Mentoring and learning: the case of CPA firms

Kleinman, Gary; Siegel, Philip H.; Eckstein, Claire

doi:10.1108/01437730110380192

Cited by 28 publications

(18 citation statements)

References 25 publications

(27 reference statements)

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“…For instance, subordinates' intentions to emulate the behavior of a supervisor are largely a function of their supervisor's performance (Javidan et al, 1995). Moreover, Kleinman, Siegel, and Eckstein (2001) found greater skill development among accounting protégés of successful mentors, which was replicated subsequently among a more professionally heterogeneous sample (Lankau & Scandura, 2002).…”

Section: The Role Of Mentor Successmentioning

confidence: 94%

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Maximizing returns on mentoring: factors affecting subsequent protégé performance

2006

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SummaryThis study examined the effects of mentor success, relationship duration, and the amount of mentoring received on protégés' performance after the supervisory mentoring relationship had ended. Data collected from former protégés paired with objective measures of performance indicated that a mentor's success moderated the impact of mentoring functions received on subsequent protégé success. Additionally, the strength of these relationships depended on the length of the mentoring relationship. The present study suggests more emphasis should be placed on the capabilities of the mentor.

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Section: The Role Of Mentor Successmentioning

confidence: 94%

“…In the mentoring literature, a number of studies have linked mentoring and learning (e.g., Eby & Lockwood, 2005;Lankau & Scandura, 2002). Specifically, it appears that this linkage is due, in large part, to the fact that role modeling during mentoring facilitates skill development (Kleinman et al, 2001).…”

Section: The Role Of Mentor Successmentioning

confidence: 98%

Maximizing returns on mentoring: factors affecting subsequent protégé performance

2006

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“…The topic of organizational commitment is predominantly an important issue in today's highly competitive environment as business firms progressively rely more on their human resources [64]. Consequently, managers in organizations are constantly seeking ways to create greater commitment in employees [65] [66].…”

Section: Organizational Commitmentmentioning

confidence: 99%

Multiple Dimensions of Organizational Justice and Work-Related Outcomes among Health-Care Professionals

Srivastava¹

2015

AJIBM

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The notion of the fairness or justice has become an increasingly important construct in behaviour and management over the last two decades because of its serious personal and organizational consequences. Despite considerable research on job satisfaction and organizational commitment of employees, various types and forms of employees' justice perceptions have not been adequately examined. Studies of organizational justice in the area of health-care professionals are especially limited in the Indian setting. Because of higher expectations and demands on Indian hospitals, the issues of organizational justice and its associated work-related outcomes are quite relevant to employees working in them. With this background, the purpose of present study is to examine and compare the influence of different dimensions of organizational justice (of distributive, procedural, interpersonal (or relational), and informational justice) on work-related outcomes of job satisfaction and organizational commitment with special reference of healthcare professionals. Participants of the present study consisted of 100 health-care professional working in a government hospitals located in Varanasi (U.P., India). They were classified into three ranks: Doctors (N = 36), Nurses (N = 44), and Technicians and Hospital Administrative Staff (N = 20) and were mainly recruited from four major clinical departments-cardiology, gastroenterology, obstetrics & gynecology, and ENT. The statistical analyses of data included the descriptive statistics, coefficient of correlation and hierarchical regression analysis. The results of regression analysis revealed that among the four dimensions of justice, only procedural justice and relational justice significantly positively predicted job satisfaction of employees. Distributive and informational justice did not predict job satisfaction. Findings further indicated that informational justice was the only dimension that had significantly and positively predicted organizational commitment. Despite the significant zero-order correlations, distributive, procedural, interpersonal or relational justice did not predict organizational commitment. Implications of the study and avenues for future research were discussed. U. R. Srivastava 667

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“…13 The results of a survey of national CPA firms also confirmed that good e-mentoring relationships lead learners to perceive a higher quality of training content and experience personal knowledge development. 14 …”

Section: Support From Organizational Facilitatorsmentioning

confidence: 97%

Exploring the Creation of Learner-Centered E-Training Environments Among Retail Workers: A Model Development Perspective

Byun

Mills²

2011

Cyberpsychology, Behavior, and Social Networking

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Current business leaders continue to adopt e-learning technology despite concerns regarding its value. Positing that the effectiveness of e-training depends on how its environment is managed, we argue that a learner-centric approach is necessary in order to achieve workplace training goals. We subsequently develop a theoretical model that is aimed at identifying the key components of learner-centered e-training environments, which serve the function of providing a benchmarked approach for evaluating e-training success. The model was empirically tested using data from an Internet survey of retail industry employees and partial least squares techniques were used for analysis. Based on the findings, this study clarifies what is needed for successful e-training in terms of instructional design, system design, and organizational support.

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Mentoring and learning: the case of CPA firms

Cited by 28 publications

References 25 publications

Maximizing returns on mentoring: factors affecting subsequent protégé performance

Maximizing returns on mentoring: factors affecting subsequent protégé performance

Multiple Dimensions of Organizational Justice and Work-Related Outcomes among Health-Care Professionals

Exploring the Creation of Learner-Centered E-Training Environments Among Retail Workers: A Model Development Perspective

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