Maximizing Mentoring in Public Accounting: Gender Differences and Structural Impacts on Job Outcomes

• In Event: TLC, Diversity, and Gender Issues/Worklife Balance

Abstract

Many public accounting firms consider mentoring programs to be a critical strategy for developing and supporting professional staff and anticipate benefits of improved performance and greater retention. We examine 365 mentoring relationships in a large public accounting firm to determine how structure may influence outcomes and whether these effects are similar for women and men. We find that career development’s influence on job performance, mediated by job satisfaction, is stronger for protégés in same-gender pairings and for protégés in informal relationships. Furthermore, we conclude that female protégés benefit most from relationships that originate informally, whereas this is less important to male protégés. In contrast, although both male and female protégés benefit when paired with same-gender mentors, the effects are significant on more dimensions for men. This study provides significant guidance for firms as to how they should consider structuring and supporting mentoring programs to provide maximum benefits to all professionals.

Authors

• Cynthia P Guthrie, Bucknell University

• Ambrose Jones, University of North Carolina-Greensboro