Abstract
M.Com. (Industrial Psychology)
During the past decade the number of women in professional and managerial jobs
increased dramatically. This tendency inevitably lead to greater interaction between men
and women in the work situation. Organizations however spend little time and money on
programmes addressing the unique career and support needs of the respective genders.
Studies of successful women in managerial and professional jobs indicated that "good"
mentors were perceived as a valuable asset in their upward mobility. The studies,
however, also indicated that specific problems were being experienced in cross-gender
mentor relationships. Hence the purpose ofthe study was to deduce the mentorship needs
and problems experienced by women from a literature study with the aim to develop
suitable instruments by means of which the extent of such needs and problems could be
assessed.
On the basis of the literature survey, two questionnaires were compiled which on face
value respectively addressed the mentorship needs and cross-gender problems experienced
in mentor relationships. The questionnaires were administered to 122 female Eskom
employees in their early career phase.
In the statistical analysis of the data obtained, the NP50-programme was mainly used.
Both factor analysis as well as item analysis were conducted.
The main results of the analysis are as follows:
• Both scales (questionnaires) showed reliability coefficients higher than 0,9 for joint
item analysis.
• Three factors were identified for the mentorship needs questionnaire (scale 1)
being the need for opportunities, the need for protection and the need for
sponsorship and support. Factor 1 relates to the psycho social functions of
mentorship whereas factors 2 and 3 relate to career functions of mentorship.
• The questionnaire (scale 1) can be administered with or without consideration of
the respective factors identified.