Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships.
研究比较了正式与非正式导师关系对352名女性和257名男性被指导者的职业结果影响，发现非正式导师更有效且带来更高薪酬，性别组合也影响导师功能。
The authors examined the effects of the type of mentoring relationship and the gender composition of the relationship on mentoring functions and career outcomes reported by 352 female and 257 male proteges.Proteges of informal mentors viewed their mentors as more effective and received greater compensation than proteges of formal mentors.Proteges with informal mentors also received more career outcomes than nonmentored individuals, but no significant differences were found between nonmentored and formally mentored individuals.The gender composition of the relationship affected mentoring functions and outcomes, and protege gender interacted with the type of relationship to affect mentoring functions.Mentoring relationships are a critical career resource for employees in organizations.Mentors are individuals with advanced experience and knowledge who are committed to providing upward support and mobility to their protege's careers (Hunt & Michael, 1983; Kram, 1985a).Mentors help their proteges by providing two general types of behaviors or functions: career development functions, which facilitate the protege's advancement in the organization, and psychosocial functions, which contribute to the protege's personal growth and professional development (Kram, 1985a).The presence of a mentor is associated with an array of positive career outcomes: Proteges receive more promo-