Page 307 - Psychological Management of Individual Performance

Chapter 14

Enhancing Performance

through Mentoring

Terri A. Scandura and Betti A. Hamilton
University of Miami, Coral Gables, USA

OVERVIEW: THE CONCEPT OF MENTORING 294 MENTORING MODELS FOR PERFORMANCE
MENTORING DEFINED 294 ENHANCEMENT 300
MENTORING FUNCTIONS 295 THE MENTORING DYAD 301
MENTORING PHASES 295 INDIVIDUAL DIFFERENCES AND MENTORING 301
MENTORING AND INDIVIDUAL DIRECTIONS FOR FUTURE RESEARCH ON
PERFORMANCE 296 MENTORING AND PERFORMANCE 301
BENEFITS TO PROT´ EG´ E 296 MENTORING AND COACHING FOR INDIVIDUAL
BENEFITS TO MENTORS 297 PERFORMANCE 302
BENEFITS TO THE ORGANIZATION 297 NEW DIRECTIONS IN MENTORING 302
DIMENSIONS OF PERFORMANCE 298 DYSFUNCTION IN MENTORING TERMINATIONS 303
SUPERVISORY RATINGS AND OBJECTIVE PERFORMANCE INTERNATIONAL MENTORING 304
INDICATORS 298 CONCLUSIONS 304
ATTITUDINAL PERFORMANCE INDICATORS 299 REFERENCES 305
LEARNING AND INNOVATION 299

SUMMARY
The benefits of mentoring include enhanced performance not only for the individual,
but also for the mentor and the organization. Interest in harnessing these benefits
for improved performance at the individual, group, and organizational levels have in-
creased tremendously. In this chapter, we review the concept of mentoring from an
academic perspective and report on the empirical findings that provide evidence for
mentoring’s impact on performance. As research on mentoring continues, models of
mentoring have gone beyond the one-on-one traditional model. Mentoring research
on the relationship of mentoring into the learning process is taking the field into
new directions. Though the overwhelming outcomes of mentoring on performance are
positive, there are instances when the relationship may turn dysfunctional with detri-
mental effects. The implications of current perspectives for performance and training
and development are reviewed and summarized.

Psychological Management of Individual Performance. Edited by Sabine Sonnentag.
C 2002 John Wiley& Sons, Ltd. ISBN: 0-471-87726-3