Natural Mentoring Relationships and the Adjustment to College among Underrepresented Students

This study investigated associations between natural mentoring relationships and academic performance via psychological distress among underrepresented college students attending an elite predominantly White institution (PWI). Specifically, this study explored whether the quantity of natural mentors possessed upon college entry, the retention of natural mentors across the first year of college, and overall changes in the number of natural mentors possessed during the first year of college predicted improvements in students' semester grade point averages (GPAs) via reductions in psychological distress. Participants in this study included 336 first‐year undergraduate students attending a selective PWI. Students were eligible to participate in this study if they were first‐generation college students, students from economically disadvantaged backgrounds, or students from underrepresented racial/ethnic minority groups. Results of this study indicated that a greater number of retained natural mentoring relationships across the first year of college were associated with improvements in students' GPAs via reductions in symptoms of depression from the Fall to Spring semester. The results of this study suggest that institutional efforts to support the maintenance of preexisting mentoring relationships may be an effective approach to promoting the academic success of underrepresented college students during the first year of college.     

Youth Risk and Mentoring Relationship Quality: The Moderating Effect of Program Experiences

Because program experiences are more amendable than mentor or mentee characteristics, they may be important factors to consider in buffering the negative impact of youth risk on the quality of the mentor–mentee bond. Data from 455 mentees (ages 11–18; 57% male) and their undergraduate student mentors (82.3% female) from the Campus Connections mentoring program were used to assess whether youth risk and mentors’ program experiences (i.e., program structure, supportive relationships with staff, opportunities for skill building, support for efficacy and mattering, and opportunities to belong) were associated with mentoring relationship quality and whether mentors’ experience within the program moderated the association between youth risk and mentoring relationship quality. Results indicated that environmental, but not individual, risk was negatively associated with relationship quality. Mentors’ experiences with the program were positively associated with mentoring relationship quality, and in many cases, above and beyond youth level of risk. Finally, mentors’ perception of program structure, supportive relationships, and opportunities for skill building attenuated the negative relationship between environmental, but not individual, risk and relationship quality. Mentors’ experiences of program support for efficacy and mattering and opportunities to belong were not significant moderators in any model. Implications for programs and future research directions are presented.     

Launching the post-college career: A study of mentoring antecedents

Drawing upon role-making theory, this study examines which new job market entrants, following college graduation, find informal mentors and how much mentoring they receive from these mentors using a predictive design. Our results suggest that individuals lower in negative affectivity and higher in cognitive ability as well as women, individuals who have previously had a mentor, and those who go to work for organizations with developmental climates are more likely to find informal mentors. In contrast, individuals higher in learning goal orientation and mentoring instrumentality receive more mentoring once a mentoring relationship has been established.     

Factors Related to Mentor Reports of Mentoring Functions Provided: Gender and Relational Characteristics

In this study we examined the relationship between mentor gender, protégé gender, mentorship characteristics (e.g., mentorship type, mentorship duration, mentor experience), and mentoring functions provided as reported by mentors. Drawing on research regarding diversified mentorships and interpersonal relationships, we proposed that mentoring effectiveness would vary as a function of the gender of the mentorship participants and the characteristics of the relationship. As hypothesized, several interesting gender differences emerged from the data. Male mentors reported providing more career mentoring to their protégés, whereas female mentors reported providing more psychosocial mentoring. Contrary to expectations, mentors in informal mentorships did not report providing more mentoring than did mentors in formal mentorships. The findings demonstrate the importance of examining mentoring from the perspective of the mentor.     

Creating Mentoring Relationships Between Female Faculty and Students in Counselor Education: Guidelines for Potential Mentees and Mentors

Mentoring can support all aspects of women's professional (and often personal) lives as students, educators, researchers, practitioners, and leaders in the counseling profession. So that female mentors and mentees know what to expect from each other, the authors draw upon the mentoring literature and their own experiences in mentoring relationships to provide guidelines for mentoring relationships by defining the means and ends that can be used to establish and maintain woman‐to‐woman professional mentoring in higher education.     

Mentoring college-age women: a relational approach

Despite the popularity of mentoring programs, the relational dimension of mentoring has not been elucidated. Traditional conceptions of mentoring may exclude factors that are particularly important for women and girls, thus limiting the efficacy of mentoring programs for female adolescents. We suggest that the presence of relational qualities in the mentoring relationship (e.g., empathy, engagement, authenticity, and empowerment) strongly influences the success of mentoring in the lives of young women. In this study, we use a promising new measure of mentoring, the Relational Health Index – Mentor, to explore the impact of relational aspects of mentoring in female college students. We found that mentoring relationships high in relational qualities were associated with higher self-esteem and less loneliness.     

