Mentoring and gender: perception is not reality

2018 ◽  
Vol 23 (4) ◽  
pp. 346-359
Author(s):  
Elizabeth Torney Welsh ◽  
Erica W. Diehn
Keyword(s):  
Experimental Design ◽  
Mentoring Relationships ◽  
Content Type ◽  
Informal Mentoring ◽  
Working Adults ◽  
Empirical Results ◽  
Mentoring Relationship ◽  
And Gender ◽  
Workplace Outcomes

Purpose The purpose of this paper is to explore whether the disconnect between mentoring theory, which posits that women receive less workplace mentoring than men, and empirical results, which have found that women report equivalent or more mentoring received than men, is due to differences in perception rather than in actual mentoring provided. Design/methodology/approach Using an MTurk sample of working adults (n=251), a 2 (protégé/participant gender: male/female) × 2 (mentor gender: male/female) × 3 (amount of mentoring: high/medium/low) between-subjects experimental design was tested. This approach held relationship characteristics constant, allowing for an examination of the role of gender in mentoring perceptions. Findings Gender was associated with the way protégés viewed a mentoring relationship and their reports of mentoring received. When identical relationships were described, women were more likely than men to identify a senior colleague as a mentor, and protégés in heterogeneous gender mentoring relationships reported more mentoring received than those in homogeneous gender relationships. Research limitations/implications When examining mentoring, perceptual differences need to be considered before drawing conclusions. Practical implications This study calls into question findings of equivalent mentoring – refocusing attention on the importance of informal mentoring for improving women’s workplace outcomes. Originality/value Using an experimental design that holds relationship characteristics constant, this study is able to examine whether perceptions of mentoring are affected by gender. No study has previously done so, and results from the current study help to explain why there has been a disconnect between theory and empirical results.

Who is your ideal mentor? An exploratory study of mentor prototypes

2016 ◽  
Vol 21 (2) ◽  
pp. 160-175 ◽  
Author(s):  
Sarah Frances Bailey ◽  
Elora C Voyles ◽  
Lisa Finkelstein ◽  
Kristina Matarazzo
Keyword(s):  
Mentoring Relationships ◽  
Content Type ◽  
Mentoring Relationship ◽  
Matching Process ◽  
Mentoring Functions ◽  
And Behaviors ◽  
And Gender ◽  
Ethnicity And Gender ◽  
The Ideal ◽  
Mentoring Characteristics

Purpose – One of the main aspects of a mentoring relationship involves the expectations that mentees have of an ideal mentor. However, the traits that mentees envision in an ideal mentor are unclear. The purpose of this paper is to present series of studies examined mentees’ ideas about their ideal mentor’s physical characteristics and mentoring functions. The authors also examined gender and racial (white/nonwhite) differences in ideal mentor preferences. Design/methodology/approach – The two studies examined what mentees envision when they picture their ideal mentor, and whether the ideal mentor prototypes varied by participants’ ethnicity and gender. Study 2 further examined mentees’ ideal mentor characteristics in a forced choice ranking scale and the ideal mentor scale (Rose, 2003). Findings – When asked to describe their ideal mentor’s appearance, participants provided detailed descriptions of the ideal mentor’s features. They also emphasized mentoring characteristics and behaviors, such as guidance. Participants’ preferences for their ideal mentor’s gender and race varied by the question format (open-ended description vs scale).When asked to envision their ideal mentor (Study 2), participants emphasized guidance, interpersonal warmth, and ethical integrity. Other mentoring characteristics and behaviors emerged in the content coding framework. Prototypes of the ideal mentors varied based on ethnicity and gender, but also on how the question was presented. Originality/value – These findings suggest that the ideal mentor prototype involves guidance, understanding, and role modeling ethical values. Like other organizational roles (i.e. leaders), awareness of these traits informs how employees view mentors and what they expect from mentoring relationships. Facilitators of mentoring programs can consider the ideal mentor prototype during the matching process and the initial stages of the mentoring relationship.

