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...t rank was included on the participant information sheet,srecorded using the titles of assistant professor, associate professor, full professor, andsregents professor, and used as a control variable (=-=Cohen & Cohen, 1983-=-).sAs noted in Chapter 2, previous mentoring experience has been shown to affectsthe decision to become a mentor (Allen, Poteet, Russell, et al., 1997) and couldstheoretically affect whether the parti...

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...ors) is thatsmentors tend to choose protégés who remind them of themselves (Blackburn,sChapman, & Cameron, 1981) and also that gender and racial equivalence factor intosthis perception of similarity (=-=Bandura, 1977-=-). With regards to racial equivalence, thescurrent study moves beyond the mere fact of race and uses the more inclusive conceptsof culture as the defining characteristic to include a multi-cultural vi...

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...d across culture and gender (Christensen, 2001), so the selection processsused to choose participants incorporated this goal while randomly assigning thesexperimental conditions within each category (=-=Campbell & Stanley, 1963-=-).s9sHalf of the experiment involved the use of a vignette design to test the protégéspreferences of mentor participants. Ten protégé vignettes were designed to representsgraduate students who might b...

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...effect relationships (Cook & Campbell, 1979) while thesqualitative interview questions help identify whether the manipulated variables andscontextual conditions were important and, if not, what were (=-=Babbie, 2001-=-). Therefore,sthe analyses of empirical data and the incorporation of interview data go hand-in-hand.sTogether these two sources improve construct validity through triangulation (Jick, 1979;sMcGrath, ...

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...ther party (Wildman, Magliaro, Niles, &sNiles, 1992; Stanulis & Russell, 2000). This near-immediate allocation of identity andstrust toward another is reflected in the similarity attraction paradigm (=-=Byrne, 1971-=-;sBurke, McKeen, & McKenna, 1994), triggered by an apparent similarity in physicalscharacteristics between parties (Byrne, 1971). The application of the similarity attractionsparadigm to mentoring has...

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...erred protégéscharacteristics (see Figure 1) as called for by Allen et al. (2000).s11sThe 1st and 2nd mentor-trait instruments measured the participants’ levels ofsinstrumentality and expressiveness (=-=Bem, 1974-=-; Spence & Helmreich, 1980; Spence,s1993), with no predictions made regarding their correlations to overall protégé ratingssand rankings but predicted to interact with the manipulated current producti...

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...s’ outcomes of concern have kept them separate; sosmuch so that they rarely seem to interact (Eby, Allen, et al., p. 255).sTable 2sYouth and Communication Mentoring Research – ExamplessYouth Researchs=-=Ainsworth, 1989-=- - Development of affectional bonds post-infancysPhilip & Hendry, 1996 - Typology of youth mentoring formssRhodes, 2002 - Risks & rewards of youth mentoringsDuBois et al., 2002 - Analysis of researche...

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...scoop” or “corporate buzz,” there’s little a higher-ranking employee cansdevelop that’s better than a group of loyal lower-ranking informants (Adler & Kwon,s2002). In line with social capital theory (=-=Brehm & Rahn, 1997-=-; Nahapiet & Ghoshal,s1998), protégés can also act as resource nodules by helping the mentor securesotherwise-unavailable manpower, financial reserves, and opportunities.sAllen’s (2000) separated ment...

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...ing research through the impact of restricted/shared identities inscross/same-gender and cross/same-racial relationships.sThus, perceived similarity – viewed as one general determinant of attractions(=-=Berscheid, 1985-=-) – operates through improved identification and interpersonal comforts(Allen & Eby, 2003) and the perception of higher costs associated with being with thoseswho are different (Schroeder, Penner, Dov...

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...les & responsibilitiessHunt & Michael, 1983 - Development of a support & power basesBarnett, 1984 - Acceptance of a legacy-building life stagesReich, 1986 - Managerial experience & exposure for womens=-=Baker, 1990-=- - Trans-corporate ties & cooperative networkssSmith, 1990 - Motivation & leadership skill enhancementsNewby & Heide, 1992 - Increased confidence, competence, & pridesCollins, 1994 - Development of le...

