در اتفاقات ناگوار، چه چیزی مردم را پای مشاوره نگه می دارد؟ مطالعه زمینه ای از دیدگاه تحت الحمایه

This study examines the association between negative mentoring experiences and protégé intentions to leave the mentoring relationship. The role of perceived mentoring alternatives and fear of mentor retaliation was also examined as moderators of the relationship between negative mentoring experiences and intentions to leave. Results indicate that several types of negative mentoring experiences predict intentions to leave the mentoring relationship. In addition, three moderation effects were found. The results are discussed in terms of enhancing our understanding of mentoring relationships in the workplace.

Like all research, this study has limitations that should be considered. First, the sample was somewhat homogenous with concern to age (most participants were in their early 30's) and race (over 90% Caucasian). It is possible that a more diverse sample would lend different results. We also obtained only the protégé's perspective. However, it would be interesting to obtain the mentor's perspective as well, as mentors often report different experiences in the mentoring relationship than do protégés (Fagenson-Eland, Marks, & Amendola, 1997). Given our focus on protégé accounts of mentoring experiences and intentions to leave the mentorship, obtaining data from the mentor was beyond the scope of the present study. However, future research might examine how mentor reports of relational problems relate to protégé intentions to leave the relationship or the mentor's own intentions to leave the mentorship. This leads to another concern; namely, some researchers question the accuracy of retrospective self-reports of relational experiences. However, relationships are in the eye of the beholder and social–psychological research routinely examines interpersonal relationships using this methodology (Berscheid, 1994). This study serves as an initial examination of the how negative experiences in mentoring relate to protégé intentions to leave the relationship. By integrating various streams of research, we provide initial evidence that one response to negative mentoring experiences may be exiting the mentorship. However, this is not always the case and different types of negative experiences display complex associations with protégé intentions to leave. We hope that this research provides a springboard for future research examining how and why protégés stay in relationships marked by relational problems.