Zusammenfassung
Trotz einer Vielzahl von Veröffentlichungen zum Thema „Mentoring“ fehlt noch immer eine allgemein anerkannte Definition dieses Begriffs. In diesem Artikel werden verschiedene Auffassungen von Mentoring neben einander gestellt und einer kritischen Analyse unterzogen. Betrachtet werden a) unterschiedliche Varianten von Mentoringbeziehungen, b) unterschiedliche Funktionen von Mentoring und c) Prädiktoren effektiven Mentorings. Dabei wird insbesondere die Wandlung des Mentoringbegriffs von einer One-to-one-Beziehung zu einem unterstützenden Netzwerk diskutiert sowie diverse Ansätze, die die Funktionen von Mentoring aus theoretischer Perspektive beleuchten. Schließlich werden empirische Ergebnisse zur Wirksamkeit von Mentoring dargestellt und es wird resümiert, welche Faktoren positive oder negative Verläufe von Mentoringbeziehungen begünstigen. Der Aufsatz schließt mit Schlussfolgerungen für die weitere Evaluationsforschung.
Abstract
Despite a high number of publications about mentoring there is still a lack of an overall accepted definition for this conception. In this paper different views of mentoring are compared and are critically analysed. Kinds of mentoring relationships, theoretical approaches concerning mentoring functions and relevant predictors of mentoring outcome are considered. Especially the change of the mentoring concept from a one-to-one-relationship to a supportive network is discussed and several approaches to highlight mentoring from a theoretical perspective are described. Finally a survey of empirical results is given about the effectiveness of mentoring and determinants are resumed which support a positive or negative mentoring outcome. The paper finishes with conclusions for further research.
Article PDF
Avoid common mistakes on your manuscript.
Literatur
Allen, T.D. (2003). Mentoring others: a dispositional and motivational approach. Journal of Vocational Behavior, 62, 134–154.
Allen, T.C. (2004). Protégé selection by mentors: contributing individual and organizational factors. Journal of Vocational Behavior, 65, 469–483.
Allen, T.D., Day, R. & Lentz, E. (2005). The role of interpersonal comfort in mentoring relationships. Journal of Career Development, 31, 155–169.
Allen, T.D., Eby, L.T. & Lentz, E. (2006). The relationship between formal mentoring program characteristics and perceived program effectiveness. Personnel Psychology, 59, 125–153.
Allen, T.D., Eby, L.T., Poteet, M.L., Lentz, E. & Lima, L. (2004). Career benefits associated with mentoring for protégés: a meta-analysis. Journal of Applied Psychology, 89, 127–136.
Allen, T.D., McManus, S.E. & Russell, J.E.A. (1999). Newcomer socialization and stress: formal peer relationships as a source of support. Journal of Vocational Behavior, 54, 453–470.
Anderson, R.T. & Ramey, P. (1990). Women in higher education: development through administrative mentoring. In L.B. Welch (Ed.), Women in Higher Education (pp. 183–190). Praeger: New York.
Bandura, A.L. (1977). Social Learning Theory. Englewood Cliffs, NJ: Prentice Hall.
Baugh, S.G. & Scandura, T.A. (1999). The effects of multiple mentors on protégé attitudes toward the work setting. Journal of Social Behaviour and Personality, 14, 503–521.
Baugh, S.G., Lankau, M.J. & Scandura, T.A. (1996). An investigation of the effects of protégé gender on responses to mentoring. Journal of Vocational Behavior, 49, 309–323.
Blickle, G. (2000). Mentor-Protégé-Beziehungen in Organisationen. Zeitschrift für Arbeits- und Organisationspsychologie, 44, 168–178.
Blickle, G., Kuhnert, B. & Rieck, S. (2003). Laufbahnförderung durch ein Unterstützungsnetzwerk. Ein neuer Mentoringansatz und seine empirische Überprüfung. Zeitschrift für Personalpsychologie, 2, 118–128.
Chao, G.T. (1998). Invited reaction: challenging research in mentoring. Human Resource Development Quarterly, 9, 333–338.
Chao, G.T., Walz, P.M. & Gardner, P.D. (1992). Formal and informal mentorships: a compensation on mentoring functions and contrast with nonmentored counterparts. Personnel Psychology, 45, 619–636.
Coleman, J.S. (1990). Foundations of social theory. Cambridge, M.A: Harvard University Press.
Eby, L.T. (1997). Alternative forms of mentoring in changing organizational environments: a conceptual extension of the mentoring literature. Journal of Vocational Behavior, 51, 125–144.
Eby, L.T. & Allen, T.D. (2002). Further investigation of protégés’ negative mentoring experiences. Group & Organization Management, 27, 456–479.
Eby, L.T. & McManus, S.E. (2004). The protégé’s role in negative mentoring experiences. Journal of Vocational Behavior, 65, 255–275.
