Mentoring has had a recent resurgence as the key to achieving both individual and organizational goals, especially as workforce diversification efforts have led to the hiring of new talent. Few studies have evaluated mentoring within an organization or examined changes in mentoring practices over time. We describe the role and status of mentoring for current fish biologists in the USDA Forest Service, including correlations between participation in mentoring and gender, race/ethnicity, career level, time in career, and job satisfaction based on a survey of agency employees (n = 136). Mentoring relates to a more than two‐fold increase in job satisfaction. Neither gender, race/ethnicity, career length, nor position are reliable predictors of whether someone has a mentor, evidence that participation in mentoring is consistent across the workforce and, at least superficially, it is equitable. Respondents sought guidance from mentors regarding technical skills, program management, communication, and leadership. Fish biologists of color were more likely than others to look for mentoring to build self‐confidence, address conflicts, and inform professional values and ethics. More early‐career fish biologist respondents identify as women in 2019 compared to a 1984 assessment. Overall, our results suggest that mentoring plays an important and positive role in career development and job satisfaction for fish biologists in the USDA Forest Service.

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指导与鱼类生物学家的工作满意度有关：USDA森林服务的纵向研究

指导最近成为了实现个人和组织目标的关键，特别是由于劳动力多样化努力导致了新人才的聘用。很少有研究评估组织内的指导或检查指导实践随时间的变化。我们根据对机构员工的调查（n），介绍了USDA森林服务局现任鱼类生物学家的指导作用和地位，包括参与指导和性别，种族/民族，职业水平，职业时间和工作满意度之间的相关性。 = 136）。指导与工作满意度提高两倍以上有关。性别，种族/民族，职业生涯长短和职位都不能可靠地预测某人是否有导师，也不能证明整个行业中参与导师的行为是一致的，至少从表面上看是公平的。受访者寻求有关技术技能，计划管理，沟通和领导力的指导者指导。有色鱼类生物学家比其他人更有可能寻求指导，以建立自信，解决冲突并传授专业价值观和道德准则。与1984年的评估相比，更多的从事鱼类职业生涯的早期生物学家受访者认为2019年是女性。总体，