The Roles of Self-Disclosure, Modesty, and Self-Monitoring in the Mentoring Relationship: A Longitudinal Multi-Source Investigation

Purpose: The purpose of this study was to investigate the role of protege self-presentation by self-disclosure, modesty, and self-monitoring in mentoring. Design/methodology/approach: This study used three data sources (i.e. employees, peers, and mentors) and a longitudinal design over a period of t...

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Bibliographic Details
Published in:Career development international 2008, Vol.13 (3), p.224-240
Main Authors: Blickle, Gerhard, Schneider, Paula B, Perrewe, Pamela L, Blass, Fred R, Ferris, Gerald R
Format: Article
Language:English
Subjects:
Behavior
Career Development
Careers
Disclosure
Employees
Environmental Influences
Goal Orientation
Hypotheses
Individual Characteristics
Job Satisfaction
Listening
Longitudinal Studies
Mentors
Meta Analysis
Metacognition
Personality
Prediction
Role
Self Disclosure (Individuals)
Self evaluation
Statistical analysis
Success
Work Environment
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Summary:Purpose: The purpose of this study was to investigate the role of protege self-presentation by self-disclosure, modesty, and self-monitoring in mentoring. Design/methodology/approach: This study used three data sources (i.e. employees, peers, and mentors) and a longitudinal design over a period of two years. Findings: Employee self-disclosure and modesty at time 1 predicted an increase in mentoring received and mentoring given at time 2. Further, self-monitoring moderated the modesty-mentoring given relationship such that employees high in self-monitoring had the strongest positive relationship between modesty at time 1 and mentoring given two years later. Also, modesty interacted with self-monitoring 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 self-monitoring, and negative for those low in self-monitoring. Research limitations/implications: Employees can exercise influence over the amount and type of mentoring experiences they receive based on the style of interaction they utilize with potential mentors, with specific reference to self-monitoring 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. Originality/value: Investigates the role of protege self-presentation by self-disclosure, modesty, and self-monitoring in mentoring. (Contains 2 figures and 2 tables.)
ISSN:1362-0436
1758-6003
DOI:10.1108/13620430810870485