The Effects of Similarity and Liking in Formal Relationships between Mentors and Proteges.

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The faultline activation process and the effects of activated faultlines on coalition formation, conflict, and group outcomes (2010, methodology): “As a final crosscheck, we followed Lau and Murnighan’s (2005) procedure by using the faultline index of Thatcher et al.”
My Mentor, My Self: Antecedents and Outcomes of Perceived Similarity in Mentoring Relationships (2015, methodology): “Most research has examined demographic similarity between mentors and protégés (i.e., gender, race) and has found it is either not related or is weakly related to protégé perceptions of similarity (Allen & Eby, 2003; Lankau, Riordan, & Thomas, 2005; Turban, Dougherty, & Lee, 2002).”
Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, unknown): “…of studies have included relational characteristics such as C© 2015 British Academy of Management and John Wiley & Sons Ltd. relationship length (Waters 2004), loyalty (Raabe and Beehr 2003), frequency of meetings (Waters 2004) and contact time with the mentoring partner (Lankau et al. 2005).”