Why do they do it? Differences in motivation to become a mentor and the effect on their intent to remain

Abstract

This research gives an insight into the motivations that student mentors value in their mentor job, and how this affects their intent to remain and lowest acceptable hourly wage. The main theoretical constructs that are tested in relation to intent to remain are intrinsic motivation, altruism, extrinsic motivation, and human capital. Besides this the effect of intrinsic motivation on lowest acceptable hourly wage is tested, the effect of the level of importance of social capital on the level of importance of human capital, the effect of more mentoring experience on the level of social identification, and the effect of gender on the constructs of altruism, extrinsic motivation, and human capital. The research has been done on basis of a survey among Glasgow Caledonian University student mentors. Additionally a policy advice has been given regarding improvement of the level of the Common Good Attributes present in the mentor job and suggestions have been given to improve recruitment and retention of mentors within the organisation.