Date of Conferral

2022

Degree

Ph.D.

School

Human Services

Advisor

Garth D. Heyer

Abstract

There is a lack of African American women representing senior management and executive positions within nonprofit organizations due to organizational culture, gender stereotypes, and failure to capitalize on the talents of women in general. The purpose of this generic qualitative study was to explore the informal mentoring experiences of African American women employed as managers for over two years in nonprofit organizations. Research has suggested the need for further study of on-the-job mentoring and its impact on employees’ job satisfaction and opportunities to advance within an organization. The theoretical framework that guided the study was social exchange theory, which is based on interpersonal relations, social interaction, and serves as a cost–benefit analysis. Homogenous purposive sampling was used to recruit participants to complete this study. Data were collected through semi structured interviews with 10 participants, who discussed their point of view; open-ended questions helped participants share their experiences. Participants reported that to reach goals, an individual needed to use all available resources, have confidence, know what they want, initiate relationships, and maintain relationships through reciprocity exchange. The results of this study have potential implications for positive social change by benefitting organizations that can build trust, loyalty, and dedication through informal mentoring and supports. The findings in this study may help mentors realize they are in a mentoring role that is impacting others and encourage those mentors to continue to help other people reach their goals, bringing quality and respect to each other’s lives.

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