The Benefits Associated with Workplace Mentoring Relationships

By Aarti Ramaswami, G. Dreher. 2008

93 citations recorded by the source corpus.

Subfields: Clinical Psychology, Reproductive Medicine, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ff5e1a6550d399bd5d43a559db00eb2641b5922e

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In Clinical Psychology

In Social Psychology

Citations in the corpus

The Role of Mentoring Others in the Career Plateauing Phenomenon (2009, background): “Recently, Ramaswami and Dreher (2007) developed a model of the benefits of mentoring others that recognizes that mentoring others can lead to individual cognitive and affective responses such as emotional attachment, increased mental energy, and reinforcement of one’s professional identity, which…”
Career benefits associated with mentoring for mentors: A meta-analysis (2013, background): “Ramaswami and Dreher (2007) offered that mentoring others may enhance a mentor's performance as the protégé may “pay back” their mentors through providing feedback and supplying critical information, implying a social exchange relationship between the mentor and protégé.”
Linking Extroversion and Proactive Personality to Career Success (2017, background): “Although evidence indicates that mentoring received is related to career success, we know little about the mechanisms for this relationship (Allen et al., 2004; Ramaswami & Dreher, 2007).”
An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects (2011, background): “In spite of the substantial body of research conducted at the dyadic level, a black box exists concerning dyadic mentoring processes, interactions, and boundary conditions (Eby & Allen, 2007; Ragins & Kram, 2007; Ramaswami & Dreher, 2007).”
Examining career-related mentoring and managerial performance across cultures: A multilevel analysis☆ (2008, background): “Prior research suggests that diversity in mentoring relationships can increase the mentoring manager’s understanding of others (Ragins, 1997; Schulz, 1995) which is likely to lead to improved job performance for the mentoring manager (Ramaswami & Dreher, 2007).”