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The purpose of this paper is to identify Israeli teachers' perceptions about the relationships between mentoring styles and team culture and the effect of these relationships on mentoring effectiveness.

The sample consisted of 169 Israeli teachers from 22 science and technology teams in junior high schools. Four mentoring styles and four dimensions of team culture are examined. Data analysis is carried out on an individual level, whilst taking into consideration the influence of the entire team.

Meaning attribution style influences the perception of mentoring effectiveness in every team culture. Contrary to the expected outcome, the “fit” between the other mentoring styles and team culture has no significant bearing on mentoring effectiveness.

The self‐reported instrument is vulnerable to a same‐source bias. However, since the focus of this paper is teachers' perceptions of their specific mentors' effectiveness, rather than mentoring effectiveness in practice, it seems to be a suitable tool. In addition, the study sample is limited to science and technology teams, However, it appears that these findings can be generalised beyond these teams, since the study variables, which have a general psychological character, have been used previously in other fields.

These findings will be able to assist supervisors in recruiting and assigning suitable mentors, thus contributing to school effectiveness.

The paper contributed to the design of a model that explains mentoring effectiveness. This model raises doubts regarding the perception that “fit” between mentoring styles and team culture is necessary for improving mentoring effectiveness.

The purpose of this study is to examine the relationship between mentoring, managerial effectiveness and demographic variables. Being in a mentoring relationship offers a low-cost experiential learning, encourages diversity and inclusion, helps in expanding professional associations and boosts engagement. The use of mentoring programs can achieve this to a larger extent by making managers effective.

The study was administered on 350 middle-level managers, representatives of five private sector banks in Delhi/NCR. Variables in the study were assessed using validated instruments. Descriptive statistics, t-test, correlation and hierarchical regression were used for data analysis.

The study depicts that mentoring has a positive and significant impact on managerial effectiveness. The research contributed in establishing that the demographic variables (gender and marital status) positively moderate the relationship between mentoring and managerial effectiveness.

Although the knowledge base and skillfulness of the young mangers are taken care by the way of organizational training, mentoring relationships complement it with added focus on personal directions to deal with minutiae of organizational processes. Mentors provide a critical linkage to an organization’s competitive advantage by helping expanding connections and networks of employees, and thereby, enhancing productivity which directly affects profitability. Managers and policymakers should chart out the mentoring plans, keeping in perspective the demographic variables, specially the gender of the mentee and the marital status.

This is a pioneer study contributing to the present reserve of knowledge and understanding of the subject by contextualizing the impact of demographic variables on mentoring and managerial effectiveness in Indian private sector banks.

The essence of management education lies in preparing and enabling the students to evolve cognitively, affectively and behaviorally into capable ones equipped to meet and manage challenges from within and outside their organisations or workplaces. Mentoring, as pedagogy, results in enhancing effectiveness of B‐schools (Institutions offering MBA program) in ensuring the transformation of students into professionals. The purpose of this paper is to analyze and evaluate the formal and teacher‐initiated student mentoring in B‐schools in Kerala in terms of the designated activities, to establish effectiveness of mentoring as outcomes of faculty‐related antecedents and mentoring activities, and to demonstrate the effectiveness in terms of the psycho‐social changes of students.

This research employed a conclusive approach that combined the features of descriptive and explanatory research designs. The respondents of the study comprised 141 permanent teachers, 327 first‐year students and 318 final‐year students enrolled in the management programs of 19 B‐schools in Kerala that had minimum five years of existence and approval of the All India Council of Technical Education (AICTE).

The study revealed that less than half of the B‐schools had implemented a mentoring program as part of their pedagogy. A structural equation model using the partial least square technique validated the conceptual model and the findings revealed that socio‐demographic characteristics, mentoring activities (teach the job, provide challenge, teach politics, career help, sponsor, career counseling and trust) influenced effectiveness of mentoring.

The study was conducted only among B‐schools, hence the research results may lack generalization. Therefore, researchers are encouraged to test the proposed model further.

The paper includes a conceptual framework employed for bringing about effectiveness of mentoring, proven to be valid and may be considered by B‐schools that are institutionalizing mentoring as an element of the pedagogy.

The paper bridges the perceptible lack of theoretical and empirical bases to explain the dynamics of student mentoring in management institutes in the country and will be an eye‐opener to management institutions which have not incorporated mentoring as part of their pedagogy.

While information and communications technology provides new opportunities for supporting mentoring, there is a need to explore how effectively these potential benefits are being realised. This paper seeks to evaluate the effectiveness of a program in the small business context as a basis for proposing determinants of e‐mentoring effectiveness.

