Data obtained from 164 proteges in managerial and professional positions in public and private sector organizations in Singapore were used to examine the impact of career-oriented mentoring on three work commitment attitudes (career, organization and job) and career satisfaction. Factor analysis of the 15-item career-oriented mentoring scale (Ragins and McFarlin, 1990) revealed a five-factor solution-coach, sponsor, protection, challenging assignements and exposure. These career-oriented mentoring roles were differentially related to job involvement , organizational commitment and career satisfaction, and explained modest amounts of the variance in these outcome variables, T-test results indicated that mentored respondents (N=64) reported significantly higher levels of the outcome variables than no-mentored respondents (N=225). Limitations of the study , directions for further research and implications of the findings are discussed.
|Number of pages||9|
|Journal||British Journal of Management|
|Publication status||Published - 1994|