The Importance of Mentoring in Employee Work Engagement – Based on Research of Company Employees in Poland
cytuj
pobierz pliki
RIS BIB ENDNOTEWybierz format
RIS BIB ENDNOTEThe Importance of Mentoring in Employee Work Engagement – Based on Research of Company Employees in Poland
Data publikacji: 12.02.2018
International Journal of Contemporary Management, 2017, Numer 16(2), s. 33 - 56
https://doi.org/10.4467/24498939IJCM.17.009.7522Autorzy
The Importance of Mentoring in Employee Work Engagement – Based on Research of Company Employees in Poland
Allen, T.D. (2007). Mentoring relationships from the perspective of the mentor. In: B.R. Ragins, K.E. Kram (eds.), The Handbook of Mentoring at Work: Theory, Research, and Practice. Thousand Oaks, CA: Sage, 123–147.
Allen, T.D. & Eby, L.T. (2004). Factors related to mentor reports of mentoring functions provided: Gender and relational characteristics. Sex Roles, 50, 129–139.
Babbie, E. (2003). Badania społeczne w praktyce. Warszawa: Wydawnictwo Naukowe PWN, 205, 268–269.
Bakker, A.B., Bal, M.P. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology, 83(1), 189–206.
Baran, M. (2014). Mutual mentoring as a tool for managing employees of different generations in the enterprise. Journal of Positive Management, 5(2), 20–29.
Baran, M. (2016). Model of organizational rediness to implement mentoring. In: Proceedings of the 8th International Joint Conference on Knowledge Engineering and Knowledge Management. Volume 3: KMIS, 208–214.
Barsade, S. (2002). The ripple effect: emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47, 644–677.
Britt, T.W. (1999). Engaging the self in the field: Testing the triangle model of responsibility. Personality and Social Psychology Bulletin, 25.
Bugdol, M. (2006). Wartości organizacyjne. Kraków: Wydawnictwo Uniwersytetu Jagiellońskiego.
Chao, G.T. (1997). Mentoring phases and outcomes. Journal of Vocational Behavior, 51, 15–28.
Clutterbuck, D. (2002). Każdy potrzebuje mentora. Jak kierować talentami. Warszawa: Petit.
Coaching Center (2016). Mentoring – podstawowe informacje. http://www.coachingcenter.pl.
Collins, E.G. & Scott, P. (1978). Everyone who makes it has a mentor. Harvard Business Review, 56(4), 89–101.
Cropanzano, R. & Wright, T.A. (2001). When a ‘happy’ worker is really a ‘productive’ worker: a review and further refinement of the happy-productive worker thesis. Consulting Psychology Journal: Practice and Research, 53, 182–199.
Dreher, G.F. & Ash, R.A. (1990). A comparative study of mentoring among men and women in managerial, professional, and technical positions. Journal of Applied Psychology, 75, 525–535.
Eby, L.T., Durley, J.R., Evans, S.C. & Ragins, B.R (2006). The relationship between short-term mentoring benefits and long-term mentor outcomes. Journal of Vocational Behavior, 69, 424–444.
Fagenson, E.A. (1989). The mentor advantage: Perceived career/job experiences of proteges vs. non-proteges. Journal of Organizational Behavior, 10, 309–320.
Fajana, S. & Gbajumo-Sheriff, M. (2011). Mentoring: An human resource tool for achieving organisational effectiveness. In: A.A. Olowu (ed.), Mentoring: A Key Issue in Human Resource Management. Nigeria: The Ife Centre for Psychological Studies, 420–432.
Frankfort-Nachmias Ch. & Nachmias D. (2001). Metody badawcze w naukach społecznych. Poznań: Zysk i S-ka, 199.
Fredrickson, B.L. & Joiner, T. (2002). Positive emotions trigger upward spirals toward emotional well-being. Psychological Science, 13, 172–175.
Friday, E. & Friday, S.S. (2002). Formal mentoring: Is there a strategic fit? Management Decision, 40(2), 152–157.
Garvey, B. & Alred, G. (2001). Mentoring and the tolerance of complexity. Futures, 33, 519–530.
