September 2025 | Oceanography
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of challenges in the field, professional development, and improved
networking possibilities. They report that these benefits far out-
weigh the challenges that come with mentoring.
CULTIVATING SCIENCE IDENTITY, SELF-EFFICACY,
AND SENSE OF BELONGING
Mentorship is a relationship based on reciprocity that profoundly
impacts both the mentor and mentee. Previous literature (includ-
ing the meta-analysis done by Ghosh and Reio, 2012) has pointed
out that mentors frequently report being more satisfied with their
jobs and more committed to their organizations because of their
mentorship (Fowler et al., 2019; Kumari et al., 2022). However,
when MPOWIR surveyed senior leaders, it was unclear whether
this sense of commitment to an organization or group would trans-
late, given the non-traditional structure of the MPOWIR mentor-
ship framework. In other words, would senior leaders, mentor-
ing women+ from institutions other than their own, experience an
enhanced sense of belonging or commitment? If so, how?
One of the most frequently identified benefits of mentorship
from interviews with senior leaders was an enhanced sense of
science identity and self-efficacy (94% of respondents indicated
that they experienced gains in this area). By sharing knowledge
and expertise, mentors reinforce their own understanding of the
field and revitalize their passion for research. Moreover, witness-
ing the growth and success of their mentees significantly enhances
mentors’ self-efficacy, validating their career choices and accom-
plishments. The opportunity to inspire and guide the next gener-
ation of scientists creates a fulfilling sense of purpose and legacy.
As per self-perception theory, mentors provide “greater mentor-
ing support as a form of role-prescribed, organizational prosocial
behavior” (Chun et al., 2012). One MPOWIR mentor described
this phenomenon as creating “a safe space within a small discipline”
in which feelings of connection (to other senior leaders, mentees,
and the field itself) were strengthened because of participation.
Results of a 2023–2024 mentorship survey administered to
MPOWIR mentors (Figure 3) also revealed an increased sense
of belonging that resulted from serving as a mentor that persisted
beyond the specific mentoring activity, even given a non-traditional
mentorship structure. The large number of mentors that serve after
first connecting with MPOWIR as mentees likely enhances these
feelings of fulfillment, belonging, and connection. Additionally,
mentors feel empowered and confident. This gain is evidenced in
Figure 3 by the large percentage of mentors who indicate that their
senses of belonging and self-efficacy have been enhanced through
mentoring and expanding their professional networks. Such
leaders have greater self-awareness and more confidence to take
FIGURE 2. Anecdotal reflections from senior leaders where benefits at the
individual level radiate out, and community scale impacts reflect back to the
individual level.
FIGURE 3. Overview of the benefits of mentoring as rated by former and current MPOWIR mentors (n=43).
12%
13%
26%
42%
63%
70%
74%
33%
33%
47%
35%
28%
23%
14%
44%
43%
19%
19%
9%
5%
12%
5%
5%
5%
5%
7%
8%
5%
0%
0%
0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Research productivity
Enhanced recruitment of URMs
Persistence
Enhanced professional network
Enhanced science identity,
sense of belonging, and self-efficacy
Awareness of issues
Early Career Researchers face
Higher career satisfaction
How has mentoring others benefited you?
To a great extent
Somewhat
Neutral
Very little
Not at all
2%