Formal or Informal Mentoring: What Drives Employees to Seek Informal Mentors?
In organizations with formal mentoring programs, employees may still seek out informal mentors outside of their assigned mentors. This study examines factors that drive protégés to turn from their formal mentors to supplementary informal mentors. Using data from three sources, protégés relying on fo...
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| Veröffentlicht in: | Journal of managerial issues 2016-03, Vol.28 (1/2), p.67-82 |
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| container_title | Journal of managerial issues |
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| creator | Holt, Daniel T. Markova, Gergana Dhaenens, Andrew J. Marler, Laura E. Heilmann, Sharon G. |
| description | In organizations with formal mentoring programs, employees may still seek out informal mentors outside of their assigned mentors. This study examines factors that drive protégés to turn from their formal mentors to supplementary informal mentors. Using data from three sources, protégés relying on formal mentors versus informal mentors were compared, finding that leader-member exchange (LMX), perceived similarity, contact time, and the status of the formal mentor were significantly related to the protégé's decision to select an informal mentor. There was no evidence that protégé performance affected a protégé's decision to identify an informal mentor. Implications for practice and future research are also discussed. |
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| source | Jstor Complete Legacy |
| subjects | Air forces Analysis Applied psychology Careers College faculty Comparative analysis Defense policy Employees Hypotheses Influence Job performance Leader-member exchange Mental health personnel Mentoring Mentoring programs Mentors Practice Professional development Questionnaires Roles Social perception Studies Supervisors Trust Turbans |
| title | Formal or Informal Mentoring: What Drives Employees to Seek Informal Mentors? |
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