Gender Differences in Career Helping Relationships

Stonewater, Barbara Bradley; Eveslage, Sonja A.; Dingerson, Michael R.

doi:10.1002/j.2161-0045.1990.tb00237.x

Cited by 11 publications

(9 citation statements)

References 20 publications

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“…Furthermore, male and female mentors appeared equally capable of addressing both the career and psychosocial needs of female protégés. Congruent with the findings of Stonewater, Eveslage, and Dingerson (1990), female respondents in this study endorsed both the career and psychosocial functions of mentoring as important.…”

Section: Discussionsupporting

confidence: 64%

Mentor Relationships in Clinical Psychology Doctoral Training: Results of a National Survey

Clark

Harden

Johnson

2000

Teaching of Psychology

233

253

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Mentor relationships play an important role in the development and promotion of professional identity among psychologists, yet empirical study of mentor-protégé relationships in psychology graduate education is nearly nonexistent. In this study, we provide a contemporary picture of mentor relationships in clinical psychology doctoral programs. We mailed a survey instrument regarding mentor relationships to 1,000 recent doctorates in clinical psychology; nearly 800 responded. Two thirds of respondents reported having a faculty mentor during graduate school. More PhDs reported having a mentor than PsyDs, as did graduates of university-based departments of psychology compared to graduates of schools of professional psychology. Men and women were equally likely to be mentored and to be satisfied with mentor relationships. Ninety-one percent of mentored graduates evaluated the mentor relationship positively, and mentored graduates were significantly more satisfied with their doctoral program. We discuss implications for graduate education.

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Section: Discussionsupporting

confidence: 64%

Mentor Relationships in Clinical Psychology Doctoral Training: Results of a National Survey

Clark

Harden

Johnson

2000

Teaching of Psychology

233

253

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“…Several gender‐based behavioral distinctions documented in the literature can influence whether social auditors discover—and also whether they cite—violations. Research has shown that women are more persistent at pursuing assigned tasks (Spence and Buckner, ; Stonewater, Eveslage, and Dingerson, ), potentially motivating them to search more diligently for violations. Research has also found that women have perceptual and integrative processing advantages that may enhance their ability to detect violations.…”

Section: Hypothesesmentioning

confidence: 99%

Monitoring global supply chains

Short

Toffel

Hugill³

2015

Strat. Mgmt. J.

155

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Research summary: Firms seeking to avoid reputational spillovers that can arise from dangerous, illegal, and unethical behavior at supply chain factories are increasingly relying on private social auditors to provide strategic information about suppliers' conduct. But little is known about what influences auditors' ability to identify and report problems. Our analysis of nearly 17,000 supplier audits reveals that auditors report fewer violations when individual auditors have audited the factory before, when audit teams are less experienced or less trained, when audit teams are all male, and when audits are paid for by the audited supplier. This first comprehensive and systematic analysis of supply chain monitoring identifies previously overlooked transaction costs and suggests strategies to develop governance structures to mitigate reputational risks by reducing information asymmetries in supply chains. Managerial summary: Firms reliant on supply chains to manufacture their goods risk reputational harm if the working conditions in those factories are revealed to be dangerous, illegal, or otherwise problematic. While firms are increasingly relying on private‐sector “social auditors” to assess factory conditions, little has been known about the accuracy of those assessments. We analyzed nearly 17,000 code‐of‐conduct audits conducted at nearly 6,000 suppliers around the world. We found that audits yield fewer violations when the audit team has been at that particular supplier before, when audit teams are less experienced or less trained, when audit teams are all male, and when the audits were paid for by the supplier instead of by the buyer. We describe implications for firms relying on social auditors and for auditing firms. Copyright © 2015 John Wiley & Sons, Ltd.

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“…Research on the relationships between mentee gender and mentoring functions has yielded mixed results. Those studies demonstrating a gender difference have, in general, found that female mentees are more likely than male mentees to report experiencing psychosocial functions from their mentors (Burke, 1984;McGuire, 1999;Noe, 1988;Reich, 1986;Stonewater et al, 1990). For example, Stonewater et al (1990) found that women described the nature of their "helping relationships" in terms of personal connections and support, whereas men described an objective sense of encouragement related to their work.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Those studies demonstrating a gender difference have, in general, found that female mentees are more likely than male mentees to report experiencing psychosocial functions from their mentors (Burke, 1984;McGuire, 1999;Noe, 1988;Reich, 1986;Stonewater et al, 1990). For example, Stonewater et al (1990) found that women described the nature of their "helping relationships" in terms of personal connections and support, whereas men described an objective sense of encouragement related to their work. Similarly, McGuire (1999) found that men received significantly more instrumental help, and women received significantly more socio-emotional help from their mentors.…”

Section: Literature Reviewmentioning

confidence: 99%

The relationship between mentee‐mentor gender combination and the provision of distinct mentoring functions

Fowler

Gudmundsson

O’Gorman

2007

Women in Management Review

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Purpose -The purpose of this paper is to investigate the relationships between specific gender combinations of mentor-mentee and distinct mentoring functions. Design/methodology/approach -Of the 500 participants, 272 were mentees and 228 were mentors from public-and private-sector organisations, representing all four gender combinations of mentor-mentee. Participants completed a 36-item measure of mentoring functions. Findings -Hierarchical regression analyses revealed few significant relationships between gender and mentoring functions. As far as mentees were concerned, female mentors provided personal and emotional guidance to a greater extent than male mentors; female mentors provided career development facilitation to a greater extent than male mentors and female mentees were provided with career development facilitation to a greater extent than male mentees; also female mentees were provided with role modelling to a greater extent than male mentees. As far as mentors were concerned, there were no significant differences in the functions provided to female and male mentees. Research limitations/implications -The study emphasized the need to use measurement tools that examine distinct, rather than categories of, mentoring functions. The findings also suggest that gender may not be as influential, with regard to mentoring functions, as has previously been proffered. Knowledge about the relationships between gender and particular mentoring functions may be beneficial for potential and actual mentees and mentors as they make decisions about becoming involved in mentoring relationships, engage in contracting processes, and monitor and review their relationships.Originality/value -The study was the first to explore the perceptions of both mentees and mentors on gender differences in mentoring functions provided, using an adequate sample and a mentoring instrument designed on a gender representative sample.

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Gender Differences in Career Helping Relationships

Cited by 11 publications

References 20 publications

Mentor Relationships in Clinical Psychology Doctoral Training: Results of a National Survey

Mentor Relationships in Clinical Psychology Doctoral Training: Results of a National Survey

Monitoring global supply chains

The relationship between mentee‐mentor gender combination and the provision of distinct mentoring functions

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