Mentor–protege diversity and its impact on international internship experiences

Abstract

SummaryThis research examines demographic diversity between mentors and proteges on international internships. Using a sample of 138 interns on six-month overseas assignments, the results indicate that interns who are dierent in nationality and gender from their mentors are much less likely to receive task-related, social-related, and career-related support from them. Moreover, this de®cit in mentoring is associated with poorer socialization to internship assignments, lower levels of learning about international business, lower likelihoods of receiving and accepting job oers from internship employers, and lower perceived career instrumentality of the internships. The implications of the results for future research on mentor±protege diversity and the design of international internships are discussed as well.

Mentoring others: A dispositional and motivational approach

“…Most of the research examining correlates of mentoring provided has focused on demographic variables such as mentor and prot e eg e e gender (see for a review), mentor and prot e eg e e race (Feldman, Folks, & Turnley, 1999;Thomas, 1990Thomas, , 1993, prot e eg e e personality characteristics (Aryee, Lo, & Kang, 1999;Scandura & Ragins, 1993;Turban & Dougherty, 1994) or on characteristics such as type of mentorship (i.e., formal versus informal) and relationship duration (Burke, McKeen, & McKenna, 1993;Fagenson-Eland, Marks, & Amendola, 1997;Noe, 1988;Ragins & Cotton, 1999). Research has yet to examine how mentor dispositional tendencies relate to mentoring provided.…”

Effort and Reward Effects: Appreciation and Self-Rated Performance in e-Internships

“…We asked our participants four questions that tried to capture appreciation of e-interns and value of the internship to participants. We used three items from the career instrumentality scale by Feldman et al (1999). An example item is: "My work was strongly appreciated by my supervisor".…”

Does Networking with Colleagues Matter in Enhancing Job Performance?

“…A common view held in this literature is that cross-gender mentoring is less likely to develop to its full potential because of the fear of sexual intimacy and of damaging rumors (Feldman, 1999). This inability to develop a deeper relationship makes it more difficult for the mentor to share career-enhancing advice and information with the subordinate.…”