A quantitative review of mentoring research: Test of a model

By J. Kammeyer-Mueller, T. Judge. 2008

242 citations recorded by the source corpus.

Subfields: Education, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/d5a7710a8ea7df3db37eb8e7e55c6f1879816387

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Citations in the corpus

Expatriates' developmental networks: network diversity, base, and support functions (2011, background): “Yet the moderate to weak effects of mentoring on career outcomes based on the meta-analytic structural equation analysis of over 120 mentoring studies ( Kammeyer-Mueller and Judge, 2008”
A Review of Developmental Networks (2012, unknown): “…reviewed the traditional mentoring literature (Allen & Eby, 2007; Allen, Eby, O’Brien, & Lentz, 2008; Haggard, Dougherty, Turban, & Wilbanks, 2011; Kammeyer-Mueller & Judge, 2008; Ragins & Kram, 2007) and called for increased attention to developmental networks in future research (e.g., Haggard…”
Investigating the Idiosyncratic Learning Paths of Elite Canadian Coaches (2009, background): “In the conclusion of their review of mentoring research, Kammeyer-Mueller and Judge [35] said: In short, it may not be especially helpful to one’s career success if a relatively powerless or naïve mentor comes to one’s assistance, no matter how helpful he or she may try to be.”
Linking Extroversion and Proactive Personality to Career Success (2017, background): “Much research examining career success has compared and contrasted contest- and sponsoredmobility models (Kammeyer-Mueller & Judge, 2008; Ng et al., 2005; Turner, 1960).”
An interdisciplinary meta-analysis of the potential antecedents, correlates, and consequences of protégé perceptions of mentoring. (2013, background): “This is generally consistent with previous meta-analytic research (Kammeyer-Mueller & Judge, 2008; O’Brien et al., 2010), although it should be noted that Kammeyer-Mueller and Judge (2008) found that in the workplace, White protégés reported slightly higher instrumental support ( .11) than did…”
The Contemporary Career: A Work–Home Perspective (2014, background): “The literature has clearly established that developmental relationships with mentors inside and outside one’s organization can promote career success (Allen et al. 2004, Baugh & FagensonEland 2005, Eby et al. 2013, Kammeyer-Mueller & Judge 2008, Kram 1985).”
The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, background): “…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 support and power: A three year predictive field study on protégé networking and career success (2009, methodology): “Based on previous findings that mentoring in itself is a very modest predictor of career success (Kammeyer-Mueller & Judge, 2008; Ng et al., 2005) and the finding that close ties with powerful others at work is associated with career ascendancy (Seibert et al., 2001), we postulate a moderating role…”
Antecedents of mentoring support: a meta-analysis of individual, relational, and structural or organizational factors (2014, methodology): “…encompass self-esteem, locus of control and self-efficacy, human capital, and formality and similarity in mentoring dyads (e.g., Eby et al., 2013; Kammeyer-Mueller & Judge, 2008; O'Brien, Biga, Kessler, & Allen, 2010), to date the literature on antecedents ofmentoring is scatteredmaking it…”
Core Self-Evaluations (2012, background): “Such a finding may help explain why Kammeyer-Mueller and Judge (2008) found that CSE level was only weakly related to having a mentor in the workplace.”
An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects (2011, background): “…variables such as formal versus informal relationships (O’Brien et al., 2010), gender similarity (e.g., Scandura & Williams 2001), mentor gender (Kammeyer-Mueller & Judge, 2008), and overall relationship composition (O’Brien et al., 2010) may influence the effect of gender on career outcomes.”