Career benefits associated with mentoring for protégeé: a meta-analysis.

By Tammy D. Allen, L. Eby, Mark L. Poteet, E. Lentz, Lizzette Lima. Journal of Applied Psychology, 2004

1,669 citations recorded by the source corpus.

Subfields: Clinical Psychology, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/a13c80a7f263f4378c07b474a0628105b91c6d28

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. Rajashi Ghosh
2. Tammy D. Allen
3. K. Kram
4. L. Eby
5. Dawn Chandler
6. B. R. Ragins
7. Nikos Bozionelos
8. Jeffrey Yip

In Safety Research

1. Rajashi Ghosh
2. K. Kram
3. L. Eby
4. Tammy D. Allen
5. B. R. Ragins
6. E. Lentz
7. Kimberly E. O'Brien
8. Dawn Chandler

In Social Psychology

1. Rajashi Ghosh
2. Tammy D. Allen
3. K. Kram
4. Dawn Chandler
5. L. Eby
6. B. R. Ragins
7. Jeffrey Yip
8. Nikos Bozionelos

Citations in the corpus

• Does Mentoring Matter? A Multidisciplinary Meta-Analysis Comparing Mentored and Non-Mentored Individuals. (2008, positive): “Both Allen et al. (2004) and Underhill (2006) found significant relationships between workplace mentoring and career attitudes, work attitudes, and some career outcomes.”
• A Systematic Review of Qualitative Research on the Meaning and Characteristics of Mentoring in Academic Medicine (2009, background): “mentee with a male mentor for her interest area and a female mentor for lifestyle issues (as there are usually not enough senior women to mentor junior women faculty in their interest area) 26 and ( 2 ) academic mentor (needs to be local) for”
• The Roots and Meaning of Mentoring (2007, background): “have a stronger relationship with protégés’ satisfaction with the relationship (Allen et al., 2004; Wanberg et al., 2003).”
• Formal Mentoring Programs and Organizational Attraction. (2006, background): “Although research has examined the relationship between individual turnover intentions and mentoring (Allen et al., 2004), no data exist examining the actual retention rates of individuals involved in mentoring.”
• The career resources model: an integrative framework for career counsellors (2012, background): “On the other hand, social capital resources in terms of parents, mentors and developmental networks can enhance a person’s sense of identity and self-efficacy by providing role models and psychosocial support (Allen et al., 2004; Eby, Allen, Evans, Ng, & DuBois, 2008; Guerra & Braungart-Ricker, 1999”
• The Wheel Model of humor: Humor events and affect in organizations (2012, background): “A foundational assumption of mentoring research is that mentors provide both career-related support (e.g. coaching) and psychosocial support (e.g. counseling), and both types of support result in objective and subjective benefits to protégés (Allen et al., 2004; Haggard et al., 2011).”
• A needs-driven approach to expatriate adjustment and career development: a multiple mentoring perspective (2005, background): “However, the specific role of mentors in the international context remains theoretically underdeveloped (Allen et al., 2004).”