{"title":"波兰女性管理人员的指导经验","authors":"Małgorzata Adamska-Chudzińska, Klaudia Blachnicka","doi":"10.15219/em100.1622","DOIUrl":null,"url":null,"abstract":"Mentoring, which is increasingly used in the development of professional competences, is rarely analysed in terms of managerial roles and gender. Simultaneously, women in managerial roles increasingly reveal high levels of effectiveness in the business environment. The aim of this article is to diagnose the range and diversity of mentoring experienced by Polish female managers, including two types of mentoring: career and psychosocial. The research involved 370 women who hold managerial positions in organisations located in Poland and who have experience of participating in a mentoring relationship. A quantitative method was used using the Global Measurement of Mentoring Practices questionnaire and the CAWI technique. Student’s t-tests and one-way ANOVA preceded by Levene’s tests of variance were conducted. It has been demonstrated that the career paths of the surveyed female managers were significantly supported by the activities of the mentor. The extent of psychosocial support was found to be greater than of professional support. In terms of psychosocial mentoring, top-level female managers received the greatest extent of support, and in terms of career mentoring, those whose relationship with a mentor was both formal and informal and varied by the gender of the mentor. The findings presented here may be useful in improving mentoring programmes targeted at female managers.","PeriodicalId":42136,"journal":{"name":"E-Mentor","volume":"120 ","pages":""},"PeriodicalIF":0.2000,"publicationDate":"2023-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Mentoring in the experiences of Polish female managers\",\"authors\":\"Małgorzata Adamska-Chudzińska, Klaudia Blachnicka\",\"doi\":\"10.15219/em100.1622\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Mentoring, which is increasingly used in the development of professional competences, is rarely analysed in terms of managerial roles and gender. Simultaneously, women in managerial roles increasingly reveal high levels of effectiveness in the business environment. The aim of this article is to diagnose the range and diversity of mentoring experienced by Polish female managers, including two types of mentoring: career and psychosocial. The research involved 370 women who hold managerial positions in organisations located in Poland and who have experience of participating in a mentoring relationship. A quantitative method was used using the Global Measurement of Mentoring Practices questionnaire and the CAWI technique. Student’s t-tests and one-way ANOVA preceded by Levene’s tests of variance were conducted. It has been demonstrated that the career paths of the surveyed female managers were significantly supported by the activities of the mentor. The extent of psychosocial support was found to be greater than of professional support. In terms of psychosocial mentoring, top-level female managers received the greatest extent of support, and in terms of career mentoring, those whose relationship with a mentor was both formal and informal and varied by the gender of the mentor. The findings presented here may be useful in improving mentoring programmes targeted at female managers.\",\"PeriodicalId\":42136,\"journal\":{\"name\":\"E-Mentor\",\"volume\":\"120 \",\"pages\":\"\"},\"PeriodicalIF\":0.2000,\"publicationDate\":\"2023-12-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"E-Mentor\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.15219/em100.1622\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q4\",\"JCRName\":\"EDUCATION & EDUCATIONAL RESEARCH\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"E-Mentor","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.15219/em100.1622","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q4","JCRName":"EDUCATION & EDUCATIONAL RESEARCH","Score":null,"Total":0}
引用次数: 0
摘要
辅导越来越多地用于培养专业能力,但很少从管理角色和性别角度对其进行分析。与此同时,担任管理职务的女性在商业环境中越来越显示出高水平的效率。本文旨在分析波兰女性管理者所经历的指导的范围和多样性,包括两种类型的指导:职业指导和社会心理指导。研究涉及 370 名在波兰组织中担任管理职位并有过指导关系经历的女性。研究采用了定量方法,使用了指导实践全球测量问卷和 CAWI 技术。进行了学生 t 检验和单向方差分析,然后进行了 Levene 方差检验。结果表明,接受调查的女性管理人员的职业道路在很大程度上得到了导师活动的支持。社会心理支持的程度高于专业支持。在社会心理辅导方面,高层女性管理人员得到的支持最大;在职业辅导方面,那些与导师的关系既有正式的,也有非正式的,而且因导师的性别而异。本文的研究结果可能有助于改进针对女性管理人员的指导计划。
Mentoring in the experiences of Polish female managers
Mentoring, which is increasingly used in the development of professional competences, is rarely analysed in terms of managerial roles and gender. Simultaneously, women in managerial roles increasingly reveal high levels of effectiveness in the business environment. The aim of this article is to diagnose the range and diversity of mentoring experienced by Polish female managers, including two types of mentoring: career and psychosocial. The research involved 370 women who hold managerial positions in organisations located in Poland and who have experience of participating in a mentoring relationship. A quantitative method was used using the Global Measurement of Mentoring Practices questionnaire and the CAWI technique. Student’s t-tests and one-way ANOVA preceded by Levene’s tests of variance were conducted. It has been demonstrated that the career paths of the surveyed female managers were significantly supported by the activities of the mentor. The extent of psychosocial support was found to be greater than of professional support. In terms of psychosocial mentoring, top-level female managers received the greatest extent of support, and in terms of career mentoring, those whose relationship with a mentor was both formal and informal and varied by the gender of the mentor. The findings presented here may be useful in improving mentoring programmes targeted at female managers.