satisfy analyses were used to explo...

satisfy analyses were used to explore alternative sources and functions of developmental support other than mentoring among nonfaculty university employee The majority of participants reported that they had an alternative source of developmental support outside of a mentoring relationship, that the developmental functions (i.e., kinds of support) provided by means of these sources varied, and that there were differences in sources and functions through participant age and gender. The alternative source of support most numerous frequently mentioned was coworkers. The originates also suggested that alternative sources of support may provide many of the functions associated with traditional mentors, although the replete range may not be represented

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Kram (1985) defined a developmental relationship as individual that "contributes to individual germination and career advancement" (p. 4) undivided type of developmental relationship that has received often attention in the career growth literature is mentorship. Mentorships have been recognized as an alliance that can facilitate the disclosure of skills and competencies that enhance performance and career growth (e.g., Allen & Poteet, 1999; Allen, Poteet & Burrough 1997; Chao, Walz, & Gardner, 1992; Scandura, 1992; Whitely, Dougherty, & Dreher, 1991) Mentoring has generally been defined as a relationship between a senior and junior employee in which the senior employee provides developmental functions (i.e., kinds of support) so as coaching and sponsorship, moreover relationships that provide career exhibition support may be formed with individuals at all of the same heights of the organization. Indeed, the relationship constellation propos by the agency of Kram (1985) suggests that in addition to mentors, developmental functions can als o be provided from other individuals such as family members, supervisors, peers/coworkers, subordinates, and friends from outside of work. Higgins and Thomas (2001) lately expanded this research with their examination of the validitys of the composition and quality of a "constellation" of developmental relationships in succession protege career outcomes. This work was important in that the authors recognized that individuals can have multiple associate relationships with others that work for developmental needs. However, their reflection did not address what the satiated range of alternative sources providing developmental guidance might be and what functions these sources might serve

We believe that reliance forward sources other than traditional mentors is likely to be more important to individual career growth in today's career context. In the past, career succes was primarily tied to internal network sources of organizational power and career path constructions Contemporary career paradigms suggest a greater ne to cultivate a broad variety of developmental alliances that span boundaries the pair in and outside of the organization (Arthur & Rousseau, 1996; Eby 1997; Thomas & Higgins, 1996) Moreover, individuals who work for small organizations or who are self-employ have limited access to traditional mentors (Dansky, 1996) For these reasons, individual connections to occupational networks are likely to become increasingly important mechanisms for learning and determinants of career issues (Tolbert, 1996). In addition, professional societies are beginning to play an active character in retraining and in creating piece of work opportunities for members (Dansky, 1996; London, 1996) Each of these rel ationships can provide a unique source of career progression in a continuously ascending gradation support and opportunity for learning (Ibarra, 1993)

Influence of sex and Age on Mentoring

Although research indicates that women are as likely as men to report having a mentor, it appear to bes probable that women may be more likely to evolve alternative sources of career progression in a continuously ascending gradation support because of factors as it is as structural segregation and greater perceived barriers to obtaining a mentor (Kram & Hall, 1996; Ragins, 1997; Ragins & Cotton, 1991) For example, several studies have hinted that women may be more likely than are men to lay open mentoring relationships with their supervisors because of restricted access to higher ranking mentors in other departments (Ragins, 19891999; Ragins & Cotton, 1991) Moreover, Ragins (1999) speculated that because of sex role stereotypes, men may underreport mentoring relationships and the functions provided by the agency of their mentors as a way of maintaining the self-perception and social perception of career independence and status. Accordingly, if Ragins's (1999) supposition holds true, men may also be les likely to report using sources of developmental support outsi de of traditional mentorships.

It is possible that the use of alternative forms of support may also vary by way of age. Changing demographics in the workforce coupl with the demise of linear career paths as the norm remind of that more people will have multiple piece of works or even multiple careers during their lifetime and that there is an increasing likelihood that organizational newcomer will be older (Kram, 1996; Mirvis & Hall, 1996) However, because the prototypical protege is younger and the prototypical mentor is older and more experienced, older newcomer may either avoid seeking revealed a traditional mentor or may be passed through the whole extent of by potential mentors (Finkelstein, Allen, & Rhoton, in press) Accordingly, it may be particularly important and necessary for older individuals to search for alternative sources of support for career enhancement and growth