Impact of Mentoring on Perceived Adequacy of Extrinsic Organisational Reward.

Abstract

This study examined the impact of informal mentoring on perceived adequacy of extrinsic organizational rewards such as pay, promotion and fringe benefit. Data were obtained from 161 employees through a survey of a public health organisation in south-western Nigeria. Hierarchical regression analysis revealed that informal mentoring resulted in a significant change in R2 for pay (ΔR2 = .055, P < .01), promotions (ΔR2 = .081, P < .001) and fringe benefits (ΔR2 = .262, P < .001). Practically, findings imply that contentment with pay, promotions and fringe benefits can be enhanced through mentoring. This underscores the importance of mentoring and the need for an intervention to foster it. The study provides an African perspective on mentoring and is expected to spur further research in the Nigerian work setting. It is recommended that future research should consider other relevant covariates and utilize objective measures.

IFE PsychologIA Vol. 16 (1) 2007: pp. 212-223