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...are often viewed from the amount of class power each member brings intosthe relationship (Ragins, 1997) or the networking positions they occupy based uponstheir gender/racial historical trajectories (=-=Brass, 1985-=-; Ibarra, 1995). While studies thatsgroup respondents into such broad categories are less informative than finer-grainedsones, the use of a variety of theoretical models holds promise for deeper mento...

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... the results except that the effect of one was expectedsto partially or fully counteract the effect of the other.sThe 5th instrument measured the participants’ learning goal orientation (Dweck,s1986; =-=Button, Mathieu, & Zajac, 1996-=-) levels, predicted to relate positively to overallsprotégé ratings but further predicted to interact with the manipulated culture- andsgender-similarity categories of protégé vignettes (see Figure 4)...

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...01 - Improving teacher developmentsBrotherton, 2001 - Student mentoring through the internetsGrimes, 2001 - Encourages professors to mentorsBennetts, 2002 - Outlines a Traditional Mentor Relationships=-=Austin, 2002-=- - Doctorate socialization through mentoringsDorsey & Baker, 2004 - Conceptual framework for student successsSambunjak et al., 2006 - Mentoring in the medical fieldsSmith & Ingersoll, 2004 - Effects o...

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...cific than a corresponding face-to-face relationship (Whitaker, 2001), but thesresearch indicates that, given enough time, even an online relationship can becomesquite deep and strong (Walther, 1996; =-=Chidambaram, 1997-=-).sCommunications researchers also provide insight through their development ofsonline community-building techniques: ways and means for online associates tosconnect, build trust, and share with one a...

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...f use.sAttitude toward assystem’s usefulness orsusability could be illinformed, with attitudessaffecting behavior even if the system had never been used by the individual for thespurpose in question (=-=Bagozzi, Davis, & Warshaw, 1992-=-). Therefore, this is a model ofsperception and not of fact: it does not matter whether the technology is actually useful orsusable, only how the potential user perceives it. If the perceptions genera...

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...am & Hall, 1989 - Stress & upheaval from changes in the organization competing for attentionsCarruthers, 1993 - Jealousy from non-participant peers who think they are viewed as less capable or valueds=-=Allen, Poteet, & Burroughs, 1997-=- - Facilitated by organizational support & ascomfortable environment, inhibited by worksdemands & a competitive/political climatesEby, McManus, Simon, & Russell, 2000 - Mismatch between the personalit...

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...s view is supported by studies that link learning orientation withsemployees who seek developmental training and career planning (Noe & Wilk, 1993;sMaurer & Tarulli, 1994; Birdi, Allan, & Warr, 1997; =-=Brett & VandeWalle, 1999-=-; Maurer,sWeiss, & Barbeite, 2003) and with job hunters who are attracted to companies withsformal mentoring programs (Allen & O’Brien, 2006). Relationships with non-similarsothers may provide the str...

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...mobility, salary, & promotionssWhitely & Coetsier, 1993 - Early career promotion & satisfactionsMobley et at., 1994 - Job satisfactionsTurban & Dougherty, 1994 - Career attainment & perceived successs=-=Chao, 1997-=- - Socialization & income over 5-year periodsTyler, 1998 - Organizational mobility & self-developmentsjust starting their careers to quickly seek the guidance and support of a mentors(Greenhaus, Calla...

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...eet, &sBurroughs, 1997). This view is supported by studies that link learning orientation withsemployees who seek developmental training and career planning (Noe & Wilk, 1993;sMaurer & Tarulli, 1994; =-=Birdi, Allan, & Warr, 1997-=-; Brett & VandeWalle, 1999; Maurer,sWeiss, & Barbeite, 2003) and with job hunters who are attracted to companies withsformal mentoring programs (Allen & O’Brien, 2006). Relationships with non-similars...

