Can Protégés be Successfully Socialized Without Socialized Mentors? (original) (raw)
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Psycho-social Predictors of Satisfaction with Formal Mentoring Relationship in the Banking Sector
IBADAN JOURNAL OF THE SOCIAL SCIENCES
Satisfaction with mentoring is a crucial/actor for the success of formal mentoring programmes, which has become popular tools for supporting new employees in the Nigerian banking sector. Yet, little is known about the protege’s satisfaction with mentoring in the sector. This paper ascertains the level of protege satisfaction with formal menta ring in a banking organization, and examines its psycho-social (career stage, type of duty, gender, age, tenure in current organization and education) predictors. Data were collected from 182 proteges of formal mentoring relationships in the banking sector, using a questionnaire. Results indicate that proteges who reported a below average level of satisfaction were significantly greater (73.6%) than those who expressed an above average level of satisfaction (26.4%)(r= 40.63; p < .(01). Hierarchical regression analysis which controlled for the effects of mentor’s gender reveals that psycho-social variables jointly predicted satisfaction with ...
Facilitating Protégé Career Development through Skills of Mentors
The success of protégé contribution in any organisation today depends more on the type of relationship that an orgnisation establishes with the support of mentors. Research shows that individuals who are mentored have an increased likelihood of career success as a result of the targeted developmental support they receive. Mentors serve as trusted and significant advisors, providing a sounding board for day-today issues encountered on the job and alternative perspectives on issues in terms of both problem identification and problem solving. Mentoring can take on different forms. There are many ways through which mentors can improve the effectiveness of mentoring process. Qualities of mentors, Roles of mentors and Mentoring methods which already have contributed for protégé career development. In this paper author is making an effort to assist human resource department on how in near future protégé career development can be spoken through the new skills of the Mentors. By practicing new skills mentors in organizations can facilitate healthy relationship between the levels of management and in turn try to achieve individual goals and organisational goals. In this piece instigator has made an exertion to bring out new skills effective mentors should contemplate upon to facilitate protégé career development.
Journal of Organizational Behavior, 2014
We surveyed full-time employees of ongoing mentoring relationships to investigate relationships among mentors' perceived organizational support (POS), the extent of mentoring functions protégés received, and protégés' POS. Moreover, we examined the moderating role of mentors' altruistic personality in the relationship between mentors' POS and mentoring functions received. Results showed that mentors' POS was positively related to the extent of mentoring protégés reported receiving, which was then related positively to protégés' POS. Furthermore, the extent of mentoring received partially mediated the relationship between mentors' POS and protégés' POS. We also found that mentors' altruistic personality moderated the positive relationship between mentors' POS and the extent of mentoring received such that this relationship was stronger for low altruistic mentors. Theoretical and practical implications of the findings are discussed.
Complementary Mentor Motivations and Protege Characteristics: Determinants of Mentoring
PsycEXTRA Dataset, 2000
We investigated supervisors' mentoring motivations as a moderator of the relationship between protégé characteristics and mentoring experiences. Participants were employees of a marketing communications company. Results indicated that protégé advancement potential was more positively associated with psychosocial support from supervisors who were strongly motivated to mentor for intrinsic satisfaction. Potential for advancement was less positively associated with career support provided by supervisors who were motivated to mentor for the benefit of others. Protégé ingratiation was associated with greater psychosocial support from supervisors strongly motivated to mentor for their own self-enhancement but negatively related for those not strongly motivated by self-enhancement.
Journal of Applied Social Psychology, 2005
The changing nature of careers suggests that mentors and protigis may work in different employment settings. Little research has examined whether mentoring relationships that are interorganizational are as enriched, in terms of mentoring functions provided and received, as those that are intmorganizational. The present study examines the effect of the mentor's employment setting on both protip6 and mentor reports of career support, psychosocial support, and role modeling received or provided. Data were collected via questionnaire from mentors and protkg6s in 2 computer technology firms. Results from a MANCOVA controlling for protig6 gender and duration of relationship indicate that pro-GgCs whose mentors work in the Same employment setting as themselves reported more career and psychosocial support than did protiges whose mentors work in a different setting. Results are discussed in view of current career structures.
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.
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.
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
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.