Maximizing returns on mentoring: factors affecting subsequent protégé performance

Tonidandel, Scott; Avery, Derek R.; Phillips, McKensy G.

doi:10.1002/job.418

Cited by 42 publications

(33 citation statements)

References 74 publications

(101 reference statements)

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“…Tepper (1995) has suggested that there may be differential relational agendas in supervisory mentoring relationships compared to nonmentoring relationships. In addition, Tonidandel, Avery, and Phillips (2007) have found that supervisory mentors' success in terms of their performance in the organization affects their protégés' performance. If the supervisory mentor is struggling in his or her position or perhaps experiencing his or her own job burnout due to the additional demands of mentoring, he or she may not be capable of contributing much to subordinates.…”

Section: Discussionmentioning

confidence: 99%

Preventing burnout: the effects of LMX and mentoring on socialization, role stress, and burnout

Thomas

Lankau²

2009

Human Resource Management

284

167

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s (2004) review of burnout research suggested a lingering need to examine the relationship between social support and burnout. We address that need by investigating Leader-Member Exchange (LMX) and mentoring as sources of workplace social support. We used data from 422 employees in a health care setting to test three structural models investigating the direct and indirect effects of LMX, supervisory mentoring, and nonsupervisory mentoring on organizational socialization, role stress, and burnout. Results suggest that high-LMX supervisors and nonsupervisory mentors serve as resources that minimize emotional exhaustion through increased socialization and decreased role stress. This study advances the literature on burnout by clarifying the effects of different types of social support in reducing burnout.

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Section: Discussionmentioning

confidence: 99%

Preventing burnout: the effects of LMX and mentoring on socialization, role stress, and burnout

Thomas

Lankau²

2009

Human Resource Management

284

167

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“…Success is largely assumed rather than demonstrated. Huybrecht et al [23], Gopee [24], Eby et al [27], Paglis et al [29], Tonidandel, Avery and Phillips [30], and more recently Williams et al [31] and Gray and Brown [32], indicate that there is little evidence to suggest that mentoring adds value to outcomes or indeed to improving quality and safety through clinical governance. However, Snowden and Hardy [26] and Snowden [28] allude to the potential benefits of mentorship on academic performance and learning for mentees and mentors in health and social welfare, suggesting that mentorship can enhance performance.…”

Section: Characteristics Of Mentoring In Supporting the Application Omentioning

confidence: 99%

Exploring Primary Healthcare Students and Their Mentors’ Awareness of Mentorship and Clinical Governance as Part of a Local Continuing Professional Development (CPD) Program: Findings of a Quantitative Survey

McSherry

Snowden

2019

Healthcare

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: Introduction: Research by Snowden [1] and Elwood et al. [2] exploring the benefits of mentoring and the place of clinical governance in enhancing care delivery illustrated an unexplored synonymous relationship between mentors and mentees (students at undergraduate and postgraduate levels) and its potential impact on patient safety and quality of care. The significance of the research was in recognizing the importance the role of the mentor can play in raising awareness of patient safety and clinical governance principles and processes in the primary healthcare setting. Aims: Building on Elwood et al.’s [2] preliminary research, this research aimed to explore primary healthcare workers and their mentor’s awareness of mentorship and clinical governance as part of a local Continuing Professional Development (CPD) program. Furthermore, it aimed to establish any relationship between the mentors, the mentee, and their awareness and application of clinical governance in the primary healthcare setting. Methodology: A quantitative research design using a survey was adopted. Data Collection Instrument: The researchers integrated previously validated questionnaires incorporating Darling’s [3] Measuring Mentor Potential Scale, Darwin’s [4] Dimensions of Mentoring, and the Clinical Governance Awareness Questionnaire developed by McSherry and Pearce [5] into a new questionnaire. This was called “Mentorship and Clinical Governance Awareness”. Sample: Convenience sample surveys were posted to complete and return to 480 primary healthcare workers undertaking post graduate study. Findings: A total of 112 completed questionnaires were included for the analysis amounting to a 23% response rate. A principle component factor analysis combining part 1—Darling’s [3] characteristics of an effective mentor and part 2—Darwin’s [4] personality characteristics of an effective mentor identified four primary characteristics. These are: (1) “A Facilitatory Adviser”, (2) “Critically Enabling Facilitator”, (3) “A Change Facilitator”, and (4) “An Approachable Facilitator”. These newly identified characterizations according to the primary healthcare workers significantly impacted on their awareness and application of clinical governance in primary healthcare practice. Implications for primary healthcare practice and education: The newly devised questionnaire can be used to gauge the effectiveness of mentors and mentoring and how the characteristics of the role can impact on mentee’s awareness and application of clinical governance. Healthcare manager’s, leaders, and educators should focus their attention on how these newly established characteristics of the mentor can influence clinical governance awareness and application in healthcare the future.

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“…Mentoring, or the provision of developmental support and guidance, to assistant coaches is an important component of being a head coach (Bloom et al 1998). Research indicates it can elevate salaries, increase promotions, and improve performance for protégés Tonidandel et al 2007;Underhill 2006). Diversified dyads (e.g., male mentor-female protégé), however, often function less effectively than those containing demographically similar pairs (Ragins 1997).…”

Section: Introductionmentioning

confidence: 97%

Similarity on Sports Sidelines: How Mentor–Protégé Sex Similarity Affects Mentoring

2007

Self Cite

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This study examined the effects of mentorprotégé similarity (sex and attitudinal) and relationship duration on the quantity of mentoring (psychosocial and career) received. Survey data collected from 97 National Collegiate Athletic Association Division I women's basketball head coaches in the USA indicated both types of similarity were associated with the receipt of more psychosocial and career mentoring as assistant coaches. Those who had White male mentors also reported receiving more career mentoring than those with sex dissimilar mentors. Finally, the effects of sex similarity were significantly weaker in longer than in shorter mentoring relationships.

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Maximizing returns on mentoring: factors affecting subsequent protégé performance

Cited by 42 publications

References 74 publications

Preventing burnout: the effects of LMX and mentoring on socialization, role stress, and burnout

Preventing burnout: the effects of LMX and mentoring on socialization, role stress, and burnout

Exploring Primary Healthcare Students and Their Mentors’ Awareness of Mentorship and Clinical Governance as Part of a Local Continuing Professional Development (CPD) Program: Findings of a Quantitative Survey

Similarity on Sports Sidelines: How Mentor–Protégé Sex Similarity Affects Mentoring

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