Mentoring is the process of matching an older, more experienced employee (mentor) with a newer, less experienced employee (protégé) with the goal of socializing new employees, providing them with career development support, and aiding in the development of an organizational path (Egan & Song, 2008). Past research (Egan & Song, 2008; Allen et al., 2006; Allen & Eby, 2008) has identified features of formal mentoring programs that lead to greater relationship effectiveness. These features will be discussed during this presentation, and include high organizational involvement, protégé personality, rank and department considerations for both mentor and protégé, and mentor commitment. When all of these factors are considered and acted upon, protégés are more likely to be more satisfied with their job, more committed to the organization, and more productive, all of which have a beneficial impact on organizations.
|Presenter:||Elizabeth Ewell (Undergraduate Student)|
|Time:||2:30 pm (Session IV)|