Using qualitative inquiry, this study aims to establish patterns in the characteristics of effective and ineffective e‐mentoring partnerships using a model derived from information systems success field.

The study establishes a basis for understanding how the potential benefits of structured e‐mentoring are being realised in the small business context.

The study empirically establishes a range of determinants of effective e‐mentoring in the small business context.

The study provides a set of critical success factors and evaluation criteria for use by practitioners who are developing and evaluating the effectiveness of e‐mentoring programs.

Most past research on formal mentoring has investigated its antecedents, outcomes and benefits with little attention given to what goes on inside the dyadic relationship. The purpose of this paper is to explore the types of mentor and mentee behaviours that are perceived as critical factors contributing to either a positive or negative mentoring experience for the mentee and the mentor.

Concrete examples of “effective” and “ineffective” mentor and mentee behaviour were collected from the research participants using Flanagan's Critical Incident Technique (CIT). The obtained CIT data were analyzed using forms of open and axial coding. Variants of content analysis were then used for conducting a series of subsequent comparative analyses.

From a total of 187 coded critical incidents the study identified 11 positive and four negative behavioural criteria of mentoring effectiveness as perceived from the mentee perspective, and nine positive and three negative behavioural criteria of mentoring effectiveness as perceived from the mentor perspective. Comparisons against “theoretical” and “best practice” models and taxonomies of positive and negative mentoring reveal varying degrees of overlap and commonality.

There are two main limitations. First, the number of research participants was at the bottom end of the typical sample range for qualitative research, which means the collection of critical incidents did not reach the point of data saturation. Second, the study explored the “start‐up” and “ongoing” phases of the mentoring lifecycle but not the “end” phase.

The findings provide new insights into mentor and mentee behavioural effectiveness within formal mentoring relationships, and thereby add to a sparse empirical knowledge base in this substantially neglected area of mentoring research. Also, they provide a foundation against which to compare and contrast future empirical research that may be conducted on perceived effective and ineffective mentor and mentee behaviours within formal mentoring relationships.

The aims of this critical review are to identify the mentor characteristics that lead to superior mentoring outcomes and to provide human resources development (HRD) professionals with evidence-based suggestions for recruiting, selecting and training mentors to improve mentorship programme effectiveness.

The authors conducted a critical review of existing quantitative research on mentor characteristics that have an impact on effective mentoring.

The authors identified five key categories of mentor characteristics linked to successful mentoring outcomes: competency in context-relevant knowledge, skills and abilities; commitment and initiative; interpersonal skills; pro-social orientation and an orientation toward development, exploration and expansion.

There is limited research on the characteristics of ineffective mentor characteristics, exclusion of articles that used qualitative research methods exclusively and how technology-based communication in mentoring may require different characteristics. Most of the included studies collected data in the United States of America, which may exclude other important mentor characteristics from other non-Western perspectives.

To ensure that there is both a sufficient pool of qualified mentors and mentors who meet the desired criteria, focus on both recruitment and training mentors is important. Incorporating the desired mentor characteristics into both of these processes, rather than just selection, will help with self-selection and development of these characteristics.

Despite the ongoing interest in identifying effective mentor characteristics, the existing literature is fragmented, making this challenging for HRD professionals to determine which characteristics are crucial for mentoring relationships and programme success. Addressing this practical need, this critical review synthesises the research literature and identifies patterns and inconsistencies. Based on the review, the authors provide evidence-based recommendations to enhance the recruitment, selection and training of mentors.

The purpose of this paper is to measure students’ willingness to mentor their peers and explores key factors to student peer mentoring effectiveness.

The paper uses a hybrid research methodology consisting of a survey and a focus group discussion. The survey was conducted with students of a bachelor of commerce (BCom) program of a North American university to analyze the impact of organizational culture and altruism on their willingness to mentor their peers. The focus group discussion was carried out with students of the same program to explore the objectives, focus, and factors contributing to their willingness to mentor and to peer mentoring effectiveness.

Organizational culture and altruism significantly affect students’ emotional and intentional willingness to mentor their peers. Peer mentoring can help students prepare their transition from high school to university, guide them through university programs, and help them prepare their transition from university to workplace. Critical factors to peer mentoring effectiveness include a good fit between mentors and mentees, a reasonable ratio of mentor to protégés, and an understanding of and a willingness to address each student's specific needs.

Business schools should embrace and promote a culture of mutual help, look for altruistic students as prospective peer mentors, and promote voluntary student peer mentoring. A mentoring program should be flexible enough to meet each student's needs. Attention should be paid to finding a good fit between mentors and protégés. Communication should focus on the benefits of student peer mentoring for mentors and protégés.

