A study of peer mentoring, multiple mentoring and other alternatives to traditional one-on-one mentoring.
Item
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Title
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A study of peer mentoring, multiple mentoring and other alternatives to traditional one-on-one mentoring.
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Identifier
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AAI3103133
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identifier
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3103133
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Creator
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Levy, Rachel Gonzalez.
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Contributor
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Adviser: Walter Reichman
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Date
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2003
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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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Psychology, Industrial
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Abstract
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The primary purpose of this study was to investigate the alternatives to traditional, one-on-one mentoring. Traditionally, mentoring occurred informally between a senior person and a more junior employee of the same organization (Kram, 1988). More recently, it has become recognized that the construct of mentoring has a wide variety of meanings. The definition of mentoring used in the present study is based on a review and evaluation of the literature. Mentors take an active interest in an individual's development and serve as coaches, tutors, counselors, sponsors and/or confidants for another with whom there is a relationship of mutual trust. Data on mentoring experiences were collected using a web-based survey at two large organizations, a professional services firm and a Fortune 500 financial services and products company. Factor analysis confirmed prior research and found a dual-factor structure for mentoring functions: career-related and psychosocial mentoring. Analyses of variance indicated that mentors who are a respondent's direct manager provided the least amount of psychosocial mentoring while peer mentors provided the least amount of career-related mentoring, after controlling for frequency of communication. Peer mentors fulfilled the greatest levels of psychosocial mentoring functions. The study provided information on the number of employees who receive mentoring from multiple sources. Also, regression analysis showed that respondents' prior number of mentors, age, and attitude about the importance of a mentor to success are related to current number of mentors, and self-reported career success is related to having multiple mentors. The results of this study demonstrated the positive value of utilizing measures of multiple mentoring relationships. Implications for organizational mentoring programs and mentoring research are discussed.
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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.
