The Impact of Mentoring on the Careers of African Americans

Authors

  • Glenn A. Palmer University of Georgia
  • Juanita Johnson-Bailey University of Georgia

DOI:

https://doi.org/10.82396/cjcd.v7i1.3015

Keywords:

mentoring, african americans, careers

Abstract

This qualitative study focuses on the mentoring experiences of ten African Americans who worked for Fortune 500 and Fortune 1000 companies. This study was extracted from a larger study that focused on the career development of African Americans in the fields of training and organizational development. However, the participants placed significant importance to the salience of mentoring in their career development. Therefore in the follow-up data analysis, the authors decided to focus attention on the phenomenon of mentoring.

References

Bierema, L. (1996). How Executive Women Learn Corporate Culture, Human Resource Development Quarterly, 7, 2, p 145-164.

Bova, B. (2000). Mentoring Revisited: the Black woman’s experience, Journal of Mentoring and Tutoring, 8(1), 5-16

Bowers, A. G. (1984). Mentors and Protégés in Male-Dominated Corporate Cultures: The Experience of Top-Level Women Executives (Doctoral Dissertation, California School of Professional Psychology - Los Angeles, 1984). Dissertation Abstract International, 45, 3103B.

Brooks, L., (1990). Recent development in theory building. In D. Brown and L. Brooks (Eds.), Career Choice and Development (p.364-394). (San Francisco, C. A.: Jossey-Bass).

Burke, R. J., & Mckeen, C. A., (1990). Mentoring in organizations: Implications for women. Journal of Business Ethics, 9, P.317-332.

Collins, N. W. (1983). Professional Women and Their Mentors (Englewood Cliffs, NJ: Prentice Hall).

Cox, T., Jr. (1993). Cultural Diversity in Organizations: Theory, Research and Practice (San Francisco: Barrett-Koehler Publisher).

Cox, T., Jr. & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executives, 5, pp. 45-56.

Day, B., (1974). The Sexual Life Between Blacks and Whites (New York, N. Y.: Appollon).

Dreher, G. F., & Cox, T. H., Jr. (1996). Race, gender, and opportunity: A study of compensation attainment and the establishment of mentoring relationships. Journal of Applied Psychology, 81, 3, p.297-308.

Ginzberg, E., Ginsburg, S. W., Axelrad, S, & Herma, J. L., (1951). Occupational Choice: An Approach to a General Theory (New York, N.Y.: Columbia University Press).

Grier, W., & Cobbs, P., (1968). Black Rage (New York, N. Y., Bantam).

Hackett, G. & Byars, A. M., (1996). Social cognitive theory and the career development of African American women, Career Development Quarterly, 44,4,p.322-340.

Johnson-Bailey, J. (1998). Diversity Issues in Women’s Career Development. In L. Bierema (Ed.), Women’s Career Development Across the Lifespan: Insights and

Strategies for Women, Organizations, and Adult Educators (pp. 83- 93). San Francisco: Jossey-Bass.

Johnson-Bailey, J., & Cervero, R. M. (2002). Cross-cultural mentoring and learning in adulthood. In M. V. Alfred (Ed.), Learning and Socio Cultural Context: Implications for Adults, Community, and Workplace Education (pp. 15-26). New Directions for Adult and Continuing Education, No. 96. San Francisco: Jossey Bass.

Johnson-Bailey, J., & Cervero, M. (2004). Mentoring in Black and White: The intricacies of cross-cultural mentoring. Journal of Mentoring and Tutoring, 12(1), 7-21.

Kram, K. E. (1985). Mentoring at Work (Glenville, I. L.: Scott, Foresman).

Kovel, J. (1970). White Racism: A Psychohistory (New York, N. Y.: Vintage).

Morrison, A. M. (1992). The New Leaders: Guidelines on Leadership Diversity in America (San Francisco, C. A.: Jossey-Bass).Mullen, C. A. (2000). Untenured faculty: Issues of transition, adjustment and mentorship. Mentoring & Tutoring, 8(1), 31-46.

Palmer, G. A., & Watkins, K., (2000). Cultural diversity and the learning organization. Thresholds in Education 26 (2), 33-39.

Palmer, G. A. (2001). The Career Development of African Americans in the Areas of Training and Organizational Development (Doctoral dissertation, University of Georgia, 2001). Dissertation Abstracts International, AAT 3025364.

Palmer, G. A., & Johnson-Bailey, J. (2005) The Career Development of African Americans in the areas of Training and Organizational Development. Human Resource Planning, Vol. 28, Issue. 1; p. 11.

Ragins, B.R. 1999, ‘Gender and mentoring relationships’, in Handbook of Gender in Organizations, ed. G.N. Powell, Oaks, Sage, CA, pp. 347– 70.

Scandura, T. A. (1992). Mentorship and career mobility: An empirical investigation. Journal of Organizational Behavior, 13, p.169-174.

Smith, E. J., (1983). Issues in racial minorities’ career behavior. In W. B. Walsh & S. A. Osipow (Eds.), Handbook of Vocational Behavior. Hillsdale, N. J.: Laurence Erlbaum Associates.

Stitt-Gohdes, W. L. (1997). Career Development: Issues of Gender, Race, and Class (ERIC document #RR93002001). Washington, DC: U.S. Department of Education.

Sue, D. W., & Sue, D., (1990). Counseling the Culturally Different: Theory and Practice (2nd ed. New York, Wiley).

Thomas, D. A. (1989). Mentoring irrationality: The role of racial taboos. Human Resource Management, 28, 279-290.

Thomas, D. A. (2001). The truth about mentoring minorities: Race matters. Harvard Business Review, 79, 99- 107.

Downloads

Published

2008-01-21

How to Cite

Palmer, G. A. ., & Johnson-Bailey, J. . (2008). The Impact of Mentoring on the Careers of African Americans. Canadian Journal of Career Development, 7(1), 45–51. https://doi.org/10.82396/cjcd.v7i1.3015

Issue

Vol. 7 No. 1 (2008)

Section

Research Article

License

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Copyright in the article is vested with the Authors' under the terms of the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International - Creative Commons International (CC BY-NC-ND 4.0)  Under this license:

1. Authors retain copyright and grant the Canadian Journal of Career Development right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal

2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository, in a journal or publish it in a book), with an acknowledgment of its initial publication in this journal.

3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.