Too Good to be Mentored? Testing the Rising Star Hypothesis in Formal Mentoring
Academy of Management Annual Meeting Proceedings
Using the affect theory of social exchange (Lawler, 2001), we extend the rising star hypothesis to the formal mentoring context and examine its antecedents and boundary conditions. Specifically, we proposed a model linking protégés’ moods at work, protégé potential, and mentoring support protégés receive in formal mentoring. Furthermore, we argue that the mentor’s perceived organizational rank threat from the protégé moderates the positive relationship between protégé potential and mentoring support received. Based on data collected from 168 ongoing formal mentoring dyads and from the protégé’s direct supervisor at two time points, we found that both protégés’ positive moods at work and protégés’ potential were positively related to mentoring support and that protégés’ potential mediated the relationship between positive moods and mentoring support protégé received. Furthermore, the mentor’s perceived organizational threat from the protégé moderated the positive relationship between protégé potential and mentoring support such that the positive relationship diminished when the perceived threat was high. Theoretical and practical implications of the findings are discussed.
Affect theory of social exchange; Rising star hypothesis; Formal mentoring; Mentor behavior and moods; Mentoring support
Social and Behavioral Sciences | Sociology
Too Good to be Mentored? Testing the Rising Star Hypothesis in Formal Mentoring.
Academy of Management Annual Meeting Proceedings, 2019(1),