Interaction of gender, mentoring, and power distance on career attainment: A cross-cultural comparison
研究对比台湾和美国390名管理者和专业人士，发现性别、导师指导、权力距离和国家文化四者交互影响职业成就，不同文化中导师指导对女性的效果因权力距离高低而异。
This article examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the USA). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our hypotheses based on theories of power distance and gender egalitarianism. In hierarchical cultures such as Taiwan’s, mentored women with high power distance reported higher career returns than did mentored women with low power distance. In contrast, in egalitarian cultures such as the USA’s, mentored women with low power distance reported higher career returns than did mentored women with high power distance. Our findings demonstrate variation in mentoring outcomes, not just across, but also within, cultures for men and women. We discuss results along with implications for mentoring and cross-cultural theory, research, and practice.