The Benefits of Mentoring for Female Lawyers

By Jean E. Wallace. 2001

182 citations recorded by the source corpus.

Subfields: Education, Gender Studies, Social Psychology

View Paper: https://www.semanticscholar.org/paper/11984cd8fda8a0c2582bab77b6e1dd93a352f2d7

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Citations in the corpus

Does Mentor Support Increase Women's Career Advancement More than Men's? The Differential Effects of Career and Psychosocial Support (2005, background): “Hence, no time restriction was placed on when the relationship with the mentor had occurred, similarly to prior studies that thus included both current and past mentors (Bahniuk, Dobos & Kogler Hill 1990; Corzine, Buntzman, & Busch 1994; Day & Allen 2004; Dreher & Ash 1990; Dreher & Chargois 1998; D”
Factors Related to Mentor Reports of Mentoring Functions Provided: Gender and Relational Characteristics (2004, background): “Research has demonstrated that individuals who are tnentored advatice more rapidly in the organization, earn higher salaries, are less likely to leave the organization, and express more favorable work attitudes than individuals who are not mentored (e.g., Dreher & Cox, 1996; Fagenson, 1989; Kram, 19”
Who Is a Mentor? A Review of Evolving Definitions and Implications for Research (2011, methodology): “The vaguest definitions used phrases such as “helped you by supporting your career” (Aryee, Lo, & Kang, 1999: 568) or “looks out for you, or gives you advice” (Wallace, 2001: 374).”
Implications of core self-evaluations for a changing organizational context (2011, background): “Wallace (2001) found that internal locus of control was positively related to career satisfaction and self-reported promotional opportunities of female lawyers.”
Personality and career success (2007, background): “Wallace (2001) found that internal locus of control positively predicted the career satisfaction (β ˆ = .15, p .01) and self-reported promotional opportunities (β ˆ = .17, p .05) of female lawyers but did not significantly (negatively) predict their earnings (β ˆ = –.09, ns).”
Voice Matters: Buffering the Impact of a Negative Climate for Women in Science (2007, background): “Male mentors have been found to confer financial benefits in terms of greater salary (Dreher & Cox, 1996; Ragins & Cotton, 1999; Wallace, 2001), yet having a male mentor may not necessarily result in more work satisfaction or commitment on the part of women (Wallace, 2001).”
Global mentoring as a means of career development and knowledge creation: A learning‐based framework and agenda for future research (2005, background): “Mentored individuals accrue such benefits as higher job satisfaction, better salaries, and more promotions, lower turnover intentions, less work-nonwork conflict, and lower work stress (Allen et al., 1997; Higgins, 2000; Nielson et al., 2001; Scandura and Viator, 1994; Wallace, 2001).”
Multiple Mentoring in Academe: Developing the Professorial Network. (2002, unknown): “…as well as lower turnover intentions and less work–non-work conflict (Allen, Russell, & Maetzke, 1997; Dreher & Ash, 1990; Fagenson, 1989; Higgins, 2000; Nielson, Carlson, & Lankau, 2001; Scandura & Viator, 1994; Tenenbaum, Crosby, & Gliner, 2001; Viator & Scandura, 1991; Wallace, 2001).”
Being Mentored: The Experience of Women Faculty (2003, background): “…mentoring is proposed as an avenue to support career success (Aryee, Wyatt, & Stone, 1996; Chao, 1997; Hite & McDonald, 2001; Scandura, 1992; Wallace, 2001), to help women and minorities gain access to informational networks (Blake-Beard, 1999; Dreher & Dougherty, 1997; Noe, 1988; Scandura…”