The Relationship Between Formal Mentoring Program Characteristics and Perceived Program Effectiveness

By Tammy D. Allen, L. Eby, E. Lentz. 2006

207 citations recorded by the source corpus.

Subfields: Education, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6f23a876140b470832304e6375575326b3a4c85c

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Citations in the corpus

Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, unknown): “For example, Allen et al. (2006a) examined design features of formal mentoring programs and perceived program effectiveness from both mentor and protégé perspectives.”
Formal Mentoring Programs: A Mentor-Centric and Longitudinal Analysis (2011, methodology): “…of the mentoring function scales that we used in the present study have been correspondingly used in most other studies of formal mentoring (e.g., Allen et al., 2006a; Armstrong et al., 2002; Hirschfeld, Thomas, & Lankau, 2006), these scales were originally developed to study informal mentoring…”
Mentoring Relationships From the Perspective of the Mentor (2007, background): “crucial to the success of formal mentoring programs within organizations ( Allen, Eby, & Lentz, 2006b; Allen & Poteet, 1999; Ragins, Cotton, & Miller, 2000).”
Knowledge sharing and the psychological contract: Managing knowledge workers across different stages of employment (2007, unknown): “…becomes more prevalent than organizational commitment, matching mentors and protégés from different departments and with dissimilar backgrounds can not only encourage learning in the workplace (Allen et al., 2006), but can nicely parallel knowledge workers’ overall career goals and aspirations.”
Building successful leadership coaching relationships: Examining impact of matching criteria in a leadership coaching program (2010, unknown): “Mentoring literature supports that commitment relates positively to relationship quality (Allen & Eby, 2008) as well as program effectiveness (Allen, Eby, & Lentz, 2006).”
Implementation and evaluation of a formal academic-peer-mentoring programme in higher education (2016, methodology): “The questions were adapted and modified from studies including Allen et al. (2006), Boyer et al. (2010), Gannon and Maher (2012), Hamlin and Sage (2011), Hammond et al. (2010), Johnson (2007), Parise and Forret (2008) and Ragins et al. (2000).”
Formal mentoring programs: The relationship of program design and support to mentors’ perceptions of benefits and costs (2008, background): “Given that mentors are vital for the success of formal mentoring programs (Allen & Eby, 2003; Allen et al., 2006a, 2006b; Allen & Poteet, 1999), more research on mentors is critical due to the shortage of mentors in organizations (Allen, 2003; Finkelstein & Poteet, 2007; Ragins & Cotton, 1999) and…”