The roles of self‐disclosure, modesty, and self‐monitoring in the mentoring relationship: A longitudinal multi‐source investigation

Purpose – The purpose of this study was to investigate the role of protege self‐presentation by self‐disclosure, modesty, and self‐monitoring in mentoring.Design/methodology/approach – This study used three data sources (i.e. employees, peers, and mentors) and a longitudinal design over a period of two years.Findings – Employee self‐disclosure and modesty at time 1 predicted an increase in mentoring received and mentoring given at time 2. Further, self‐monitoring moderated the modesty‐mentoring given relationship such that employees high in self‐monitoring had the strongest positive relationship between modesty at time 1 and mentoring given two years later. Also, modesty interacted with self‐monitoring at time 1 to influence the number of mentors involved with employees. That is, the modesty – number of mentors relationship was positive for those high in self‐monitoring, and negative for those low in self‐monitoring.Research limitations/implications – Employees can exercise influence over the amount and t...