Informatics Publishing Limited

Sushmita Srivastava ¹, M. G. Jomon ¹

Affiliations
1 XLRI, School of Business & Human Resources, Jamshedpur, Jharkhand, IN

Abstract

Mentoring as a concept and as a practice existed for long in organizations and its relevance is gaining momentum as years pass by. An extensive review of literature indicated that benefits of mentoring practice especially relating to individual performance is not empirically studied and reported. This paper explores how perceptions of two forms of mentoring support, the traditional and relational, influence protégés’ role-based performance outcomes. The study tested for the variance in performance outcomes due to addition of relational mentoring support. The findings shed light on the role that protégé personal learning play as mediator in transmitting the effect of the two forms of mentoring support to his/her role-based performance.

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Sushmita Srivastava ¹, M. G. Jomon ¹

Affiliations
1 XLRI School of Business & Human Resources, Jamshedpur, Jharkhand, IN

Abstract

This study investigates into what mentees and mentors consider are factors that significantly influence the mentoring outcomes, within formal and supervisory mentoring relationships. Based on a qualitative case study approach the paper examines the goals, content and nature of interaction by mentors with mentees in formal and supervisory mentoring programs within a large manufacturing organization in India. The results are presented within two categories: Path goal clarity and Values goal clarity. These findings have significant practical implications for the development and design of formal and supervisory mentoring programs in business organizations in India, argue the authors.

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Sushmita Srivastava ¹, I. S. F. Raj ¹

Affiliations
1 School of Business & Human Resources, XLRI, Jamshedpur 831001, IN

Abstract

This article explores the factors that impact mentoring relationship through a qualitative study of 88 mentor- mentee pairs in a formal mentoring program in a large Indian manufacturing organization. The study found that if the intensity of interaction is high, frequency does not play a vital role. The mentor- mentee pairs have been classified on the basis of the nature of the relationship on a favorable -unfavorable continuum. The organization which has been chosen for the study is one of the few companies in the country to provide a formal structured mentoring program. The study has practical and theoretical implications as factors impacting successful mentoring relationship would contribute to future design of mentoring programs as a developmental intervention in Indian organizations.

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