Mentoring: What we know and where we might go

By Raymond A. Noe, David B. Greenberger, Sheng Wang. 2002

279 citations recorded by the source corpus.

Subfields: Clinical Psychology, Education, Social Psychology

View Paper: https://www.semanticscholar.org/paper/87abe6eebfcc257f79b98c3d2a6e3458829250f2

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. K. Kram
2. Dawn Chandler
3. M. Bolino
4. Jeffrey Yip
5. D. Turban
6. Connie R. Wanberg
7. Sarah A. Hezlett
8. Adam M. Grant

In Education

1. K. Kram
2. Dawn Chandler
3. Jeffrey Yip
4. Melenie J. Lankau
5. Sarah A. Hezlett
6. Adam M. Grant
7. Ellen A. Ensher
8. Thomas W. Dougherty

In Social Psychology

1. M. Bolino
2. Adam M. Grant
3. K. Kram
4. Dawn Chandler
5. Connie R. Wanberg
6. Jeffrey Yip
7. Sarah A. Hezlett
8. D. Turban

Citations in the corpus

• 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): “Mentoring qualifies as a prosocial behavior because it represents a contribution to the protégé’s learning and development (Allen, 2003; Bear & Hwang, 2015; Kram, 1985; McManus & Russell, 1997; Noe et al., 2002).”
• An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects (2011, background): “Similarly, Noe et al. (2002) emphasize that HRD professionals and managers should consider both organizational structure and culture in examining the effectiveness of mentoring.”
• MENTORING RESEARCH: A REVIEW AND DYNAMIC PROCESS MODEL (2003, background): “Our review focuses on published, under review, and in press research on “traditional” mentoring within the workplace (Noe et al., 2002).”
• Are facilitated mentoring programs beneficial? A randomized experimental field study (2008, background): “…have highlighted related important benefits for employees and organizations including: career success, job satisfaction, organizational commitment, competence, affiliation, autonomy, achievement, self-esteem, retention, and diversity (Allen et al., 2004; Noe et al., 2002; Wanberg et al., 2003).”
• Formal Mentoring Programs: A Mentor-Centric and Longitudinal Analysis (2011, background): “This is caused in part by the great number of women who continue to enter the workplace compared with the male-dominated mentoring roles (Noe et al., 2002; Ragins & Cotton, 1991).”