Multiple Mentoring in Academe: Developing the Professorial Network.

By Suzanne C de Janasz, S. Sullivan. 2002

396 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/adee93aa48f524d829d67b4e998489558e754227

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Citations in the corpus

Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “…as well as growing performance pressures, scholars suggested that a single mentor relationship was no longer sufficient to meet the increasing needs of many protégés (Baugh & Fagenson-Eland, 2005; Baugh & Scandura, 1999; Baugh & Sullivan, 2005; de Janasz & Sullivan, 2004; Higgins, 2000, 2005b).”
Benefits of Peer Mentoring to Mentors, Female Mentees and Higher Education Institutions (2016, background): “The lack of a consistent definition of mentoring in higher education has been acknowledged in the literature (Miller, 2002) as well as the lack of mentoring research in higher education (de Janasz & Sullivan, 2004) while recently Baker (2015) concluded that not much has changed over the past decade.”
Global mentoring as a means of career development and knowledge creation: A learning‐based framework and agenda for future research (2005, background): “Workers may be better served by a continuum of relationships such as an ally who helps when needed, a friend who offers psychosocial support, a sponsor who offers career advice, or a true mentor who offers both psychosocial and career support ( de Janasz and Sullivan, 2004”
A Review of Developmental Networks (2012, background): “…they provide (e.g., a sponsor who provides career support or a friend who provides psychosocial support; e.g., Crocitto, Sullivan, & Carraher, 2005; de Janasz & Sullivan, 2004; de Janasz, Sullivan, & Whiting, 2003) and can come from outside one’s employing organization (Crocitto et al., 2005).”
The effects of mentoring on academic careers over time: Testing performance and political perspectives (2005, background): “The time and emotional energy needed to initiate and maintain traditional mentoring relationships are believed to limit the number for any one person (Baugh & Scandura, 1999; de Janasz & Sullivan, 2004).”
Mapping a Mentoring Roadmap and Developing a Supportive Network for Strategic Career Advancement (2017, background): “…input from multiple mentors rather than seeking a single individual to fill multiple roles as a comprehensive “guru” mentor (Chesler & Chesler, 2002; de Janasz & Sullivan, 2004; Ensher et al., 2001; Grant, 2015; Long et al., 2014; Long et al., 2013; R. McGee, Lee, Pfund, & Branchaw, 2015;…”
Mentoring Together: A Literature Review of Group Mentoring (2012, background): “The interviews attempted to examine whether the career competencies of knowing “why”, knowing “how”, and knowing “who” contributed to their professional growth (de Janasz & Sullivan, 2004).”
The more you can get the better: Mentoring constellations and intrinsic career success (2004, methodology): “In the present study we will use the term mentoring constellations to refer to the combination of mentoring relationships and developmental networking relationshipsYet, although much of the current mentoring research has the underlying assumption that effectiveness of mentoring lies in the amount of”
Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, background): “Moreover, some new coworkers may take on mentoring roles (Kram, 1985), enabling individuals to develop multiple developmental relationships (de Janasz & Sullivan, 2004; Higgins & Kram, 2001) that have been shown to positively influence career development (Baugh & Scandura, 1999; FagensonEland,…”
Careers: Mobility, Embeddedness, and Success (2007, unknown): “Moreover, because occupational networks often span multiple organizations (De Janasz & Sullivan, 2004), an individual’s ties to an occupation are likely to be stronger (and therefore more embedding) than his or her ties to a particular organization.”
Competencies for the Contemporary Career (2013, methodology): “For example, Jones and Lichtenstein (2000) performed an interview study among 23 employees, De Janasz and Sullivan (2004) presented their theoretical reflections on career competencies in the boundaryless career, and Eby et al. (2003) undertook an empirical survey study among 458 university alumni.”