The authors are grateful to three anonymous jms reviewers for their constructive comments on earlier drafts of this manuscript.
Early Career Outcomes of Graduate Employees: the Effect of Mentoring and Ingratiation*
Article first published online: 5 MAY 2007
Journal of Management Studies
Volume 33, Issue 1, pages 95–118, January 1996
How to Cite
Aryee, S., Wyatt, T. and Stone, R. (1996), Early Career Outcomes of Graduate Employees: the Effect of Mentoring and Ingratiation. Journal of Management Studies, 33: 95–118. doi: 10.1111/j.1467-6486.1996.tb00800.x
- Issue published online: 5 MAY 2007
- Article first published online: 5 MAY 2007
Underpinned by the growing recognition of influence processes or a careerist orientation in the determination of career success, this study examined the effect of career-oriented mentoring, ingratiation and their interaction term on the career success measures of salary, number of promotions received and career satisfaction. Data were obtained through structured questionnaires from graduate employees (N= 432) working full-time in Hong Kong. Results of the ordinary least-squares regression analyses revealed a non-significant effect of career-oriented mentoring, ingratiation and their interaction term on salary. Career-oriented mentoring was, however, significantly positively related to number of promotions received and career satisfaction. Although the results reinforced the dominance of the traditional determinants of career success, the significant effect of career-oriented mentoring on two of the career success measures may help to paint a more realistic picture of the process of career success in organizations. Limitations of the study, directions for future research and implications of the findings are discussed.