An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects

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Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, unknown): “Individual attributes of participants in a mentoring relationship have been a major focus of researchers’ attention (Chandler et al. 2011).”
Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors (2017, background): “…T ACCEPTED MANUSCRIPT 6 Yet critical features of the organizational context such as job design, human resource policies, including performance management systems and reward systems, or organizational culture plausibly influence supervisory mentoring’s effects (Chandler et al., 2011; Kram, 1985).”
Mentoring functions and turnover intention: the mediating role of perceived organizational support (2016, result): “Through investigating whether effective mentoring relationships lead employees to reciprocate in the form of reduced turnover intentions through enhancing POS, our study allows us to answer the calls of researchers for greater investigation into the processes by which mentoring functions influence p”
Toward Improving the Effectiveness of Formal Mentoring Programs (2016, background): “It responds to calls for research to examine how protégé and mentor personality characteristics interact with one another (Chandler et al., 2011; Eby & Allen, 2002; Turban & Lee, 2007) and to calls for research on the matching criteria that could effectively be used in the matching process of formal”