Mentoring Asian and Euro‐American College Women

This study examines differences in the mentoring relationships of Asian American and Euro‐American college women. Findings showed that the groups view mentoring as equally important but that fewer Asians report having a mentor. However, those who have mentors find them to be just as valuable as do their Euro‐American counterparts. Este estudio examina las diferencias en las relaciones de mentoring de mujeres Asiáticas Americanas y Euro‐Americanas colegiales. Las conclusiones mostraron que los grupos ven mentoring como igualmente importante pero que menos Asiáticos informan teniendo un mentor. Sin embargo, los que tienen mentores los encuentran que ser apenas tan valioso como lo hacen sus contrapartes de Euro‐Americanos.     

A Two-way Street: Mentor Stress and Depression Influence Relational Satisfaction and Attachment in Youth Mentoring Relationships

Over the past two decades, youth mentoring programs have increased in popularity as an intervention for children exposed to a range of stressful life circumstances. Such programs have been shown to promote positive youth development and reduce risk for emotional and behavioral problems; yet, the effect size of youth gains remains small. The current study examined the influence of college student mentors’ history of early life stress and baseline depressive symptoms on their effectiveness in youth mentoring relationships using 340 randomized mentor–youth pairs from College Mentors for Kids, a well-established mentoring program with chapters across the United States. Hierarchical linear models revealed that mentors with higher levels of depressive symptoms reported lower relationship satisfaction and increased avoidance in the mentoring relationship. In contrast, mentors who experienced higher levels of early life stress had youth who reported greater satisfaction in the mentoring relationship and decreased relational anxiety. These findings are some of the first to examine the impact of mentor characteristics on mentor–youth relationships and highlight the importance of considering factors relevant to psychosocial functioning and emotional distress when recruiting, training, and supporting college student mentors.     

THE PERCEIVED IMPORTANCE OF DEVELOPMENTAL RELATIONSHIPS ON WOMEN UNDERGRADUATES' PURSUIT OF SCIENCE

Using a survey of women science majors, we tested the assumption that women mentors and other women guides help women students pursue the sciences. The survey explicitly distinguished among three types of guides: mentors (who provide psychosocial support), sponsors (who provide instrumental support), and role models (who act as examples) encountered before and during college. We found that over 90% of the women had a guide of one type or another, that mentors were most influential to women's pursuit of science, and that guides during college were more influential than guides prior to college. Participants reported having more female than male guides overall, but that some of the most influential guides were men.     

The Mentoring Relationship Challenges Scale: The impact of mentoring stage, type, and gender

The current study investigated the role of relational challenges as reported by 309 protégés in various stages and types of mentoring relationships. The Mentoring Relationship Challenges Scale (MRCS) was newly constructed using the results of an earlier qualitative study (Ensher & Murphy, 2005). The scale measured three factors of relational challenges which were: Demonstrating Commitment and Resilience, Measuring Up to a Mentor's Standards, and Career Goal and Risk Orientation. The results demonstrated that with respect to mentoring stages, those protégés in the beginning stages of their relationships reported experiencing significantly fewer challenges related to Demonstrating Commitment and Resilience than those in the mature or ending stages of the relationship. Also, it was found that the type of mentoring relationship (traditional, step-ahead, or peer) affected the prevalence of the three types of challenges. Protégés in peer relationships reported significantly fewer of all three types of challenges than those in step-ahead or traditional relationships. However, contrary to predictions, there were no significant differences found between those in informal versus those in formal mentoring relationships. As expected, protégé and mentor gender interacted significantly. Female protégés reported experiencing significantly fewer challenges related to the factor of Measuring Up to a Mentor's Standards, than did male protégés. Also, female protégés reported experiencing a significantly higher degree of relational challenges related to Career Goal and Risk Orientation from their male mentors than from their female mentors. Finally, after controlling for perceptions of career and psychosocial support for protégés in traditional mentoring relationships, two of the three relational challenges factors remained significant and explained a significant amount of variance in overall satisfaction with the mentoring relationship. This suggests that relational challenges, at least for traditional mentoring relationships, serve as an important mechanism to impact overall relationship satisfaction.     

