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grudnia 30, 2019
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września 30, 2014
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Abstrakt
Changes in employment relationships and the spread of flexible forms of employment call for the search for such methods of employee development that would better fit the needs of both employees and Polish organizations in a turbulent environment. Studies of litera‑ ture on the subject point out the importance of mentoring culture for the development of employees’ competences and their career success. This paper tries to answer the question: in what way creating the culture of mentoring can contribute to employee objective and subjective career success in organizations? This goal will be achieved by presenting the results of a survey research carried out in 155 organizations operating in southern Poland. Generally, the findings suggest that mentoring culture is positively related to subjective success but it is not connected with objective success of employees.
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Jak cytować
Marzec, I. (2014). Mentoring Culture as Employees’ Career Success Factor in Polish Organizations. Edukacja Ekonomistów I Menedżerów, 33(3), 119–132. https://doi.org/10.5604/01.3001.0009.4592
Referencje
-
1. Bally, J.M. (2007). The role of nursing leadership in creating a mentoring culture inacute care environments. Nursing Economics, 3(25), pp. 143–148.
2. Bates, R., Khasawneh, S. (2005). Organizational learning culture, learning trans‑fer climate and perceived innovation in Jordanian organizations. InternationalJournal of Training and Development, 9(2), pp. 96–108.
3. Bozionelos, N. (2003). Intra‑organizational network resources: relation to careersuccess and personality. International Journal of Organizational Analysis, 11(1),pp. 41–66.
4. Bozionelos, N. (2006). Mentoring and expressive network resources: their relation‑ship with career success and emotional exhaustion among Hellenes employeesinvolved in emotion work. International Journal of Human Resource Management,17(2), pp. 362–378.
5. Bozionelos, N., & Wang, L. (2006). The relationship of mentoring and network resour‑ces with career success in the Chinese organizational environment. InternationalJournal of Human Resource Management, 17(9), pp. 1531–1546.
6. EDUCATION OF ECONOMISTS AND MANAGERS No. 3 (33) 2014_MarzecMentoring Culture as Employees’ Career Success Factor in Polish Organizations 131Bryant, S.E., & Terborg, J.R. (2008). Impact of Peer Mentor Training on Creating andSharing Organizational Knowledge. Journal of Managerial Issues, 20(1), pp. 11–29.
7. CBOS (2009). Polacy o swoim zadowoleniu z życia. Opinie z lat 1994–2008, ReportBS/5/2009, Warsaw: CBOS.
8. Clutterbuck, D. (2004). Everyone Needs Mentor. Fostering Talent in Your Organisation.
9. London: Chartered Institute of Personnel and Development.
10. Dansky, K.H. 1996. The Effects of Group Mentoring on Career Outcomes. Group andOrganization Management, 21(1), pp. 5–21.
11. Dobosz‑Bourne, D., & Jankowicz, A.D. (2006). Reframing Resistance to Change:Experience from General Motors Poland. International Journal of Human ResourceManagement, 17(12), pp. 2021–2034.
12. Eddy, E.R., Tannenbaum, S.I., Lorenzet, S.J. & Smith‑Jentsch, K.A. (2005). TheInfluence of a Continuous Learning Environment on Peer Mentoring Behaviors.
13. Journal of Managerial Issues, 17(3), pp. 383–395.
14. Gattiker, U., & Larwood, L. (1986). Subjective career success: a study of managers andsupport personnel. Journal of Business and Psychology, 1(2), pp. 78–94.
15. Headlam‑Wells, J., Craig, J., & Gosland, J. (2006). Encounters in social cyberspace: e‑men‑toring for professional women. Women in Management Review, 21(6), pp. 483–499.
16. Judge, T.A., Cable, D.M., Boudreau, J.W., & Bretz, R.D. Jr, (1995). An EmpiricalInvestigation of the Predictors of Executive Career Success. Personnel Psychology,48(5), pp. 485–519.
17. Kolman, L., Noorderhaven, N.G., Hofstede, G., & Dienes, E. (2003). Cross‑cultural dif‑ferences in Central Europe. Journal of Managerial Psychology, 18(1/2), pp. 76–88.
18. Kram, K.E. (1983). Phases of the mentor relationship, Academy of Management Journal,26(4), pp. 608–625.
19. Kram, K.E., & Isabella, L.A. 1985. Mentoring alternatives: the role of peer relation‑ships in career development. Academy of Management Journal, 28(1), pp. 110–132.
20. Marzec, I., & Van der Heijden, B.I.J.M. 2003. Podtrzymywanie przydatności zawodo‑wej pracowników małych i średnich firm ICT. Zarządzanie Zasobami Ludzkimi, 3,pp. 65–75.