Garvey, B., Stokes, P. & Megginson, D. (2009). Coaching and Mentoring Theory and Practice. London: Sage.
George, J.M. (2010). More engagement is not necessarily better: The benefits of fluctuating levels of engagement. In: S. Albrecht (ed.), The Handbook of Employee Engagement: Perspectives, Issues, Research, and Practice. Cheltenham: Edward Elgar, 253–263.
Gierveld, J.H. & Bakker, A.B. (2005). De invloed van de secretaresse (The Influence of the Secretary). Diemen: Manpower.
Gravells. J. (2006). Case study 13: Mentoring owners of micro businesses in Nottingham. In: D. Megginson, D. Clutterbuck, B. Garvey, P. Stokes & R. Garrett-Harris (eds.), Mentoring in Action. London: Kogan Page, 142–149.
Hakanen, J., Bakker, A.B. & Schaufeli, W.B. (2006). Burnout and work engagement among teachers. Journal of School Psychology, 43, 495–513.
Halbesleben, J.R.B. & Wheeler, A.R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work and Stress, 22, 242–256.
Hansford, B. & Ehrich, L.C. (2006). The principalship: How significant is mentoring? Journal of Educational Administration, 44(1), 36–52.
Hansford, B., Tennent, L. & Ehrich, L. (2002). Business mentoring: help or hindance? Mentoring and Tutoring, 10(2), 101–115.
Harter, J.K., Schmidt, F.L., Killham, E.A. & Asplund, J.W. (2006). Q12 Meta-Analysis. Omaha: Gallup.
Harter, J.K., Schmidt, F.L. & Hayes, T.L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A Meta-analysis. Journal of Applied Psychology, 87(2), 268–279.
Higgins, M.C. (2000). The more, the merrier? Multiple developmental relationships and work satisfaction. Journal of Management Development, 19(4), 277–296.
Irving, E.S., Moore, W.D. & Hamilton, R.J. (2003). Mentoring for high ability school students. Education and Training, 45(2), 100–109.
Johnson, N.B. & Scandura, T.A. (1994). The effect of mentorship and sex-role style on male-female earnings. Industrial Relations, 33, 263–374.
Juchnowicz, M. (2010a). Zarządzanie przez zaangażowanie. Warszawa: Polskie Wydawnictwo Ekonomiczne.
Juchnowicz, M. (2010b). Zarządzanie kapitałem ludzkim a poziom zaangażowania pracowników. Zarządzanie Zasobami Ludzkimi, 3–4, 57–58.
Klasen, N. & Clutterbuck, D. (2002). Implementing Mentoring Schemes. A Practical Guide to Successful Programs. London & New York: Routledge Taylor & Francis Group.
Koberg, C.S., Boss, R.W., Chappell, D. & Ringer, R.C. (1994). Correlates and consequences of protégé mentoring in a large hospital. Group and Organization Management, 19, 219–239.
Kram, K.E. (1983). Phases on the mentor relationship. Academy of Management Journal, 26, 608–625.
Kruse, K. (2012). What is employee engagement. Forbes. http://www.forbes. com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/ (access: 21.03.2017).
Luthans, F., Norman, S.M., Avolio, B.J. & Avey, J.B. (2008). The mediating role of psychological capital in the supportive organizational climate: employee performance relationship. Journal of Organizational Behavior, 29, 219–238.
Maslach, C., Schaufeli W. B. & Leiter, M.B. (2001). Job burnout. Annual Review of Psychology, 52.
Megginson, D. & Stokes, P. (2004). Mentoring for export success. In: J. Stewart & G. Beaver (eds.), HRM in Small Organizations: Research and Practice. Abingdon: Routledge, 265–285.
Meyer, J.P. & Smith A.C. (2000). HRM practice and organizational commitment. test of mediation model. Canadian Journal od Administrative Sciences, 17.
Parsloe, E. (2000). Coaching i mentoring. Warszawa: Petit.
Ragins, B.R. (2002). Understanding diversified mentoring relationships: definitions, challenges, and strategies. In D. Clutterbuck & B.R. Ragins (eds.), Mentoring and Diversity: An International Perspective. Oxford: Butterworth Heinemann, 23–25.
