Abstract
Objective: The present study revealed association of having mentor with mentee job satisfaction and work life conflict among working women. Methods: A web-based survey was administered to 1,202 female managers and staff within large corporations; 757 responses (63.0%) were obtained, and 698 responses (58.1%) with full data were analyzed. Analysis of covariance was used to compare the mean score of job satisfaction and work-life conflict among mentees with informal mentor, formal mentor, informal and formal mentor, and non-mentees. Results: 48.1% of the study subjects hold mentors. Mentees with only informal mentors showed greater job satisfaction and lower work-life conflict than non-mentees, however, no significant differences emerged not only between mentees with only formal mentors and non-mentees but also between mentees with only informal mentors and only formal mentors. Conclusions: Results suggested effectiveness of having informal mentor for improving job satisfaction as well as decreasing work-life conflict of working women. The effectiveness of formal mentor needs to be examined with larger sample.
