Online from: 1986
Subject Area: Human Resource Management
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|Title:||Benefits of mentoring African-American men|
|Author(s):||Davis M. Robinson, (Department of Leadership, Foundations and Human Resource Education, University of Louisville, Louisville, Kentucky, USA), Thomas G. Reio Jr, (Department of Leadership and Professional Studies, Florida International University, Miami, Florida, USA)|
|Citation:||Davis M. Robinson, Thomas G. Reio Jr, (2012) "Benefits of mentoring African-American men", Journal of Managerial Psychology, Vol. 27 Iss: 4, pp.406 - 421|
|Keywords:||Job satisfaction, Mediation, Mentoring, Organizational commitment, Recruitment, Turnover|
|Article type:||Research paper|
|DOI:||10.1108/02683941211220207 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – The aim of this study was to investigate the relationship between mentoring, job satisfaction and organizational commitment among African-American males.
Design/methodology/approach – An online questionnaire was completed by 359 African-American males in a business setting.
Findings – Job satisfaction and organizational commitment were higher for those who were being mentored versus those who were not. The multiple regression results suggested mentoring was a statistically significant predictor of job satisfaction and organizational commitment. Further, the relation between mentoring and organizational commitment was mediated by job satisfaction.
Research limitations/implications – Current organizational research is limited, in that it tends to focus on majority culture where findings can be inappropriately generalized to minority groups. Future mentoring research should include more minorities that can provide a new window for interpreting the contributions of minorities to organizational competitiveness.
Practical implications – Mentoring programs should be continued and/or expanded upon to reduce the likelihood of poor job satisfaction and organizational commitment for African-American males.
Social implications – Organizations through their human resource efforts can contribute to the learning and development of African-American males and other minorities by designing and implementing quality mentoring programs. Such programs could lessen the likelihood of costly under-performance and turnover.
Originality/value – This is one of the relatively few organizational studies designed specifically for a minority group. The results have implications for how human resource professionals and managers might improve mentoring experiences for minorities.
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