Formal mentoring versus supervisor and coworker relationships: differences in perceptions and impact

By B. Raabe, T. Beehr. 2003

355 citations recorded by the source corpus.

Subfields: Education, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/c418631615dcb151360e8d288a39ef0064c7522f

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Citations in the corpus

Do Social Stressors Impact Everyone Equally? An Examination of the Moderating Impact of Core Self-evaluations (2009, background): “Employees invest a significant amount of emotional labor (time, feelings) developing relationships at work (e.g., Raabe and Beehr 2003 ).”
Mentor and protégé predictors and outcomes of mentoring in a formal mentoring program (2006, result): “Consistent with the few studies that have examined mentor/protégé dyads, our Wndings suggest there is not a strong correlation between reports of mentoring from mentors and protégés (Armstrong, Allinson, & Hayes, 2002; Raabe & Beehr, 2003; Waters, McCabe, Kiellerup, & Kiellerup, 2002).”
Human Resource Systems and Helping in Organizations: A Relational Perspective (2011, background): “Traditional development programs will be expanded to recognize organizational learning (Borgatti & Cross, 2003), informal social networks (Higgins & Kram, 2001), and lateral mentoring (Raabe & Beehr, 2003 ), all of which underscore the value of helping as a social exchange ware.”
Paternalistic Leadership: A Review and Agenda for Future Research (2007, background): “Also, Raabe and Beehr (2003) found that mentors believed they were giving more career support than protégés believed they were getting, but protégés reported greater psychosocial support than mentors indicated providing.”
The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, background): “Consistent with the findings of Raabe and Beehr (2003), and considering the multiple barriers to career mentoring in a public IT context (e.g., political cycles, budgetary concerns), in the current study, we hypothesize that psychosocial mentoring will exhibit a stronger and more negative…”
Mentoring functions and turnover intention: the mediating role of perceived organizational support (2016, background): “The main theoretical contribution of the study is to examine the mediating process by which mentoring influences protégés’ turnover intentions, thus extending previous work that has looked at the direct effects of mentoring on turnover intentions (Eby et al., 2013; Raabe & Beehr, 2003).”
A Longitudinal Examination of the Influence of Mentoring on Organizational Commitment and Turnover (2005, background): “Protégés with supervisor mentors may receive more mentoring simply because of the close proximity between mentor and protégé (Burke, McKenna, & McKeen, 1991; Raabe & Beehr, 2003).”
Leadership style, salesperson's work effort and job performance: the influence of power distance (2015, background): “The relationship between satisfaction with the work and turnover intentions has been well established (Halbesleben and Wheeler 2008; Raabe and Beehr 2003).”
The concurrent effects of workplace bullying, satisfaction with supervisor, and satisfaction with co‐workers on affective commitment among schoolteachers in China (2006, background): “Co-worker relationships have an important influence on an employee's organizational commitment ( Raabe and Beehr, 2003”
The effects of mentoring on academic careers over time: Testing performance and political perspectives (2005, background): “With these intervals, others’ attributions for nonsignificant effects to short time intervals (Green & Bauer, 1995; Raabe & Beehr, 2003; Seibert, 1999) could be tested.”