Relationship Effectiveness for Mentors: Factors Associated with Learning and Quality

Abstract

The present study focused on mentorship effectiveness from the perspective of the mentor. Specifically, factors related to relationship quality and learning were investigated. Mentors in relationships with others perceived to be similar reported the mentorship to be of higher quality and greater learning than did mentors in relationships with less similar others. Results also indicated that mentorship type (formal vs. informal) did not have a direct relationship with mentorship effectiveness, but did interact with mentorship duration. Additional results and implications are discussed.

Formal mentoring programs and organizational attraction

“…However, the vast majority of research examining the benefits of mentoring has focused on protégés (see Allen, Eby, Poteet, Lentz, & Lima, 2004, for a review) and, to a lesser extent, mentors (Allen, Poteet, & Burroughs, 1997;Allen & Eby, 2003;Bozionelos, 2004;Ragins & Scandura, 1994). In an effort to capitalize on the known benefits of mentoring, a growing number of organizations have implemented formal mentoring programs (Douglas & McCauley, 1999;Eddy, Tannenbaum, Alliger, D'Abate, & Givens, 2003).…”

Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance

“…Perceived relationship quality was assessed with Allen's and Eby's (2003) four-item scale (e.g., "The relationship between this counselor and I is very effective."). Responses were recorded on a Likert-type scale and ranged from 1 = strongly disagree to 5 = strongly agree.…”

Assessing the Marine Corps Mentorship Program: Planned vs. Actual Use and Perceived Effectiveness

“…At a deeper level, mentors are frequently considered to be individuals with unconventional experience and knowledge that are dedicated to providing support and help to speed or direct the career advancement of junior organizational members (Allen, 2002;Kram, 1985). Correspondingly, Allen (2003) suggests that a mentor can be perceived as somebody who takes a particular interest in, guides, sponsors, or otherwise has a constructive and noteworthy impact on the professional career development of a protégé or junior person. These definitions have a resounding similarity.…”

“…Mentoring can be described as a relationship between an older, wiser, more experienced person with advanced experience and knowledge or know-how, who is devoted to providing support to, and increasing career development of, a junior protégé (Allen, 2002;Kram, 1985). Allen (2003) suggested, "a mentor can be seen as someone who takes a personal interest in, guides, sponsors, or otherwise has a positive and significant influence on the professional career development of a junior person or protégé." Levinson (1978) conceptualized mentoring as a pivotal experience in transition to adulthood, were one person (the mentor) acts as a teacher to help another person (the protégée) develop a sense of personal efficacy and professional identity" (Eby, 2007, p. 505).…”