Changya Hu

Intentions to initiate mentoring relationships: understanding the impact of race, proactivity, feelings of deprivation, and relationship roles.

The authors used a within-subjects experiment to examine the following influences on intentions to initiate informal mentorship: race similarity (RS), proactivity, feelings of race-related fraternal relative deprivation (RD), and roles in the potential mentoring dyads (roles). The authors instructed 126 White participants to assume the roles of upperclassmen or freshmen, provided them with the profiles of 12 potential protégés or mentors, and asked them to indicate their intentions to initiate mentorship. The authors found significant main effects of RS and proactivity, and a significant interaction effect between RS and proactivity. RD moderated the significant main effects. Roles also moderated the significant main effects and the interaction between RS and RD. The findings add to the literature of diversified mentoring and RD.

The Roles of Protégé Race, Gender, and Proactive Socialization Attempts on Peer Mentoring:

The problem and the solution. A within-subjects design was used to examine the roles of newcomer race, gender, and proactive socialization attempts on potential mentors’ willingness to engage in peer mentoring. In this laboratory study, 110 White college students participated. Participants were encouraged to participate as mentors in a new peer mentoring program and were provided with the profiles of 12 potential protégés and asked to evaluate each. Results of repeated-measure ANOVA suggested that female participants were more likely to provide mentoring than were male participants and that mentors were more agreeable to mentoring those who were high in proactive socialization attempts regardless of protégés’ race or gender. However, protégé demographic characteristics did influence access to peer mentoring for protégés depicted as low or moderate in proactivity. A discussion of these findings and their implications for human resource development research and practice are offered.

Psychometric Properties of the Chinese Version of the Workaholism Battery

ABSTRACT The authors designed the current study to examine the psychometric properties of the Chinese version of the workaholism battery (J. T. Spence & A. S. Robbins, 1992). Using the back-translation strategy recommended by R. Brislin (1980), the authors translated the original scale developed by Spence and Robbins. Factor analyses of responses from 1,235 full-time workers in Taiwan revealed a 5-factor solution. The reliability coefficients of the factors ranged from .58 to .88. Significant correlations between the 5 factors, the work-addiction risk test, career commitment, and job involvement provided evidence for convergent validity. Significant correlations between the 5 factors and criterion variables (emotional exhaustion, job satisfaction, and hours worked per week) provided evidence of concurrent criterion validity. Overall, the findings suggest that the Taiwanese workers conceptualize workaholism as 5 dimensions rather than the 2 or 3 dimensions that previous empirical studies (A. Kanai, M. Wakabayashi, & S. Fling, 1996; L. H. W. McMillan, E. C. Brady, M. P. Driscoll, & N. V. Marsh, 2002; J. T. Spence & A. S. Robbins, 1992) have suggested. The authors discussed implications and limitations of their findings.

Measurement Equivalence/Invariance of the Abusive Supervision Measure Across Workers From Taiwan and the United States

ABSTRACT Growing international research interest in negative-leadership behaviors prompts the need to examine whether measures of ineffective leadership developed in the United States are equivalent across countries outside the United States. B. J. Teppers (2000) abusive supervision measure has been used widely inside and outside the United States and merits research attention on its construct equivalence across different cultural settings. The authors conducted a series of multigroup confirmatory factor analyses to investigate the measurement equivalence of this measure across Taiwan (N = 256) and the United States (N = 389). Configural invariance was established, suggesting that both U.S. and Taiwanese samples perceive abusive supervision as a single-factor concept. Furthermore, the establishment of partial metric invariance and partial scalar invariance suggests that the abusive supervision measure is applicable to crosscultural comparisons in latent means, construct variance, construct covariances, and unstandardized path coefficients with the caution that workers from different cultures calibrate their responses differently when answering some items.

Can Proteges Be Successfully Socialized without Socialized Mentors?: A Close Look at Mentorship Formality.

Using social cognitive career theory as a theoretical foundation, we examined the relationship between mentor and protégé organizational socialization as well as the mediating role of career, psychosocial, and role-modeling support received by protégés. We also examined the moderating role of mentorship formality in the relationship between mentor socialization and the receipt of career, psychosocial, and role-modeling support. Using survey data collected from 209 ongoing mentoring dyads from five banks in Taiwan, regression results indicated that mentor socialization was positively related to career functions and role modeling that protégés received, as well as protégé socialization. Career support partially mediated the relationship between mentor socialization and protégé socialization. Mentorship formality moderated the relationship between mentor socialization and psychosocial support, suggesting that the positive relationship between mentor socialization and psychosocial functions only bears out in informal mentoring relationships. We offer a discussion of the theoretical and practical implications of these findings.

When Supervisors Perceive Non-Work Support: Test of a Trickle-Down Model

ABSTRACT Using the trickle-down model as the theoretical foundation, we explored whether subordinates’ perceived supervisory non-work support (subordinates’ PSNS) mediates the relationship between supervisors’ perception of higher-level managers’ non-work support (supervisors’ PSNS) and subordinates’ organizational citizenship behaviors. Using dyadic data collected from 132 employees and their immediate supervisors, we found support for the aforementioned mediation process. Furthermore, supervisors’ perceived in-group/out-group membership of subordinates moderated the aforementioned supervisors’ PSNS-subordinates’ PSNS relationship, such that this relationship is stronger for out-group subordinates. Theoretical and practical implications and future research directions are discussed.

Examining the Moderating Effect of Occupational Commitment on Contract Breach-Job Stress Relations

The authors examine the moderating effect of occupational commitment on job stress when employees perceive employers violations of psychological contracts. Data gathered from 364 nurses show a positive association between perceived breaches of psychological contracts and job stress. The data also indicate that this association intensifies as level of affective occupational commitment increases, suggesting an exacerbating effect of affective commitment. However, no moderating effect was observed for continuance occupational commitment. Research and managerial implications are discussed.

Understanding Attraction in Formal Mentoring Relationships from an Affective Perspective

Despite the critical role affect can play in mentoring, a type of close relationships in the workplace, affect has not received much attention in the extant mentoring research. Drawing upon Byrne’s affect-centered model of attraction, we examined the relationships among mentors’ moods during their interaction with proteges, mentors’ liking of proteges, and mentoring support proteges receive. Moreover, we also examined the moderating role of proteges’ emotional intelligence (EI) in the relationship between moods and liking. Based on data collected from 237 ongoing formal mentoring dyads, we found that mentors’ positive moods were positively related, and negative moods were negatively related, to mentoring support received through mentors’ liking. Furthermore, proteges’ EI only moderated the positive relationship between mentors’ positive moods and liking such that the positive relationship was stronger for proteges low on EI. Theoretical and practical implications of the findings are discussed.