The effects of mentoring on perceived career success, commitment and turnover intentions

By Therese. Joiner, Terese. Garreffa, T. Bartram. 2004

105 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/b3871e3d6c13e181bf686b0013e6f03ba4fa7f17

How researchers see this paper

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

1. Alexander Newman
2. A. Hooke
3. Deborah J. Armstrong
4. Cynthia K. Riemenschneider
5. Myria W. Allen
6. Lili Zhang
7. Chen Wu
8. Margaret F. Reid

Citations in the corpus

• The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, methodology): “…demonstrated a positive relationship with various employee outcomes, including low turnover intention and high AOC levels (e.g., Allen et al., 2004; Joiner et al., 2004; Kammeyer-Mueller & Judge, 2008; Kraimer, Seibert, Wayne, Liden, & Bravo, 2010; Magni & Pennarola, 2008; Pare & Tremblay, 2007).”
• Mentoring functions and turnover intention: the mediating role of perceived organizational support (2016, background): “…that turnover costs organizations between 90% and 200% of an employee’s annual salary (Allen et al., 2010), identifying the determinants of employees’ turnover intentions will allow researchers and practitioners to predict turnover more accurately and reduce its incidence (Joiner et al., 2004).”