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...ly) with regardssto one’s career, along with a corresponding late-adult period of generativity and legacybuilding expressed through mentoring younger cohorts (Jung, 1933; Erickson, 1963;sGould, 1972; =-=Bray, Campbell, & Grant, 1974-=-; Levinson, Darrow, Klein, Levinson, &sMcKee, 1978). Before Kram, scholarly investigations referring to mentoring (often usingsthe term “role model”) generally did so with the relationship in a periph...

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... that early career management advisors generally encourage those who ares31sTable 5sBenefits Found from Business Mentoring for Protégés – ExamplessRoche, 1979 - Greater earnings & career satisfactions=-=Burke, 1984-=- - Career success & satisfactionsFagenson, 1988 - More organizational power & influencesFagenson, 1989 - Higher mobility, recognition, & promotion ratessBahniuk, Dobos, & Hill, 1990 - Career communica...

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...hers argue that mentoring works by increasing the perception thatsthe organization listens to its junior employees or graduate students, helping them feelsmore wanted and effective (Stengel, Dixon, & =-=Allen, 2003-=-). Others point to theshumanizing of the overall environment, allowing the employees or students to develop ascommon and integrated culture that pulls them together into a cohesive unit (Hackman,s1992...

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...ildman, Magliaro, Niles, &sNiles, 1992; Stanulis & Russell, 2000). This near-immediate allocation of identity andstrust toward another is reflected in the similarity attraction paradigm (Byrne, 1971;s=-=Burke, McKeen, & McKenna, 1994-=-), triggered by an apparent similarity in physicalscharacteristics between parties (Byrne, 1971). The application of the similarity attractionsparadigm to mentoring has been supported by various studi...

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...nship can carry bothspositive (needs met) and negative (needs not met) components (Eby, Butts, Lockwood,s& Simon, 2004). Idealized images of what the relationship could have been may notsmaterialize (=-=Cole & Knowles, 1993-=-) and roles expected to be played by the other partysmight not be fulfilled (Young & Perrewé, 2000), resulting in relationship tension that’sscaused, essentially, by a difference in understanding and ...

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.... From a variety ofsperspectives, there appears to be ample support for the assertion that mentoring shouldsbenefit the mentor as well as the protégé and along a wide variety of lines (Haworth,s1998; =-=Allen & Eby, 2003-=-).sEby, Durley, Evans, & Ragins (2006) empirically linked a mentor’s positivesmentoring experiences to peer recognition, the development of a loyal base of support,sjob performance, and salary. Benefi...

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...ity status of relationship membersshas been looked into as a moderator of other relationship constructs (Allen & Eby,s2008), and its direct effects on processes and outcomes has also been considereds(=-=Allen, Russell, & Maetzke, 1997-=-). Results have been mixed: likely a combination of theschanging fortunes of minorities in the workforce, the variability of power structuressacross different industries (particularly along gender lin...

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...ly examined: who mentorsswould pick as their protégés and why. The reasons some protégés are selected andssome are not has been considered before: for instance, Olian, Carroll, and Ginnantonio,s1993; =-=Allen, Poteet, and Russell, 2000-=-; and Allen, 2004. However, these studies havesgenerally suffered from instruments that carry multiple interpretations, lack of a withinsubjects design, or failure to consider mentor traits that could...

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... have also looked at developmental relationships that are not individuallyscomprehensive: for example, networks (Higgins & Kram, 2001), secondary mentorss(Russell & Adams, 1997), or multiple mentors (=-=Baugh & Scandura, 1999-=-). Within thissstudy, however, mentoring is referred to in its traditional, intensive, and dyadic form.s3sJacobi (1991) gave 5 components underlying this form: 1) the primary focus ofsthe relationship...

