Boundaryless Mentoring: An Exploratory Study of the Functions Provided by Internal Versus External Organizational Mentors1 (original) (raw)
Related papers
Mentoring process: an assessment of career, psychosocial functions and mentor role model
Proceedings of the 5th Brazilian Technology Symposium, 2021
This work has focused on studying the relationships between mentor and mentee, as well as exploring the mentoring process as a current organizational demand and the perspectives of these actors regarding mentoring functions. So, a unique case study was developed, using as a model a large multinational company in the housewares sector that has an official mentoring program for young talent. Two research instruments were applied, which addressed the expectations of the mentees and the assumptions of the mentors regarding career functions, psychosocial functions, mentor role models and confidence present in the relationship, and then a statistic treatment was performed using the SPSS software. It was observed that although the expectations of program mentors and mentees are not entirely compatible, no program dysfunction was observed. There are no different expectations clearly evidenced among peers, but differentiation in levels. It is suggested a new look at how to accompany and train the participants in the mentoring process, or even to define the pairs in order to avoid possible disagreements that may cause frustrations. Keywords: mentoring process; mentor; mentee; career.
Journal of Business Research, 2021
A significant number of research projects have reconfirmed that mentoring is one of the key tools for developing human capital. The aim of the study is to examine the mentoring process in companies in Poland in terms of the benefits obtained by its employees. The following research questions were asked: What kind of mentoring effects in the field of personal and professional development are obtained by mentored employees? (RQ1); Does participation in the mentoring process increase the mentees' probability of achieving promotion in the organisational hierarchy more efficiently and/or salary increases compared to those employees who have never participated in mentoring? (RQ2) The research was conducted in a group of 392 individuals. A wide array of mixed methodological tools was applied parallelly in order to increase the accuracy of the research, including the longitudinal study, the expected versus the actual perspective comparison and the mentored versus non-mentored individuals' perspective comparison.
Career benefits associated with mentoring for mentors: A meta-analysis
Journal of Vocational Behavior, 2013
Mentoring has been studied extensively as it is linked to protégé career development and growth. Recent mentoring research is beginning to acknowledge however that mentors also can accrue substantial benefits from mentoring. A meta-analysis was conducted where the provision of career, psychosocial and role modeling mentoring support were associated with five types of subjective career outcomes for mentors: job satisfaction, organizational commitment, turnover intent, job performance, and career success. The findings indicated that mentors versus non-mentors were more satisfied with their jobs and committed to the organization. Providing career mentoring was most associated with career success, psychosocial mentoring with organizational commitment, and role modeling mentoring with job performance. Turnover intent was not linked significantly with any of the subjective career outcome variables. The findings support mentoring theory in that mentoring is reciprocal and collaborative and not simply beneficial for protégés. Longitudinal research is needed however to determine the degree to which providing mentoring impacts a mentor's career over time. By alerting prospective mentors to the possible personal benefits of providing career, psychosocial, and role modeling mentoring support for protégés, HRD professionals can improve recruitment efforts for mentoring programs.
An Analysis of Mentoring’s Effect on Career Development
2018
The past decade has seen a renewed importance in the impact of mentoring on employee’s career development. The scope and analysis of this paper is to investigate through a case study the effect of mentor’s methods, role, features and functions that contribute to employees’ career development with non-dependent work relation. The research part of this paper includes a special questionnaire which is based on CAS model. Obtaining data were derived from questionnaires and administered online to 164 employees in the company. For the purpose of the study, descriptive data analysis and One-way ANOVA command were applied to extract useful information and test the hypotheses using the SPSS software. The empirical examination revealed the perceived usefulness of mentoring on employee’s career development. According with descriptive analysis, the company proves that uses a very remarkable system of mentoring and there is a relationship between mentoring and employees’ career development. Throu...