Self-efficacy and continuance intention of Web 2.0 platforms: a meta-analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zheshi Bao ◽  
Bo Shang
Keyword(s):  
Web 2.0 ◽  
Self Efficacy ◽  
Meta Analysis ◽  
Continuance Intention ◽  
Content Type ◽  
Moderating Variables ◽  
Quantitative Measurements ◽  
And Gender ◽  
The Relationship

PurposeAlthough many studies show that self-efficacy and continuance intention of Web 2.0 platforms are positively and significant correlated, others reveal some different findings. To clarify this line of research, this study further investigates the effect of self-efficacy on continuance intention and meanwhile examines some moderating variables in this process.Design/methodology/approachA meta-analysis method was employed to examine the literature containing quantitative measurements of both self-efficacy and continuance intention of Web 2.0 platforms. A total of 31 effects sizes (N = 9,084) were reviewed.FindingsThe results indicate medium-sized positive correlation between self-efficacy and continuance intention of Web 2.0 platforms. Further moderation analysis shows that such medium-sized link differed across measures of Web 2.0 platform types, target respondent differences and gender of participants. Specifically, this correlation is largest for transaction-socialization platforms and smallest for experience-socialization platforms. For university-student respondents, the role of self-efficacy in affecting continuance intention is less important than general members of Web 2.0 platforms. Finally, as the percentage of female participants increases, a weaker effect size will be observed.Originality/valueThis study clarifies empirical research regarding users' self-efficacy and their continuance intention. Meanwhile, sources of inter-study variability have been identified by addressing moderator variables in the relationship between self-efficacy and continuance intention of Web 2.0 platforms, which provides directions for future explorations in this area.

Exploring mentoring across gender, race, and generation in higher education

2019 ◽  
Vol 8 (1) ◽  
pp. 2-18 ◽  
Author(s):  
Sydney Freeman Jr ◽  
Frances Kochan
Keyword(s):  
Higher Education ◽  
Mentoring Relationships ◽  
White Female ◽  
Content Type ◽  
Mentoring Relationship ◽  
The Usa ◽  
Extensive Body ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to examine a long-term mentoring relationship between a White female from the Traditional Generation and an African American male from the Xennial Generation, as engaged in a mentoring relationship within higher education institutions in the USA. The study investigated if, how and to what degree the differences and similarities between them influenced their mentoring relationship. Design/methodology/approach The authors used an autoethnographic approach involving extensive questioning, dialoguing, note keeping and analysis over eight months. Findings The analysis suggested that race had the greatest influence on the relationship. The primary reasons for mentoring success were similarities in family backgrounds and commonly held values. Research limitations/implications This study may not be generalizable to mentoring relationships that do not involve cultural differences in race, age or gender. Practical implications The paper offers a model for the types of strategies individuals can use in cross-racial mentoring endeavors to help build and sustain these relationships. It also includes suggestions for individuals engaged in mentoring relationships, which include gender, race or age differences, and organizations seeking to enhance diversity within their institutions. Originality/value There is not an extensive body of research on individual cross-racial, gender and generational mentoring that provides an analysis of the experience of those involved. Additionally, the model presented for examining cross-racial mentoring relationships is unique.

When is an Islamic work ethic more likely to spur helping behavior? The roles of despotic leadership and gender

2018 ◽  
Vol 47 (3) ◽  
pp. 630-650 ◽  
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Usman Raja ◽  
Muhammad Umer Azeem ◽  
Norashikin Mahmud
Keyword(s):  
Work Ethic ◽  
Work Values ◽  
Helping Behavior ◽  
Content Type ◽  
Islamic Work Ethic ◽  
Female Employees ◽  
And Gender ◽  
Voluntary Basis ◽  
Practical Implications

Purpose The purpose of this paper is to investigate how employees’ Islamic work ethic might enhance their propensity to help their coworkers on a voluntary basis, as well as how this relationship might be invigorated by despotic leadership. It also considers how the invigorating role of despotic leadership might depend on employees’ gender. Design/methodology/approach Survey data were collected from employees and their supervisors in Pakistani organizations. Findings Islamic work values relate positively to helping behaviors, and this relationship is stronger when employees experience despotic leadership, because their values motivate them to protect their colleagues against the hardships created by such leadership. This triggering role of despotic leadership is particularly strong among female employees. Practical implications For organizations, the results demonstrate that Islamic work values may be important for creating a culture that promotes collegiality, to a greater extent when employees believe that their leaders act as despots who exploit their followers for personal gain. Originality/value This study elaborates how employees’ Islamic work ethic influences the likelihood that they help their coworkers, particularly in work contexts marked by stress-inducing leadership.

