The benefits of mentorship to individuals in post-secondary relate to wellbeing, satisfaction, and perceived success which translates to organizational commitment. Mentorship improves skills in academic roles and leadership, yet a disconnect remains on what mentees and mentors expect and what institutions provide. Supports are required for mentorship to be effective in empowering employees and creating a culture that espouses competence and autonomy through collaboration and creativity. The aim of this research was to replicate and advance an earlier study assessing nursing and health sciences in a polytechnic to describe the perceived mentorship culture for faculty, professional services, and leadership, across a provincial organization. This was accomplished through a sequential descriptive mixed methods study assessing the building blocks and hallmarks of a Mentorship Culture Audit. This paper reports on both the comparative assessment from 2013 and this new quantitative survey, along with a qualitative component enhancing the understanding of the mentorship culture within a polytechnic providing a variety of programming for vocational students. The audit revealed the employee perception of a mentorship culture to a mean of 4.52 on a seven-point Likert scale and noted areas of strength or infrastructure to be developed. Qualitative data portrayed further understanding where hallmarks of mentorship promoted or were lacking for informal or formal structures. Organizations benefit from mentorship. Tailoring mentorship to a framework ensures mentorship is anchored for success. This study is unique in its replication, the mixed methods approach, and its originality as an organizational level mentorship assessment.

辅导对高等教育中的个人的好处与福祉、满意度和感知成功有关，这些都转化为组织承诺。导师制提高了学术角色和领导力的技能，但受训者和导师的期望与机构提供的内容仍然存在脱节。导师制需要支持，才能有效地赋予员工权力，并通过协作和创造力创造一种提倡能力和自主的文化。本研究的目的是复制和推进一项早期研究，该研究评估了理工学院的护理和健康科学，以描述整个省级组织中对教师、专业服务和领导力的指导文化。这是通过一项连续的描述性混合方法研究来完成的，该研究评估了导师制文化审计的组成部分和特征。本文报告了 2013 年的比较评估和这项新的定量调查，以及定性部分，以加强对理工学院内为职业学生提供各种课程的导师文化的理解。审计显示，按照李克特七点量表，员工对导师文化的看法平均值为 4.52，并指出了有待开发的优势领域或基础设施。定性数据描绘了进一步了解非正式或正式结构中导师制的特征促进或缺乏的地方。组织从指导中受益。根据框架定制指导可确保指导为成功奠定基础。这项研究的独特之处在于其重复性、混合方法以及作为组织层面指导评估的独创性。