Informal Mentoring of Minority Women in a Business Setting
Informal mentoring of minority women in a business setting by James V. Neblett This study examined the influence of informal mentoring of minority women in a business setting. The purpose of this mixed method study was to investigate and understand whether mentoring has a positi.... Published date on: 2004-12-14 with total page: pages. Publisher of Informal Mentoring of Minority Women in a Business Setting is Universal-Publishers.
This study examined the influence of informal mentoring of minority women in a business setting. The purpose of this mixed method study was to investigate and understand whether mentoring has a positive impact on minority women in multiple business disciplines. The problem this study addresses was the lack of corporations developing the workforce for the cultural and diverse challenges of the new millennium. Using a sample of 50 women, this study examined the relationship between informal mentoring and protégé satisfaction. This study attempted to answer four research questions. What possible developmental leadership competencies can the protégés gain from mentoring that will help the organization achieve long-term success? How does informal mentoring increase psychosocial support of protégés? What specific benefits can the informal mentoring relationship provide for the professional development of the protégés? What influence if any does informal mentoring have on racial minorities job satisfaction? Further, this study also attempted to address four hypotheses. These were: Race of mentoring/protégé makes a difference in quality of the mentoring experience/situation. Race of mentor/protégé makes no difference in the quality of the mentoring experience/situation. Protégés career progress was enhanced after informal mentoring. Protégé career progression was not enhanced after informal mentoring. Informal mentoring makes a positive impact on professional development of a protégé. Informal mentoring does make a significant impact on the professional development of a protégé. Mentoring influences the protégés career through informal mentoring. Mentoring does not influence the protégés career through informal mentoring. The findings indicated that race does not make a difference in the quality of mentoring, and career satisfaction is enhanced through informal mentoring versus formal mentoring. Furthermore, informal mentoring makes a positive impact on the personal development of the protégé.
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