Ensher, E.A., Thomas, C. & Murphy, S.E. (2001). Comparison of traditional, step-ahead, and peer mentoring on protégés’ support, satisfaction, and perceptions of career success: a social exchange perspective. Journal of Business and Psychology, 15, 419–438.
Feldman, D.C. (1999). Toxic mentors or toxic proteges? A critical re-examination of dysfunctional mentoring. Human Resource Management Review, 9, 247–278.
Fowler, J.L. & O’Gorman, J.G. (2005). Mentoring functions: a contemporary view of the perceptions of mentees and mentors. British Journal of Management, 16, 51–57.
Gaskill, L.R. (1991). Same-sex and cross-sex mentoring of female protégés: A comparative analysis. The Career Development Quarterly, 40, 48–61.
Gaskill, L.R. (1993). A conceptual framework for the development, implementation, and evaluation of formal mentoring programs. Journal of Career Development, 20, 147–160.
Gibson, S.K. (2004). Being mentored: the experience of women faculty. Journal of Career Development, 30, 173–188.
Godshalk, V.M. & Sosik, J.J. (2000). Does mentor-protégé agreement on mentor leadership behaviour influence the quality of a mentoring relationship? Group & Organization Management, 25, 291–317.
Green, S.G. & Bauer, T.N. (1995). Supervisory mentoring by advisors: relationships with doctoral student potential, productivity, and commitment. Personnel Psychology, 48, 537–561.
Higgins, M.C. (2000). The more the merrier? Multiple developmental relationships and work satisfaction. Journal of Management Development, 19, 277–296.
Higgins, M.C. & Kram, K.E. (2001). Reconceptualizing mentoring at work: a developmental network perspective. Academy of Management Review, 26, 264–288.
Higgins, M.C. & Thomas, D.A. (2001). Constellations and careers: Toward understanding the effects of multiple developmental relationships. Journal of Organizational Behaviour, 22, 223–247.
Homans, G.C. (1958). Social Behavior: its elementary forms. New York: Hartcourt Brace Jovanovich.
House, J.S. (1981). Work, stress, and social support. Reading, M.A: Addison-Wesley.
De Janasz, C. & Sullivan, S.E. (2001). Multiple mentoring in academe: developing the professorial network. Journal of Vocational Behavior, 64, 263–283.
Koberg, C.S., Boss, R.W. & Goodman, E. (1998). Factors and outcomes associated with mentoring among health-care professionals. Journal of Vocational Behavior, 53, 58–72.
Koreman, L. (2005). Mentoring und soziale Netzwerke — Theorie und Praxis. Gruppendynamik und Organisationsberatung, 36, 45–60.
Kram, K.E. (1983). Phases of the mentor relationship. Academy of Management Journal, 26, 608–625.
Kram, K.E. & Hall, D.T. (1989). Mentoring as an antidote to stress during corporate trauma. Human Resource Management, 28, 496–510.
Kram, K.E. & Isabella, L.A. (1985). Mentoring alternatives: the role of peer relationships in career development. Academy of Management Journal, 28, 110–132.
Lin, N. (1999). Building a network theory of social capital. Connections, 22,1, 28–51.
Manning, M.R., Jackson, C.N., & Fusilier, M.R. (1996). Occupational stress, social support, and the costs of health care. Academy of Management Journal, 39, 738–750.
McLean, G.N., Yang, B., Kuo, M.-H.C., Tolbert, A.S. & Larkin, C. (2005). Development and Initial Validation of an Instrument Measurement Managerial Coaching Skill. Human Resource Development Quarterly, 16, 157–178.
McManus, S.E. & Russell, J.E.A. (1997). New directions for mentoring research: An examination of related constructs. Journal of Vocational Behavior, 51, 145–161.
Mullen, E.J. (1994). Framing the mentoring relationship as an information exchange. Human Resource Management Review, 4, 257–281.
Mullen, E.J. (1998). Vocational and psychosocial mentoring functions: identifying mentors who serve both. Human Resource Development Quarterly, 9, 319–331.
Mullen, E.J. & Noe, R.A., (1999). The mentoring information exchange: when do mentors seek information from their protégés? Journal of Organizational Behavior, 20, 233–242.
Murray, M. (1991). Beyond the myths and magic of mentoring. San Francisco: Jossey-Bass.
Nelson, D.L., Quick, J.C. & Joplin, J.R. (1991). Psychological contracting and newcomer socialization: an attachment theory foundation. Journal of Social Behavior and Personality, 6, 55–72.
Noe, R.A., Greenberger, D.B. & Wang, S. (2002). Mentoring: What we know and where we might to go. Research in Personnel and Human Resources Management, 21, 129–173.
