Mentoring Experiences and Proteges

Paper Summary:

A research study is proposed to investigate the perceptions of protege's of their mentoring experience. Protege's perceptions of both the quality and the equity of mentoring programs are measured, as are actual outcomes associated with mentoring experience in relation to both position promotion and compensation. Variations in perceptions and in actual outcomes associated with the mentoring experience, as dependent variables, are analyzed in relation to protege; gender and protege; racial/ethnic background, as independent variables. Problem statement, literature review, and proposed method are presented in this proposal.

Chapter 1 - Introduction
Statement of the Problem
Research Questions
Research Hypotheses
Background on the Issue
Importance of the Study
Scope and Delimitations .
Definitions of Terms
2 - Review of Literature
Social Conflict and Diversity
Affirmative Action and Conflict Theory
The "Glass Ceiling" Phenomenon
Discussion
Mentoring in Organizations
Phases of the Mentoring Relationship
Functioning of Mentors
Quality of Mentoring Programs
Relevant Feminist Theory
Summary of the Literature Review
3 - Methods
Research Design
Research Questions and Hypotheses
Variables and Operational Definitions
Instrumentation
Data Collection
Population and Sample
Data Analysis
References
Appendix
A - Draft Survey Instrument
B -Cover Letter for Participating Companies

From the Paper:

"The numbers of women in senior management positions in American organizations are disproportionately low in relation to both the numbers of women in the general population and the numbers of women among the employees of organizations (Martinez, 1997; Silverman, 1997; Konrad & Linnehan, 1995). Some analysts have suggested that a "glass ceiling" exists that blocks the promotion of women to senior management positions (Poole, Langan-Fox, & Omodei, 1993, pp. 39). A similar phenomenon is held to exist for individuals of minority population classification status (Didion, 1995). Thus, women who are members of racial and ethnic minorities conceivably face double barriers to advancement in organizations.
A study conducted by the Office of Federal Contract Compliance Programs (1999) confirmed the role of gender in promotion to senior management positions. This confirmation was made on the basis of comparing the average hierarchical positions of individuals of different gender and racial background in organizations monitored by the Office of Federal Contract Compliance Programs (1999). The criterion for comparison was the number of reporting levels below the chief executive officer (CEO) of the highest-ranking individual classified according to gender and race or ethnicity. The study found that, on average, men outranked women in hierarchical structures among African Americans, Asian Americans, Hispanic Americans, and whites."

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