The research on cross-gender mentoring and womeris career development

我在报告中总结了2005-2007年研究成果的一部分。首先，在第一章中，我讨论了女性自我概念的核心是维持关系。因此，在职业发展方面，笔者探讨了职场人际关系对女性职业发展的影响。在工作场所的各种人际关系中，我评论说，师徒关系对女性的职业发展特别有效。然而。我指出了比男性导师-女性门徒关系功能弱的可能性比男性导师-男性门徒关系。第二章对女性员工进行了访谈调查。通过访谈，从辅导功能的角度来解决男性上下级与女性下级的关系。在访谈前，我对辅导的职业功能(赞助、曝光/可见性、挑战性任务、保护)、心理社会功能(接受/确认、咨询、友谊)、角色建模功能进行了34个问题的排序。在这些项目上，我让每个受访者都自由交谈。最后，我让每个受访者给每一个项目打满分10分。我打印了所有受访者的基本信息，并在报告中记录了整个句子。在第三章中，我描述了从每次访谈中积累下来的师徒关系的影响的总结。

I summarized the part of results of research of 2005-2007 years in the report. At first, with Chapter 1, I discussed that core of the self-concept of the woman was maintenance of relationships. Therefore, in area of the career development, I discussed that human relations in workplace had an influence on the career development of women. In various human relations in the workplace, I commented that mentor - protege relations were in particular effective on women's career development. However. I pointed out possibility to functionless than male mentor - female protege relations than male mentor - male protege relations. In Chapter 2, interview investigation was conducted for the female employees. By interviews, it was going to solve the male superior-female subordinate relationships from the point of mentoring functions. Before interviews, I arranged the career functions of mentoring (Sponsorship, Exposure / Visibility, Challenging Assignments, Protection), the psycho - social functions (Acceptance / Confirmation, Counseling, Friendship), the role Modeling function in 34 question items. Along the items, I had each interviewee talk freely. Finally I had each interviewee evaluate every each item for as ten-point full marks. I printed the basic information about all interviewees, and interview record whole sentence in the report. With Chapter 3, I described the summary about the effects of mentor-protege relationships deposited from every interview.