Mentor characteristics and protégé/mentor perceptions of mentoring functions and quality in Korean companies

Kim, Sooyoung

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https://hdl.handle.net/2142/16952 Copy

Description

Title

Mentor characteristics and protégé/mentor perceptions of mentoring functions and quality in Korean companies

Author(s)

Kim, Sooyoung

Issue Date

2010-08-31T20:01:48Z

Director of Research (if dissertation) or Advisor (if thesis)

Kuchinke, K. Peter

Doctoral Committee Chair(s)

Kuchinke, K. Peter

Committee Member(s)

• Aragon, Steven R.
• Johnson, Scott D.
• Ryan, Allison M.

Department of Study

Human Resource Education

Discipline

Human Resource Education

Degree Granting Institution

University of Illinois at Urbana-Champaign

Degree Name

Ph.D.

Degree Level

Dissertation

Date of Ingest

2010-08-31T20:01:48Z

Keyword(s)

• mentoring
• leadership self-efficacy
• learning goal orientation

Abstract

The purpose of this study was to examine the relationships between mentor characteristics and level of mentoring functions and quality as reported by both protégés and mentors in a Korean company. In particular, the current study explores the role of mentor learning goal orientation and leadership self-efficacy in relation to level of mentoring functions and quality. The data were collected through an online survey with new employees (i.e., protégés) and their mentors who participated in a formal mentoring program at one Korean IT company in Korea in 2009. A total of 392 employees and their mentors were invited to participate and the final sample included 96 pairs of mentors and protégés. Multiple regressions, in particular, hierarchical regression analyses were conducted to analyze the data. Control variables included frequency of interaction (i.e., average hours of interaction per month and frequency of meetings, as reported by both mentors and protégés) and protégé learning goal orientation. The key findings of the current study indicated that mentor characteristics were significantly related to mentor reports of level of mentoring functions (both psychosocial and career) and quality (both general relationship and learning relationship). However, the findings indicated that neither mentor learning goal orientation nor mentor leadership self-efficacy was associated with protégé perceptions of level of mentoring functions and quality. The results also showed that protégé learning goal orientation was a strong predictor of protégé reports of level of mentoring functions and quality. Interestingly, mentor organizational level and organizational tenure were significantly and negatively related to protégé perceptions of mentoring quality (general relationship and learning relationship), but not mentoring functions. The higher the rank and the longer the organizational tenure of the mentor, the lower the quality of mentoring their protégé reported. Analysis and recommendations for HRD practitioners and HRD researchers are also discussed.

Graduation Semester

2010-08

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http://hdl.handle.net/2142/16952

Copyright and License Information

Copyright 2010 Sooyoung Kim

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