Definition
Workplace mentoring occurs when a member of an organization with advanced experience and knowledge (the mentor), either as part of a formal mentoring program or informally, supports the psychosocial and career development of a less experienced member (the protégé).
Background
As the number of older workers is rising in industrialized countries and a great proportion of experienced workers is approaching retirement, two issues become increasingly important for organizational success: (1) to recognize and utilize older workers’ potentials and (2) to retain older workers while keeping them engaged (Calo 2005). One effective organizational practice that can capitalize on older workers’ knowledge and keep them motivated is workplace mentoring. Workplace mentoring occurs when a member of an organization with advanced experience and knowledge (the mentor), either...
References
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.
Calo, T. J. (2005). The generativity track: A transitional approach to retirement. Public Personnel Management, 34, 301–312.
Chaudhuri, S., & Ghosh, R. (2012). Reverse mentoring a social exchange tool for keeping the boomers engaged and millennials committed. Human Resource Development Review, 11, 55–76.
Cherniss, C. (2007). The role of emotional intelligence in the mentoring process. In B. R. Ragins & E. K. Kram (Eds.), The handbook of mentoring at work: Theory, research, and practice (pp. 427–446). Thousand Oaks: Sage.
Chun, J. U., Litzky, B. E., Sosik, J. J., Bechtold, D. C., & Godshalk, V. M. (2010). Emotional intelligence and trust in formal mentoring programs. Group & Organization Management, 35, 421–455.
Chun, J. U., Sosik, J. J., & Yun, N. Y. (2012). A longitudinal study of mentor and protégé outcomes in formal mentoring relationships. Journal of Organizational Behavior, 33, 1071–1094.
Eby, L. T., Durley, J. R., Evans, S. C., & Ragins, B. R. (2006). The relationship between short-term mentoring benefits and long-term mentor outcomes. Journal of Vocational Behavior, 69, 424–444.
Eby, L. T., & McManus, S. E. (2004). The protégé’s role in negative mentoring experiences. Journal of Vocational Behavior, 65, 255–275.
Erikson, E. H. (1963). Childhood and society (2nd ed.). New York: W. W. Norton.
Finkelstein, L. M., Allen, T. D., & Rhoton, L. A. (2003). An examination of the role of age in mentoring relationships. Group & Organization Management, 28, 249–281.
Ghosh, R., & Reio, T. G. J. (2013). Career benefits associated with mentoring for mentors: A meta-analysis. Journal of Vocational Behavior, 83, 106–116.
Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: An integrative meta-analysis and cascading model. Journal of Applied Psychology, 95, 54–78.
Kafetsios, K. (2004). Attachment and emotional intelligence abilities across the life course. Personality and Individual Differences, 37, 129–145.
Kooij, D. T., De Lange, A. H., Jansen, P. G., Kanfer, R., & Dikkers, J. S. (2011). Age and work-related motives: Results of a meta-analysis. Journal of Organizational Behavior, 32, 197–225.
Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview: Scott, Foresman.
Murphy, M. W. (2012). Reverse mentoring at work: Fostering cross-generational learning and developing millennial leaders. Human Resource Management, 51, 549–573.
Parise, M. R., & Forret, M. L. (2008). Formal mentoring programs: The relationship of program design and support to mentors’ perceptions of benefits and costs. Journal of Vocational Behavior, 72, 225–240.
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, 1177–1194.
Scheibe, S., & Carstensen, L. L. (2010). Emotional aging: Recent findings and future trends. The Journals of Gerontology: Psychological Sciences, 65B, 135–144.
Tong, C., & Kram, K. E. (2013). The efficacy of mentoring – The benefits for mentees, mentors, and organizations. In J. Passmore, D. B. Peterson, & T. Freire (Eds.), The Wiley-Blackwell handbook of the psychology of coaching and mentoring (pp. 217–242). Oxford: Wiley.
Walter, F., & Scheibe, S. (2013). A literature review and emotion-based model of age and leadership: New directions for the trait approach. The Leadership Quarterly, 24, 882–901.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2015 Springer Science+Business Media Singapore
About this entry
Cite this entry
Doerwald, F., Scheibe, S., Van Yperen, N.W. (2015). Role of Age in Workplace Mentoring. In: Pachana, N. (eds) Encyclopedia of Geropsychology. Springer, Singapore. https://doi.org/10.1007/978-981-287-080-3_34-1
Download citation
DOI: https://doi.org/10.1007/978-981-287-080-3_34-1
Received:
Accepted:
Published:
Publisher Name: Springer, Singapore
Online ISBN: 978-981-287-080-3
eBook Packages: Springer Reference Social SciencesReference Module Humanities and Social SciencesReference Module Business, Economics and Social Sciences
Publish with us
Chapter history
-
Latest
Workplace Mentoring, Role of Age- Published:
- 28 October 2016
DOI: https://doi.org/10.1007/978-981-287-080-3_34-2
-
Original
Role of Age in Workplace Mentoring- Published:
- 23 April 2015
DOI: https://doi.org/10.1007/978-981-287-080-3_34-1