Celem artykułu jest identyfikacja czynników mających przełomowy wpływ na rozwój zawodowy menedżerek. W dotychczasowej literaturze stosunkowo niewiele opracowań porusza temat czynników rozwoju ...zawodowego kobiet zajmujących stanowiska kierownicze. Co więcej, relatywnie mały udział kobiet na najwyższym szczeblu zarządzania w praktyce biznesowej skłania do identyfikacji i wyeksponowania katalizatorów rozwoju zawodowego menedżerek. W procesie badawczym posłużono się metodą CAWI. W badaniu wzięły udział 334 menedżerki podstawowego, średniego i wysokiego szczebla zarządzania. Przełomowym momentem w ich karierze zawodowej była zmiana pracy, awans lub też rozwój konkretnych kompetencji. Kluczowym wnioskiem, jaki nasuwa się po przeprowadzonych badaniach, jest to, iż rozwój menedżerek w znacznym stopniu warunkowany jest ich samoświadomością, budowaną pewnością siebie i odwagą w realizacji celów zawodowych.
Adopting a proactive attitude focused on professional development is essential in the contemporary, volatile environment. Objective and subjective indicators are used when evaluating the development ...of a professional career. However, the adequateness of the criteria chosen for evaluation is ambiguous due to the limitations of both objective and subjective measures. In this article, on the basis of a review of literature, objective and subjective measures of professional progression were characterized, and the possible distortions of objective evaluation resulting from applying them were identified. The evolution of the career paradigm results in the need to verify professional development in the modern approach, which strongly highlights the subjective prospects of a professional career that reflect an individually planned concept of oneself. Nevertheless, a possible criticism regarding subjective measures is lack of objectivity in career evaluation. Therefore, the purpose of this article is to analyze the relationship between the objective and subjective measures of professional careers. The study was based on an online questionnaire which covered 190 employees employed in large and medium-sized companies in Poland. The study confirmed the positive relationship between the measures, and shows the direction of the relationship, showing that the subjective and objective criteria commensurately indicate career development. Career satisfaction can be successfully used in the assessment of professional development, thus giving reliable results for its advancement.
Mentoring, which is increasingly used in the development of professional competences, is rarely analysed in terms of managerial roles and gender. Simultaneously, women in managerial roles ...increasingly reveal high levels of effectiveness in the business environment. The aim of this article is to diagnose the range and diversity of mentoring experienced by Polish female managers, including two types of mentoring: career and psychosocial. The research involved 370 women who hold managerial positions in organisations located in Poland and who have experience of participating in a mentoring relationship. A quantitative method was used using the Global Measurement of Mentoring Practices questionnaire and the CAWI technique. Student’s t-tests and one-way ANOVA preceded by Levene’s tests of variance were conducted. It has been demonstrated that the career paths of the surveyed female managers were significantly supported by the activities of the mentor. The extent of psychosocial support was found to be greater than of professional support. In terms of psychosocial mentoring, top-level female managers received the greatest extent of support, and in terms of career mentoring, those whose relationship with a mentor was both formal and informal and varied by the gender of the mentor. The findings presented here may be useful in improving mentoring programmes targeted at female managers.
Purpose: The objective of the article is to identify the dimensions of mentoring experienced by female managers. The recognition of the mentoring dimensions serves a significant role in enhancing the ...understanding of the support received by the mentee and facilitating an accurate evaluation of mentoring within the managerial context, especially in the Polish socio-economic conditions. Design/methodology/approach:The paper presents the results of an exploratory factor analysis based on data, acquired through an online questionnaire, from 370 female managers at basic, middle and senior levels of management. 18 items Global Measure of Mentoring Practices were used to examine the extent of mentoring actions experienced by female managers. Findings: The study discovered that mentoring female managers can be analyzed in three dimensions. Psychosocial, cognitive and patronage mentoring were distinguished. All mentor activities indicated in the questionnaire were included and allocated to the relevant dimensions of mentoring. Practical implication: The study offers several recommendations based on the results of the research that address the diagnosis of mentoring, which is important in the process of evaluating the mentoring relationship and assessing its effectiveness. Originality/value: The current research provides novel insights about the mentoring relationship among managerial staff. The mentoring support received by managers can be analyzed in three dimensions, related to the various activities undertaken by the mentor.