21. Marzec, I., Van der Heijden, B.I.J.M., Scholaros, D., Van der Schoot, E., Jędrzejowicz, P.,Bozionelos, N., Epitropaki, O., Knauth, P., Mikkelsen, A., & Van der Heijde, C.(2009). Employability Management Practices in the Polish ICT Sector. HumanResource Development International, 12(5), pp. 471–492.
22. Mikkelsen A., Ogaard T., Lovrich N. (2004). Modeling the effects of organizationalsetting and individual coping style on employees subjective health, job satisfac‑tion and commitment. Public Administration Quarterly, 24, pp. 371–397.
23. Ng, T.W.H., Eby, L.T., Sorensen, K.L., & Feldman, D.C. (2005). Predictors of Objective andSubjective Career Success: A Meta‑Analysis. Personnel Psychology, 58, pp. 367–408.
24. Parsloe, E., & Wray, M. (2002). Trener i mentor. Udzial coachingu i mentoringu w doskonaleniuprocesu uczenia się. Krakow: Oficyna Ekonomiczna.
25. Ragins, B.R., & Cotton, J.L. (1999). Mentor functions and outcomes: A comparisonof men and women in formal and informal mentoring relationships. Journal ofApplied Psychology, 84(4), pp. 529–550.
26. Ragins, B.R., Cotton, J.L., & Miller, J.S. (2000). Marginal mentoring: The effects oftype of mentor, quality of relationship, and program design on work and careerattitudes. Academy of Management Journal, 43(6), pp. 1177–1194.
27. Seibert, S.E., Kraimer, M.L., & Liden, R.C. (2001). A Social Capital Theory of CareerSuccess. Academy of Management Journal, 44(2), pp. 219–237.
28. Sosik, J.J., Lee, D., & Bouquillon, E.A. (2005). Context and Mentoring: ExaminingFormal and Informal Relationship in High Tech Firms and K‑12 Schools. Journalof Leadership and Organizational Studies, 12(2), pp. 94–108.
29. Weinstein, M., & Obloj, K. (2002). Strategic and Environmental Determinants of HRMInnovations in Post‑Socialist Poland. International Journal of Human ResourceManagement, 13(4), pp. 642–659.
Referencje
1. Bally, J.M. (2007). The role of nursing leadership in creating a mentoring culture inacute care environments. Nursing Economics, 3(25), pp. 143–148.
2. Bates, R., Khasawneh, S. (2005). Organizational learning culture, learning trans‑fer climate and perceived innovation in Jordanian organizations. InternationalJournal of Training and Development, 9(2), pp. 96–108.
3. Bozionelos, N. (2003). Intra‑organizational network resources: relation to careersuccess and personality. International Journal of Organizational Analysis, 11(1),pp. 41–66.
4. Bozionelos, N. (2006). Mentoring and expressive network resources: their relation‑ship with career success and emotional exhaustion among Hellenes employeesinvolved in emotion work. International Journal of Human Resource Management,17(2), pp. 362–378.
5. Bozionelos, N., & Wang, L. (2006). The relationship of mentoring and network resour‑ces with career success in the Chinese organizational environment. InternationalJournal of Human Resource Management, 17(9), pp. 1531–1546.
6. EDUCATION OF ECONOMISTS AND MANAGERS No. 3 (33) 2014_MarzecMentoring Culture as Employees’ Career Success Factor in Polish Organizations 131Bryant, S.E., & Terborg, J.R. (2008). Impact of Peer Mentor Training on Creating andSharing Organizational Knowledge. Journal of Managerial Issues, 20(1), pp. 11–29.
7. CBOS (2009). Polacy o swoim zadowoleniu z życia. Opinie z lat 1994–2008, ReportBS/5/2009, Warsaw: CBOS.
8. Clutterbuck, D. (2004). Everyone Needs Mentor. Fostering Talent in Your Organisation.
9. London: Chartered Institute of Personnel and Development.
10. Dansky, K.H. 1996. The Effects of Group Mentoring on Career Outcomes. Group andOrganization Management, 21(1), pp. 5–21.
11. Dobosz‑Bourne, D., & Jankowicz, A.D. (2006). Reframing Resistance to Change:Experience from General Motors Poland. International Journal of Human ResourceManagement, 17(12), pp. 2021–2034.
12. Eddy, E.R., Tannenbaum, S.I., Lorenzet, S.J. & Smith‑Jentsch, K.A. (2005). TheInfluence of a Continuous Learning Environment on Peer Mentoring Behaviors.
13. Journal of Managerial Issues, 17(3), pp. 383–395.
14. Gattiker, U., & Larwood, L. (1986). Subjective career success: a study of managers andsupport personnel. Journal of Business and Psychology, 1(2), pp. 78–94.
