The Protege's Role in Negative Mentoring Experiences.

By L. Eby, S. McManus. 2004

193 citations recorded by the source corpus.

Subfields: Clinical Psychology, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/1f8db0436b96da1cd5a1200d8b3370ca3ce17225

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Citations in the corpus

The Role of Emotional Competencies in Faculty-Doctoral Student Relationships (2013, unknown): “On the one hand, our findings mirrored other doctoral studies on the critical role faculty mentors play in the lives of doctoral students from both the student and faculty perspectives (Bair, Haworth, & Sandfort, 2004; Barnes & Austin, 2009; Eby & McManus, 2004; Gardner, 2009; Stallone, 2004).”
Protégés’ and mentors’ reactions to participating in formal mentoring programs: A qualitative investigation (2005, methodology): “In terms of mentoring problems previously identified in the literature we did not find evidence of mentor manipulation or lack of mentor expertise (compare our findings with Eby et al., 2000) or any of the relational problems identified by Eby and McManus (2004) from the mentorÕs perspective.”
Mentoring Relationships From the Perspective of the Mentor (2007, background): “Most recently, Eby and McManus (2004) examined the specific types of dysfunctional experiences that mentors report in mentoring relationships.”
Peer Mentoring in Postsecondary Education: Implications for Research and Practice (2006, background): “…promotions, higher incomes, more opportunities, higher job satisfaction, and exert greater influence than non-mentored individuals (Baugh, Lankau, & Scandura, 1996; Bova, 2000; Eby & Lockwood, 2005; Eby & McManus, 2004; Fagenson-Eland, Marks, & Amendola, 1997; Noe, 1988; Scandura& Williams, 2001).”
A Review of Developmental Networks (2012, background): “…focused on the positive affect strong ties provide or the supportive exchanges resulting from career and psychosocial support, scholars recognize that developmental relationships can also be negative or dysfunctional (Eby, Durley, Evans, & Ragins, 2008; Eby & McManus, 2004; Ragins & Verbos, 2007).”
Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, unknown): “2008; Underhill 2006) and negative experiences and behaviors (Burk and Eby 2010; Eby and McManus 2004; Feldman 1999).”
Are Bad Experiences Stronger than Good Ones in Mentoring Relationships? Evidence from the Protege and Mentor Perspective. (2010, background): “Mentors can also report bad experiences with protégés (Eby, Durley, et al., 2008; Eby & Lockwood, 2005; Eby & McManus, 2004).”
An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects (2011, background): “Researchers have examined negative mentoring experiences perpetrated by mentors and proteges, including negative relations, credit taking and sabotage, and their impact on the offended party (eg, Burk & Eby, 2010 ; Eby, Butts, Durley, & Ragins, 2010 ; Eby et al, 2004 ; Eby & McManus, 2004 ).”
Who Is a Mentor? A Review of Evolving Definitions and Implications for Research (2011, background): “As noted by various authors, mentoring relationships fall along a continuum from very effective to very ineffective and even dysfunctional (e.g., Eby et al., 2000; Eby & McManus, 2004; Ragins et al., 2000; Scandura, 1998).”
The relationship between working alliance and client outcomes in coaching: A meta-analysis (2020, result): “In line with this assumption, working alliance was associated with negative experiences in mentoring (Eby and McManus, 2004) and supervision (Ramos-Sánchez et al., 2002).”
Toward a Holistic View of Undergraduate Research Experiences: An Exploratory Study of Impact on Graduate/Postdoctoral Mentors (2009, background): “negative outcomes of mentoring relationships include competition and jealousy (Eby and McManus 2004), which”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “Further, mentors can The Bright Side of Being Prosocial at Work, and the Dark Side, Too † 29 become victims of “toxic protégés” (Feldman, 1999), who engage in exploitative, selfish, or deceptive behavior (Eby & McManus, 2004).”