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CONGRUENCE OF PROTEGE'S GENDER-ROLE AND MENTOR'S PERCEIVED GENDER-ROLE ON PROTEGE ENGAGEMENT AND MENTORING EFFECTIVENESS
Title
CONGRUENCE OF PROTEGE'S GENDER-ROLE AND MENTOR'S PERCEIVED GENDER-ROLE ON PROTEGE ENGAGEMENT AND MENTORING EFFECTIVENESS
Creator
Savage, Catherine M.
Date
2013-04-22, 2013-05
Description
Higher education institutions, particularly those who specialize in Science, Technology, Engineering, and Mathematics (STEM), are experiencing...
Show moreHigher education institutions, particularly those who specialize in Science, Technology, Engineering, and Mathematics (STEM), are experiencing high turnover rates among their students. In work settings, mentors have been instrumental in the engagement and retention of employees. Therefore, we examined mentoring effectiveness and its utilization to help increase student retention and engagement for 118 students in a university in the Midwest. Also, we examined how perceived similarity between the protégé and mentor on surface- and deep-level characteristics (e.g., gender and gender role orienation) can influence both the perceived effectiveness of the mentoring relationship, as well as the protégé’s level of engagement. The results from this research found that surface-level variables, such as sociodemographic gender, were not related to the mentoring relationship or a student’s level of engagement. However, perceived similarity between the mentor and protégés on masculinity and femininity increased the protégés perceived effectiveness of the mentoring relationship. Further, perceived similarity and dissimilarity on protégé and mentor femininity increased levels of student engagement. Implications and avenues for future research are discussed.
M.S. in Psychology, May 2013
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THE IMPACT OF SHARED RECRUITMENT INFORMATION ON APPLICANT OUTCOMES AND THE INFLUENCE OF MODERATING VARIABLES
Title
THE IMPACT OF SHARED RECRUITMENT INFORMATION ON APPLICANT OUTCOMES AND THE INFLUENCE OF MODERATING VARIABLES
Creator
Savage, Catherine M.
Date
2022
Description
Organizations are currently experiencing one of the most challenging environments when it comes to recruiting talent. What started in the...
Show moreOrganizations are currently experiencing one of the most challenging environments when it comes to recruiting talent. What started in the 1990s as the “War for Talent,” in which organizations faced fierce competition when hiring and retaining employees, has persisted, and grown more competitive, post-pandemic. As a result, organizations must re-evaluate their recruitment strategies and find ways to connect with job candidates that will increase the probability that they will pursue open job positions. Thus, we examined how sharing different information regarding pay, diversity statements, and mentoring benefits with 250 potential job applicants, based in the US, may influence their attraction to an organization, perceived person-organization fit, and their intention to pursue the job that was posted. We also examined how ethnicity, gender, and age can influence the job candidates’ perception of the information provided. Results from this research partially supported our hypothesized outcomes. Presenting more information to participants (rather than less) generally had a positive impact on organization attraction and intentions to pursue the position posted in the job advertisement. However, the amount of information shared to participants did not influence perceptions of person-organization fit. Additionally, while ethnicity did not moderate the relationship between amount of information shared and the outcome variables, gender and age were found to influence participants’ reaction to the information provided and their subsequent level of organizational attraction and intention to pursue. Implications and avenues for future research are discussed.
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