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...sss(Ragins, Cotton, & Miller, 2000). However, some researchers have noted that many ofsthese recommendations made for formal mentoring programs tend to be driven less bysevidence than by speculation (=-=Allen, Eby, & Lentz, 2006-=-a). Therefore, one practice8soriented goal of this study is to introduce empirical and insightful data into the design ofsformal mentoring programs and their participant-matching procedures.sNegative ...

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...theringsNykodym et al., 1995 - Pride at passing expertise to the next generationsRagins, 1997 - Diversity, social, & relational skillssMullen & Noe, 1999 - Technical or how-to information & resourcess=-=Bozionelos, 2004-=- - Objective & subjective career successsEby & Lockwood, 2005 - Personal gratification & self-reflections34sthe “inside scoop” or “corporate buzz,” there’s little a higher-ranking employee cansdevelop...

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...sss(Ragins, Cotton, & Miller, 2000). However, some researchers have noted that many ofsthese recommendations made for formal mentoring programs tend to be driven less bysevidence than by speculation (=-=Allen, Eby, & Lentz, 2006-=-a). Therefore, one practice8soriented goal of this study is to introduce empirical and insightful data into the design ofsformal mentoring programs and their participant-matching procedures.sNegative ...

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...lity fixture that affects much of an individual’s decision making processes, so itsholds great promise for applications in organizational research that link operationalsdecisions to desired outcomes (=-=Bobko & Colella, 1994-=-; Farr, Hofmann, & Ringenbach,s1993). Accordingly, this study included a look at the link between learning goalsorientation and the willingness to voluntarily become involved with a protégé of asdiffe...

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...ressingsthe reasons mentors choose the protégés they do, based upon the benefits mentorssexpect from the relationship, have been requested by researchers for at least a decades(Ensher & Murphy, 1997; =-=Allen et al., 2005-=-; Allen et al., 2006a; Bradbury & Koballa,s2008). This is one of the literature gaps specifically addressed by the current study.sTheme 6: The difficulties and dysfunctions that can harm a mentoring r...

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...m, scholarly investigations referring to mentoring (often usingsthe term “role model”) generally did so with the relationship in a peripheral orsexplanatory position rather than as its central focus (=-=Almquist & Angrist, 1971-=-; Fox,s1974; Douvan, 1976) even though business practitioners were already advocatingsmentorship as necessary for high performance (Rowe, 1978; Clawson, 1980; Missirian,s1982). By the early 1980s, res...

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...ine coaching and counseling begins with a joint discovery of purpose (Douglas &sMcCauley, 1999), requires the development of trust (Nielson, Pate, & Eisenbach, 1999),sincludes mutuality and feedback (=-=Bell, 1996-=-; Hodes, 1996), and can deliver beneficialsoutcomes to the coach or counselor in addition to the recipient (Hall, Otazo, &sHollenbeck, 1999). Interestingly, some respondents report that the anonymity ...

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...hind thosesoutcomes as well.sThe environmental context for this study centers upon a university graduatesprogram, where the enhancement of career and development opportunities for bothsacademically- (=-=Busch, 1985-=-; Petrie & Wohlgemuth, 1994) and professionally- (Ellis,s1992; O’Neil & Wrightsman, 2001) inclined graduate students through mentoring hassbeen well documented. Lasley (1996) noted that mentoring is o...

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...ationship (Biaggio, Paget, & Chenoweth, 1997) ensconced within what maysbe a less-than-supportive environment (Johnson, 2002) there is a risk that actualsoutcomes may range from low-grade discomfort (=-=Burke & McKeen, 1990-=-) to marginalsblandness (Ragins et al., 2000) to outright participant hostility (Halatin & Knotts, 1982).sThe primary reason for difficulty comes from what Clawson & Kram (1984)sastutely called “the d...

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...ther than as its central focus (Almquist & Angrist, 1971; Fox,s1974; Douvan, 1976) even though business practitioners were already advocatingsmentorship as necessary for high performance (Rowe, 1978; =-=Clawson, 1980-=-; Missirian,s1982). By the early 1980s, researchers were beginning to look at the mentoringsrelationship as a study in its own right and searching for the antecedents, outcomes,sand processes that mar...