15. Headlam‑Wells, J., Craig, J., & Gosland, J. (2006). Encounters in social cyberspace: e‑men‑toring for professional women. Women in Management Review, 21(6), pp. 483–499.
16. Judge, T.A., Cable, D.M., Boudreau, J.W., & Bretz, R.D. Jr, (1995). An EmpiricalInvestigation of the Predictors of Executive Career Success. Personnel Psychology,48(5), pp. 485–519.
17. Kolman, L., Noorderhaven, N.G., Hofstede, G., & Dienes, E. (2003). Cross‑cultural dif‑ferences in Central Europe. Journal of Managerial Psychology, 18(1/2), pp. 76–88.
18. Kram, K.E. (1983). Phases of the mentor relationship, Academy of Management Journal,26(4), pp. 608–625.
19. Kram, K.E., & Isabella, L.A. 1985. Mentoring alternatives: the role of peer relation‑ships in career development. Academy of Management Journal, 28(1), pp. 110–132.
20. Marzec, I., & Van der Heijden, B.I.J.M. 2003. Podtrzymywanie przydatności zawodo‑wej pracowników małych i średnich firm ICT. Zarządzanie Zasobami Ludzkimi, 3,pp. 65–75.
21. Marzec, I., Van der Heijden, B.I.J.M., Scholaros, D., Van der Schoot, E., Jędrzejowicz, P.,Bozionelos, N., Epitropaki, O., Knauth, P., Mikkelsen, A., & Van der Heijde, C.(2009). Employability Management Practices in the Polish ICT Sector. HumanResource Development International, 12(5), pp. 471–492.
22. Mikkelsen A., Ogaard T., Lovrich N. (2004). Modeling the effects of organizationalsetting and individual coping style on employees subjective health, job satisfac‑tion and commitment. Public Administration Quarterly, 24, pp. 371–397.
23. Ng, T.W.H., Eby, L.T., Sorensen, K.L., & Feldman, D.C. (2005). Predictors of Objective andSubjective Career Success: A Meta‑Analysis. Personnel Psychology, 58, pp. 367–408.
24. Parsloe, E., & Wray, M. (2002). Trener i mentor. Udzial coachingu i mentoringu w doskonaleniuprocesu uczenia się. Krakow: Oficyna Ekonomiczna.
25. Ragins, B.R., & Cotton, J.L. (1999). Mentor functions and outcomes: A comparisonof men and women in formal and informal mentoring relationships. Journal ofApplied Psychology, 84(4), pp. 529–550.
26. Ragins, B.R., Cotton, J.L., & Miller, J.S. (2000). Marginal mentoring: The effects oftype of mentor, quality of relationship, and program design on work and careerattitudes. Academy of Management Journal, 43(6), pp. 1177–1194.
27. Seibert, S.E., Kraimer, M.L., & Liden, R.C. (2001). A Social Capital Theory of CareerSuccess. Academy of Management Journal, 44(2), pp. 219–237.
28. Sosik, J.J., Lee, D., & Bouquillon, E.A. (2005). Context and Mentoring: ExaminingFormal and Informal Relationship in High Tech Firms and K‑12 Schools. Journalof Leadership and Organizational Studies, 12(2), pp. 94–108.
29. Weinstein, M., & Obloj, K. (2002). Strategic and Environmental Determinants of HRMInnovations in Post‑Socialist Poland. International Journal of Human ResourceManagement, 13(4), pp. 642–659.
2. Bates, R., Khasawneh, S. (2005). Organizational learning culture, learning trans‑fer climate and perceived innovation in Jordanian organizations. InternationalJournal of Training and Development, 9(2), pp. 96–108.
3. Bozionelos, N. (2003). Intra‑organizational network resources: relation to careersuccess and personality. International Journal of Organizational Analysis, 11(1),pp. 41–66.
4. Bozionelos, N. (2006). Mentoring and expressive network resources: their relation‑ship with career success and emotional exhaustion among Hellenes employeesinvolved in emotion work. International Journal of Human Resource Management,17(2), pp. 362–378.
5. Bozionelos, N., & Wang, L. (2006). The relationship of mentoring and network resour‑ces with career success in the Chinese organizational environment. InternationalJournal of Human Resource Management, 17(9), pp. 1531–1546.
6. EDUCATION OF ECONOMISTS AND MANAGERS No. 3 (33) 2014_MarzecMentoring Culture as Employees’ Career Success Factor in Polish Organizations 131Bryant, S.E., & Terborg, J.R. (2008). Impact of Peer Mentor Training on Creating andSharing Organizational Knowledge. Journal of Managerial Issues, 20(1), pp. 11–29.
