Abstract
Learning goal orientation of mentors and protégés was investigated as it relates to protégés’ mentoring functions received and outcomes (i.e., managerial career aspirations and career satisfaction). Data from 217 mentor–protégé dyads comprised of working professionals from a variety of industries were analyzed using multivariate analysis of covariance. Results indicated that protégés who possessed high levels of learning goal orientation similar to their mentor were associated with the highest levels of psychosocial support. These protégés also reported higher levels of career development, idealized influence, enacted managerial aspirations, desired managerial aspirations, and career satisfaction when compared to mentor–protégé dyads who possessed low levels of learning goal orientation or dyads with dissimilar levels of learning goal orientation. Implications for practice and future research are discussed.
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