Self-other rating agreement in mentoring

Meeting protégé expectations for development and career advancement

Research output: Contribution to journalArticle

32 Citations (Scopus)

Abstract

This study used Atwater and Yammarino's (1997) self-other rating agreement process model to examine whether mentor-protégé agreement regarding mentor transformational leadership would influence mentoring functions (i.e., psychosocial support and career development) and protégé outcomes (i.e., career satisfaction, job satisfaction, desired aspirations, enacted aspirations). Mentors in 217 mentor-protégé dyads were classified as over-estimators, under-estimators, in-agreement/poor, or in-agreement/good based on the difference between mentor's self-rating and protégé's rating of mentor's transformational leadership. Results of multivariate analysis of covariance indicated that protégés in over-estimator dyads reported the lowest levels of psychosocial support and career satisfaction. Protégés in under-estimator dyads reported higher levels of psychosocial support, career development, and enacted aspirations than inagreement/poor and over-estimator dyads. Protégés in in-agreement/good dyads reported higher levels of psychosocial support than in-agreement/poor and over-estimator dyads. The practical implications of these results are discussed.

Original languageEnglish (US)
Pages (from-to)442-469
Number of pages28
JournalGroup and Organization Management
Volume29
Issue number4
DOIs
StatePublished - Aug 1 2004

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Mentors
Job Satisfaction
Mentoring
Career advancement
Estimator
Dyads
Rating
Mentor
Multivariate Analysis
Aspirations (Psychology)
Aspiration

All Science Journal Classification (ASJC) codes

  • Arts and Humanities (miscellaneous)
  • Applied Psychology
  • Organizational Behavior and Human Resource Management

Cite this

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title = "Self-other rating agreement in mentoring: Meeting prot{\'e}g{\'e} expectations for development and career advancement",
abstract = "This study used Atwater and Yammarino's (1997) self-other rating agreement process model to examine whether mentor-prot{\'e}g{\'e} agreement regarding mentor transformational leadership would influence mentoring functions (i.e., psychosocial support and career development) and prot{\'e}g{\'e} outcomes (i.e., career satisfaction, job satisfaction, desired aspirations, enacted aspirations). Mentors in 217 mentor-prot{\'e}g{\'e} dyads were classified as over-estimators, under-estimators, in-agreement/poor, or in-agreement/good based on the difference between mentor's self-rating and prot{\'e}g{\'e}'s rating of mentor's transformational leadership. Results of multivariate analysis of covariance indicated that prot{\'e}g{\'e}s in over-estimator dyads reported the lowest levels of psychosocial support and career satisfaction. Prot{\'e}g{\'e}s in under-estimator dyads reported higher levels of psychosocial support, career development, and enacted aspirations than inagreement/poor and over-estimator dyads. Prot{\'e}g{\'e}s in in-agreement/good dyads reported higher levels of psychosocial support than in-agreement/poor and over-estimator dyads. The practical implications of these results are discussed.",
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