Perceived interviewee anxiety and performance in telephone interviews

2018 ◽  
Vol 6 (3) ◽  
pp. 320-332 ◽  
Author(s):  
Debora Jeske ◽  
Kenneth S. Shultz ◽  
Sarah Owen
Keyword(s):  
Experimental Design ◽  
Design Methodology ◽  
Telephone Interview ◽  
Subjective Assessment ◽  
Audio Recording ◽  
Content Type ◽  
Telephone Interviews ◽  
And Performance ◽  
Practical Implications

Purpose The purpose of this paper is to focus on the role of interviewee anxiety as a predictor of perceived hireability (Study 1, n=82) and job suitability (Study 2, n=74). Design/methodology/approach Using an experimental design, participants were randomly allocated to one of two conditions (an audio recording of either a confident or anxious job candidate with identical scripts) and asked to take the role of an interviewer. Findings The anxious interviewee (played by an actor) was consistently rated as less hireable (in a combined sample based on Studies and 2), less suitable to the job and received less favorable hiring recommendations (as assessed in Study 2) than the confident interviewee (played by the same actor). Research limitations/implications The study was conducted with students who may have less interview experience than experienced interviewers. Practical implications The results suggest that anxiety has a negative biasing effect on perceived hireability and job suitability ratings. In other words, the behavioral manipulation of anxiety affects hireability ratings, independent of any subjective assessment of anxiety. Originality/value The findings provide evidence of an anxiety bias in telephone interview settings. The results highlight the importance of considering anxiety cues when training employment interviewers.

scholarly journals The paradox of being on the glass cliff: why do women accept risky leadership positions?

2018 ◽  
Vol 23 (4) ◽  
pp. 397-426 ◽  
Author(s):  
Maral Darouei ◽  
Helen Pluut
Keyword(s):  
Decision Makers ◽  
Risk Averse ◽  
Job Seekers ◽  
Leadership Positions ◽  
Apparent Paradox ◽  
Content Type ◽  
Working Adults ◽  
Glass Cliff ◽  
Shed Light

PurposeRecent evidence from glass cliff research suggests that women are more willing than men to accept risky leadership positions. The purpose of this paper (based on three studies) is to reveal and resolve the apparent paradox that women are more risk averse than men yet end up in risky leadership positions.Design/methodology/approachIn Study I, risk attitudes of 125 participants were surveyed to understand gender differences in risk taking. In two experimental vignette studies, 119 university students (Study II) and 109 working adults (Study III) were offered a leadership position in either a risky or successful company and asked to rate their willingness to accept the job.FindingsTogether, the results showed that although women are generally more risk averse than men, women who scored low on career self-efficacy were more likely to perceive a risky job as a promotional opportunity and were therefore more willing to accept such a job. These findings shed light on the role of women’s career decision making in the glass cliff phenomenon.Originality/valueGlass cliff research has focused almost exclusively on organizational decision makers. The authors aim to better understand the glass cliff phenomenon by incorporating the perspective of job seekers.

Consumers’ reactions to cross-border acquisitions

2019 ◽  
Vol 122 (2) ◽  
pp. 655-677
Author(s):  
Riccardo Resciniti ◽  
Michela Matarazzo ◽  
Gabriele Baima
Keyword(s):  
Experimental Design ◽  
Corporate Reputation ◽  
Design Methodology ◽  
Consumer Perceptions ◽  
Psychic Distance ◽  
Target Firm ◽  
Content Type ◽  
Cross Border ◽  
Acquiring Firms

Purpose The purpose of this paper is to focus on consumers’ reactions to cross-border acquisitions (CBA) by exploring the role of consumer perceptions of the psychic distance between the country of the acquirer and that of the target firm when the acquiring corporation has a good or poor reputation. Design/methodology/approach A 2×2 experimental design which manipulated psychic distance and acquirer’s corporate reputation was conducted in Italy. The study considers an Italian food target firm and compares four foreign acquiring firms with different combinations of corporate reputation (good/poor) and psychic distance to Italy (small/large). Findings The authors found that the degree of psychic distance between the countries of the acquiring and targeted firms was inversely related to Italian consumers’ intentions to repurchase the products of the post-acquisition target, and unrelated to the acquirer’s corporate reputation. Originality/value This is the first study focusing on psychic distance in the context of CBA, especially from the perspective of consumer behavior, which can help to better understand certain negative reactions toward the acquisition of a business.

