The roles of selfdisclosure, modesty, and selfmonitoring in the mentoring relationship

• Published in: Career development international 2008-05, Vol.13 (3), p.224-240
• Main Authors: Blickle, Gerhard, Schneider, Paula B., Perrew, Pamela L., Blass, Fred R., Ferris, Gerald R.
• Format: Article
• Language: English
• Subjects: Employee behaviour; Mentoring; Self assessment
• ISSN: 1362-0436
• DOI: 10.1108/13620430810870485

Purpose The purpose of this study was to investigate the role of protg selfpresentation by selfdisclosure, modesty, and selfmonitoring in mentoring. Designmethodologyapproach This study used three data sources i.e. employees, peers, and mentors and a longitudinal design over a period of two years. Findings Employee selfdisclosure and modesty at time 1 predicted an increase in mentoring received and mentoring given at time 2. Further, selfmonitoring moderated the modestymentoring given relationship such that employees high in selfmonitoring had the strongest positive relationship between modesty at time 1 and mentoring given two years later. Also, modesty interacted with selfmonitoring at time 1 to influence the number of mentors involved with employees. That is, the modesty number of mentors relationship was positive for those high in selfmonitoring, and negative for those low in selfmonitoring. Research limitationsimplications Employees can exercise influence over the amount and type of mentoring experiences they receive based on the style on interaction they utilize with potential mentors, with specific reference to selfmonitoring and the use of modesty. Practical implications It is modesty, and early career employees' ability to present it well, that will lead to positive affect i.e. liking and behavior e.g. benevolence and generosity by senior managers. Originalityvalue Investigates the role of protg selfpresentation by selfdisclosure, modesty, and selfmonitoring in mentoring.