Weitere Kapitel dieses Buchs durch Wischen aufrufen
A qualitative study on informal mentoring from the protégé’s perspective, this chapter examines whether firms that encourage informal mentoring relationships positively impact the formation of mentoring networks. One of the key findings is that organization culture mitigates the effect of the high power distance equation in India. Implications for the protégé and the firm are discussed. This study is especially useful in the context of dealing with a younger workforce, with employees preferring to make their own choices rather than be bound in an ‘iron-caged’ mentoring relationship initiated by the firm.
Bitte loggen Sie sich ein, um Zugang zu diesem Inhalt zu erhalten
Sie möchten Zugang zu diesem Inhalt erhalten? Dann informieren Sie sich jetzt über unsere Produkte:
Allen, T. D. (2003). Mentoring others: A dispositional and motivational approach. Journal of Vocational Behavior,62(1), 134–154. CrossRef
Ashton, M. C., Lee, K., & Paunonen, S. V. (2002). What is the central feature of extraversion? Social attention versus reward sensitivity. Journal of Personality and Social Psychology,83(1), 245. CrossRef
Bandura, A. (1997). Self-efficacy: The exercise of control. New York: W. H. Freeman.
Barney, J. B. (1986). Organizational culture: Can it be a source of sustained competitive advantage? Academy of Management Review,11(3), 656–665. CrossRef
Bell, C. R. (2000). The mentor as partner. Training and Development,54(2), 52.
Berger, P. L., & Luckman, T. (1967). The social construction of reality. Garden City, NY: Anchor.
Bozionelos, Nikos. (2004). Mentoring provided: Relation to mentor’s career success, personality, and mentoring received. Journal of Vocational Behavior,64(1), 24–46. CrossRef
Byrne, D., & Griffitt, W. (1973). Interpersonal attraction. Annual Review of Psychology,24, 317–336. CrossRef
Cameron, K. S., & Quinn, R. E. (1999). Diagnosing and changing organizational culture. Reading, MA: Addison-Wesley.
Cameron, K., & Quinn, R. E. (2006). Diagnosing and changing organizational culture: Based on the Competing Values Framework. Beijing: China Renmin University Press.
Chao, G. T. (1997). Mentoring phases and outcomes. Journal of Vocational Behavior,51, 15–28. CrossRef
Chao, G. T., Walz, P., & Gardner, P. D. (1992). Formal and informal mentorships: A comparison on mentoring functions and contrast with non-mentored counterparts. Personnel Psychology,45(3), 619–636. CrossRef
Costa, P. T., & McCrae, R. R. (1992). Four ways five factors are basic. Personality and Individual Differences,13(6), 653–665. CrossRef
Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology,41(1), 417–440. CrossRef
Dreher, G. F., & Ash, R. A. (1990). A comparative study of mentoring among men and women in managerial, professional, and technical positions. Journal of Applied Psychology,75(5), 539. CrossRef
Feldman, D. C. (1981). The multiple socialization of organization members. Academy of Management Review,6(2), 309–318. CrossRef
Feldman, D. C., & Brett, J. M. (1983). Coping with new jobs: A comparative study of new hires and job changers. Academy of Management Journal,26(2), 258–272. CrossRef
Gibson, Donald E. (2003). Developing the professional self-concept: Role model construals in early, middle, and late career stages. Organization Science,14(5), 591–610. CrossRef
Goffman, E. (1959). The presentation of self in everyday life. New York: Doubleday.
Goldberg, L. R. (1990). An alternative ‘description of personality’: The big-five factor structure. Journal of Personality and Social Psychology,59(6), 1216. CrossRef
Hall, D. T. (1976). Careers in organizations. Goodyear Pub. Co.
Hunt, D. M., & Michael, C. (1983). Mentorship: A career training and development tool. Academy of Management Review,8(3), 475–485.
Hofstede, G. (1983). National cultures in four dimensions: A research-based theory of cultural differences among nations. International Studies of Management & Organization,13(1–2), 46–74. CrossRef
Inzer, L. D., & Crawford, C. B. (2005). A review of formal and informal mentoring: Processes, problems, and design. Journal of Leadership Education,4(1), 31–50. CrossRef
Johnson, B. (2009). Empowerment of nurse educators through organizational culture. Nursing Education Perspectives, 30, 8–13.
