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首页> 外文学位 >Mentoring, organizational rank, and women's perceptions of advancement opportunities in the workplace.
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Mentoring, organizational rank, and women's perceptions of advancement opportunities in the workplace.

机译：指导，组织级别和女性对工作场所中升职机会的看法。

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摘要

The purpose of this study was to examine perceived career barriers of women in entry-level and mid-level positions who were formally and informally mentored. Research studies have found that mentoring can yield positive outcomes; however, there is limited research on how mentoring style impacts career advancement. The primary research questions were: Do women who reported being informally mentored identify the same perceived barriers to career advancement as women who reported being formally mentored, and are there differences based on whether women reported being in entrylevel or mid-management-level positions? Professional women representing a variety of professional organizations were invited to participate. Mentoring style (formal and informal) and organizational rank (entry-level and mid-management) were compared on perceived career barriers (lack of cultural fit, exclusion from informal networks, lack of mentoring, poor organizational management processes, difficulty getting developmental assignments, and difficulty obtaining opportunities for geographic mobility). Results indicated only one significant finding. Informally mentored proteges rated Lack of Mentoring as more of a barrier to advancement than who reported being formally mentored. The study contributes to social change by providing empirical support for the importance of formal mentoring in empowering women for future career advancement. Managers who understand the importance of formal mentoring for women can help create work environments that provide equal opportunities for advancement for both men and women.
机译：这项研究的目的是检验在正式和非正式指导下处于入门级和中级职位的女性的职业障碍。研究发现，指导可以产生积极的结果。然而，关于指导风格如何影响职业发展的研究很少。主要的研究问题是：报告为接受非正式指导的女性是否确定与接受正式指导的女性相同的职业发展障碍，并且根据报告的女性是否处于入门级或中层管理水平，是否存在差异？代表各种专业组织的职业女性被邀请参加。比较了指导风格（正式和非正式）和组织等级（入门级和中层管理人员）在感知的职业障碍（缺乏文化适应性，被非正式网络排斥，缺乏指导，组织管理流程差，难以完成发展任务，以及难以获得地理流动性的机会）。结果表明只有一项重要发现。非正式指导的门徒认为缺乏指导比被正式指导的门徒更多地是进步的障碍。这项研究通过为正式指导在赋予妇女权力以促进未来职业发展的重要性方面提供经验支持，为社会变革做出了贡献。懂得正规指导对女性的重要性的管理者可以帮助创造工作环境，为男女提供平等的晋升机会。

著录项

  • 作者

    Washington, Christa E.;

  • 作者单位

    Walden University.;

  • 授予单位 Walden University.;
  • 学科 Womens Studies.; Psychology Industrial.; Sociology Industrial and Labor Relations.
  • 学位 Ph.D.
  • 年度 2007
  • 页码 175 p.
  • 总页数 175
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 社会学;工业心理学;社会学;
  • 关键词

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