The Test of Time in School-Based Mentoring: The Role of Relationship Duration and Re-Matching on Academic Outcomes

The influence of match length and re-matching on the effectiveness of school-based mentoring was studied in the context of a national, randomized study of 1,139 youth in Big Brothers Big Sisters programs. The sample included youth in grades four through nine from diverse racial and ethnic backgrounds. At the end of the year, youth in intact relationships showed significant academic improvement, while youth in matches that terminated prematurely showed no impact. Those who were re-matched after terminations showed negative impacts. Youth, mentor, and program characteristics associated with having an intact match were examined. Youth with high levels of baseline stress and those matched with college student mentors were likely to be in matches that terminated prematurely, while rejection-sensitive youth and mentors who had previous mentoring experience were more likely to be in intact relationships. Implications for research and practice are discussed.     

Mentoring and Psychological Contract Breach

Purpose

Mentoring and psychological contracts are related and important organizationally based social exchange relationships. Research indicates that social support from internal mentors might buffer the negative effects of psychological contract breach (PCB), but less is known about the possible negative influence that mentors might have on psychological contracts. This study investigates protégés' perceptions of their mentors?? failure to fulfill mentoring obligations and protégés?? perceptions of PCB. Because either the formality of the mentoring relationship or the supervisory status of the mentor might serve as additional signals of the mentor??s status as an organizational agent, and, therefore, exacerbate the negative association between mentoring breach and PCB, both are investigated as potential moderating variables.

Design/Methodology/Approach

A sample of 144 protégés from various occupations completed a questionnaire assessing mentoring breach, PCB, job satisfaction and organizational commitment.

Findings

Results indicate the relations between mentoring breach and the outcome variables of interest were mediated by PCB, and that the relation between mentoring breach and PCB is stronger in supervisory mentoring relationships. A similar result was expected, but not confirmed, for formal mentoring relationships.

Implications

The current study provides evidence that the actions (or inactions) of mentors contribute to PCB and related negative outcomes. Such knowledge might encourage organizations to provide training to potential mentors in managing the mentoring relationship to minimize the probability of mentoring breach.

Originality Value

The current study is the first to examine the potential negative effect that mentoring relationships might have on protégé psychological contracts.     

It’s Not You,It’s Me: An Exploration of Mentoring Experiences for Women in STEM

Although the number of women in science, technology, engineering and mathematics (STEM) continues to grow, men still represent a significant majority of those employed in these industries. Mentoring programs have been identified as a useful tool to alleviate this gap and therefore have been developed in an effort to attract and retain women in STEM. However, research suggests that women are still being mentored less often than their male colleagues. To understand this issue in depth, 36 women holding managerial positions in STEM organizations in the United States and Canada were interviewed and their experiences with mentoring were discussed. The results suggest that women do have access and indeed find potential mentors but they perceive significant barriers that prevent these initial meetings from developing into long-term mentoring relationships. Specifically, four Barriers to the Development of Mentorship (BDM) were identified including: Need for Fit, Demonstrating Capability, Commitment of the Mentor, and Trust in the Mentor. BDM might help researchers and practitioners understand why women are under-mentored and consequently underrepresented in STEM workplaces. Implications of these findings are discussed, such as how to improve formal mentoring programs to overcome BDM and better serve women in STEM.

     

Making sense of mentoring or mentoring making sense? Reflections on the mentoring process by adult mentors with young people†

This paper sets out to look at the processes of mentoring from the perspectives of adult mentors who were interviewed as part of a wider study of young people's perceptions and understandings of informal mentoring processes. It seeks to clarify the processes of mentoring within the context of the ‘risk society’ by posing the question, how do young people and mentors perceive these processes? What do mentors get out of the mentoring relationship? Findings from a qualitative study of informal mentoring relationships are drawn on to suggest that the mentors perceive the experience of being identified as a mentor and the processes of mentoring in highly positive terms. It is argued that this provides a form of ‘cultural capital for mentors’ in helping them to make sense of the challenges and dilemmas they face as adults. It is concluded that this finding has important implications for the design of mentoring interventions with young people. Copyright © 2000 John Wiley & Sons, Ltd.     

Natural Mentors,Social Class,and College Success

Natural mentors provide advice, moral support, and assistance to adolescents who aspire to obtain a postsecondary degree, but past studies of the benefits of having an informal adult mentor have yet to resolve several issues. Our analyses of a national sample of high school graduates test three hypotheses: (H1) natural mentoring increases the odds of college attendance and completion, (H2) guidance and career advice are more important for college success than encouragement or role modeling, and (H3) students from poor and working‐class families benefit more from mentoring than students from middle‐ and upper‐class families. Hypotheses 1 and 3 are clearly supported when examining the odds of attending college, while Hypothesis 2 was not supported—encouragement and role modeling boost attendance, not advice or practical help. None of the hypotheses is supported when predicting degree completion among those who matriculated. As natural mentors do not appreciably increase the odds of completing college, we conclude past studies have overstated the postsecondary educational benefits of natural mentors.     

