The Psychology of Workplace Mentoring Relationships
The Psychology of Workplace Mentoring Relationships
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DOI：
10.1146/annurev-orgpsych-012119-044924
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发表时间：
2020-01-01
期刊：
影响因子：
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通讯作者：
Robertson, Melissa M.
中科院分区：
文献类型：
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作者：
Eby, Lillian T.;Robertson, Melissa M.
工作场所的师徒关系已经被认为是员工发展的关键。然而，师徒研究倾向于发现师徒对徒弟和导师结果的影响小到中等，并且在效应大小上存在相当大的异质性。这些发现强调需要更好地理解师徒关系的心理，以便最大化师徒关系对导师、门徒和组织的好处。本文在简要回顾已有的职场师徒关系研究的基础上，引入了来自组织心理学和组织行为学之外的五种关系科学理论：依恋理论、相互依赖理论、自我拓展理论、罗兹正式青年师徒模型和工作联盟理论，为职场师徒心理学提供了新的视角。然后，我们讨论了在应用这些关系科学理论时应该考虑的工作场所指导的几个独特特征，并为未来的研究引入了具有挑衅性的想法。最后，我们讨论了导师、门徒和组织的实际含义。
Workplace mentoring relationships have been advanced as critical to employee development. However, mentoring research has tended to find small to moderate effects ofmentoring on protege and mentor outcomes and considerable heterogeneity in effect sizes. These findings underscore the need to better understand the psychology of mentoring relationships in order to maximize the benefits of mentoring for mentors, proteges, and organizations. In this article, after briefly reviewing established research on workplace mentoring relationships, we introduce five relationship science theories from outside organizational psychology and organizational behavior that provide new insight into the psychology of workplace mentoring: attachment theory, interdependence theory, self-expansion theory, Rhodes' model of formal youthmentoring, and the working alliance. We then discuss several unique features of workplace mentoring that should be considered when applying these relationship science theories and introduce provocative ideas for future research. We conclude by discussing practical implications for mentors, proteges, and organizations.