Olian, J.D., Carrol, S.J. & Giannantonio, C.M. (1993). Mentor reactions to protégés: an experiment with managers. Journal of Vocational Behavior, 43, 266–278.
Peluchette, J.V.E. & Jeanquart, S. (2000). Professionals’ use of different mentor sources at various career stages: implications for career success. Journal of Social Psychology, 140, 549–564.
Ragins, B.R. & Cotton, J.L. (1999). Mentor functions and outcomes: a comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology, 84, 529–550.
Ragins, B.R., Cotton, J.L. & Miller, J. (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, 1177–1194.
Ragins, B.R. & McFarlin, D.B. (1990). Perceptions in cross-gender mentoring relationships. Journal of Vocational Behavior, 37, 321–339.
Ragins, B.R. & Scandura, T.A. (1999). Burden or blessing? Expected costs and benefits of being a mentor. Journal of Organizational Behavior, 20, 493–509.
Rotering-Steinberg, S. (2007). Evaluationsstudien zum Mentoring. Gruppendynamik und Organisationsberatung, 38, 25–42.
Sands, R.G., Parson, L.A. & Duane, J. (1991). Faculty mentoring faculty in a public university. Journal of Higher Education, 62, 174–193.
Scandura, T.A. (1992). Mentorship and career mobility: an empirical investigation. Journal of Organizational Behavior, 13, 169–174.
Scandura, T.A. (1998). Dysfunctional mentoring relationships and outcomes. Journal of Management, 24, 449–467.
Scandura, T.A. & Ragins, B.R. (1993). The effects of sex and gender role orientation on mentorship in male-dominated occupations. Journal of Vocational Behavior, 43, 251–265.
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.
Schoenfeld, S. & Tschirner, N. (2002). Mentoring: Konzept und Erfahrungen. Wirtschaftspsychologie, 4, 85–91.
Scott, M.E. (1992). Designing effective mentoring programs: Historical perspectives and current issues. Journal of Humanistic Education and Development, 30, 167–177.
Seibert, S. E., Crant, J.M. & Kraimer, M.L. (1999). Proactive personality and career success. Journal of Applied Psychology, 83, 416–427.
Seibert, S.E., Kraimer, M.L. & Liden, R.C. (2001). A social capital theory of career success. Academy of Management Journal, 44, 219–237.
Sosik, J.J. & Godshalk, V.M. (2000). Leadership styles, mentoring functions received, and jobrelated stress: a conceptual model and preliminary study. Journal of Organizational Behavior, 21, 365–390.
Tajfel, H. & Turner, J.C. (1985). The social identity theory of intergroup behavior. In S. Tepper, K., Shaffer, B.C., & Tepper, B.J. (1996). Latent structure of mentoring function scales. Educational and Psychological Measurement, 56, 848–857.
Thibaut, J.W. & Kelley, H.H. (1959). The social psychology of groups. New York: Wiley.
Thomas, D. (1990). The impact of race on managers experiences of developmental relationships (mentoring and sponsorship): An intra-organizational study. Journal of Organizational Behavior, 11, 479–492.
Wagner, A., Podolsky, S. & Prädikow, M. (2006). Mentoring für Unternehmensberaterinnen — Ergebnisse einer Interventionsstudie. In E. Bamberg, K. Haenel & J. Schmidt (Hrsg.), Beratung, Counseling, Consulting (S. 217–240). Göttingen: Hogrefe.
Wanberg, C.R., Welsh, E.T. & Hezlett, S. (2003). Mentoring research: a review and dynamic process. Research in Personnel and Human Resources Management, 22, 39–124.
Young, A.M. & Perrewe, P.L. (2004). The role of expectations in the mentoring exchange: an analysis of mentor and protégés expectations in relation to perceived support. Journal of Managerial Issues, 16, 103–126.
Zagumny, M.J. (1993). Mentoring as a tool for change: a social learning perspective. Organization Development Journal, 11, 43–48.
Author information
Authors and Affiliations
Corresponding author
Additional information
Dr. Franziska Fellenberg, Dipl. Psych., Koordinatorin im Ada-Lovelace-Projekt, Mentorinnennetzwerk zur Steigerung des Frauenanteils in naturwissenschaftlich-technischen Studiengängen und Ausbildungsberufen, Forschungsschwerpunkte: Mentoring, Gender-Studies, Evaluationsforschung, Kommunikationsprozesse mit modernen Medien.
Rights and permissions
About this article
Cite this article
Fellenberg, F. Nachwuchsförderung durch Mentoring — eine kritische Bestandsaufnahme. Gruppendynamik 38, 423–438 (2007). https://doi.org/10.1007/s11612-007-0035-2
Published:
Issue Date:
DOI: https://doi.org/10.1007/s11612-007-0035-2