Effects of Mentoring on the Employment Experiences and Career Satisfaction of Women Student Affairs Administrators

Abstract

Women student affairs administrators were surveyed to determine the relationships between mentoring and role conflict, role ambiguity, organizational commitment, career satisfaction, and perceived sex discrimination. These relationships were examined for White women and women of color, both with and without mentors. Results indicate mentoring may benefit White women and women of color in different ways, and may result in reduced role conflict and ambiguity as well as increased organizational commitment.