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...sFitt & Newton, 1981 - Co-workers presuming sexual indiscretion in a cross-gender mentoring relationshipsKram & Hall, 1989 - Stress & upheaval from changes in the organization competing for attentions=-=Carruthers, 1993-=- - Jealousy from non-participant peers who think they are viewed as less capable or valuedsAllen, Poteet, & Burroughs, 1997 - Facilitated by organizational support & ascomfortable environment, inhibit...

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...uding both cultural (satisfaction, identification) and practical (citizenshipsbehavior, retention) outcomes.s41sTable 9sBenefits Expected by Organizations that Institute Mentoring Programs – Exampless=-=Collins, 1983-=- - Empowerment of minority employeessZey, 1984 - Employees who feel connected to the firmsFagenson, 1988 - Employees who feel listened to by the firmsFagenson, 1989 - More satisfied & internally-mobil...

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... & exposure for womensBaker, 1990 - Trans-corporate ties & cooperative networkssSmith, 1990 - Motivation & leadership skill enhancementsNewby & Heide, 1992 - Increased confidence, competence, & prides=-=Collins, 1994-=- - Development of leadership skillssMullen, 1994 - Increased reach through informal info gatheringsNykodym et al., 1995 - Pride at passing expertise to the next generationsRagins, 1997 - Diversity, so...

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... their protégés and why. The reasons some protégés are selected andssome are not has been considered before: for instance, Olian, Carroll, and Ginnantonio,s1993; Allen, Poteet, and Russell, 2000; and =-=Allen, 2004-=-. However, these studies havesgenerally suffered from instruments that carry multiple interpretations, lack of a withinsubjects design, or failure to consider mentor traits that could influence their ...

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...nd communication openness (Eby, Durley, Evans, & Ragins, 2008).sFurther, issues such as co-worker perceptions of sexual indiscretion (Hurley, 1996) orsclaims of tokenism toward minority participants (=-=Chandler, 1996-=-) could add reasons forsdiscomfort and trouble in relationships that would otherwise have been beneficial andssound. Therefore, while factual gender and race remain concerns of interest, thesdynamics ...

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... perform better than thosesmatched through a formal mentoring program (Ragins & Cotton, 1999; Mullen, 2007),sso formal programs usually attempt to mimic that which occurs in an informalsrelationship (=-=Burke & McKeen, 1989-=-) especially with regards to the selection processs(Ragins, Cotton, & Miller, 2000). However, some researchers have noted that many ofsthese recommendations made for formal mentoring programs tend to ...

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... except that theseffect of one was expected to partially or fully counteract the effect of the other.sThe 3rd and 4th instruments measured the participants’ levels of preference forspersonal contact (=-=Cowles & Crosby, 1990-=-; Dabholkar & Bagozzi, 2002) andstechnological self-efficacy (Davis, Bagozzi, & Warshaw, 1989; Kolesar & Galbraith,s2000), with no predictions made regarding their correlations to overall protégé rati...

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...ending the time, energy, and commitment intosa mentoring relationship that’s necessary for it to carry a reasonable level of meaning,squality, or intimacy (Finkel, Rusbult, Kumashiro, & Hannon, 2002; =-=Allen & Eby, 2008-=-).sWhether a mentoring relationship is sponsored through a formal program or is informallysinitiated, it is the mentor who will hold the keys to the dyad’s tempo and style (Ragins etsal., 2000). This ...

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...Benefits Found from Academic Mentoring for Protégés – ExamplessTinto, 1975 - Reduction in rate of dropoutsReskin, 1979 - Personal productivity & professionalismsHouse, 1981 - Buffering against stresss=-=Cameron & Blackburn, 1981-=- - More grant fundingsEkrut & Mokros, 1984 - Life balance & more academic opportunitiessTorrance, 1984 - Greater creativitysLeCluyse et al., 1985 - Higher involvement in the professionsBusch, 1985 - F...

