference on mentoring practice of business
educators either by gender, types of tertiary institutions or state of domiciliation of
institution. This implies that management of tertiary institutions in Edo and Delta States
neither plans, implements nor evaluates mentoring practices for business educators. It
was therefore concluded that mentoring practices for business educators in Edo and
Delta States is inadequate to meet business educators’ career growth and development
needs. It was therefore, recommended among others that authorities of tertiary
institutions in Edo and Delta State especially of Department of Business Education
should compulsorily institute formal mentoring practice in addition to the available
informal professional mentoring for business educators. This could help to give more
opportunities to the young/inexperienced business educators to learn from the wealth of
experience of the older and more experienced business educators so as to enhance their
professional commitment.
Adesina, A.A. (2013). Mentoring relationship: A mentee experience. In A. A. Olowu
(Eds), Mentoring a key issue in human resource management (pp. 127-1351).
Ile-Ife, Nigeria: The Ife Centre for Psychological Studies.
Adeyanju, S.A. (2013).The passionate connection: The mentor greatest gift. In A. A.
Olowu (Eds), Mentoring a key issue in human resource management (pp. 17-31).
Ile-Ife, Nigeria: The Ife Centre for Psychological Studies.
Alibegovic, S., Hawkins, A. &Parmar, M. (2009). Empowerment, contextual
performance & job satisfaction - A case study of the Scandic Hotels in
Jönköping. Unpublished bachelor thesis in business administration submitted to
Jönköping International Business School, Jönköping University.
Anijaobi-Idem, F. &Archibong, I. (2012). Adjustment challenges of new academic staff
in Nigerian universities: A case study of university of Calabar. Journal of
Education and Practice, 3(9), 69-75.
Azman, I., Muhammad, M. A. & Sebastian, K. F. (2009). Mentoring program and its
impact on individuals’ advancement in the Malaysian context. Journal of
Industrial Engineering and Management, 2(3) 592-615.
Bartley-Daniele, P. (2014). Family nurse practitioner mentoring relationships' impact
on organizational commitment. UNLV Theses/Dissertations/Professional
Papers/Capstones. Paper 2241. Retrieved from http://
digitalscholarship.unlv.edu/cgi/viewcontent.cgi?article=3242&context=
thesesdissertations – accessed 3/06/2015
Bilesanmi, B. (2011). Mentoring. An emerging trend in the forefront of human resource
management. In A. A. Olowu (Eds), Mentoring a key issue in human resource
management (97-107). Ile-Ife: The Ife Centre for Psychological Studies.
Buell, C. (2004). Models of mentoring in communication. Communication Education,
53(1), 56-73.
Emoefe, A. M. (2016). Mentoring practices among academic staff in universities in Edo
and Delta States of Nigeria. Unpublished Ph.D thesis submitted to the
Department of Educational Management, Faculty of Education, University of
Benin, Benin City.
Jimoh-Kadiri, S. O. (2003). Principles and method of teaching business subject. Benin
City, Courage Print.
Kehinde, O. (2013). Does mentoring matter? For the mentee, getting your feet wet
without worrying about drowning (136-149). In A.A. Olowu (Eds), Mentoring a
key issue in human resource management. Ile-Ife: The Ife Centre for
Psychological Studies.
Kram, K. E. (1985). Mentoring at work: Developmental relation- ships in organizational
life. Glenview, IL: Scott, Fores-man.
Leavitt. C. (2011). Developing leaders through mentoring: A brief literature review.
Capella University. Retrieved fromhttp://files.eric.ed.gov/fulltext/ED517965.pdf
- accessed 8/10/2015
McKimm, J., Jollie, C. & Hatter, M. (2007). Mentoring: Theory and practice. Retrieved
from:http://www.faculty.londondeanery.ac.uk/elearning/feedback/files/MentoringTheory _and _ Practice.pdf– accessed
24/6/2015
Murrel, A. J. (2007). Five key steps for effective mentoring relationships. The Kaitz
Quarterly, 1(1), 1-9.
Njoku, C. U. (2006). Business education ad value orientation for national economic
empowerment and development. Paper presented at the Owo, 2006 Annual
National Conference of the Association of Business Educators of Nigeria
(ABEN).
Nwadiani, C. O. (2014). Assessment of availability and utilization of ICT resources in
teaching and learning among business educators in tertiary institutions in southsouth Nigeria. Unpublished Ph.D. thesis submitted to the Department of
Vocational Education, Faculty of Education, NnamdiAzikiwe University, Awka.
Okurame, D. E. (2008). Mentoring in the Nigeria academia experiences and challenges.
International Journal of Evidenced Based Coaching and Mentoring. 6(2), 111-
119.
Olasupo, M. O. (2013). How does mentoring work in academic setting. In A. A. Olowu
(Eds), Mentoring a key issue in human resource management (194-205). Ile-Ife:
The Ife Centre for Psychological Studies.
Sekhosana, L. W. (2011). Mentoring functions and work-related outcomes in the steel
manufacturing industry. Masters in Business Administration dissertation
submitted at the Potchefstroom Business School of the North-West University.
Retrieved from http:// dspace.nwu.ac.za /bitstream/
handle/10394/6941/sekhosana_lw.pdf? sequence=2 - accessed 23/6/2015
United States Office of Personnel Management (2011). A handbook for measuring
employees’ performance. Retrieved from https://www.opm.gov/policy-dataoversight/performance-management/measuring/employee_performance_
handbook.pdf - accessed 28/7/2015
Wake Forest University (2012). Mentee handbook. Mentoring resource centre.
