An investigation of formal mentoring relationships and programs: A meta-analysis.
Item
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Title
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An investigation of formal mentoring relationships and programs: A meta-analysis.
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Identifier
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AAI3187352
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identifier
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3187352
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Creator
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Davis, Anne L.
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Contributor
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Adviser: Hannah Rothstein
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Date
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2005
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Language
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English
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Publisher
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City University of New York.
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Subject
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Business Administration, Management
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Abstract
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Because of the positive outcomes for both the individuals and the organizations that are being attributed to mentoring, organizations have begun to institute formal mentoring programs in the hopes of generating positive results similar to those obtained in informal mentoring relationships. Since only a relatively few mentoring relationships are formed naturally, organizations hope to spread the wealth by assisting in the formation of these developmental relationships. As a result, the use of formal mentoring programs within organizations has increased.;The purpose of this study was to gain a greater understanding of formal mentoring relationships and formal mentoring programs. The widespread and continued use of formal mentoring programs indicated a need to synthesize the current state of the research on formal mentoring relationships and programs. This study integrated the existing body of research in the area of formal mentoring relationships and programs using meta-analytic procedures.;First, it was useful to contrast formal mentoring with informal mentoring to note any differences between these two types of relationships. Second, the formal mentoring relationship was highlighted, focusing on the association between the quality of the formal mentoring relationship and the outcomes obtained as a result. Lastly, the characteristics of the formal mentoring program were investigated to determine if certain characteristics are associated with more positive outcomes.;Overall, the results indicated that informal mentoring relationships are more effective than formal mentoring relationships in terms of the amount of mentoring functions provided and the amount of the mentoring outcomes achieved. However, the effect sizes were small with respect to the outcomes achieved. Additionally, generally strong support was found for a positive relationship between mentoring functions provided and mentoring outcomes obtained in formal mentoring relationships. Relationships were found to be in the hypothesized direction for matching, frequency of interaction and duration of the program but were mixed for the other program characteristics regarding the voluntary or involuntary participation, program purpose, and training. The findings of this study indicate where additional research is needed and should be of practical use to organizational decision makers enabling them to design and implement more effective mentoring programs.
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Type
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dissertation
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Source
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PQT Legacy CUNY.xlsx
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degree
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Ph.D.
