Examination of the interpersonal predictors of mentoring relational quality

Purpose - A continued focus in organizational research has been on career development, and mentoring has been identified as a key determinant of career success. The purpose of this paper is to focus on the interpersonal dynamics which contribute to variations in the effectiveness of mentoring support behaviors. Specifically, the effects of mentoring relational quality (MRQ) (i.e. affective perceptions held by mentors and proteges) on mentoring behaviors (i.e. vocational and psychosocial) as well as professional identification are considered. Interpersonal skills (e.g. behavioral integrity and political skill) of mentors and proteges are examined for their impact on MRQ. Design/methodology/approach - Utilizing matched dyadic survey data from 100 mentor-protege pairs in academe (i.e. dissertation chairs and doctoral candidates or recent doctoral alumni), partial least squares was used to test the research model. Findings - Results support MRQ as an integral component in mentoring dynamics. MRQ for mentors and proteges was significantly linked with mentor support behaviors provided and received, respectively. Mentors' perceptions of MRQ were predicted by proteges behavioral integrity and mentors' political skill. Similarly, proteges political skill and mentors' behavioral integrity significantly predicted proteges perceptions of MRQ. Further, mentors and proteges reported higher levels of professional identification when MRQ was high. Originality/value - This study links affective and behavioral perspectives of mentoring, revealing the importance of interpersonal skill in career development. The interpersonal dynamics characteristic of mentor-protege interactions determine the extent to which mentoring support behaviors may actually be provided by mentors and received by proteges.