Effects of Race, Gender, Perceived Similarity, and Contact on Mentor Relationships

Ensher, Ellen A.; Murphy, Susan

doi:10.1006/jvbe.1996.1547

Cited by 388 publications

(317 citation statements)

References 34 publications

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“…The authors concluded that that similarity attraction and categorization perspectives acquired more support than information and decision-making perspectives did in the case of racial diversity. Numerous studies showed that racial similarity is related to interpersonal liking, increased communication, less emotional conflict and turnover (Chatman et al, 1998;Chattopadhyay, 1999;Ensher and Murphy, 1997;Gothelp and Glunk, 2003;O'Reilly et al, 1989;Pfeffer and O'Reilly, 1987;Riordan & Shore, 1997;Sørensen, 2004;Tsui et al, 1992). Recent reviews Webber and Donahue, 2001) also showed that racial diversity had either negative or no effect on performance.…”

Section: Discussion Of Results: Regression Modelsmentioning

confidence: 99%

The Impact of Cultural Diversity on Innovation Performance: Evidence from Construction Industry of Azerbaijan

Mir-Babayev

Gulaliyev

Shikhaliyeva

et al. 2017

Economics &Amp; Sociology

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ABSTRACT. Studies on innovations attract many researchers all over the world due to their crucial role in today's highly competitive world. At the same time, cultural dimensions, cultural factors, and their impact on performance measures are also becoming a very popular topic for research. In our paper, we attempted to analyze the issues related to cultural diversity and its impact on innovation performance. We used survey data-collection method with support of trade unions in regions. Then, we used quantitative techniques such as correlation-regression analyses in order to find support for the proposed hypotheses. We found that cultural diversity has inverted U-curve relationship with innovation performance in the case of Azerbaijan also along with that we found that two components of cultural diversity, namely gender diversity and foreigners' diversity have the highest outcomes in terms of innovation performance when the diversity levels are moderate.

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Section: Discussion Of Results: Regression Modelsmentioning

confidence: 99%

The Impact of Cultural Diversity on Innovation Performance: Evidence from Construction Industry of Azerbaijan

Mir-Babayev

Gulaliyev

Shikhaliyeva

et al. 2017

Economics &Amp; Sociology

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“…Perceived similarity of their mentors is important for mentees (Alleman et al 1984;Ensher and Murphy 1997): "the more similar protégés perceived themselves to be to their mentors in outlook, values, or perspective, the more likely they were to report liking their mentor, being satisfied with their mentor, and having more contact with their mentor" (Ensher and Murphy 1997 p474). Although the authors concluded from this result that personal characteristics do not need consideration during the matching process, for us it reinforces the benefits of mentees being able to select their own mentors.…”

Section: The Personal Nature Of Mentoringmentioning

confidence: 99%

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

Bell

Treleaven

2010

High Educ

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Abstract:Finding a suitable mentor is crucial to the success of mentoring relationships. In the mentoring literature, however, there is conflicting evidence about the best ways to support the pairing process in organisational mentoring programs. This paper presents a detailed analysis of the pairing process in an academic mentoring program that has implications for building a mentoring culture in higher education. The program which began with a pilot and has continued for five years with one hundred and twenty one participants, was conducted with mentees selecting their own mentor from a pool of mentors who volunteered to be part of the program. In the pilot program, where mentors and mentees first met as one group, some mentees reported that the process of selecting and approaching a mentor was uncomfortable and intimidating. Nine of twenty-three potential mentees did not form mentoring relationships. Analysis of subsequent program evaluation data pointed to the importance of two factors in the pairing process: personal connections and facilitation of the selection process. This study at a research-intensive university demonstrates that when the pairing process is tailored to individual mentees, they are comfortable selecting a mentor and to then develop a successful mentoring relationship.

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“…A major issue remained as the degree of support minority protégés received from their mentors (Brooks & Clunis, 2007). In a study involving 104 protégés and their staff mentors employed at a large West coast media organization, Ensher and Murphy (1997) found that mentors paired with same-race protégés liked their protégés more than mentors paired with different-race protégés F(1,52) = 4.25, p < .05. Protégés matched with same-race mentors also gained more psychosocial and career support than protégés paired with different-race mentors F(1,72) = 3.95, p < .05.…”

Section: Mentoring Functionsmentioning

confidence: 99%

The Role of Attachment in Faculty Mentoring

Banerjee¹

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Effects of Race, Gender, Perceived Similarity, and Contact on Mentor Relationships

Cited by 388 publications

References 34 publications

The Impact of Cultural Diversity on Innovation Performance: Evidence from Construction Industry of Azerbaijan

The Impact of Cultural Diversity on Innovation Performance: Evidence from Construction Industry of Azerbaijan

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

The Role of Attachment in Faculty Mentoring

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