The state of mentoring research: A qualitative review of current research methods and future research implications

By Tammy D. Allen, L. Eby, Kimberly E. O'Brien, E. Lentz. 2008

351 citations recorded by the source corpus.

Subfields: Clinical Psychology, Education, Social Psychology

View Paper: https://www.semanticscholar.org/paper/caa356e3b908b8cb0a92eab1fa2fde89914be150

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In Clinical Psychology

In Education

In Social Psychology

Citations in the corpus

Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, neutral): “One of the most studied topics in mentoring literature is the outcomes of mentoring (Allen et al. 2008).”
Mentoring functions and turnover intention: the mediating role of perceived organizational support (2016, background): “…role in fostering positive workplace attitudes in the US context (Baranik et al., 2010), limited work has examined the importance of mentoring to workplace attitudes in Asian settings where individuals are less likely to seek help from relationships outside of the family (Allen et al., 2008).”
A Review of Developmental Networks (2012, methodology): “In recognition of the reciprocity that characterizes the conceptual definition of mentoring, recent reviews of the mentoring literature have specifically highlighted the need for mentoring research that also incorporates the mentor’s perspective (Allen et al., 2008; Haggard et al., 2011).”
Who Is a Mentor? A Review of Evolving Definitions and Implications for Research (2011, result): “However, consistent with previous reviews (Allen et al., 2008) we found that the distinction between formal and informal relationships rarely is made unless the purpose of the research is to examine formal relationships.”
An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects (2011, methodology): “We also note that, to date, research has relied too much on cross-sectional, single-source (protégé), and single-method studies, and a paucity of longitudinal, experimental, and qualitative studies persists (Allen et al., 2008; Allen & Eby, 2007; Ragins & Kram, 2007).”
Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors (2017, methodology): “Moreover, by using 15-month voluntary turnover as a behavioral outcome, we answer calls to go beyond cross-sectional measures of attitudinal outcomes (Allen et al., 2008; Eby, Butts, Hoffman, & Sauer, 2015).”