Unlocking Engagement: The Impact of Mentorship and Sponsorship on Remote Employees Across Diverse Backgrounds

Authors

DOI:

https://doi.org/10.58593/e4kqtw68

Keywords:

Engagement, Mentorship, sponsorship, EENDEED, Remote Employee Engagement

Abstract

In today’s increasingly remote work environment, employee engagement is critical for maintaining organizational performance and competitive advantage. This study investigates the influence of sponsorship on remote employee engagement, while considering the effects of gender, education, and mentorship. Utilizing a hierarchical multiple regression analysis, data were collected through an online survey of 434 remote workers residing in the United States. The Enhanced Engagement Nurtured by Determination, Efficacy, and Exchange Dimensions (EENDEED) instrument was used to measure engagement, while the Mentoring Function Questionnaire assessed mentorship and sponsorship constructs. The study's findings reveal that both mentorship and sponsorship significantly enhance employee engagement. Specifically, mentorship accounted for 37% of the variance in engagement, and sponsorship contributed an additional 4% beyond the effects of gender and education. These results underscore the critical role of sponsorship in fostering employee engagement, highlighting its unique impact compared to mentorship. The study also demonstrates the importance of gender and education in shaping engagement, with female employees and those with higher education levels reporting higher engagement. While acknowledging limitations such as cross-sectional design and reliance on self-reported data, this research provides valuable insights for organizations aiming to support their remote workforce. Future research should explore the longitudinal effects of mentorship and sponsorship, include more diverse samples, and examine additional factors influencing engagement. By leveraging both mentorship and sponsorship, organizations can create a supportive environment that promotes professional growth, career advancement, and overall employee engagement.

Author Biographies

  • Dr. Franklin Lartey, Capella University

    Dr. Franklin M. Lartey obtained his PhD with honors from Capella University. He also holds an MBA in Finance with a 4.0 GPA from Baker University in Kansas and an MS in Computer Engineering from the African Institute of Computer Engineering in Gabon. After working with the United Nations, the World Bank, and the U.S. State Department, Dr. Lartey is currently Director of Technology in charge of Planning and Forecasting at Cox Communications, one of the largest providers of cable and telecommunication services in the United States of America and owns Lartey Research & Management, Georgia.

  • Dr. Phillip M. Randall, Capella University

    Phillip M. Randall, PhD, CPG, is currently the Managing Partner at The Thorndyke Group, a human capital consultancy specializing in individual and organizational effectiveness, Atlanta, GA; Faculty member, School of Business, Capella University, Minneapolis, MN; and member, Board of Governors, Accreditation for Gerontology Education Council and Board of Directors, National Association for Professional Gerontologists. He received his BA from Youngstown State University, Youngstown, OH; MS from the University of Michigan, Ann Arbor, MI; and a PhD from The University of Akron, Akron, OH. He earned a Specialist in Aging certification from the Institute of Gerontology, University of Michigan, and Wayne State University, Ann Arbor, MI.

  • Susan Saurage-Altenloh, PhD, Saurage Research, Inc.

    Susan Saurage-Altenloh, PhD, MBA, MS, serves as doctoral faculty, School of Business, Capella University, Minneapolis, MN. She is Chief Insights Officer and Founder of Saurage Research, Inc., a global research firm specializing in innovative methodologies and strategic insights. Dr. Saurage-Altenloh earned her MBA from The University of Texas at Austin, followed by a PhD with honors and an MS in Analytics from Capella University. She has received multiple national and regional awards for pioneering research approaches and has been recognized for her contributions to the field. In addition to her academic and research roles, she is an active judge, speaker, and consultant, frequently presenting at conferences and industry events.

  • Dr. Tywanda D. Tate, Capella University

    Tywanda D. Tate, PhD, earned her PhD with honors and MBA with a specialization in Human Resource Management from Capella University.  She is a member of Delta Mu Delta, International Honor Society in Business, XI Delta Chapter, Capella University. She received her BS and MS from Faulkner University, Montgomery, AL. Dr. Tate is currently the owner of Prosperity Business Solutions Group, LLC, a business management and operations consulting firm, Mobile, AL; and Superintendent, School of Ministry, A New Day Christian Ministries, Mobile, AL.

References

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Alpaio, K. (2024). A guide to mentors, sponsors, and coaches. Harvard Business Review. Retrieved from: https://hbr.org/2024/01/a-guide-to-mentors-sponsors-and-coaches

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Ayyala, M. S., Skarupski, K., Bodurtha, J. N., Gonzalez-Fernandez, M., Ishii, L. E., Fivush, B., & Levine, R. B. (2019). Mentorship is not enough: exploring sponsorship and its role in career advancement in academic medicine. Academic Medicine, 94(1), 94–100. https://doi.org/10.1097/ACM.0000000000002398

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Published

11-03-2025

Issue

Vol. 3 No. 1 (2025): CORALS' Journal of Applied Research

Section

Articles

License

Copyright (c) 2025 Dr. Franklin Lartey, Dr. Phillip M. Randall, Susan Saurage-Altenloh, PhD, Dr. Tywanda D. Tate

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

How to Cite

Unlocking Engagement: The Impact of Mentorship and Sponsorship on Remote Employees Across Diverse Backgrounds. (2025). CORALS’ Journal of Applied Research, 3(1). https://doi.org/10.58593/e4kqtw68

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