Supporting Women’s Career Advancement

Supporting Women’s Career Advancement

Challenges and Opportunities

New Horizons in Management series

Edited by Ronald J. Burke and Mary C. Mattis

This book documents the progress that managerial and professional women have made in advancing their careers, and the challenges and opportunities that remain. In the context of increasing numbers of women entering the workplace and indeed pursuing professional and managerial careers, it examines why so few women occupy the top positions in corporations.

Chapter 6: Mentoring and identity development: the role of self-determination

Marie Line Germain and Terri A. Scandura

Subjects: business and management, diversity and management, gender and management, organisational behaviour


Marie Line Germain and Terri A. Scandura1 INTRODUCTION Levinson (1986) called for theories of adult development that integrate the developmental perspective and the socialization perspective. Developmental theories from the field of psychology focus on individual differences. In contrast, the socialization perspective considers adult development to be a product of external forces such as family, school and organizations. Levinson notes that integration between those perspectives ‘has rarely been attempted’ (p. 12). The purpose of this chapter is to present a new perspective on mentoring and identity development, which focuses on the developmental aspects of the protégé’s determination to utilize mentorship. This represents both individual differences of protégés and self-determination, and socialization provided by organizational mentors. As noted by Gallos (1989), most theories of career advancement are based on male models of success where work is central to the person’s identity. Working identity has generally been defined as ‘how we see ourselves in our professional roles, what we convey about ourselves to others, and ultimately, how we live our working lives’ (Ibarra, 2003, p. 1). Women may define working identity differently from men, and more in terms of the ability to develop effective relationships. Thus, women’s working identity development may be viewed as a product of both the individual and relationships with others at the workplace. MENTORING AND WOMEN’S CAREER ADVANCEMENT According to Levinson et al. (1978) women may receive less mentoring than men, and female mentors in organizational settings are not as prevalent as their...

You are not authenticated to view the full text of this chapter or article.

Elgaronline requires a subscription or purchase to access the full text of books or journals. Please login through your library system or with your personal username and password on the homepage.

Non-subscribers can freely search the site, view abstracts/ extracts and download selected front matter and introductory chapters for personal use.

Your library may not have purchased all subject areas. If you are authenticated and think you should have access to this title, please contact your librarian.

Further information