Formal Mentor Programs

Paper Summary:

This research proposal will investigate formal mentor programs and protege outcomes with regard to the perceptions of proteges of their mentoring experience within the mentor relationship composition. The author will measure proteges perceptions of the quality of mentoring programs and the actual outcomes associated with mentoring experience in relation to both position promotion and compensation. The study will use variations in perceptions and in actual outcomes associated with the mentoring experience as dependent variables, which will be analyzed in relation to protege gender and protege racial/ethnic background as independent variables.

Table of Contents
Introduction
Statement of the Problem
Research Questions
Research Hypotheses
Background on the Issue
Importance of the Study
Scope, Delimitations and Limitations
Definitions of Terms
Review of Literature
Introduction
Mentor Functions
Formal vs Informal Mentoring Programs
Composition of Mentoring Relationships
Career Outcomes
Related Topic ? "Glass Ceiling" Phenomenon
Summary of the Literature Review
Methods
Research Design
Research Questions and Hypotheses
Study Variables
Instrumentation
Data Collection
Population and Sample
Data Analysis
Draft Survey Instrument
Cover Letter for Participating Companies

From the Paper:

"The composition of the mentoring relationship is an important factor related to its success. It is theorized that perceived similarity and identification is found more in same-gender as compared to cross-gender relationships, thus the same gender mentoring relationship would yield more positive results with regard to both psychosocial and career development functions. It is also speculated that higher-ranking positions have more influence within the organization and therefore the mentoring relationship, and males tend to have this power."

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