An exploration of the benefits of mentoring support on employees' personal lives

What was once thought to be the traditional nuclear family, where the husband works and the wife cares for the home and children, is a model for few families in the 21st century. Increased numbers of women in the workforce, dual earner couples, and single parents have led to increasing levels of work stress and work-family conflict. Using Pearlin's Stress and Coping Model (Pearlin & Schooler, 1978), this study was designed to examine mentoring support at work as one possible coping mechanism employees could use to manage stress. The specific aims of this study were to assess the benefits of informal mentoring relationships on employees' personal life and to explore gender differences within mentoring relationships. In general, hypotheses were not supported. Contrary to past research, the benefits of work relationships did not spill over into personal life outcomes. Research found there was no difference between those with mentors and those without mentors on employees' level of life satisfaction, general well-being, or work-family conflict. In addition, there were no gender differences in mentoring support. However, some support was found for a research question that explored whether having more than one mentor was beneficial to employees. Keywords: Mentoring, Work Conflict, Support, Personal Outcomes, Benefits