Why and When Does Mentoring Work: The Mediating and Moderating Effects on the Mentoring Functions-Job Satisfaction Relationship

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dc.contributor.advisorSpitzmueller, Christiane
dc.contributor.committeeMemberCampion, James E.
dc.contributor.committeeMemberPeters, Ronald J.
dc.creatorKao, Kuo-yang
dc.date.accessioned2013-02-06T19:03:23Z
dc.date.available2013-02-06T19:03:23Z
dc.date.createdAugust 2012
dc.date.issued2012-08
dc.date.updated2013-02-06T19:03:24Z
dc.description.abstractPast studies found that mentoring significantly influences protégés’ attitudinal outcomes (e.g., job satisfaction). The purpose of this study is to further understand why and when mentoring effectively impacts protégés’ job satisfaction. A total of 454 mentoring dyads participated in the current study, and the results indicated that resilience is a mechanism underlying the relationship between mentoring functions (i.e., career development and psychosocial functions) and job satisfaction. Moreover, protégés in cross-gender mentoring relationships reported higher levels of role model function. This finding suggested that the relationship between role modeling function and resilience was more positive in cross-gender mentoring relationships than in same-gender mentoring relationships. Furthermore, protégés with supervisor mentoring demonstrated higher levels of reception of mentoring functions (i.e., career development, psychosocial, and role modeling function) and job satisfaction than those with non-supervisor mentoring. Finally, the present study showed that the relationship between role modeling function and job satisfaction is stronger in supervisor mentoring than in non-supervisor mentoring.
dc.description.departmentPsychology, Department of
dc.format.digitalOriginborn digital
dc.format.mimetypeapplication/pdf
dc.identifier.urihttp://hdl.handle.net/10657/ETD-UH-2012-08-500
dc.language.isoeng
dc.rightsThe author of this work is the copyright owner. UH Libraries and the Texas Digital Library have their permission to store and provide access to this work. Further transmission, reproduction, or presentation of this work is prohibited except with permission of the author(s).
dc.subjectMentorship
dc.subjectJob satisfaction
dc.subjectResilience
dc.subjectMentoring Relationships
dc.subjectGender Composition
dc.subjectSupervisor Mentoring
dc.subject.lcshPsychology, Industrial
dc.titleWhy and When Does Mentoring Work: The Mediating and Moderating Effects on the Mentoring Functions-Job Satisfaction Relationship
dc.type.dcmiText
dc.type.genreThesis
thesis.degree.collegeCollege of Liberal Arts and Social Sciences
thesis.degree.departmentPsychology, Department of
thesis.degree.disciplinePsychology
thesis.degree.grantorUniversity of Houston
thesis.degree.levelMasters
thesis.degree.majorIndustrial and Organizational Psychology
thesis.degree.nameMaster of Arts

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