Intentions to initiate mentoring relationships: Understanding the impact of race, proactivity, feelings of deprivation, and relationship roles

Journal of Social Psychology

Volumn 148, Issue 6, 2008, Pages 727-744

  Hu, Changya ^a   Thomas, Kecia M ^b   Lance, Charles E ^b  

^a NATIONAL CHENGCHI UNIVERSITY   (Taiwan)

^b UNIVERSITY OF GEORGIA   (United States)

Author keywords

Mentorship initiation; Proactivity; Race similarity; Relative deprivation; Roles in mentoring dyads

Indexed keywords

ADULT; AFRICAN AMERICAN; ARTICLE; BEHAVIOR; CAUCASIAN; CLINICAL TRIAL; CONTROLLED CLINICAL TRIAL; CONTROLLED STUDY; FEMALE; HUMAN; MALE; PUBLIC RELATIONS; RANDOMIZED CONTROLLED TRIAL; SEX DIFFERENCE; SOCIAL BEHAVIOR; TEACHER; UNITED STATES;

ADULT; AFRICAN AMERICANS; EUROPEAN CONTINENTAL ANCESTRY GROUP; FEMALE; HUMANS; INTENTION; INTERPROFESSIONAL RELATIONS; MALE; MENTORS; SEX FACTORS; SOCIAL IDENTIFICATION; SOUTHEASTERN UNITED STATES;

EID: 58149388722     PISSN: 00224545     EISSN: None     Source Type: Journal    
DOI: 10.3200/SOCP.148.6.727-744     Document Type: Article

References (48)

