2018 Volume 15 Pages 139-164
Objective: This study reveals the association of having a mentor and its influence
on the mentee’s career development issues, including performance satisfaction,
career satisfaction, and work-life conflict by considering the gender of
the mentor and mentee.
Method: A web-based survey was conducted, which included 2,028 full-time
employees in large corporations; 1,283 responses （63.9％） were obtained, and
1,153 responses（ 56.9％） having no missing data were analyzed. Using multiple
regression analyses, the association between having male and female mentors
was assessed with respect to performance satisfaction, career satisfaction, and
work-life conflict among male and female employees.
Results: Most mentors with male mentees were male, while female mentees
had both male and female mentors. The gender difference in terms of mentors
and mentees was significant. Male mentees with male mentors showed greater
performance satisfaction, and those with female mentors showed lower levels of
work-life conflict compared to those without such mentors. Female mentees
with male mentors showed greater performance satisfaction as well as career
satisfaction, while those with female mentors exhibited a lower level of life-work
conflict compared to those without such mentors.
Conclusion: Results suggest that having a mentor is beneficial to address career
development issues faced by working people. The effects of mentoring differ
based on the gender composition of mentors and mentees.
