دانلود رایگان مقاله لاتین پروتز کار و خانواده از سایت الزویر
عنوان فارسی مقاله:
نقش ماموریت رسمی در پروتز "کار و خانواده : شمشیر دو لبه
عنوان انگلیسی مقاله:
Role of formal mentoring in protégés' work-to-family conflict: A double-edged sword
سال انتشار : 2017
برای دانلود رایگان مقاله پروتز کار و خانواده اینجا کلیک نمایید.
بخشی از مقاله انگلیسی:
2. Method
2.1. Participants The participants in this study consisted of newly hired machine operators who were taking part in nine-month formal mentoring programs in a machinery and equipment manufacturing group corporation located in central China. Before the mentorship started, experienced and responsible employees were selected as mentors and asked to sign mentoring contracts with their protégés. According to the contracts, mentors were needed to provide career guidance and support to their protégés using field demonstrations and idea exchanges. To guarantee mentoring effectiveness, the corporation asked each mentor to direct only one protégé, and pairs were to spend at least four hours together every week. A protégé’s job performance determined to some extent whether mentors could receive future promotions. With the assistance of HR managers, 350 questionnaire packages—consisting of a cover letter, a protégé questionnaire and a return envelope—were distributed to protégés. Based on previous WFC research (Byron, 2005), respondents in the current study mainly focused on married or single employees who were living with one or more partners (e.g., a family member, girlfriend, or boyfriend). Respondents were promised confidentiality and assured that the survey would be used only for academic purposes. To reduce common method bias, a two-wave survey was conducted in six-month intervals. Approximately 3 months after the mentoring relationship began (Time 1), protégés were asked to report about control variables, the independent variable (i.e., formal mentoring functions) and the moderating variable (i.e., work-family centrality). In total, 307 valid questionnaires were returned, yielding a response rate of 86.6%. At the end of the mentoring program (Time 2), the participants reported on the mediator variables (i.e., job resources and workload) and the dependent variable (i.e., WFC). In total, our sample consisted of 193 protégés with an effective response rate of 62.9%. The sample included 63.2% male and 36.8% female protégés. Approximately 40.4% protégés were married and 59.6% protégés were living with other partners. The average age was 26.08 years. Additionally, only 10.4% of protégés were enrolled in technical secondary school; most of them had finished junior college (38.3%) or earned undergraduate.
برای دانلود رایگان مقاله پروتز کار و خانواده اینجا کلیک نمایید.
کلمات کلیدی:
The Effect of a Formal Mentoring Program on Career Satisfact ... journals.lww.com/.../The_Effect_of_a_Formal_Mentoring_Program_on_Career.5.aspx by S Jeffers - 2017 - Cited by 1 - Related articles AIM: The purpose of this mixed-method study was to explore the influence of a formal mentoring progr. Expanding leadership diversity through formal mentoring programs onlinelibrary.wiley.com/doi/10.1002/jls.20095/pdf by DA Olson - 2009 - Cited by 31 - Related articles ship role, the opportunity to engage in mentoring relationships with senior-level ... tion described in this article suggests that formal mentoring programs can ... Mentorship - Wikipedia https://en.wikipedia.org/wiki/Mentorship Mentorship is a relationship in which a more experienced or more knowledgeable person helps .... Formal mentoring programs which simply assign mentors to mentees without giving these individuals a say have not performed ... Youth mentoring programs assist at-risk children or youth who lack role models and sponsors. Searches related to Role of formal mentoring informal mentoring in the workplace benefits of informal mentoring informal mentoring examples advantages of formal mentoring guide to informal mentoring purpose of informal mentoring informal networks and mentoring relationships companies with formal mentoring programs
