Career benefits associated with mentoring for mentors: A meta-analysis

By Rajashi Ghosh, Thomas G. Reio Jr.. 2013

340 citations recorded by the source corpus.

Subfields: Education, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/424dafe26d70a781570e293fcc80eae6cf042149

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Citations in the corpus

Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, positive): “Both formal and informal mentoring are associated with several behavioral, attitudinal and career benefits for protégés and mentors (Allen et al. 2004; Eby et al. 2008a; Ghosh and Reio 2013).”
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): “…& Levin, in press), and in the mentoring literature, meta-analytic findings support the notion that being a mentor has career benefits, including higher levels of job satisfaction, organizational commitment, and subjective assessments of job performance and career success (Ghosh & Reio, 2013).”
#Trending topics in careers: a review and future research agenda (2017, background): “Furthermore, research on potential costs and benefits of mentoring from the perspective of the mentor vs the mentee, and their interplay is far for complete (Ghosh, 2014; Ghosh and Reio, 2013).”
Mentoring functions and turnover intention: the mediating role of perceived organizational support (2016, background): “Mentoring functions and turnover intentions Empirical studies have generally confirmed that mentoring is negatively related to the turnover intentions of protégés and mentors (Allen, Lentz, & Day, 2006; Ghosh & Reio, 2013; Joiner et al., 2004; Smith & Ingersoll, 2004; Viator & Scandura, 1991).”
What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, positive): “…& Cavallaro, 2013; Dirkx, 2001; Luthans, Avey, & Patera, 2008; Shuck & Rose, 2013; Valentin, 2014), team development (Valentin, 2014), skill development, career progression and planning (Ghosh & Reio, 2013), and work–life balance policies (Morris, Heames, & McMillan, 2011; Zigarmi & Nimon, 2011).”