An Investigation of the Effects of Protege Gender on Responses to Mentoring
Review of the literature on mentoring at work reveals a paucity of studies investigating gender differences in responses to mentoring. Relations of mentoring status and protege gender to organizational commitment, job satisfaction, career progress expectations, perceived employment alternatives, role conflict, and role ambiguity are reported for a sample of 254 managers. Results indicate that having a mentor may be associated with a more positive job experience and the perception of more employment alternatives elsewhere. Implications for future research are discussed.
Baugh
SG
University of West Florida
Lankau
MJ
Scandura
TA