Mentoring Relationships From the Perspective of the Mentor

By Tammy D. Allen. 2007

194 citations recorded by the source corpus.

Subfields: Education, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/eb5d25167d9bac805174a19680e70237a7fec140

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Education

In Safety Research

In Social Psychology

Citations in the corpus

The winner takes it all, the loser has to fall: Provoking the agency perspective in employability research (2018, background): “On the contrary, supervisors may not invest in less employable workers: Investments may not be needed because employees are more dependent on the current employment relationship, and theymay not bewarranted as the anticipated benefits are lower than the costs (Allen, 2007).”
Benefits of Peer Mentoring to Mentors, Female Mentees and Higher Education Institutions (2016, background): “While there is a growing base of research on the efficacy of mentoring as to career development and benefits to the mentee, far less research has centered on the benefits to the mentors and the organization (Allen, 2007; Germain & Scandura, 1985; Tong & Kram, 2013), which this article offers.”
The Role of Mentoring Others in the Career Plateauing Phenomenon (2009, background): “However, there is also a growing body of literature that suggests that mentors benefit from mentoring others (see T. D. Allen, 2007, for a review).”
A Review of Developmental Networks (2012, methodology): “With a few notable exceptions (e.g., Allen, 2003, 2007; Lentz & Allen, 2009), dyadic mentoring research predominantly uses only the protégé’s perspective (Fletcher & Ragins, 2007).”
Formal Mentoring Programs: A Mentor-Centric and Longitudinal Analysis (2011, methodology): “These results showed that high amounts of time spent together at Time 1 and Time 2 were associated with significantly greater psychosocial support provided by mentors in the relationship than consistently low amounts of time spent together at Time 1 and Time 2. The polynomial results provide additio”
Maximizing the Potential of Mentoring: A Framework for Pre-service Teacher Education (2014, background): “To cite this article: Angelina Ambrosetti, Bruce Allen Knight & John Dekkers (2014): Maximizing the Potential of Mentoring: A Framework for Pre-service Teacher Education, Mentoring & Tutoring: Partnership in Learning, DOI: 10.”
Examining career-related mentoring and managerial performance across cultures: A multilevel analysis☆ (2008, background): “Managers may also benefit from mentoring others (Allen, 2007; Allen et al., 2006; Bozionelos, 2004; Eby et al., 2006).”
Who Is a Mentor? A Review of Evolving Definitions and Implications for Research (2011, background): “For example, Eby, Rhodes, and Allen (2007) described how mentoring overlaps with, but is distinctly different from, other developmental relationships such as role model–observer, teacher–student, advisor–advisee, supervisor–subordinate and coach–client.”
The state of mentoring research: A qualitative review of current research methods and future research implications (2008, background): “Mentoring relationships are also inherently dyadic and the failure to consider both partners’ perspective greatly limits our understanding of mentoring (Eby, Rhodes, & Allen, 2007).”
Are Bad Experiences Stronger than Good Ones in Mentoring Relationships? Evidence from the Protege and Mentor Perspective. (2010, methodology): “Although the mentor may benefit from the relationship, the primary goal is protégé growth and development (Eby, Rhodes & Allen, 2007; Kram, 1985).”
Career benefits associated with mentoring for mentors: A meta-analysis (2013, background): “Moreover, a quantitative reviewofmentor benefits can advance future theory-building and research onmentoring (Allen, 2007).”