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Can mentor organizations impact mentor outcomes? Assessing organizational norms on mentor intent to stay and willingness to “go the extra mile”
Author(s) -
Ellison Rachael L.,
Cory Molly,
Horwath Jordan,
Barnett Alexandra,
Huppert Elizabeth
Publication year - 2020
Publication title -
journal of community psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.585
H-Index - 86
eISSN - 1520-6629
pISSN - 0090-4392
DOI - 10.1002/jcop.22391
Subject(s) - prosocial behavior , psychology , perception , burnout , social psychology , quality (philosophy) , multilevel model , organizational commitment , clinical psychology , philosophy , epistemology , neuroscience , machine learning , computer science
The current study explores how organizational norms within mentoring organizations predict mentor outcomes over and above individual mentor characteristics. Specifically, this study examines whether mean levels (as an indicator of organizational norms) of mentors' perceptions of their relationship quality with mentees' families predict mentor satisfaction, mentor intent to stay and mentor extra‐role prosocial behavior over and above individual mentor perception of their relationship quality with mentees' families. Multilevel modeling was used to assess 204 mentors nested within 37 mentoring organizations. The current study found that mentor organization averages of perceived relationship quality with mentees' families positively predicted mentor extra‐role prosocial behavior over and above the individual mentor perceptions of relationship quality with mentees' families. Additionally, organizational averages negatively predicted mentor intent to stay, while individual mentor perceptions positively predicted mentor intent to stay. Results have implications for mentoring organizations to create organizational norms that reduce burnout, increase continuity of mentor relationships, and help mentors go above and beyond on behalf of their mentees and mentoring organization.