Correlates and Consequences of Protege Mentoring in a Large Hospital

Abstract

Using a statistical model, this study examined the correlates and outcomes of mentoring among a sample of 635 technically skilled, professional, and managerial hospital employees (men and women). Whereas individual as well as group and organizational characteristics influenced mentoring, group and orgnizational variables accounted for more variance in mentoring than did the individual variables. Mentoring increased with the protege's organizatoal rank, with leader approachability, and with group effectiveness; it decreased as the protégé's tenure in the organization increased. Men reported more mentoring than women, and non-White minority individuals reported higher levels of mentoring than did White individuals. Mentoring was also associated with increased job satisfaction and decreased work alienation.

“The Only Person Who Cares”: Misperceptions of Mentoring Among Faculty and Students in IT Programs

“…In a study of career-related mentoring among professional and managerial hospital employees, Koberg et al (1994) found that men were more likely to experience more frequent mentoring than women. In another study by some of the same authors, however, no gender differences were reported related to psychosocial mentoring, however (Koberg et al,1998).…”

n-Culturals, the next cross-cultural challenge

“…Mentoring has many benefits, such as reducing cognitive stresses and emotional exhaustion (Thomas and Lankau, 2009), which results in greater productivity (Scandura, 1992), higher job satisfaction (Hunt and Michael, 1983;Kram, 1985), greater career satisfaction (Fagenson, 1989;Koberg et al, 1994), development of technical, interpersonal n-Culturals, the Next Cross-Cultural Challenge 6 and political skills (Hunt and Michael, 1983;Kram, 1983Kram, , 1985, lower turnover intentions (Scandura and Viator, 1994), and higher retention rates. Importantly, all of the above benefits can positively impact an organization's level of profitability (Nahorney, 1994).…”

Mentoring African American Expatriates: Providing The Bridge To Success Abroad

“…While contemporary views of mentoring draw attention to peer and reverse mentoring, a common component of each of these variations is the development relationship that is embedded in a career context (Ragins and Kram, 2007). Research indicates the positive impact of mentor support on a wide range of organizational outcomes including promotions (Dreher and Ash, 1990;Whitely, W and Coetsier, 1993), compensation (Whitely, Dougherty and Dreher, 1991;Dreher and Cox, 1996; Chao, 1997; Dreher and Cargio, 1998); and career and job satisfaction (Fagenson, 1989; Bahniuk, Dobos and Hill, 1990; Koberg, Boss, Chappell and Ringer, 1994). A vital factor in achieving these outcomes is communication between the mentor and protégé.…”