Journal of Applied Psychology, 1999
The authors examined the effects of the type of mentoring relationship and the gender composition of the relationship on mentoring functions and career outcomes reported by 352 female and 257 male proteges. Proteges of informal mentors viewed their mentors as more effective and received greater compensation than proteges of formal mentors. Proteges with informal mentors also received more career outcomes than nonmentored individuals, but no significant differences were found between nonmentored and formally mentored individuals. The gender composition of the relationship affected mentoring functions and outcomes, and protege gender interacted with the type of relationship to affect mentoring functions. Mentoring relationships are a critical career resource for employees in organizations. Mentors are individuals with advanced experience and knowledge who are committed to providing upward support and mobility to their protege's careers (Hunt & Michael, 1983; Kram, 1985a). Mentors help their proteges by providing two general types of behaviors or functions: career development functions, which facilitate the protege's advancement in the organization, and psychosocial functions, which contribute to the protege's personal growth and professional development (Kram, 1985a). The presence of a mentor is associated with an array of positive career outcomes: Proteges receive more promo
Academy of Management Journal, 2000
Employing a national sample of 1,162 employees, we examined the relationship between joh and career attitudes and the presence of a mentor, the mentor's type (formal or informal), the quality ofthe mentoring relationship, and the perceived effectiveness and design of a formal mentoring program. Satisfaction with a mentoring relationship had a stronger impact on attitudes than the presence of a mentor, whether the relationship was formal or informal, or the design of a formal mentoring program.
Vocational and psychosocial mentoring functions: Identifying mentors who serve both
Human Resource Development Quarterly, 1998
Results of this study help identify those who serve both vocational and psychosocial mentoringfunctions. Mentoring research has suggested that proteges are drawn to competent mentors (Olian, Carroll, Giannantonio, and Feren, 1988) but has not empirically examined which mentors serve both vocational (career-related) and psychosocial (personal development) functions. Serving in both capacities indicates the most intense mentoring (Kram, 1983). In this study, older mentors who have greater organization-based self esteem (OBSE), who perceive the protege as competent, and who are influenced by their proteges reported serving more vocational and psychosocial mentoringfunctions. Proteges indicated that the matter of who initiates the relationship determines whether vocational and psychosocial functions are both served.
Perceptions of Mentoring Relationships
The influence of mentor-protégé relationship structure and experience factors on perceptions of mentoring were examined for a sample of mentors and also for a sample of protégés from the same work environment. Experience with mentor-protégé relationships (number of mentors/protégés and relationship length) and the relationship structure (formally arranged vs informally developed and subordinate vs non-subordinate protégé) significantly affected reports of the amount of psychosocial support, career guidance, role modeling, and communication that occurred in the mentoring relationships in which the protégés and mentors engaged. 1997 Academic Press Much research has investigated the outcomes of mentor-protégé relationships. Mentoring has generally been shown to have a positive effect on proté-gés' performance and overall success in organizational settings.
Human Resource Management
This study explores how supervisor career mentoring contributes to contemporary organizational career development, which strives to foster employees' promotability while strengthening their intention to stay. Specifically, we focus on the implications of career mentoring in team contexts. Applying a multilevel framework, we distinguish between individual-level differentiated mentoring (i.e., an employee's mentoring perceptions as compared to those of other team members) and group-level career mentoring climate (i.e., the average perception across all group members). In a workplace setting, we collected data from vocational job starters (N ranged from 230 to 290) and their company supervisors (N ranged from 56 to 68). We find that career mentoring climate positively relates to promotability, more so than differentiated career mentoring. Both career mentoring climate and differentiated career mentoring are positively related to the intention to stay. At the individual level, this relationship is mediated by job satisfaction. We discuss theoretical and practical implications of differentiated and grouplevel mentoring.
Mentoring Relationships, Gender and Work-Family Conflict: The Case of IT Careers
AMCIS Proceedings of the Americas Conference on Information Systems At: Long Beach, California, USA, 2000
Mentoring has long been considered important in career advancement in many fields. It is important to pay attention to issues related to mentoring because it appears to be related to a number of organizational and individuallevel outcomes. In this paper, we examine certain factors that may lead to a more effective mentoring relationship, thereby increasing the likelihood that the relationship will be lasting and beneficial for the individual and organization. Specifically, we suggest similarities based on gender and work-family conflict will be related to effectiveness of mentoring relationships. Propositions are presented with respect to these relationships. Although we do not directly link mentoring with retention, the outcomes discussed above will likely result in reduced turnover in IT-related jobs. These outcomes are likely to be negatively associated with women's likelihood of remaining in IT fields and their performance and advancement in the IT field.