Kacmar, K. M., & Ferris, G. R. (1989). Theoretical and methodological considerations in the age-job satisfaction relationship. Journal of Applied Psychology,74(2), 201. CrossRef
Katz, R. (1985). Organizational stress and early socialization experiences. In T. Beehr & R. Bhagat (Eds.), Human stress and cognition in organizations: An integrative perspective (pp. 117–139). New York: Wiley.
Koberg, C. S., Boss, R. W., Chappell, D., & Ringer, R. C. (1994). Correlates and consequences of protégé mentoring in a large hospital. Group and Organization Management,19(2), 219–239. CrossRef
Kram, K. E. (1980). Mentoring processes at work: Developmental relationships in managerial careers. Doctoral dissertation, ProQuest Information & Learning.
Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview, IL: Scott Foresman.
Levinson, D. J., Darrow, C. M., Klein, E. G., Levinson, M. H., & McKee, B. (1978). The Seasons of a Man’s Life. New York: Alfred A. Knopf.
Louis, M. (1983). Culture: Yes. Organization: No. Paper presented at the annual meeting of the Academy of Management, Dallas.
Lumpkin, A. (2011). A model for mentoring university faculty. The Educational Forum,75(4), 357–368. CrossRef
Mullen, E. J. (1998). Vocational and psychosocial mentoring functions: Identifying mentors who serve both. Human Resource Development Quarterly,9(4), 319. CrossRef
Olian, J. D., Carroll, S. J., Giannantonio, C. M., & Feren, D. B. (1988). What do protégés look for in a mentor? Results of three experimental studies. Journal of Vocational Behavior,33, 15–37. CrossRef
Polanyi, M. (1958). Personal knowledge. Chicago: University of Chicago Press.
Raabe, B., & Beehr, T. A. (2003). Formal mentoring versus supervisor and co-worker relationships: Differences in perceptions and impact. Journal of Organizational Behavior,24, 271–293. CrossRef
Ragins, B. R. (1989). Barriers to mentoring: The female manager’s dilemma. Human Relations,42(1), 1–22. CrossRef
Ragins, B. R., & Cotton, J. L. (1999). Mentor functions and outcomes: a comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology,84(4), 529. CrossRef
Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes. Academy of Management Journal,43, 1177–1194. CrossRef
Santamaria, J. O. (2003). Mentoring develops high-potential employees. Asia Africa Intelligence Wire.
Scandura, T. A. (1992). Mentorship and career mobility: An empirical investigation. Journal of Organizational Behaviour,13(2), 169–174. CrossRef
Sigler, T. H., & Pearson, C. M. (2000). Creating an empowering culture: Examining the relationship between organizational culture and perceptions of empowerment. Journal of Quality Management,5(1), 27–52. CrossRef
Singh, V., Bains, D., & Vinnicombe, S. (2002). Informal mentoring as an organisational resource. Long Range Planning,35(4), 389–405. CrossRef
Thomas, K. W., & Velthouse, B. A. (1990). Cognitive elements of empowerment. Academy of Management Review,15, 666–681.
Thompson, E. R. (2008). Development and validation of an international English big-five mini-markers. Personality and Individual Differences,45(6), 542–548. CrossRef
Viator, R. E., & Scandura, T. A. (1991). A study of mentor-protégé relationships in large public accounting firms. Accounting Horizons,5(3), 20–30.
Wanberg, C. R., Welsh, E. T., & Hezlett, S. A. (2003). Mentoring research: A review and dynamic process model. In J. J. Martocchio & G. R. Ferris (Eds.), Research in personnel and human resources management (Vol. 22, pp. 39–124). Oxford, England: Elsevier Science.
Whitely, W., Dougherty, T. W., & Dreher, G. F. (1991). Relationship of career mentoring and socioeconomic origin to managers’ and professionals’ early career progress. Academy of Management Journal,34(2), 331–350. CrossRef
Young, A. M., Cady, S., & Foxon, M. J. (2006). Demystifying gender differences in mentoring: Theoretical perspectives and challenges for future research on gender and mentoring. Human Resource Development Review,5(2), 148–175. CrossRef
Zagumny, M. J. (1993). Mentoring as a tool for change: A social learning perspective. Organization Development Journal,11(4), 43–48.
- Workplace Climate as a Facilitator of Informal Mentoring Relationships: A Protégé’s Perspective
- Chapter 4
Neuer Inhalt/© Stellmach, Neuer Inhalt/© BBL, Neuer Inhalt/© Maturus, Pluta Logo/© Pluta, Neuer Inhalt/© hww, Neuer Inhalt/© julien tromeur | Fotolia