Marginal Mentoring: The Effects Of Type Of Mentor, Quality Of Relationship, And Program Design On Work And Career Attitudes

Ragins, Belle Rose; Cotton, John L.; Miller, Joel

doi:10.5465/1556344

Cited by 338 publications

(509 citation statements)

References 26 publications

(23 reference statements)

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“…Our question regarding mentoring is similar to questions used in previous research to determine whether or not employees had mentoring relationships (e.g. Allen and Poteet, 1999;Ragins et al, 2000). Overall, 110 of the 220 respondents (50%) reported that they had a mentor.…”

Section: Methodsmentioning

confidence: 99%

“…More information about the nature of mentoring relationships would also be useful. For instance, the quality of the mentoring relationship from the perspective of the protégé (Ragins et al, 2000) may play an important role in buffering the effects of broken promises. While we would expect that high-quality mentoring relationships would reduce the negative fallout from PCB, low-quality or dysfunctional mentoring relationships may actually create scenarios where employees respond to PCB in a more negative manner.…”

Section: Future Research Directionsmentioning

confidence: 99%

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Mentors, supervisors and role models: do they reduce the effects of psychological contract breach?

Zagenczyk¹,

Gibney²,

Kiewitz³

et al. 2009

Human Res Mgmt Journal

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Psychological contract breach has become a significant problem for many organisations in today's business environment because it fosters a belief within employees that the organisation does not support them. Accordingly, we examine whether organisations can diminish the negative impact of psychological contract breach on perceived organisational support (POS) by providing employees with mentors, supportive supervisors and role models. In Study 1, we found that mentor relationships moderated the relationship between psychological contract breach and POS six months later. In Study 2, we showed that mentor relationships and supervisor support reduced the negative impact of contract breach on POS. Contrary to expectations, employees who maintained relationships with role models reported lower levels of POS in response to psychological contract breach than those employees who reported that they did not have role models in their organisations. Implications for research and practice are discussed.

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Section: Methodsmentioning

confidence: 99%

Section: Future Research Directionsmentioning

confidence: 99%

Mentors, supervisors and role models: do they reduce the effects of psychological contract breach?

Zagenczyk¹,

Gibney²,

Kiewitz³

et al. 2009

Human Res Mgmt Journal

View full text Add to dashboard Cite

show abstract

“…Mentorship in engineering has not been well researched, with even less work done on the mentorship patterns of women engineers. However, the broader literature supports the notion that men tend to benefit more from establishing mentoring relations from both the career-related support and psychosocial standpoints than women (Ragins and Cotton, 1999;Ragins, Cotton, and Miller, 2000). Not surprisingly, in a male-dominated profession such as engineering, women's access to mentors, not to mention the positive impact that they may gain from them is expected to be limited.…”

Section: A Undergraduate Work Experience Mentorship and The Role Omentioning

confidence: 99%

Career and Mentor Satisfaction among Canadian Engineers: Are there Differences based on Gender and Company‐Specific Undergraduate Work Experiences?

Ingram

Bruning

Mikawoz

2009

J of Engineering Edu

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In 2005, an in-depth study was undertaken to collect quantitative and qualitative data on the career attitudes of Canadian engineers in the province of Manitoba. This paper examines the quantitative data on the relationships between prior undergraduate work experiences with their current employers and male and female respondents' career and mentor satisfaction. The results suggest that undergraduate work experience programs may play a role in enhancing engineers' perceptions of their recognized authority/ expertise within their field. Results also show that prior work experience with current employers is related to satisfaction with mentors. Furthermore, a significant interaction effect was found for both prior work experience and gender as they relate to mentor satisfaction. Female engineers with prior work experience were the most satisfied with their mentors, while those without prior work experience were the least satisfied. Findings point to the value of company-specific undergraduate work experience as a socialization tool and the role it plays in nurturing long-term career development, particularly for young women engineers.

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“…Mentoring relationship has attracted significant attention from scholars for over three decades (Chao 1997;Kram 1983Kram , 1985Ragins and Cotton 1999;Ragins, Cotton, and Miller 2000;Ragins and Kram 2007;Waters 2004), particularly of those in established organizations. Although many different definitions of mentors exist in the literature, it is generally accepted that mentors in the existing organizations are senior employees who provide career guidance and personal advice to new employees (Haggard et al 2011).…”

Section: Mentorship Support: Importance Of Observing and Emulating Mementioning

confidence: 99%

From Student to Entrepreneur: How Mentorships and Affect Influence Student Venture Launch

Ahsan

Zheng

DeNoble

et al. 2017

Journal of Small Business Management

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Student entrepreneurs face a variety of challenges in building their ventures. In this process, the student founders experience profound changes to their identities as they transition from traditional students to student entrepreneurs. Drawing on the social cognitive theory of self-regulation and utilizing a partially grounded theory approach we develop a two-stage process model to elucidate how mentor relationship and student founders affective state impacts entrepreneurial identity and venture progress. Our findings indicate that effective mentoring and positive founder's affect enables students to transition to entrepreneurs. This allows them to assemble resources and take necessary action to move their venture forward. We develop propositions to guide future empirical research in this area.

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Marginal Mentoring: The Effects Of Type Of Mentor, Quality Of Relationship, And Program Design On Work And Career Attitudes

Cited by 338 publications

References 26 publications

Mentors, supervisors and role models: do they reduce the effects of psychological contract breach?

Mentors, supervisors and role models: do they reduce the effects of psychological contract breach?

Career and Mentor Satisfaction among Canadian Engineers: Are there Differences based on Gender and Company‐Specific Undergraduate Work Experiences?

From Student to Entrepreneur: How Mentorships and Affect Influence Student Venture Launch

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