One type of advisor was described as an iron maiden, while the advisee assumed the role of handmaiden. In this type of relationship, the advisors support the goals of the student, but they have little time for interpersonal communications or sympathy for the advisee's personal issues. The advisees who worked under the tutelage of such women often found themselves sacrificing "their own personal power and their own work for iron maiden advisors" (p. 454).

The inadequate advisor-over adequate advisee relationship was in direct contrast to the iron maiden/handmaiden relationship. In this scenario, the advisor was too focused upon the interpersonal relationship and did not use her power as an advisor to complete the necessary tasks. These overly sensitive advisors provided little direction, guidance or assistance to their advisees; however, the advisees continued the relationships by acting as a "good daughter or over adequate advisee to stay in relationship with these types of advisors" (p. 456).

In these examples of relationships as well as other types that were discussed by the author, the advisees often felt betrayed by their advisors.

Heinrich, K. (1995). Doctoral advisement relationships between women: on friendship and betrayal. Journal of Higher Education, 66(4), 447-469. Retrieved May 16, 2010 from EBSCO.

Article 4: Expectations in the Mentoring Exchange

Young and Perrewe (2004) suggest that mentoring is a beneficial process, especially for training new employees. They state that "attitudes about mentoring based on general beliefs and past experiences are likely to influence future participation in mentoring" (p. 103). Their study analyzed the perceptions of individuals who were involved in a mentoring program. They sent surveys to 1,222 individuals who were serving as mentors. 108 surveys were completed and returned. They sent an equal number of surveys to proteges, and out of those surveys, 215 were returned....

The majority of the respondents were Caucasians. 77% were male and 20% were female. The survey attempted to measure the "extent to which an individual feels that his or her partner has actually engaged in behaviors typical of a mentor or protege" (p. 110).
The results showed that expectations for social support emerged as a significant variable, but expectations for career support were less of a priority. They also determined that people who had high needs for personal achievement, and particularly females, tended to have higher expectations for their partners than lower achieving individuals or males. They suggest that the results of the study indicate the importance of fostering mentoring relationships. Some of the limitations of the study were the small size of the mentor sample when compared to the protege sample. They also noted that the mentors and proteges were in the late stages of the mentor relationship and expectations were less of an importance than they would have been in the beginning of the relationship.

Young, a. & Perrewe, P. (2004). The role of expectations in the mentoring exchange: an analysis of mentor and protege expectations in relation to perceived support. Journal of Managerial Issues, 16(1), 103-126. Retrieved May 16, 2010 from ProQuest.

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