Formal Mentoring Programs: A Mentor-Centric and Longitudinal Analysis

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Antecedents of mentoring support: a meta-analysis of individual, relational, and structural or organizational factors (2014, background): “…substantially in recent times as organizations have recognized the importance of relational resources in workplaces, especially in today's dynamic and somewhat chaotic work environments (Allen & O'Brien, 2006; Baranik, Roling, & Eby, 2010; Singh, Ragins, & Tharenou, 2009; Weinberg & Lankau, 2011).”
Career benefits associated with mentoring for mentors: A meta-analysis (2013, background): “This is even more important due to the widespread proliferation of formal mentoring programs in organizations and the difficulty that human resource development (HRD) professionals experience in recruiting motivated and committed mentors (Hegstad & Wentling, 2005; Weinberg & Lankau, 2011).”
An interdisciplinary meta-analysis of the potential antecedents, correlates, and consequences of protégé perceptions of mentoring. (2013, background): “Weinberg and Lankau (2011) examined mentoring within a formal workplace program.”
The effects of mentoring on role stress, job attitude, and turnover intention in the hotel industry (2015, unknown): “Other studies have proposed three functions: a career development function, a psychosocial support function, and a role modeling function (de Janasz and Godshalk, 2013; Scandura, 1992; Scandura and Viator, 1994; Weinberg and Lankau, 2011).”