Prote Mentorting: A Case Study

There are a wide range of variables that can predict protégé' perceptions on mentoring functions and quality of mentoring relationships. These potential antecedents include demographic, human capital, and the attributes of the relationship. Previous researches were considered different demographic characteristics, and among them a lot of attention and interest was aroused indicators such as gender mentor and protégé, mentor and protégé race, and age of the mentor and protégé. Have been identified such arguments as a female mentor can affects the perception at protégé psychosocial functions than other functions. And male mentor has a greater impact on the perception of protégé career function than other functions (McKeen & Bujaki, 2007). Moreover,

According Kram(1985) informal mentoring is the relations which are formed by the natural way. Most often it is developed during communication on a workplace or socially professional actions. The relations start growing when people find common interests, similarity in purposes and temperaments, interest in work and skills (Ragins & Cotton, 1999). Individuals find understanding, support, wisdom, knowledge and friendship. These the relations have friendly character and are inclined to positive psychological action, consultation, moral support and social interaction. Informal relations have some signs of functions of career, and it means he coaching, difficult tasks and visibility of the protégé. Informal mentors treat such relations more positive, so the significant role is played by role modeling here. According to Klauss (1981) and Kram formal relations cannot be such favorable, as the relations which develop by natural way. Formal relations are used in the organizations for development and training of professionalism at employees. Generally, the members of formal mentoring are appointed by the head of the organization, on the basis of application of provided future mentors and the protégé (Murray, 1991). In the formal relations the organization has structures and control over the formed mentoring. Formal relations are short-term and directed on the career purposes on the relation of the protégé’s positions

Attitudinal outcomes consist of situational satisfaction, psychological empowerment and sense of affiliation. Protégé’s who receiving more psychosocial support; career related support and role modeling may report higher situational satisfaction. It is defined as favorable evaluations of a special context and experience. Also, due to both role modeling and the positive experience of engaging in mentoring, protégé’s may develop more favorable attitudes in organization (Chao et al., 1992).
Also one of the consequential factors the mentoring is the trust in the mentor. Mentors, effectively providing the protégé with functions of mentoring are capable to gain the protégé. Manifesting, more friendly and attentive behavior he is able to formation of trust by the protégé. Also mentors have shown interest in protégé career, provided training, support and protection thereby to form a basis for formation of the trust relations with the protégé (Allen and Eby,