7. CBOS (2009). Polacy o swoim zadowoleniu z życia. Opinie z lat 1994–2008, ReportBS/5/2009, Warsaw: CBOS.
8. Clutterbuck, D. (2004). Everyone Needs Mentor. Fostering Talent in Your Organisation.
9. London: Chartered Institute of Personnel and Development.
10. Dansky, K.H. 1996. The Effects of Group Mentoring on Career Outcomes. Group andOrganization Management, 21(1), pp. 5–21.
11. Dobosz‑Bourne, D., & Jankowicz, A.D. (2006). Reframing Resistance to Change:Experience from General Motors Poland. International Journal of Human ResourceManagement, 17(12), pp. 2021–2034.
12. Eddy, E.R., Tannenbaum, S.I., Lorenzet, S.J. & Smith‑Jentsch, K.A. (2005). TheInfluence of a Continuous Learning Environment on Peer Mentoring Behaviors.
13. Journal of Managerial Issues, 17(3), pp. 383–395.
14. Gattiker, U., & Larwood, L. (1986). Subjective career success: a study of managers andsupport personnel. Journal of Business and Psychology, 1(2), pp. 78–94.
15. Headlam‑Wells, J., Craig, J., & Gosland, J. (2006). Encounters in social cyberspace: e‑men‑toring for professional women. Women in Management Review, 21(6), pp. 483–499.
16. Judge, T.A., Cable, D.M., Boudreau, J.W., & Bretz, R.D. Jr, (1995). An EmpiricalInvestigation of the Predictors of Executive Career Success. Personnel Psychology,48(5), pp. 485–519.
17. Kolman, L., Noorderhaven, N.G., Hofstede, G., & Dienes, E. (2003). Cross‑cultural dif‑ferences in Central Europe. Journal of Managerial Psychology, 18(1/2), pp. 76–88.
18. Kram, K.E. (1983). Phases of the mentor relationship, Academy of Management Journal,26(4), pp. 608–625.
19. Kram, K.E., & Isabella, L.A. 1985. Mentoring alternatives: the role of peer relation‑ships in career development. Academy of Management Journal, 28(1), pp. 110–132.
20. Marzec, I., & Van der Heijden, B.I.J.M. 2003. Podtrzymywanie przydatności zawodo‑wej pracowników małych i średnich firm ICT. Zarządzanie Zasobami Ludzkimi, 3,pp. 65–75.
21. Marzec, I., Van der Heijden, B.I.J.M., Scholaros, D., Van der Schoot, E., Jędrzejowicz, P.,Bozionelos, N., Epitropaki, O., Knauth, P., Mikkelsen, A., & Van der Heijde, C.(2009). Employability Management Practices in the Polish ICT Sector. HumanResource Development International, 12(5), pp. 471–492.
22. Mikkelsen A., Ogaard T., Lovrich N. (2004). Modeling the effects of organizationalsetting and individual coping style on employees subjective health, job satisfac‑tion and commitment. Public Administration Quarterly, 24, pp. 371–397.
23. Ng, T.W.H., Eby, L.T., Sorensen, K.L., & Feldman, D.C. (2005). Predictors of Objective andSubjective Career Success: A Meta‑Analysis. Personnel Psychology, 58, pp. 367–408.
24. Parsloe, E., & Wray, M. (2002). Trener i mentor. Udzial coachingu i mentoringu w doskonaleniuprocesu uczenia się. Krakow: Oficyna Ekonomiczna.
25. Ragins, B.R., & Cotton, J.L. (1999). Mentor functions and outcomes: A comparisonof men and women in formal and informal mentoring relationships. Journal ofApplied Psychology, 84(4), pp. 529–550.
26. Ragins, B.R., Cotton, J.L., & Miller, J.S. (2000). Marginal mentoring: The effects oftype of mentor, quality of relationship, and program design on work and careerattitudes. Academy of Management Journal, 43(6), pp. 1177–1194.
27. Seibert, S.E., Kraimer, M.L., & Liden, R.C. (2001). A Social Capital Theory of CareerSuccess. Academy of Management Journal, 44(2), pp. 219–237.
28. Sosik, J.J., Lee, D., & Bouquillon, E.A. (2005). Context and Mentoring: ExaminingFormal and Informal Relationship in High Tech Firms and K‑12 Schools. Journalof Leadership and Organizational Studies, 12(2), pp. 94–108.
29. Weinstein, M., & Obloj, K. (2002). Strategic and Environmental Determinants of HRMInnovations in Post‑Socialist Poland. International Journal of Human ResourceManagement, 13(4), pp. 642–659.