Further Investigation of Protégés’ Negative Mentoring Experiences

By L. Eby, Tammy D. Allen. 2002

230 citations recorded by the source corpus.

Subfields: Clinical Psychology, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/b90265dffad5b1db543c2180d039930a88d4e9e4

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. Tammy D. Allen
2. L. Eby
3. K. Kram
4. B. R. Ragins
5. Dawn Chandler
6. Jeffrey Yip
7. E. Lentz
8. Angie Lockwood

In Safety Research

1. L. Eby
2. B. R. Ragins
3. K. Kram
4. Tammy D. Allen
5. Angie Lockwood
6. E. Lentz
7. Dawn Chandler
8. M. Butts

In Social Psychology

1. Tammy D. Allen
2. L. Eby
3. Dawn Chandler
4. K. Kram
5. B. R. Ragins
6. Jeffrey Yip
7. E. Lentz
8. M. Butts

Citations in the corpus

• Toward a Useful Theory of Mentoring (2007, background): “But Eby and Allen (2002) conclude that relationships based on formal program assignments can result in poor dyadic fit leading to more negative experiences and higher turnover and stress than is found in mentoring relationships that are informal in origin.”
• Protégés’ and mentors’ reactions to participating in formal mentoring programs: A qualitative investigation (2005, background): “As discussed in previous research (e.g., Eby & Allen, 2002; Eby et al., 2000; Eby, Butts, et al., 2004; Eby, Lockwood, et al., 2004) we also found that some formal protégés report mentor Neglect (12%).”
• Are Bad Experiences Stronger than Good Ones in Mentoring Relationships? Evidence from the Protege and Mentor Perspective. (2010, background): “Protégés' perceptions of bad experiences are correlated with a wide range of outcomes, including negative reactions to the relationship, strain reactions, and less favorable attitudes (Eby & Allen, 2002; Eby et al., 2004).”
• An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects (2011, background): “Negative mentoring experiences are associated with lower career and psychosocial support, lower job satisfaction, and increased turnover intentions, among others (Eby & Allen, 2002; Eby et al., 2004).”
• The effects of mentoring on academic careers over time: Testing performance and political perspectives (2005, background): “In samples of managers, from 40 to 50 percent reported no mentor at any point in the career (Dreher & Cox, 1996; Eby & Allen, 2002; Kirchmeyer, 1998).”
• Career Success Outcomes Associated With Mentoring Others (2006, background): “As recently discussed in the literature, some mentorships may be more dysfunctional than functional in nature (Eby & Allen, 2002; Eby, McManus, Simon, & Russell, 2000; Ragins, Cotton, & Miller, 2000; Scandura, 1998).”
• The Mentoring Relationship Challenges Scale: The impact of mentoring stage, type, and gender (2011, background): “Protégés can also be responsible for relationship problems by betraying trust, damaging thementor's reputation or simply ignoring thementor or being ungrateful (Eby & Allen, 2002).”
• Perceived support for mentoring: A multiple perspectives approach (2006, background): “Our Wndings also make a theoretical contribution by adding to recent empirical research on negative mentoring (Eby & Allen, 2002; Eby et al., 2000, 2004; Feldman, 1999; Scandura, 1998) by identifying additional predictors of relational problems between mentors and protégés.”
• The Protege's Role in Negative Mentoring Experiences. (2004, background): “Two recent theoretical papers discuss dysfunctional mentoring and suggest ideas for future research (Feldman, 1999; Scandura, 1998) and two empirical studies examine prot eg es reports of negative experiences with mentors (Eby, McManus, Simon, & Russell, 2000; Eby & Allen, 2002).”
• Toward a Holistic View of Undergraduate Research Experiences: An Exploratory Study of Impact on Graduate/Postdoctoral Mentors (2009, background): “For example, protégés who reported difficulty relating to their mentors because of mismatched personality or values also tended to report that they had less job satisfaction, higher stress levels, and stronger intentions to leave the organization (Eby and Allen 2002).”
• The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, result): “…at the relationship between mentoring activities and turnover intention proposed in Hypothesis 3, we found a negative relationship consistent with research from a variety of contexts (e.g., Allen et al., 2004; Eby & Allen, 2002; Hall & Smith, 2009; Joiner et al., 2004; Pare & Tremblay, 2007).”