A dyadic examination of the role of relationship characteristics and age on relationship satisfaction in a formal mentoring programme

Research was conducted to test ideas derived from Wanberg, Welsh, and Hezlett's (2003) dynamic process model of formal mentoring to examine (1) the role of respect and communication in mentorship relationship satisfaction, and (2) whether the age of the mentor or the protégé would impact those relationship qualities. The sample was comprised of 117 matched mentor–protégé pairs from an organization's formal mentoring programme. We received survey data from both partners and used the Actor–Partner Interdependence Model to examine individual and dyadic effects. Data suggest that protégés' respect for the mentor and communication quality, as perceived by both partners, were independent predictors of mentorship relationship satisfaction. Protégés rated their relationships as more satisfying than did their mentors. Hypotheses regarding age differences in relational qualities were not supported. We suggest that researchers continue to examine formal relationships at the dyadic level, and that practitioners designing formal mentoring programmes consider interventions to enhance communication and respect.     

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.     

School-to-work transition: Mentor career support and student career planning,job search intentions,and self-defeating job search behavior

We hypothesized and tested a model where mentor career support predicts college student career planning, job search intentions, and self-defeating job search behavior via student career self-efficacy. Using survey responses collected at two points in time from college students near graduation who were mentored by working business professionals for 8 months in a formal hybrid university-sponsored mentoring program, results showed that mentor career support was positively related to student career planning and job search intentions and negatively related to student self-defeating job search behavior. In addition, results indicated that student career self-efficacy fully mediated the relations between mentor career support and the outcomes. The findings have important implications for future mentoring and job search research. They also provide practical guidance for improving college students' career planning and job searches.     

Mentoring in-service chemistry teachers: acquirements as mentees

The aim of this study is to identify a group of chemistry teachers’ (mentees) acquirements of mentoring program by analyzing their reflective journals. Four mentees participated in this study and they met with their mentors once a week for eight consecutive weeks. The mentees devised lesson plans as well as activities during the mentoring sessions. After each mentoring session, the mentees were asked to reflect the process and their gains to their journals. The journals were analyzed in two stages; content analysis of the journals and the analysis of the mentees level of reflections. The analysis of the mentees’ journals showed that the mentorship program supported the mentees to improve their pedagogical content knowledge; allow them to utilize various methods, techniques, and materials in their lessons. Besides, the mentees indicated that they performed chemistry courses more effectively with the help of the acquirements from the mentoring sessions. The result of this study showed also that mentors can play key roles in supporting professional developments of teachers. It is suggested that rehearsing lesson plans before going into the classroom would make the mentoring sessions more beneficial.     

Mentoring Program Enhancements Supporting Effective Mentoring of Children of Incarcerated Parents

Children of incarcerated parents (COIP) are at risk for a range of negative outcomes; however, participating in a mentoring relationship can be a promising intervention for these youth. This study examined the impact of mentoring and mentoring program enhancements on COIP. Secondary data analyses were conducted on an archival database consisting of 70,729 matches from 216 Big Brothers Big Sisters (BBBS) local agencies to establish the differential effects of mentoring on COIP. A subset of 45 BBBS agencies, representing 25,252 matches, participated in a telephone interview about program enhancements for better serving COIP. Results revealed that enhanced program practices, including having specific program goals, providing specialized mentor training, and receiving additional funding resulted in better outcomes for COIP matches. Specifically, specialized mentor training and receiving additional funding for serving matches containing COIP were associated with longer and stronger matches. Having specific goals for serving COIP was associated with higher educational expectations in COIP. Results are discussed in terms of benefits of a relationship‐based intervention for addressing the needs of COIP and suggestions for program improvements when mentoring programs are serving this unique population of youth.     

Aiming for career success: The role of learning goal orientation in mentoring relationships

Learning goal orientation of mentors and protégés was investigated as it relates to protégés’ mentoring functions received and outcomes (i.e., managerial career aspirations and career satisfaction). Data from 217 mentor-protégé dyads comprised of working professionals from a variety of industries were analyzed using multivariate analysis of covariance. Results indicated that protégés who possessed high levels of learning goal orientation similar to their mentor were associated with the highest levels of psychosocial support. These protégés also reported higher levels of career development, idealized influence, enacted managerial aspirations, desired managerial aspirations, and career satisfaction when compared to mentor-protégé dyads who possessed low levels of learning goal orientation or dyads with dissimilar levels of learning goal orientation. Implications for practice and future research are discussed.     

Perceived support for mentoring: A multiple perspectives approach

Two studies were conducted to examine how perceptions of support for mentoring relate to mentoring attitudes and outcomes for both protégés and mentors, over and above established predictors. In study 1, protégés provided information on their perceptions of support for mentoring and mentoring received. As expected, perceived management support for mentoring was positively related to career-related and psychosocial support; and perceived mentor accountability for mentoring was negatively related to mentoring problems. In study 2, we examined mentors’ perceptions of support for mentoring in relation to their willingness to mentor others in the future and the extent to which they viewed their current relationship as complementary. Mentors’ perceptions of management support for mentoring were positively related to their belief that mentoring relationships were mutually beneficial. However, consistent with theories of self-determination, as mentors’ perceptions of their own accountability in the relationship increased their willingness to mentor others in the future decreased. Implications for mentoring theory, future research, and applied practice are discussed.     

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 and transformational leadership: The role of supervisory career mentoring

Leaders may need to serve as mentors to activate transformational leadership and promote positive work attitudes and career expectations of followers. To test this premise, incremental effects of transformational leadership and mentoring over each other were examined using N=275 employed MBAs. Respondents with supervisory mentors reported receiving higher levels of career mentoring than respondents with non-supervisory mentors. Supervisory career mentoring (SCM) and transformational leadership had incremental effects over each other for job satisfaction. SCM had mediating effects over transformational leadership for organizational commitment and career expectations. Career mentoring by non-supervisory mentors was not associated with career expectations but there were incremental effects with idealized influence and inspirational motivation for job satisfaction and organizational commitment. Implications for the changing role of mentorship in organizations are discussed.     

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.