Carol A. McKeen

How do mentorships differ from typical supervisory relationships

This study compared mentor relationships with typical supervisory relationships. Data were collected from 94 managers employed in high technology firms using questionnaires completed anonymously. Proteges were rated more promotable, tended to be more similar, in longer relationships, and hired and placed by managers, but were communicated with less frequently and tended to be physically further away from managers than were typical subordinates. Managers reported providing significantly more psychosocial functions, but not more career development functions, to proteges than to typical subordinates.

SEX DIFFERENCES AND CROSS-SEX EFFECTS ON MENTORING: SOME PRELIMINARY DATA '

The mentor relationship is increasingly being seen as an important ingredient in career development, particularly for women managers and professionals. This study examined sex differences and cross-sex effects of the mentor-protege relationship. Data were collected, using questionnaires, from 81 male and 13 female mentors in high technology firms. Both sex and cross-sex effects were observed. Psychosocial functions were more prevalent when women were involved as either mentors or proteges and most prevalent in pairs of women.

Do Women at the Top Make a Difference? Gender Proportions and the Experiences of Managerial and Professional Women

This exploratory study examined satisfactions and work experiences of managerial and professional women as a function of the gender proportions of their organizations. Gender proportion considered both the number of women (predominantly women, 50% women, predominantly men) and their location (at every level, in senior management). Data were collected from 792 managerial and professional women using questionnaires completed anonymously. Most respondents worked in organizations with predominantly men in senior management although women were as likely as men to be present at other organizational levels. Gender proportion was found to have only modest effects, when personal and organizational factors were controlled.

Benefits of Mentoring in Organizations

Examines benefits of mentoring relationships in organizations from the perspective of mentors. A model which included personal and situational antecedents of mentoring, as well as personal and organizational consequences of mentoring was developed, based on previous research findings. Data were obtained from 94 mentors employed in seven high technology firms using questionnaires. Support was found for the proposed research model. Mentor‐protege similarity emerged as an important predictor of mentor functions. Proposes practical implications of the findings for organizations and future directions for mentoring research.

Work and family expectations of the future managers and professionals of Canada and China

This study investigates the work‐family expectations of the next generation Canadian and Chinese managers and professionals. Three hundred and seventy‐four Canadian and Chinese business students of both sexes were surveyed about their expectations about their own and their spouse’s/partner’s future occupational and family roles. The data revealed that Chinese of both sexes attached greater value to their occupational role and would commit more time to it than Canadians. They also anticipated less difficulty balancing work and family. Men and women in both countries expected traditional gender roles in their future marriages with women performing more household tasks, being less well paid and having less prestigious jobs. Canadian women expected a larger decrease in time for paid work and a larger increase in time for household tasks than Canadian men did during the second five years after graduation, however this sex difference was non‐existent in China.

Not every managerial woman who makes it has a mentor

The mentor relationship has been identified as an important contributor to job and career success. Compares managerial and professional women with and without mentors on a variety of measures. These include personal demographic and situational characteristics, work outcomes and aspects of psychological well‐being. Women having mentor relationships were younger, in higher level positions, had shorter job tenure, worked more hours and extra hours per week and attached higher priority to their careers. Women having mentor relationships also indicated more favourable work outcomes but similar levels of psychological well‐being. Results of logistic regression analysis revealed only two significant differences: women with mentors expressed more optimistic future career prospects and worked more extra‐hours per week. Concludes that potential benefits of mentoring for managerial and professional women may be smaller than suggested by proponents of mentoring.

Training and Development Activities and Career Success of Managerial and Professional Women

Examines managerial and professional women′s participation in a variety of education, training and development activities and the usefulness and impact of such activities. Managerial women rated developmental relationships (sponsors, mentors) most useful, though these activities were not commonly available to them. Participation in and perceived usefulness of these activities were related to work and career outcomes, controlling for relevant personal and organizational characteristics.

Career and life expectations of Chinese business students: the effects of gender

The career and life expectations of male and female Chinese students and graduates of the Certified General Accountants (CGA) Canada program in China were explored using a survey and semi‐structured interviews. The results of the survey were compared to data from students of a leading Canadian business school. Chinese students of both sexes show a much higher level of commitment to their careers than their Canadian counterparts. Despite this commitment, their qualifications, and the critical shortage of professionally trained people in China, female Chinese students are pessimistic about their prospects for career advancement. They cite negative stereotypes, lack of mentors and role models, isolation, and a lack of organizational policies enabling them to successfully fulfill their parental roles as major barriers. This is consistent with the North American literature on the “glass ceiling”.

Employment gaps and work and career satisfactions of managerial and professional women

Examines the relationship of employment gaps to measures of work outcomes and emotional wellbeing. Data were collected from a diverse sample of 792 managerial and professional women using questionnaires completed anonymously. Managerial women with more employment gaps were older, more likely married, had more children if married, earned less income and worked fewer hours and extra hours per week. Women with more employment gaps also reported less job and career satisfaction, less job involvement and less optimistic career prospects. Employment gaps were not related to psychological wellbeing, however. Women reporting more employment gaps still earned less income and were less satisfied with their careers, when other factors were controlled.

Employment gaps, work satisfaction and career advancement among women chartered accountants

Reports the findings of a study which examined the relationship of employment gaps to measures of work outcomes and emotional wellbeing. Data were collected from a diverse sample of 161 women chartered accountants (CAs) using questionnaires completed anonymously. Women CAs with more employment gaps were older, more likely to be married, had more children if married, and worked fewer hours and extra hours per week. Women with more employment gaps also reported less satisfaction, less job involvement and were less optimistic about their career prospects, when other factors were controlled. Employment gaps were not related to psychological wellbeing however.