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Learning goal orientation, formal mentoring, and leadership competence in HRD A conceptual model

Learning goal orientation, formal mentoring, and leadership competence in HRD A conceptual model Purpose – The purpose of this paper is to suggest a conceptual model of formal mentoring as a leadership development initiative including “learning goal orientation”, “mentoring functions”, and “leadership competencies” as key constructs of the model. Design/methodology/approach – Some empirical studies, though there are not many, will provide positive suggestions for the effectiveness of formal mentoring in leadership development. Then the rationale of the conceptual model will be provided with testable propositions. Further, the future direction of research on mentoring in relation to leadership development will be recommended. Findings – Formal mentoring could have great potential as a leadership development initiative. Research limitations/implications – A conceptual model of formal mentoring for leadership development could lead HRD professionals to identify and develop learning goal‐oriented mentors and protégés. Originality/value – Contributes to the literature in human resources about formal mentoring programs as a potential leadership development initiative in the workplace. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of European Industrial Training Emerald Publishing

Learning goal orientation, formal mentoring, and leadership competence in HRD A conceptual model

Journal of European Industrial Training , Volume 31 (3): 14 – Apr 10, 2007

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Publisher
Emerald Publishing
Copyright
Copyright © 2007 Emerald Group Publishing Limited. All rights reserved.
ISSN
0309-0590
DOI
10.1108/03090590710739269
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to suggest a conceptual model of formal mentoring as a leadership development initiative including “learning goal orientation”, “mentoring functions”, and “leadership competencies” as key constructs of the model. Design/methodology/approach – Some empirical studies, though there are not many, will provide positive suggestions for the effectiveness of formal mentoring in leadership development. Then the rationale of the conceptual model will be provided with testable propositions. Further, the future direction of research on mentoring in relation to leadership development will be recommended. Findings – Formal mentoring could have great potential as a leadership development initiative. Research limitations/implications – A conceptual model of formal mentoring for leadership development could lead HRD professionals to identify and develop learning goal‐oriented mentors and protégés. Originality/value – Contributes to the literature in human resources about formal mentoring programs as a potential leadership development initiative in the workplace.

Journal

Journal of European Industrial TrainingEmerald Publishing

Published: Apr 10, 2007

Keywords: Learning; Mentoring; Training; Leadership; Competences; Human resource development

References