Contextualizing Mentoring in the Asian Context

Kumar, Payal; Budhwar, Pawan

doi:10.1108/978-1-78973-691-520201002

Cited by 4 publications

(3 citation statements)

References 67 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Other researchers have noted the importance of the context in which the mentoring unfolds (e.g. Karcher and Nakkula, 2010; Kumar and Budhwar, 2020; Lakind et al. , 2015), but few have elaborated on what constitutes context and how context matters.…”

Section: Discussionmentioning

confidence: 99%

“…Explaining variability in mentor role enactment Other researchers have noted the importance of the context in which the mentoring unfolds (e.g. Karcher and Nakkula, 2010;Kumar and Budhwar, 2020;Lakind et al, 2015), but few have elaborated on what constitutes context and how context matters. We define context in part based on the cues in the external environment that stood out to the mentors (Weick, 1995).…”

Section: Mentor Rolesmentioning

confidence: 99%

See 1 more Smart Citation

Mentoring roles in an afterschool STEM mentoring program: an investigation of why mentors enact different roles

Rangel

Henderson²,

Doan³

et al. 2022

IJMCE

View full text Add to dashboard Cite

PurposeThe purposes of this study were to describe the roles mentors enacted as part of an afterschool science, technology, engineering and mathematics (STEM) program and how those roles varied across three sites and to explain those differences.Design/methodology/approachThe authors used a comparative case study design and collected data primarily from interviews with program mentors and observations of the sessions.FindingsThe authors found that the mentors played four roles, depending on the school site: teachers, friends, support and role models. Mentors interpreted cues from the environment in light of their own identities, which ultimately led them to construct a plausible understanding of their roles as mentors.Research limitations/implicationsThe authors identify four mentoring roles that are somewhat consistent with prior research and demonstrate that the roles mentors enact can vary systematically across sites, and these variations can be explained by sensemaking. This study also contributes to research on mentoring roles by elaborating each identified role and offering a framework to explain variability in mentor role enactment.Practical implicationsThe authors recommend that mentoring program directors discuss the roles that mentors may enact with mentors as part of their training and that they engage mentors in identity work and also recommend that program managers create unstructured time for mentors to socialize outside STEM activities with their mentees.Originality/valueThis study contributes to mentoring research by using sensemaking theory to highlight how and why mentoring roles differ across school sites.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Mentor Rolesmentioning

confidence: 99%

Mentoring roles in an afterschool STEM mentoring program: an investigation of why mentors enact different roles

Rangel

Henderson²,

Doan³

et al. 2022

IJMCE

View full text Add to dashboard Cite

show abstract

“…Even though research on DWB has widened because of its direct relationship with employee performance and organisation performance (Jacobs et al , 2014), theoretical development in this phenomenon is impeded partly because of inconsistency in its conceptualisation. Several interrelated terminologies have been used to refer to the said phenomenon, for example antisocial behaviour (Giacalone and Greenberg, 1997), delinquency (Hogan and Hogan, 1989), employee theft (Greenberg, 1990; Hollinger and Clark, 1982), workplace sabotage (Analoui, 1995), organisational revenge (Bies et al , 1997), workplace incivility (Jin et al , 2020), workplace aggression (Baron and Neuman, 1996), worker resistance (Thompson and Ackroyd, 1995), cyberloafing (Lim, 2002), cyber deviancy (Weatherbee, 2010), workplace mobbing and bad behaviour in organisations (Griffin and Lopez, 2005), organisational misbehaviour (Vardi and Wiener, 1996), negative mentoring (Kumar and Budhwar, 2020; Robinson and Bennett, 1995) and counterproductive behaviour (Specter and Fox, 2005). Irrespective of the different terminologies used and different conceptualisations proposed, deviant workplace behaviour and its variant forms are simply referred to as the negative behaviours employees engage in (Nair and Bhatnagar, 2011), which needs to be managed effectively not to hurt organisational effectiveness and efficiency of those who are at the receiving end of the DWB.…”

Section: Deviant Workplace Behaviourmentioning

confidence: 99%

Exploring the dark-side of E-HRM: a study of social networking sites and deviant workplace behavior

Nayak

Budhwar

Pereira

et al. 2021

IJM

Self Cite

View full text Add to dashboard Cite

PurposeRapid technological advancements and the ever-increasing demand for Internet and social networking sites worldwide have increased the opportunity for extensive use and misuse of these platforms. Research and practice have typically focused on the brighter side of social networking sites due to the adoption of EHRM (Electronic Human Resource Management). However, less is known about the dark side of EHRM, especially the drawbacks associated with the use of social networking (SNs) platforms in organisations. In addition, most of such studies have primarily involved the western country context, and in an emerging country scenario, these kinds of studies are limited. Hence, the study aims to investigate the complexities of the use of SNs as an e-HRM strategy in organisations in an emerging country context.Design/methodology/approachDrawing on 26 in-depth interviews of HR practitioners and analysing their narratives surrounding employees' use of social networking (both enterprise social networks [ESNs] and social networking sites [SNSs]), this study illuminates the dark or the adverse side of EHRM. Specifically, it focuses on the link between employees' deviant workplace behaviour and their usage of social networking (SN) platforms in organisations (i.e. SNs at workplaces influencing employee's unethical behaviour at work).FindingsThe empirical findings reveal the subtle intentional and unintentional indulgence of employees via SNs in various types of deviant behaviours such as sharing confidential information, bullying, harassment, breaching colleagues' privacy, etc., at the workplace in the emerging market context of India. Utilising the social networking perspective and the 4Ps of deviant theory, this article describes deviance behaviours in detail and explains the inadvertent complexities of leveraging SNs as an EHRM tool at the workplace. These insights then provide a starting point for discussing the theoretical and managerial implications of the research findings.Research limitations/implicationsDerived from the current research, this model offers an integrative frame-work for understanding DWBs in SNs platforms in general. This also shows that use of SNs at workplace often leads the employee engaging in non-productive activity. Hence future studies can explore the application of this framework in organizations in detail, thus further highlighting the usefulness of EHRM to understand the employee behaviours at the workplace by the organisations.Practical implicationsThe research offers several managerial implications concerning the use of SNs as EHRM strategy at the workplace, which is perceived as a global challenge nowadays. Primarily it offers suggestions for the social media professionals and HR practitioners regarding the use of SNs in organisations.Originality/valueThe study's findings highlight the complex process that explains how SNs as an EHRM strategy affect employee deviance behaviours in the workplace. Till date, no known study has considered the possible effect of SNs on deviance behavior at the workplace in an emerging country context.

show abstract

Assessment of Nurses’ Workplace Silence Behavior Motives: A Cross-Sectional Study

Alhojairi,

Elseesy,

Mahran

2024

International Journal of Nursing Sciences

View full text Add to dashboard Cite

Contextualizing Mentoring in the Asian Context

Cited by 4 publications

References 67 publications

Mentoring roles in an afterschool STEM mentoring program: an investigation of why mentors enact different roles

Mentoring roles in an afterschool STEM mentoring program: an investigation of why mentors enact different roles

Exploring the dark-side of E-HRM: a study of social networking sites and deviant workplace behavior

Assessment of Nurses’ Workplace Silence Behavior Motives: A Cross-Sectional Study

Contact Info

Product

Resources

About