Benefits of Mentoring Relationships among Managerial and Professional Women: A Cautionary Tale

Abstract

This study examined antecedents and consequences of mentor functions among managerial and professional women. A model that included personal demographic and relationship antecedents of mentoring was developed, based on previous research findings. Data were collected from 280 female business graduates of a single university using questionnaires. About 70% described a developmental relationship we defined as a mentor relationship. About two-thirds involved a male mentor, and about half were still ongoing. Most mentors had direct supervisory responsibilities and most mentor relationships were established early in the women's tenure with their employing organization. Women received more mentor functions from mentors with direct supervisory responsibilities, in longer relationships, and in organizations supporting such developmental relationships. Specific mentor functions were modestly but inconsistently related to work outcomes, and related to personal well-being measures to an even lesser extent. These findings suggest caution be used when advocating the benefits of mentor relationships.