This research brings empirical evidence on peer mentoring by testing and confirming the impact of altruism and organizational culture on students’ willingness to mentor their peers. It also provides practical insight to business schools for implementing student peer mentoring programs.

The purpose of this convergent parallel mixed methods paper is to explore the mentoring experience within the context of a science, technology, engineering and math (STEM) specific mentoring program for urban, at risk, high school youth, using the Principles of Adult Mentoring Inventory (PAMI) as an instrument that modeled effective mentoring behavior. The study took place at a large, urban, Midwestern university in the USA.

A research design was developed and both quantitative and qualitative data were collected in parallel, analyzed separately and then merged to determine results. The PAMI instrument that measures six constructs of mentor effectiveness was administered to STEM mentors as a pre/post-test and enabled researchers to collect quantitative data. Researchers used focus groups to collect qualitative data in the form of transcribed interviews. This study sought to inform STEM mentoring program development by collecting both qualitative and quantitative data independently and simultaneously in order to confirm findings. Researchers used a convergent parallel mixed methods design to first, reinforce and corroborate the findings given the small sample size (n=8); second, minimize alternative interpretations from data gathering and analysis, third, make clear various factors contributing to the effectiveness of STEM mentoring.

Throughout the mentoring experience, mentor perceptions of their mentoring abilities increased to be in the “more highly effective” range within PAMI. In five of the six constructs the results indicated mentors scored lower on the pre-test than they did on the post-test of the PAMI, meaning mentor perceptions of mentoring abilities improved overall during the course and the mentoring experience. Common themes from both quantitative and qualitative results were developed, are discussed using the PAMI constructs as organizers, and include communication, information, and gender differences.

This study added to the dearth of literature and investigations surrounding STEM mentoring. Many studies have concentrated primarily on mentoring but few have investigated the concept of STEM mentoring program best practices. The results of this study provided a multidimensional look at STEM mentoring programs that impact urban, at risk, high school youth.

A continued focus in organizational research has been on career development, and mentoring has been identified as a key determinant of career success. The purpose of this paper is to focus on the interpersonal dynamics which contribute to variations in the effectiveness of mentoring support behaviors. Specifically, the effects of mentoring relational quality (MRQ) (i.e. affective perceptions held by mentors and protégés) on mentoring behaviors (i.e. vocational and psychosocial) as well as professional identification are considered. Interpersonal skills (e.g. behavioral integrity and political skill) of mentors and protégés are examined for their impact on MRQ.

Utilizing matched dyadic survey data from 100 mentor-protégé pairs in academe (i.e. dissertation chairs and doctoral candidates or recent doctoral alumni), partial least squares was used to test the research model.

Results support MRQ as an integral component in mentoring dynamics. MRQ for mentors and protégés was significantly linked with mentor support behaviors provided and received, respectively. Mentors’ perceptions of MRQ were predicted by protégés’ behavioral integrity and mentors’ political skill. Similarly, protégés’ political skill and mentors’ behavioral integrity significantly predicted protégés’ perceptions of MRQ. Further, mentors and protégés reported higher levels of professional identification when MRQ was high.

This study links affective and behavioral perspectives of mentoring, revealing the importance of interpersonal skill in career development. The interpersonal dynamics characteristic of mentor-protégé interactions determine the extent to which mentoring support behaviors may actually be provided by mentors and received by protégés.

Mentoring can improve novice teacher effectiveness and reduce teacher attrition, yet the depth and breadth of mentoring can vary greatly within and between schools. The purpose of this paper is to identify the extent to which a school’s administrative context is associated with the focus and frequency of novice teacher-mentor interactions.

By estimating logistic regression models, the author identified the association between novices’ perceptions of their working conditions and the content and frequency of interactions with their formally assigned mentors.

When novice teachers perceived positive administrator-teacher relations in their schools and reported that administrative duties did not interfere with their core work as teachers, they were more likely to frequently interact with their mentors around issues of curriculum.

Studies of new teacher induction need to more fully account for elements of school-level organizational context which influence novice teacher-mentor interactions, specifically related to administrative decision making and climate. Future research should seek to identify the extent to which formal policy related to new teacher induction is supported by broader elements of the organizational context.

In addition to implementing sound formal policies related to teacher mentoring, school administrators should seek to foster a school climate that promotes administrator-teacher and teacher-teacher collaboration to promote improved teacher mentoring.

This study builds upon previous research by drawing attention to the association between broad measures of school-level administrative context related to the quality of working conditions and teacher mentoring.