The impact of role modeling on protégés' personal learning and work-to-family enrichment

The present study investigates the impact of role modeling as perceived by protégés on their personal learning (i.e., relational job learning and personal skill development) and work-to-family enrichment (WFE). Results from a two-wave field survey of 173 protégés in the People's Republic of China indicate that role modeling positively affects relational job learning and personal skill development. However, personal skill development rather than relational job learning was found to be positively related to WFE and to mediate the relationship between role modeling and WFE. The theoretical and managerial implications of these findings are discussed.     

Protégé anxiety attachment and feedback in mentoring relationships

A model focused on protégé anxious attachment and feedback in mentoring relationships was tested with a sample of matched doctoral student protégés and their faculty mentors. Results show that protégé anxious attachment was associated with less feedback seeking and less feedback acceptance. Protégé feedback acceptance was associated with both the quality and frequency of feedback provided by the mentor. Frequency, but not quality of mentor feedback, was associated with protégé scholarly productivity. Results underscore the value of focusing on specific behavioral aspects of the mentoring process.     

The relationship between career motivation and self-efficacy with protégé career success

Research exploring the underlying processes involved in successful mentorships has been lacking. In the present study, the roles of career motivation and career self-efficacy as explanatory factors were examined. Career motivation mediated the relationship between career mentoring and performance effectiveness. Contrary to prediction, only marginal support was received for career self-efficacy as a mediator between mentoring and indicators of career success. This research is unique in that it was the first to reveal linkages between mentoring, career self-efficacy, career motivation and protégé career success. Theoretical and practical implications of results are discussed.     

Mentoring provided: Relation to mentor’s career success, personality, and mentoring received

The relationship of a mentor’s perceptions of his/her career success, mentoring he/she received, personality, and the amount of mentoring he/she provided was investigated in a sample of 176 administrators. Results indicated that the amount of mentoring respondents reported they had provided was positively associated with their objective and their subjective career success and with the amount of mentoring they reported they had received. Mentoring provided mediated the relationship between mentoring received and subjective career success. Finally, the personality trait of openness was associated with mentoring provided over and above the contribution of human capital and demographics. The results were in line with suggestions in the literature that providing mentoring has positive consequences for the career of the mentor and that an individual who has been mentored is more likely to provide mentoring. However, the findings suggested a limited role for the personality of the mentor in providing mentoring. The implications for career development practices and tactics and for future research were considered, along with the limitations of the study.     

The protégé's role in negative mentoring experiences

Negative experiences were obtained from mentors to identify the role played by protégés in creating difficulties within mentoring relationships. Content analysis revealed a wide range of examples, many of which were consistent with theory and research on dysfunctional mentoring and interpersonal relationships. The findings also indicated that the how typical the negative experience was related positively to its perceived impact on the relationship. Further, as the perceived impact of the experience increased, relationship satisfaction decreased. The results are discussed in terms of future research, mentoring theory, and applied practice.     

Mentoring support and power: A three year predictive field study on protégé networking and career success

Career success of early employees was analyzed from a power perspective and a developmental network perspective. In a predictive field study with 112 employees mentoring support and mentors’ power were assessed in the first wave, employees’ networking was assessed after two years, and career success (i.e. income and hierarchical position) and career satisfaction were assessed after three years. Networking was the most robust predictor of career success. Mentoring received predicted career satisfaction and its effects on objective career success were mediated by networking. Further, mentoring by a powerful mentor predicted objective career success beyond networking. Based on previous findings we argue that these findings underscore the critical relationship between early career employees’ networking behaviors and mentoring received.     

Protégé and mentor self-disclosure: Levels and outcomes within formal mentoring dyads in a corporate context

This study examined the role of self-disclosure within protégé/mentor dyads in formal mentoring partnerships within a corporate context as a means of learning more about specific relationship processes that may enhance the positive outcomes of mentoring. While both protégés and mentors self-disclosed in their relationships, protégés disclosed at a higher level than mentors. Protégé self-disclosure, but not mentor self-disclosure, was related to protégé outcomes including mentoring received, relationship satisfaction, and positive influence of mentoring. The study contributes to a mentoring literature that has become more interested in examining mentoring relationship micro-processes from both the protégé and mentor perspective.     

The effectiveness of mentoring programs in corporate settings: A meta-analytical review of the literature

Many studies over the last 20-25 years have examined the benefits of mentoring for the protégé and the organization. A review of these studies being published revealed that there is not only a lack of studies utilizing or reporting comparison group information but also a general lack of experimental research about mentoring. This quantitative meta-analytic review provides a critical analysis of the effectiveness of mentoring, with an emphasis on research designs that compared career outcomes of mentored individuals to non-mentored individuals. The overall mean effect size of mentoring was significant, indicating that mentoring does improve career outcomes for individuals. Individual career outcomes were analyzed and reported. Informal mentoring produced a larger and more significant effect on career outcomes than formal mentoring. There is a need for more research comparing protégés and non-protégés to determine if it is the receipt of mentoring or individual characteristics that leads to career success.     

