Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Dispositional traits influence on mentoring relationships

Dispositional traits influence on mentoring relationships PurposeThe purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context.Design/methodology/approachThe sample included 363 subjects from public and private sector organizations in North India.FindingsResults revealed that in the Indian context, conscientiousness acts as significant predictor of perceived psychosocial mentoring, agreeableness acts as significant predictor of perceived career mentoring support, and emotional stability acts as significant predictor of both categories of mentoring relationships. Further, managers employed in public sector organizations were found to be high on all the Big Five personality factors and mentoring functions in contrast to managers from private sector organizations.Research limitations/implicationsOverall, the results suggest that mentoring relationships should operate in organizations with a firm understanding of employees’ personality traits. Implications and future research directions were also discussed. Further, suggestions have also been given for incorporating various interventions in order to handle employees with different personality attributes such as counseling for helping emotionally unstable employees manage their emotions and stress.Originality/valueTo the knowledge, this is the first study that seeks to examine impact of personality factors on mentoring relationships in the South-Asian context. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png South Asian Journal of Global Business Research Emerald Publishing

Dispositional traits influence on mentoring relationships

Download PDF
17 pages

Loading next page...
 
/lp/emerald-publishing/dispositional-traits-influence-on-mentoring-relationships-vu8lu1YB8W
Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
2045-4457
DOI
10.1108/SAJGBR-04-2016-0030
Publisher site
See Article on Publisher Site

Abstract

PurposeThe purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context.Design/methodology/approachThe sample included 363 subjects from public and private sector organizations in North India.FindingsResults revealed that in the Indian context, conscientiousness acts as significant predictor of perceived psychosocial mentoring, agreeableness acts as significant predictor of perceived career mentoring support, and emotional stability acts as significant predictor of both categories of mentoring relationships. Further, managers employed in public sector organizations were found to be high on all the Big Five personality factors and mentoring functions in contrast to managers from private sector organizations.Research limitations/implicationsOverall, the results suggest that mentoring relationships should operate in organizations with a firm understanding of employees’ personality traits. Implications and future research directions were also discussed. Further, suggestions have also been given for incorporating various interventions in order to handle employees with different personality attributes such as counseling for helping emotionally unstable employees manage their emotions and stress.Originality/valueTo the knowledge, this is the first study that seeks to examine impact of personality factors on mentoring relationships in the South-Asian context.

Journal

South Asian Journal of Global Business Research – Emerald Publishing

Published: Oct 17, 2016

References

  • The joint effects of personality and supervisory career mentoring in predicting occupational commitment
  • Moderating mentoring relationships and career resilience: role of conscientiousness personality disposition
  • Antecedents of early career stage mentoring among Chinese employees
  • The Big Five personality dimensions and job performance: a meta-analysis
  • Factoring items and factoring scales are different: spurious evidence for multidimensionality due to item categorization
  • Toward a useful theory of mentoring a conceptual analysis and critique
  • Mentoring provided: relation to mentor's career success, personality, and mentoring received
  • The relationship of mentoring and network resources with career success in the Chinese organizational environment
  • Mentoring receipt and personality: evidence for non-linear relationships