An Examination of the Impact of Career‐Oriented Mentoring on Work Commitment Attitudes and Career Satisfaction Among Professional and Managerial Employees

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.