The effects of similarity and liking in formal relationships between mentors and protégés

A longitudinal study of mentoring dyads was used to investigate the antecedents and consequences of liking in formal mentoring relationships. Demographic and deep-level similarity were examined as antecedents to liking in mentoring relationships. Following this, the association between the degree of liking and reports of mentoring functions provided was examined. Mentors and protégés differed in the similarity characteristics that impacted their perceptions of the mentoring relationship. Results also indicated that mentors’ level of liking for protégés was not related to protégés’ perceptions of mentoring functions received. Longitudinal data allowed examination of whether early perceptions of similarity predict final evaluations of mentoring functions. Analyses indicate that relationships change over time, further emphasizing the need to examine developmental relationships longitudinally.     

Mentor and protégé predictors and outcomes of mentoring in a formal mentoring program

This study examines the predictors and outcomes of mentoring received by participants of a 12-month formal mentoring program. Based on relationship theory, we examined how the personality of the individuals in the mentoring dyad, their perceived similarity, and mentor perceived support for mentoring contributed to relationship outcomes. The study includes data from both mentors and protégés at the program launch, midway through the program, and at program close. Mentor proactivity was related to more career and psychosocial mentoring; protégé’s perceptions of similarity to the mentor was related to more psychosocial mentoring. More mentoring was related to positive protégé and mentor outcomes, including improved protégé career clarity over the duration of the study.     

Multiple mentoring in academe: Developing the professorial network

Previous studies in business organizations have shown that mentoring provides numerous benefits for both individuals and organizations. Most of this mentoring research has been based on traditional, hierarchical mentor-protégé relationships in non-academic settings. We discuss why there is little empirical research on faculty mentoring and review changes in professors’ careers that necessitate a fresh look at this issue. We suggest that because of environmental changes, the traditional model of professors being guided throughout their careers by one primary mentor, usually the dissertation advisor, may no longer be realistic or desirable. Instead, professors may be better served by a portfolio of mentors (Baugh & Scandura, 1999; Higgins & Kram, 2001) who facilitate the protégé’s development of career competencies. Building on the work of intelligent careers (DeFillippi & Arthur, 1996), we examine how the career competencies of knowing why, how, and whom interact with learning demands to produce the need for faculty to develop multiple mentoring relationships across their academic career. We build on this conceptualization by considering the role of signaling of career competencies (Jones, 2002) in developing the professorial network, offering managerial implications in developing mentoring programs, and discussing avenues for future research.     

Trends in Volunteer Mentoring in the United States: Analysis of a Decade of Census Survey Data

Over the past decade, considerable resources have been devoted to recruiting volunteer mentors and expanding mentoring programs. It is unclear whether these efforts have helped to counter the broader national trends of declining volunteer rates. The current study uses data from the Volunteering Supplement of the Current Population Survey (CPS), sponsored by the U.S. Census Bureau and U.S. Bureau of Labor Statistics, to explore population‐level trends in mentoring over the past decade. Results suggest that mentoring rates have remained relatively stable over the past decade, but that the population of mentors has changed somewhat in terms of age, ethnicity, educational background, and region of the United States. In addition, certain sectors of the mentor population show higher rates of attrition from 1 year to the next. Findings have important implications for the development of recruitment, training, and mentor support practices within mentoring organizations, as well as policies designed to meet the needs of at‐risk youth in the U.S.     

Protégé-mentor agreement about the provision of psychosocial support: The mentoring relationship, personality, and workload

Protégé-mentor agreement (PMA) about the provision of psychosocial support was examined in relation to job satisfaction, organizational commitment, and work self-esteem. One-hundred and sixty-six junior administrative and information technology (IT) staff at an Australian university and their matched mentors completed a questionnaire that assessed three antecedents to PMA: (1) structural and experience aspects of the mentorship (type and length of relationship, frequency of meetings, previous experience with mentoring, and gender-mix); (2) protégé and mentor personality (agreeableness, openness, extroversion, neuroticism, and conscientiousness); and (3) protégé and mentor workload. Structural Equation Modeling using Partial Least Squares revealed that PMA was predicted by structural and experience aspects of the mentorship (type of mentorship, frequency of meetings, and experience of the mentor), protégé personality (agreeableness, openness, extroversion, and conscientiousness), mentor personality (agreeableness, openness, and extroversion), and mentor workload. Protégé-mentor agreement was positively related to job satisfaction and organizational commitment for protégés and mentors.     

