JOURNAL OF ORGANIZATIONAL BEHAVIOR, VOL. 13, 169-174 (1992)
Research Note
Mentorshipand career mobility:An empiricalinvestigation
TERRI A. SCANDURA
School of Business Administration, Universityof Miamni, U.S.A.
Summary
The literature on mentorship is briefly reviewed, revealing that many studies have documented the functions that mentors provide to proteges, including vocational and psychosocial support. This study investigates the link between these functions and the career mobility outcomes of proteges. Results from a random sample of 244 manufacturing managers supports previous research on the dimensions of mentoring. Further, vocational (coaching) and psycho-social (social support) were found to be related to managers' salary level and promotions. Implications of these results for future studies of mentoring are discussed.
Introduction
The literature suggests that mentoring enhances work effectiveness (Kram, 1985) and job success (Roche, 1979; Stumpf and London, 1981; Hunt and Michael, 1983; Fagenson, 1989). Roche (1979) reported that nearly two-thirds of prominent executives studied had mentors and that these executives received higher salaries, bonuses, and total compensation than did executives who did not have mentors. It has also been suggested that mentors have an important influence on promotion decisions (Stumpf and London, 1981; Hunt and Michael, 1983). Yet, the linkage of mentorship and career mobility outcomes has not been examined in recent empirical studies of mentoring functions. The purpose of the present study is to investigate the relationship of mentorship functions to the career outcomes of proteges, as indicated by managerial performance ratings, salary attainment, and promotions. Kram (1985) presented an in-depth analysis of the mechanisms through which mentoring affects careers and identified two dimensions of these developmental relationships: Vocational (career coaching) and psycho-social (social support). Kram and...
