Date of Degree

9-2018

Document Type

Dissertation

Degree Name

Ph.D.

Program

Psychology

Advisor

Harold Goldstein

Committee Members

Charles Scherbaum

Kristen M. Shockley

Logan L. Watts

Jennifer Feitosa

Subject Categories

Industrial and Organizational Psychology | Social Psychology

Keywords

mentoring, cross-race mentoring, diversity, intergroup contact, interpersonal dynamics

Abstract

While the racial diversity of the workforce is increasing, minority employees still do not appear to be advancing professionally at the same rates as White employees. There are many explanations for why minority employees do not experience the same rates of advancement as White employees. One key developmental relationship that can aid in increasing the opportunities for minority employees to advance and grow in an organization is the mentoring relationship. However, given the lack of diversity in the upper levels of organizational hierarchies, minorities are more likely to have a White mentor than they are to have a minority mentor. As a result, the subsequent cross-race mentoring relationship faces some interpersonal challenges that need to be overcome in order for that relationship to be successful. The current research examines how increased mutual self-disclosure between mentors and protégés may be associated to greater psychosocial and career support for minority protégés from White mentors and how this relationship is mediated by interpersonal closeness and interpersonal comfort.

This work is embargoed and will be available for download on Wednesday, September 30, 2020

Graduate Center users:
To read this work, log in to your GC ILL account and place a thesis request.

Non-GC Users:
See the GC’s lending policies to learn more.

Share

COinS