Longitudinal Examination of Mentoring Relationships on Organizational Commitment and Citizenship Behavior

By S. Donaldson, Ellen A. Ensher, E. Grant-Vallone. 2000

225 citations recorded by the source corpus.

Subfields: Clinical Psychology, Education, Social Psychology

View Paper: https://www.semanticscholar.org/paper/bad4d8761cd9894faf5881140953a740541740c3

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. Nikos Bozionelos
2. Li Wang
3. A. Rafferty
4. Ellen A. Ensher
5. E. Grant-Vallone
6. Connie R. Wanberg
7. John P. Campbell
8. Sarah A. Hezlett

In Education

1. Nikos Bozionelos
2. Li Wang
3. Sarah A. Hezlett
4. E. Grant-Vallone
5. Elizabeth T. Welsh
6. Connie R. Wanberg
7. A. Rafferty
8. Ellen A. Ensher

In Social Psychology

1. Nikos Bozionelos
2. Li Wang
3. Sarah A. Hezlett
4. A. Rafferty
5. Ellen A. Ensher
6. E. Grant-Vallone
7. Connie R. Wanberg
8. Elizabeth T. Welsh

Citations in the corpus

• MENTORING RESEARCH: A REVIEW AND DYNAMIC PROCESS MODEL (2003, background): “” One of the few multi-source studies found that quality of mentoring relationship was related to protégé self-reported level of OCB but not to co-worker reported level of protégé OCB (Donaldson et al., 2000).”
• Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, unknown): “Most of these examine whether mentoring leads to long-term outcomes such as organizational commitment (Donaldson et al. 2000; Payne and Huffman 2005), career”
• The relationship of mentoring and network resources with career success in the Chinese organizational environment (2006, background): “For example, protégés demonstrate greater organizational commitment and better learning outcomes than non-protégés (e.g. Donaldson et al., 2000; Lankau and Scandura, 2002).”
• In-Role or Extra-Role Organizational Citizenship Behavior: Which Are We Measuring? (2004, background): “Similarly, Donaldson et al. (2000) and Turnipseed and Murkison (2000) explored the impact of mentoring and organizational climate on employee extra-role behavior. These researchers seek specifically to explore employee extra-role behavior. In light of Morrison’s (1994) findings, if researchers are i”
• Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances (2001, background): “…programs and informally developed relationships have been found to be very useful in enhancing employees’ careers and increasing their job satisfaction, organizational commitment, and organizational citizenship behavior (Donaldson, Ensher, and Grant-Vallone, 2000; Ensher, Thomas, and Murphy, 2000).”
• Understanding Self-Report Bias in Organizational Behavior Research (2002, background): “... the only measure of organizational behaviors have come under attack recently for two primary reasons: 1) self-reports are prone to many kinds of response bias (see Campbell & Fiske, 1959; Donaldson, Thomas, & Graham, 2002; Graham, Collins, Donaldson, & Hansen, 1993; Schwartz, 1999; Stone et al.,”
• Refining individualized consideration: Distinguishing developmental leadership and supportive leadership (2006, background): “Donaldson, Ensher, and Grant-Vallone (2000) suggested that mentors have a positive influence on protégés’ affective commitment as these individuals provide feedback and help socialize individuals to an organization’s norms.”