Table 1.

Mentorship dimensions with supporting theories or models.

MENTORSHIP DIMENSION	THEORY OR MODEL
Mentoring support for female employees by female mentors	The similarity attraction theory of mentorship states that people have a tendency to be attracted to people they deem similar to them (Kalbfleisch and Davies, 1991; Young et al., 2006). When women find role models and mentors in other women, their productivity and careers can be enhanced. This theory also suggests that female employees are more likely to understand female managers than male managers (Valentine and Godkin, 2000; Mello and Phago, 2007).
Mentoring career support (coaching, networking) can assist women in career advancement	The Clutterbuck empirical model for mentorship views mentorship as a way to expand knowledge and skills through coaching, guiding, counselling and networking (Stroude et al., 2015). Career support that includes coaching, sponsoring protégés and providing challenging assignments is argued to help protégés advance along the hierarchical ladder of the organisation (Tharenou, 2005).
Mentoring policy for women can assist in career advancement	Zey's (1989) model for mentorship (as quoted in Samier, 2000, p. 89) advocates for a mentoring policy to be developed in public sector organisations. Such a policy can lead to formal programmes, and it has been reported that formal mentorship programmes can lead to career advancement (Ehrich, 2008).
Mentoring for leadership development of women	Mentorship plays a significant role in leadership development and continuity in the public sector (Bozeman and Feeney, 2009). Bozeman and Feeney's (2009) three-tier model for mentoring in the public sector maintains that it is very important for the public sector to groom its leadership. This model therefore views mentorship as a tool that can be used to prepare executives and to achieve adaptation.

Source: Authors' own construction.