Retrieved 11/15/2015 from http:// mentoring.opcd.wfu.edu/ files/ 2013/01/
Mentor-Handbook_0812-1.pdf– accessed 3/06/2015
(Eds), Mentoring a key issue in human resource management (pp. 127-1351).
Ile-Ife, Nigeria: The Ife Centre for Psychological Studies.
Adeyanju, S.A. (2013).The passionate connection: The mentor greatest gift. In A. A.
Olowu (Eds), Mentoring a key issue in human resource management (pp. 17-31).
Ile-Ife, Nigeria: The Ife Centre for Psychological Studies.
Alibegovic, S., Hawkins, A. &Parmar, M. (2009). Empowerment, contextual
performance & job satisfaction - A case study of the Scandic Hotels in
Jönköping. Unpublished bachelor thesis in business administration submitted to
Jönköping International Business School, Jönköping University.
Anijaobi-Idem, F. &Archibong, I. (2012). Adjustment challenges of new academic staff
in Nigerian universities: A case study of university of Calabar. Journal of
Education and Practice, 3(9), 69-75.
Azman, I., Muhammad, M. A. & Sebastian, K. F. (2009). Mentoring program and its
impact on individuals’ advancement in the Malaysian context. Journal of
Industrial Engineering and Management, 2(3) 592-615.
Bartley-Daniele, P. (2014). Family nurse practitioner mentoring relationships' impact
on organizational commitment. UNLV Theses/Dissertations/Professional
Papers/Capstones. Paper 2241. Retrieved from http://
digitalscholarship.unlv.edu/cgi/viewcontent.cgi?article=3242&context=
thesesdissertations – accessed 3/06/2015
Bilesanmi, B. (2011). Mentoring. An emerging trend in the forefront of human resource
management. In A. A. Olowu (Eds), Mentoring a key issue in human resource
management (97-107). Ile-Ife: The Ife Centre for Psychological Studies.
Buell, C. (2004). Models of mentoring in communication. Communication Education,
53(1), 56-73.
Emoefe, A. M. (2016). Mentoring practices among academic staff in universities in Edo
and Delta States of Nigeria. Unpublished Ph.D thesis submitted to the
Department of Educational Management, Faculty of Education, University of
Benin, Benin City.
Jimoh-Kadiri, S. O. (2003). Principles and method of teaching business subject. Benin
City, Courage Print.
Kehinde, O. (2013). Does mentoring matter? For the mentee, getting your feet wet
without worrying about drowning (136-149). In A.A. Olowu (Eds), Mentoring a
key issue in human resource management. Ile-Ife: The Ife Centre for
Psychological Studies.
Kram, K. E. (1985). Mentoring at work: Developmental relation- ships in organizational
life. Glenview, IL: Scott, Fores-man.
Leavitt. C. (2011). Developing leaders through mentoring: A brief literature review.
Capella University. Retrieved fromhttp://files.eric.ed.gov/fulltext/ED517965.pdf
- accessed 8/10/2015
McKimm, J., Jollie, C. & Hatter, M. (2007). Mentoring: Theory and practice. Retrieved
from:http://www.faculty.londondeanery.ac.uk/elearning/feedback/files/MentoringTheory _and _ Practice.pdf– accessed
24/6/2015
Murrel, A. J. (2007). Five key steps for effective mentoring relationships. The Kaitz
Quarterly, 1(1), 1-9.
Njoku, C. U. (2006). Business education ad value orientation for national economic
empowerment and development. Paper presented at the Owo, 2006 Annual
National Conference of the Association of Business Educators of Nigeria
(ABEN).
Nwadiani, C. O. (2014). Assessment of availability and utilization of ICT resources in
teaching and learning among business educators in tertiary institutions in southsouth Nigeria. Unpublished Ph.D. thesis submitted to the Department of
Vocational Education, Faculty of Education, NnamdiAzikiwe University, Awka.
Okurame, D. E. (2008). Mentoring in the Nigeria academia experiences and challenges.
International Journal of Evidenced Based Coaching and Mentoring. 6(2), 111-
119.
Olasupo, M. O. (2013). How does mentoring work in academic setting. In A. A. Olowu
(Eds), Mentoring a key issue in human resource management (194-205). Ile-Ife:
The Ife Centre for Psychological Studies.
Sekhosana, L. W. (2011). Mentoring functions and work-related outcomes in the steel
manufacturing industry. Masters in Business Administration dissertation
submitted at the Potchefstroom Business School of the North-West University.
Retrieved from http:// dspace.nwu.ac.za /bitstream/
handle/10394/6941/sekhosana_lw.pdf? sequence=2 - accessed 23/6/2015
United States Office of Personnel Management (2011). A handbook for measuring
employees’ performance. Retrieved from https://www.opm.gov/policy-dataoversight/performance-management/measuring/employee_performance_
handbook.pdf - accessed 28/7/2015
Wake Forest University (2012). Mentee handbook. Mentoring resource centre.
Retrieved 11/15/2015 from http:// mentoring.opcd.wfu.edu/ files/ 2013/01/
Mentor-Handbook_0812-1.pdf– accessed 3/06/2015