Ragins, B.R. & Cotton, J.L. (1999). Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology, 84(4), 529–550.
Ragins, B.R. & McFarlin, D.B. (1990). Perceptions of mentor roles in cross-gender mentoring relationships. Journal of Vocational Behavior, 37, 321–339.
Robinson, D., Perryman, S. & Hayday, S. (2004). The Drivers of Employee Engagement Report. Institute for Employment Studies. http://www.employment-studies.co.uk/pubs/summary.php?id=408 (access: 25.05.2016).
Roche, G.R. (1979). Much ado about mentors. Harvard Business Review, 57(1), 17–28.
Russell, J.A. (2003). Core affect and the psychological construction of emotion. Psychological Review, 110.
Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7).
Salanova, M., Agut, S. & Peiró, J.M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The Mediation of Service Climate. Journal of Applied Psychology, 90, 1217–1227.
Scandura, T.A. (1992). Mentorship and career mobility: An empirical investigation. Journal of Organizational Behavior, 13, 169–174.
Schaufeli, W.B. & Bakker, A.B. (2003). UWES Utrecht work engagement scale: Preliminary manual. Version 1, November. Occupational Health Psychology Unit, Utrecht University.
Schaufeli, W.B. & Bakker, A.B. (2004). Job demands, job resources and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational Behavior, 25, 293–315.
Schaufeli, W.B. & Van Rhenen, W. (2006), Over de rol van positieve en negatieve emoties bij het welbevinden van managers: Een studie met de Job-related Affective Well-being Scale (JAWS) (About the role of positive and negative emotions in managers’ well-being: A study using the Job-related Affective Well-being Scale (JAWS)). Gedrag & Organisatie, 19, 323–244.
Schaufeli, W.B., Bakker, A.B. & Van Rhenen, W. (2008). How Changes in Job Demands and Resources Predict Burnout, Work Engagement, and Sickness Absenteeism. Manuscript submitted for publication.
Schaufeli, W.B., Salanova, M., Gonzalez-Roma, V. & Bakker, A.B. (2002). The measurement of engagement and burnout and: a confirmative analytic approach. Journal of Happiness Studies, 3, 71–92.
Shirom, A. (2011). Vigor as a Positive Affect at Work: Conceptualizing Vigor, Its Relations with Related Constructs, and its Antecedents and Consequences. Review of General Psychology, 15.
Smythe J. (2009). CEO – dyrektor do spraw zaangażowania. Kraków: a Wolters Kluwer business.
Sy, T., Cote, S. & Saavedra, R. (2005). The contagious leader: impact of leader’s affect on group member affect and group processes. Journal of Applied Psychology, 90, 295–305.
Turban, D.B. & Dougherty, T.W. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of Management Journal, 37, 688–702.
Van Knippenberg, D. (2000). Work motivation and performance: A social identity perspective. Applied Psychology, 49(3), 357–371.
Westman, M. (2001). Stress and strain crossover. Human Relations, 54, 557–591.
Wilson, J.A. & Elman, N.S. (1990). Organizational benefits of mentoring. Academy of Management Executive, 4, 88–94.
Zey, M.G. (1988). A mentor for all reasons. Personal Journal, 67(1), 46–51.
Informacje: International Journal of Contemporary Management, 2017, Numer 16(2), s. 33 - 56
Typ artykułu: Oryginalny artykuł naukowy
Tytuły:
The Importance of Mentoring in Employee Work Engagement – Based on Research of Company Employees in Poland
The Importance of Mentoring in Employee Work Engagement – Based on Research of Company Employees in Poland
Collegium Civitas, Instytut Socjologii, plac Defilad 1, XII piętro, 00-901 Warszawa
Publikacja: 12.02.2018
Status artykułu: Otwarte
Licencja: CC BY-NC-ND
Udział procentowy autorów:
Korekty artykułu:
-Języki publikacji:
AngielskiLiczba wyświetleń: 1562
Liczba pobrań: 1528