Personality Predictors of Protégé Mentoring History

The present study identifies personality characteristics that are predicted to be associated with protégé status in a series of mentoring relationships, an area of research that has not been explored previously. Predictors of mentoring history identified are need for achievement, need for dominance, self-esteem, and tension dissipation. A MANOVA, using number of previous mentors as the independent variable and 4 personality characteristics (need for achievement, need for dominance, self-esteem, and tension dissipation) as outcome variables, showed a significant relationship. Univariate follow-up tests indicated that the number of previous mentoring relationships was significantly associated with need for achievement, need for dominance, and self-esteem, but not tension dissipation. Results are discussed in terms of protégé development, and directions for future research are suggested.     

Youth Initiated Mentoring: Investigating a New Approach to Working with Vulnerable Adolescents

This study examines youth initiated mentoring (YIM), a new approach to mentoring in which youth nominate mentors from among the non-parental adults within their existing social networks (e.g., teachers, family friends, extended family members). YIM is currently being implemented through the National Guard Youth ChalleNGe Program (NGYCP), an intensive residential intervention program for youth ages 16–18 who have dropped out or been expelled from high school. This study employed a mixed methods explanatory design, drawing on quantitative data from a national longitudinal evaluation of NGYCP (N = 1,173) and qualitative data from a subsample of participants (N = 30) in the evaluation. Results indicated that more enduring mentoring relationships were associated with increased retention of educational, vocational, and behavioral outcomes 3 years following entry into the study. Qualitative data suggested that, when relationships endured, mentors contributed to improvements in participants’ educational and occupational success, quality of relationships with parents, peers, and others, and self-concept by providing social-emotional support, instrumental support, and guidance. Results also revealed that relationships were more likely to endure when youth chose their mentors on their own (rather than receiving help from parents or program staff) and when mentors were of the same race as youth. Implications for research and practice are discussed.     

What can I gain as a mentor? The effect of mentoring on the job performance and social status of mentors in China

In this study, we examine how mentoring benefits mentors as well as how team cohesiveness affects mentoring relationships and resulting benefits. We followed 512 formal mentors in a Chinese manufacturing firm for six months and collected data in three phases and from three sources. The findings reveal that the amount of mentoring provided is positively related to mentors' in‐role job performance and social status. These relationships were fully mediated by mentors' personal learning and social interaction quality, respectively. Team cohesiveness, however, did not moderate these relationships. Our empirical findings have implications for understanding how mentors' careers can benefit from being a mentor.     

Effects of Perceived Attitudinal and Demographic Similarity on Protégés' Support and Satisfaction Gained From Their Mentoring Relationships

The purpose of this study was to examine how perceived attitudinal similarity (measured as similarity in general outlook, values, and problem-solving approach) and demographic similarity operationalized as similarity in race and gender, affected protégés' support and satisfaction from their informal mentoring relationships. Scandura and Katerberg's (1988) 3-factor scale of mentor functions was used to measure vocational, psychosocial, and role-modeling support. Participants were 144 protégés from diverse backgrounds (54% female; 54% non-White). Perceived attitudinal similarity was a better predictor of protégés' satisfaction with and support received from their mentors than was demographic similarity.     

Anchoring Relationships at Work: High‐Quality Mentors and Other Supportive Work Relationships as Buffers to Ambient Racial Discrimination

Applying a unifying theoretical framework of high‐quality work relationships, we conducted a set of 3 complementary studies that examined whether high‐quality mentoring relationships can buffer employees from the negative effects of ambient discrimination at work. Integrating relational mentoring with relational systems theory, we first examined whether the presence of a high‐quality mentoring relationship buffers employees in a sample of 3,813 workers. In support of the “mentors‐as‐buffers” hypothesis, we found that employees who witnessed or were aware of racial discrimination at work had lower organizational commitment than those not exposed, but employees with high‐quality mentoring relationships experienced less loss of commitment than those lacking mentors. We then examined the specific buffering behaviors used by mentors in high‐quality relationships and whether these behaviors were effective for other work relationships and outcomes. Applying Kahn's typology, we developed and validated a measure of high‐quality relational holding behaviors in a sample of 262 workers. Using this measure in a third sample of 557 workers, we found that mentors buffer by providing holding behaviors, but we did not find this buffering effect when supervisors or coworkers provided holding behaviors. This potent mentor buffering effect held across a range of outcomes, including organizational commitment, physical symptoms of stress, insomnia, and stress‐related absenteeism. These studies suggest that mentoring may be a singularly effective relationship that offers a safe harbor for employees faced with ambient discrimination at work.