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首页> 外文学位 >Mentoring of scientists and engineers: Dyadic and formality effects on career development and psychosocial interactions.
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Mentoring of scientists and engineers: Dyadic and formality effects on career development and psychosocial interactions.

机译：指导科学家和工程师：二进和形式对职业发展和社会心理互动的影响。

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摘要

The current transition from the industrial age with its product orientation to the high technology information age with its service focus necessitates a new assessment of the mentoring process. Are organizations realigning their mentoring efforts to address the needs of the new technology workers? This study investigates the factors of mentoring program structure (initiation, direction, sustainment, monitoring, improvement, and facilitization) and their influence on mentoring roles associated with both career development and non-career support. Gender make-up of the mentor-protégé dyad is an additional factor considered in the research. The survey population consisted of 202 high technology protégés working in 22 organizations located in 4 countries.; Results indicate that the nature of an organization's involvement in its mentoring program was found to play a strong role in the outcome to the protégé. Attention must be given to the degree of formal structure in the mentoring program, if both career development and psychosocial activities are to be maximized. The depth of the structure should be sufficient to let the protégés know that the organization is concerned about them as employees and as individuals, but the organization should not dominate or dictate the mentoring relationship. The mentor-protégé dyads should be encouraged, and opportunities made available for potential mentors and protégés to meet, but the dyads should be allowed to form spontaneously. Overall mentoring program effectiveness is enhanced when dyads are homogeneous.; Two activities were found to most strongly relate to overall protégé career development: (1) getting assignments with high levels of visibility in the organization and (2) getting assignments that are recognized as preparatory for leadership positions.; No national preferences were found to differentiate one country's mentoring relationships from another's.
机译：当前从以产品为导向的工业时代到以服务为中心的高科技信息时代的转变，需要对指导过程进行新的评估。组织是否正在调整其指导工作以满足新技术工作者的需求？这项研究调查了指导计划结构的因素（启动，指导，维持，监控，改进和便利化）及其对与职业发展和非职业支持相关的指导角色的影响。指导门徒二元组的性别构成是研究中考虑的另一个因素。受访者包括来自4个国家/地区的22个组织的202名高科技门生。结果表明，组织在其指导计划中的参与性质在门生结果中起着重要作用。如果要最大限度地发展职业发展和社会心理活动，则必须注意指导计划中的正式结构程度。结构的深度应足以让门生知道组织作为雇员和个人而关心他们，但组织不应支配或支配指导关系。应当鼓励门生门徒二人组，并为潜在的门徒和门生们提供相遇的机会，但应允许他们自发形成。当二元组是同质的时，整体指导计划的有效性就会提高。发现两项活动与整体职业生涯发展最密切相关：（1）获得组织中具有较高知名度的任务;（2）获得公认的领导职位准备。没有发现国家偏好可以使一个国家的指导关系与另一个国家区分开。

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  • 作者

    Lyon, J. Michael.;

  • 作者单位

    The University of Alabama in Huntsville.;

  • 授予单位 The University of Alabama in Huntsville.;
  • 学科 Engineering General.; Sociology Industrial and Labor Relations.
  • 学位 Ph.D.
  • 年度 2003
  • 页码 231 p.
  • 总页数 231
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 工程基础科学;社会学;
  • 关键词

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