An examination of the interpersonal model of loss of control eating in children and adolescents

The interpersonal model of binge eating disorder proposes that social problems lead to negative affect which, in turn, precipitates binge eating episodes. However, no study to date has examined this model among youth who report loss of control (LOC) eating. Participants were 219 non-treatment-seeking children and adolescent volunteers, age 8-17 years (13.1 ± 2.8y; 50% female). Children's social problems were assessed by parent report. Youth completed self-report questionnaires of negative affect that assessed depressive symptoms and anxiety. Participants were interviewed to determine the presence or absence of LOC eating in the month prior to assessment. Structural equation modeling analyses found that social problems were positively related to LOC eating presence (p = .02). Negative affect mediated the relationship between social problems and LOC eating (95% CI Product = .00247, .01336). These preliminary results suggest that the interpersonal model of binge eating may describe one possible pathway for the development of LOC eating among non-treatment-seeking youth.     

An examination of the Fishbein-Ajzen behavioral-intentions model's concepts and measures

The Fishbein-Ajzen behavioral-intentions model is designed to represent the effect of attitudes and subjective norms on behavioral intentions. The model has been used in a variety of contexts, and evidence for its validity flows largely from its generally good performance in predicting behavioral intentions. However, the manner in which these concepts are defined and operationalized appears to make it inappropriate for those seeking to distinguish between personal and normative reasons for engaging in a behavior. Additional problems were found in the hypothesized relationship between the more global normative construct and its underlying components.     

Types produce types: An examination of personality development using Holland's theory

This study was designed to test Holland's hypothesis that parents encourage the development of their own personality types in their offspring. Data were collected by personal interviews from three freshmen classes at a large midwestern university. Parent's personality types (occupations) were compared to offsprings' personality types (expressed occupational choices) using the Kolmogorov-Smirnov one-sample test to determine whether or not the comparisons were due to chance. The results indicated that relationships existed between the personality types of fathers-sons, fathers-daughters and mothers-daughters while no relationship was confirmed between mothers-sons.     

Navigating the spaces of children’s spiritual experiences: influences of tradition(s), multidisciplinarity and perceptions

ABSTRACT

Children across the world report similar spiritual experiences. Empirical studies suggest that most resonate with the children’s traditions; a finding which should, in theory, afford them a safe spiritual space. However, a number of factors can situate them in a less certain place. The paper uses the metaphors of trees imbued with different shades of light, from the vivid, shimmering and opaque to the invisible, to illustrate the types of spiritual spaces in which children find themselves. Their location is shaped in part by connection or disconnection with traditions, alongside wider cultural forces. Three navigation tools are used to show how children may move between these spaces: the spiritual experience and its relationship with traditions; the influences of multidisciplinary approaches; and children’s perceptions of their experiences. The paper concludes that these metaphors and tools may be a useful way to understand the spiritual spaces in which children find themselves.     

Mentoring as a Mediator or Moderator of the Association between Racial Discrimination and Coping Efficacy in Urban,Low‐Income Latina/o Youth

The aim of this study was to examine the associations among mentoring relationship quality (i.e., relational and instrumental quality), racial discrimination and coping efficacy with racial discrimination. Three social support models were tested, including the stress buffering, support mobilization, and support deterioration models. Participants were 257 urban, low‐income Latina/o high school students, who completed surveys in both 9th and 10th grades. While controlling for gender and coping efficacy with discrimination in 9th grade, results supported the social support deterioration model. Specifically, there was a significant indirect effect of racial discrimination in 9th grade on coping efficacy in 10th grade through instrumental mentoring quality. As racial discrimination increased, mentoring quality decreased and then coping efficacy decreased. We also found that more racial discrimination in 9th grade was significantly associated with lower coping efficacy in 10th grade, and higher instrumental mentoring quality in 9th grade was significantly associated with higher coping efficacy in 10th grade, while controlling for gender and coping efficacy in 9th grade. Implications and recommendations for future research are discussed.     

Vocational development in early childhood: An examination of young children's expressions of vocational aspirations

Vocational aspirations were investigated in a sample of 282 children between the ages of 3 and 6. Age comparisons suggested that one aspect of vocational development in early childhood involves mastery of the task of projecting oneself into the future and conceiving of oneself as one day achieving adult status. Race comparisons indicated that urban blacks were less mature than urban whites in terms of mastery of the vocational projective task seen as characteristic of this developmental period. No significant sex differences were found in rate of development. However, there were indications that the pattern of vocational projection differs for males and females and that females undergo occupational foreclosure earlier than their male peers. Implications for vocational development theories are discussed.     

中国人的宗教皈依历程:以山西佛教徒与基督教徒为对象的考察

本文借助于问卷调查与深度访谈两种方法,对130名宗教徒的宗教皈依过程进行研究.研究发现,宗教徒的宗教皈依是一个渐进、单一的过程,并且更具有"内生型皈依"的特征,生活的压力、挫折或生命的危机状态不是促使宗教徒皈依的普遍因素,但功利性的欲求、心灵的空乏以及精神世界的不满足感是潜在涌动的促使教徒皈依宗教的内在张力.不同宗教信仰类别宗教徒的皈依历程具有一定的差异,而不同文化程度宗教徒的皈依历程则具有显著的差异.