1. Allen, T. D. (2004). Protege selection by mentors: Contributing individual and organizational factors. Journal of Vocational Behavior, 65, 469-483.
2. Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004). Career benefits associated with mentoring for proteges: A meta-analysis. Journal of Applied Psychology, 89, 127-136.
3. Allen, T. D., Poteet, M. L., & Burroughs, S. M. (1997). The mentor's perspective: A qualitative inquiry and future research agenda. Journal of Vocational Behavior, 51, 70-89.
4. Allen, T. D., Poteet, M. L., & Russell, J. E. A. (2000). Protege selection by mentors: What makes the difference? Journal of Organizational Behavior, 21, 271-282.
5. Ashford, S. J., & Black, J. S. (1996). Proactivity during organizational entry: The role of desire for control. Journal of Applied Psychology, 81, 199-214.
6. Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118.
7. Bateman, T. S., & Crant, J. M. (1999). Proactive behavior: Meaning, impact, recommendations. Business Horizons, 42(3), 63-70.
8. Boneau, C. A. (1960). The effect of violation of assumptions underlying the t-test. Psychological Bulletin, 57, 49-64.
9. Byrne, D. (1971). The attraction paradigm. New York: Academic Press.
10. Cohen, G. L., & Steele, C. M. (2002). A barrier of mistrust: How negative stereotypes affect cross-race mentoring. In J. Aronson (Ed.), Improving academic achievement: Impact of psychological factors on education (pp. 303-327). San Diego, CA: Academic Press.
11. Crant, J. M. (1995). The Proactive Personality Scale and objective job performance among real estate agents. Journal of Applied Psychology, 80, 532-537.
12. Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26, 435-462.
13. Crant, J. M., & Bateman, T. S. (2000). Charismatic leadership viewed from above: The impact of proactive personality. Journal of Organizational Behavior, 21, 63-75.
14. Crosby, F. A. (1982). Relative deprivation and working women. New York: Oxford University Press.
15. Crosby, F. A. (1984). Relative deprivation in organizational settings. In B. M. Staw & L. L. Cummings (Eds.), Research in Organizational Behavior (Vol. 6, pp. 51-93). Green- wich, CT: JAI Press.
16. Ensher, E. A., & Murphy, S. E. (1997). Effects of race, gender, perceived similarity, and contact on mentor relationships. Journal of Vocational Behavior, 50, 460-481.
17. Feldman, D. C., Folks, W. R., & Turnley, W. H. (1999). Mentor-protege diversity and its impact on international internship experiences. Journal of Organizational Behavior, 20, 597-611.
18. Gaskill, L. R. (1991). Same-sex and cross-sex mentoring of female proteges: A comparative analysis. Career Development Quarterly, 40(1), 48-63.
19. Ilgen, D. R., & Youtz, M. A. (1986). Factors affecting the evaluation and development of minorities in organizations. In K. M. Rowland & G. R. Ferris (Eds.), Research inpersonnel and human resources management (Vol. 4, pp. 307-337). Greenwich, CT: JAI.
20. Keppel, G. (1991). Design and analysis: A researcher's handbook (3rd ed.). Englewood Cliffs, NJ: Prentice Hall.
21. Kram, K. E. (1988). Mentoring at work: Developmental relationships in organizational life. Glenview, IL: Scott Foresman.
22. McConahay, J. B. (1983). Modern racism and modern discrimination: The effects of race, racial attitudes, and context on simulated hiring decisions. Personality & Social Psychology Bulletin, 9, 551-558.
23. McGuire, G. M. (1999). Do race and sex affect employees' access to and help from mentors? Insights from the study of a large corporation. In A. J. Murrell, F. J. Crosby, & R. Ely (Eds.), Mentoring dilemmas: Developmental relationships within multicultural organizations (pp. 105-120). Mahwah, NJ: Lawrence Erlbaum.
24. Noe, R. A. (1988). Women and mentoring: A review and research agenda. Academy of Management Review, 13, 65-78.
25. Noe, R. A., Greenberger, D. B., & Wang, S. (2002). Mentoring: What we know and where we might go. In G. R. Ferris & J. J. Martocchio (Eds.), Research in personnel and human resources management (Vol. 21, pp. 129-173). Greenwich, CT: JAI Press.
26. Olian, J. D., Carroll, S. J., & Giannantonio, C. M. (1993). Mentor reactions to proteges: An experiment with managers. Journal of Vocational Behavior, 43, 266-278.
27. Olian, J. D., Carroll, S. J., Giannantonio, C. M., & Feren, D. B. (1988). What do proteges look for in a mentor? Results of three experimental studies. Journal of Vocational Behavior, 33, 15-37.
28. O'Neill, R. M. (2002). Mentoring and diversity: An international perspective. Oxford: Butterworth-Heinemann.
29. Ragins, B. R. (1997a). Antecedents of diversified mentoring relationships. Journal of Vocational Behavior, 51, 90-109.
30. Ragins, B. R. (1997b). Diversified mentoring relationships in organizations: A power perspective. Academy of Management Review, 22, 482-521.
31. Ragins, B. R., & Cotton, J. L. (1991). Easier said than done: Gender differences in perceived barriers to gaining a mentor. Academy of Management Journal, 34, 939-951.
32. Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes. Academy of Management Journal, 43, 117-1194.
33. Ragins, B. R., & Sundstrom, E. (1989). Gender and power in organizations: A longitudinal perspective. Psychological Bulletin, 105, 51-88.
34. Reskin, B. F., McBrier, D. B., & Kmec, J. A. (1999). The determinants and consequences of workplace sex and race composition. Annual Review of Sociology, 25, 335-361.
35. Riordan, C. M. (2000). Relational demography within groups: Past developments, contradictions, and new directions. In G. R. Ferris (Ed.), Research in personnel and human resources management (Vol. 19, pp. 131-174). New York: JAI Press.
36. Runciman, W. G. (1966). Relative deprivation and social justice: A study of attitudes to social inequality in twentieth-century England. Berkeley: University of California Press.
37. Scandura, T. A., & Williams, E. A. (2001). An investigation of the moderating effects of gender on the relationships between mentorship initiation and protege perceptions of mentoring functions. Journal of Vocational Behavior, 59, 342-363.
38. Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84, 416-427.
39. Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54, 845-874.
40. Settoon, R. P., & Adkins, C. L. (1997). Newcomer socialization: The role of supervisors, coworkers, friends and family members. Journal of Business & Psychology, 11, 507-516.
41. Tajfel, H., & Forgas, J. P. (2000). Social categorization: Cognitions, values and groups. In C. Stangor (Ed.), Stereotypes and prejudice: Essential readings (pp. 49-63). Philadelphia: Psychology Press.
42. Thomas, D. A. (1993). Mentoring and irrationality: The role of racial taboos. In L. Hirschhorn & C. K. Barnett (Eds.), The psychodynamics of organizations. (pp. 191- 202). Philadelphia: Temple University Press.
43. Thomas, D. A., & Ely, R. J. (1996). Making differences matter: A new paradigm for managing diversity. Harvard Business Review, 74, 79-90.
44. Tsui, A. S., Porter, L. W., & Egan, T. D. (2002). When both similarities and dissimilarities matter: Extending the concept of relational demography. Human Relations, 55, 899-929.
45. Turban, D. B., & Dougherty, T. W. (1994). Role of protege personality in receipt of mentoring and career success. Academy of Management Journal, 37, 688-702.
46. Turban, D. B., Dougherty, T. W., & Lee, F. K. (2002). Gender, race, and perceived similarity effects in developmental relationships: The moderating role of relationship duration. Journal of Vocational Behavior, 61, 240-262.
47. Wanberg, C. R., Welsh, E. T., & Hezlett, S. A. (2003). Mentoring research: A review and dynamic process model. In J. J. Martocchio & G. R. Ferris (Eds.), Research in personnel and human resources management (Vol. 22, pp. 39-124). Greenwich, CT: JAI Press.
48. Zenger, T. R., & Lawrence, B. S. (1989). Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management Journal, 32, 353-376.