No abstract

Research on mentoring outcomes and characteristics of various types of mentoring programs in different settings is limited. The present study sampled 39 graduate students at a small Midwestern university to evaluate peer mentoring in a graduate school setting. Mentoring function and outcome relationships as well as program characteristics were explored. As expected, mentoring functions were highly correlated with various outcomes. Results indicated psychosocial assistance, networking help, and relational outcomes were reported most among participants. Interestingly, pair compatibility and mentor preparation were not found to be essential program characteristics. Program recommendations and future research are discussed.

Personality assessment has a long history of application in the workplace. While the field of organization development has historically focused on developmental aspects of personality tools, other disciplines such as industrial-organizational psychology have emphasized its psychometric properties. The importance of data-driven insights for talent management (e.g., the identification of high potentials, succession planning, coaching), however, is placing increasing pressure on all types of applied behavioral scientists to better understand the stability of personality tools for decision-making purposes. The current study presents research conducted with 207 senior leaders in a global consumer products organization on the use of personality assessment data over time and across two different conditions: development only and development to decision making. Results using three different tools (based on the Hogan Assessment Suite) indicate that core personality and personality derailers are generally not affected by the purpose of the assessment, though derailers do tend to moderate over time. The manifestation of values, motives, and preferences were found to change across administrations. Implications for organizational development and talent management applications are discussed.

No abstract

Although employee surveys have been around for decades with well-established frameworks and best practices, there has been a recent influx of experimentation. Given advances in technology and the need for business leaders to make rapid, evidence-based decisions, organizations are rethinking their traditional survey approach. However, very little has been published describing the prevalence of these new survey practices. The purpose of this study was to understand current and future/planned states of employee surveys within organizations from the perspective of employee survey practitioners. This chapter is based on responses from 57 large, typically multinational organizations with established employee survey programs. The results focus on how and whom organizations survey today and other program design elements including the type of surveys being administered, survey cadence, reporting options, and data privacy. The chapter concludes with program owner attitudes toward the effectiveness of various survey program elements.