Role of virtual avatars in digitalized hotel service

2020 ◽  
Vol 32 (3) ◽  
pp. 977-997 ◽  
Author(s):  
Youngjoon Choi ◽  
Fuad Mehraliyev ◽  
Seongseop (Sam) Kim
Keyword(s):  
Visual Cues ◽  
Positive Influence ◽  
Social Position ◽  
Intention To Use ◽  
Significant Interaction Effect ◽  
Content Type ◽  
Psychological Mechanism ◽  
And Gender ◽  
Technical Features

Purpose This study aim to attempt to conceptualize agency in a hospitality setting and examine the psychological effects of agency-related visual cues on user perception and intention to use to understand the role of agency in the digitalization of hotel services. Design/methodology/approach After developing demo videos of an express check-out application, two experiments were conducted to examine the effects of using an avatar and explain the psychological mechanism of how attributes of an avatar increase intention to use. Findings Study 1 found that the presence of an avatar had a positive influence on intention to use. Study 2 retested the findings of Study 1 and illustrated the psychological mechanism of how two attributes of an avatar (social position and gender) influenced perceived expertise and intention to use. A significant interaction effect between social position and gender was found on perceived expertise. Perceived expertise also mediated the effect of an avatar on intention to use in the male avatar conditions. Originality/value As the first attempt to investigate the role of avatars in human–computer interaction in a hotel setting, this study will serve as an example in testing the effects of agency-related technical features on user experience and behavioral intention, possibly broadening the current research scope of hospitality and tourism. This study also provides a useful guideline to develop and design a successful interface of digitalized hotel services.

Entrepreneurial intention of Indian university students: the role of opportunity recognition and entrepreneurship education

2020 ◽  
Vol 62 (7/8) ◽  
pp. 843-861
Author(s):  
Aamir Hassan ◽  
Imran Saleem ◽  
Imran Anwar ◽  
Syed Abid Hussain
Keyword(s):  
University Students ◽  
Self Efficacy ◽  
Entrepreneurship Education ◽  
Entrepreneurial Intention ◽  
Opportunity Recognition ◽  
Content Type ◽  
And Gender ◽  
Business And Management ◽  
Moderating Role

PurposeThe purpose of this study is to investigate the impact of opportunity recognition and entrepreneurial self-efficacy on the entrepreneurial intention of Indian university students. This paper also examines the moderating role of entrepreneurship education and gender on the opportunity recognition–intention and self-efficacy–intention relationships.Design/methodology/approachThe data were collected through a comprehensive questionnaire from 334 students having business and management background. Confirmatory factor analysis was used to ensure the reliability and validity of all the constructs, and structural equation modeling was used to test the proposed hypotheses.FindingsThis study unveils three important findings. First, opportunity recognition and self-efficacy both show a significant positive impact on the entrepreneurial intention of students. Second, education positively moderates “self-efficacy–intention relationship”, and third, gender negatively moderates “opportunity recognition–intention” and “self-efficacy–intention” relationships.Research limitations/implicationsThis study has been carried out using a sample of students from only one university, and the study included only business and management background students. Similar studies can be conducted by adding more motivational and contextual factors with an increased sample size of students having different educational backgrounds.Practical implicationsThis study provides pragmatic support to formulate new educational initiatives that can support students in their present or future entrepreneurial projects.Originality/valueThis study adds to the scarce literature on opportunity recognition and entrepreneurial intention and also highlights the moderating role of entrepreneurship education and gender on opportunity recognition–intention and entrepreneurial self-efficacy–intention relationships.

The role of mentoring relationships in counseling programs

2015 ◽  
Vol 4 (3) ◽  
pp. 168-183 ◽  
Author(s):  
Jennifer N. Boswell ◽  
Angie D. Wilson ◽  
Marcella D. Stark ◽  
Anthony J Onwuegbuzie
Keyword(s):  
Counselor Education ◽  
Junior Faculty ◽  
Communication Style ◽  
Mentoring Relationships ◽  
Research Approach ◽  
Education Programs ◽  
Counseling Programs ◽  
Content Type ◽  
Mentoring Relationship ◽  
The Usa

Purpose – The goals of a mentoring relationship are important to the development of mentees. The purpose of this paper is to focus on the specific needs of students and junior faculty in counseling programs. Design/methodology/approach – The authors used a psychological phenomenological research approach to understand the role and significance of a mentor and the mentoring relationship. In this qualitative research study, pre-tenured faculty, doctoral- and master’s-level students in counselor education programs in the USA were interviewed (n=30), to explore the mentorship needs. Findings – In the study, the authors identified 28 codes that emerged from the participants’ lived experiences, which then were organized into seven meta-codes. The seven meta-codes were: relationship between mentor and mentee; communication style or patterns; preferred gender of mentor; introduction to the relationship; mentee needs; mentee benefits; and experiences as a mentee. Originality/value – In the paper, the authors sought to explore the mentoring needs of students and junior faculty in counselor education programs and how these needs can begin to be addressed effectively.

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