PDF(Pubmed)
Abstract：
UNASSIGNED: In this study, we explore how doctors in training perceive mentorship and leadership and whether they believed that mentoring influences the development of leadership skills. The study also addressed whether certain leadership styles lend themselves better to mentoring.
UNASSIGNED: A qualitative research method was employed in this study and ethical approval was granted by the Research Ethics Committee (REC) at King Faisal Specialist Hospital and Research Centre (KFSH&RC), after which twelve hospital residents were recruited using purposive sampling. Semi-structured interviews were conducted by the authors and thematic data analysis was performed.
UNASSIGNED: Three themes emerged and were later refined, using Braun and Clarke\'s 2006 thematic analysis method:1. Purpose of mentorship, with sub themes: a. Expectations, b. Perception of mentorship as supervision, and c. The role of mentorship, including informal mentoring in leadership development2. Role of mentorship in leadership development.3. Perceptions of a leader, with sub-themes: a. The leader as a manager, b. The leader as a role model, and c. The merits of different leadership styles.
UNASSIGNED: Most of the residents (doctors in training) viewed mentorship in a positive way. However, when the mentor was perceived more as a supervisor, the usefulness of mentoring was less clear. However, they found that informal mentoring would contribute to leadership skills and would inspire them to become leaders themselves. They were likely to be influenced positively when they saw the leader as a role model, rather than a manager.
UNASSIGNED: A qualitative research method was employed in this study and ethical approval was granted by the Research Ethics Committee (REC) at King Faisal Specialist Hospital and Research Centre (KFSH&RC), after which twelve hospital residents were recruited using purposive sampling. Semi-structured interviews were conducted by the authors and thematic data analysis was performed.
UNASSIGNED: Three themes emerged and were later refined, using Braun and Clarke\'s 2006 thematic analysis method:1. Purpose of mentorship, with sub themes: a. Expectations, b. Perception of mentorship as supervision, and c. The role of mentorship, including informal mentoring in leadership development2. Role of mentorship in leadership development.3. Perceptions of a leader, with sub-themes: a. The leader as a manager, b. The leader as a role model, and c. The merits of different leadership styles.
UNASSIGNED: Most of the residents (doctors in training) viewed mentorship in a positive way. However, when the mentor was perceived more as a supervisor, the usefulness of mentoring was less clear. However, they found that informal mentoring would contribute to leadership skills and would inspire them to become leaders themselves. They were likely to be influenced positively when they saw the leader as a role model, rather than a manager.
摘要：
■在这项研究中，我们探讨培训中的医生如何看待导师和领导力，以及他们是否认为导师会影响领导技能的发展。该研究还探讨了某些领导风格是否更适合指导。
■本研究采用了定性研究方法，并获得了费萨尔国王专科医院和研究中心（KFSH＆RC）的研究伦理委员会（REC）的伦理批准。之后，使用目的抽样招募了12名医院居民。作者进行了半结构化访谈，并进行了主题数据分析。
■出现了三个主题，后来又得到了完善，使用布劳恩和克拉克2006年的专题分析方法：1。指导的目的，子主题：a.期望，b.将导师视为监督，和c。导师的作用，包括领导力发展中的非正式指导2。导师在领导力发展中的作用。对领导者的看法，分主题：a。作为经理的领导者，b.作为榜样的领导者，和c.不同领导风格的优点。
■大多数居民（接受培训的医生）以积极的方式看待导师。然而,当导师被更多地视为主管时，指导的有用性并不清楚。然而,他们发现，非正式的指导将有助于领导技能，并将激励他们成为领导者自己。当他们将领导者视为榜样时，他们可能会受到积极影响，而不是经理。
■本研究采用了定性研究方法，并获得了费萨尔国王专科医院和研究中心（KFSH＆RC）的研究伦理委员会（REC）的伦理批准。之后，使用目的抽样招募了12名医院居民。作者进行了半结构化访谈，并进行了主题数据分析。
■出现了三个主题，后来又得到了完善，使用布劳恩和克拉克2006年的专题分析方法：1。指导的目的，子主题：a.期望，b.将导师视为监督，和c。导师的作用，包括领导力发展中的非正式指导2。导师在领导力发展中的作用。对领导者的看法，分主题：a。作为经理的领导者，b.作为榜样的领导者，和c.不同领导风格的优点。
■大多数居民（接受培训的医生）以积极的方式看待导师。然而,当导师被更多地视为主管时，指导的有用性并不清楚。然而,他们发现，非正式的指导将有助于领导技能，并将激励他们成为领导者自己。当他们将领导者视为榜样时，他们可能会受到积极影响，而不是经理。