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...mentoring for studentssMead, 1997 - Mentoring skills of strong faculty memberssLooper, 1999 - Assisting student teachers with mentorssBoreen & Niday, 2000 - Mentoring beginning teachers with veteranss=-=Clement, 2000-=- - For the induction of new teacherssFeiman-Nemser, 2001 - Improving teacher developmentsBrotherton, 2001 - Student mentoring through the internetsGrimes, 2001 - Encourages professors to mentorsBennet...

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...ater earnings & career satisfactionsBurke, 1984 - Career success & satisfactionsFagenson, 1988 - More organizational power & influencesFagenson, 1989 - Higher mobility, recognition, & promotion ratess=-=Bahniuk, Dobos, & Hill, 1990-=- - Career communications improvementsColarelli & Bishop, 1990 - Commitment to one’s careersDreher & Ash, 1990 - More promotions & higher earningssViator & Scandura, 1991 - Reduced turnover intentionss...

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...ts stakeholders, seeking to peer intosthat particular black box.sSince then, mentoring research has split into four primary literature streams (seesTables 1 & 2), each with its own foci and concerns (=-=Buell, 2004-=-; Eby, Allen, Evans, Ng,s& DuBois, 2008). Business or organizational research tends to consider the benefitssand antecedents of mentoring relationships with an eye toward developing effectivesformal m...

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...nt of minority employeessZey, 1984 - Employees who feel connected to the firmsFagenson, 1988 - Employees who feel listened to by the firmsFagenson, 1989 - More satisfied & internally-mobile employeess=-=Burke, McKenna, & McKeen, 1991-=- - Committed employees & larger talent poolsChao, 1997 - Improved employee socializationsDonaldson, Ensher, & Grant-Vallone, 2000 - Organizational commitment & citizenshipsbehavior from employeessSome...

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...atterns ofsinteraction vary considerably across cultures (Gaines, Gurung, Lin, & Pouli, 2006), andscultural values, such as collectivism and individualism, can significantly impact as79srelationship (=-=Chen et al., 2002-=-). Therefore, the vignettes for this experiment weresdesigned to reflect the culture of the protégé represented and not just his or her race,smanipulating the gender and culture of the protégé through...

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..., 2000 - For the induction of new teacherssFeiman-Nemser, 2001 - Improving teacher developmentsBrotherton, 2001 - Student mentoring through the internetsGrimes, 2001 - Encourages professors to mentors=-=Bennetts, 2002-=- - Outlines a Traditional Mentor RelationshipsAustin, 2002 - Doctorate socialization through mentoringsDorsey & Baker, 2004 - Conceptual framework for student successsSambunjak et al., 2006 - Mentorin...

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...Relates graduate mentoring to apprenticeshipsBennett, 1997 - Tele-mentoring for studentssMead, 1997 - Mentoring skills of strong faculty memberssLooper, 1999 - Assisting student teachers with mentorss=-=Boreen & Niday, 2000-=- - Mentoring beginning teachers with veteranssClement, 2000 - For the induction of new teacherssFeiman-Nemser, 2001 - Improving teacher developmentsBrotherton, 2001 - Student mentoring through the int...

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...s and females from each cultural profile were selected. The inclusion of a broadsrepresentation of respondent types supports the delivery of results that can besgeneralized across culture and gender (=-=Christensen, 2001-=-), so the selection processsused to choose participants incorporated this goal while randomly assigning thesexperimental conditions within each category (Campbell & Stanley, 1963).s9sHalf of the exper...

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...nitial career placementsCronan-Hillix et al., 1986 - Research involvement & outputsWright & Wright, 1987 - More networking & personal identitysSwerdlick & Bardon, 1988 - Greater friendship & advisings=-=Beck, 1989-=- - Improved career developmentsWilde & Schau, 1991 - Improved professional developmentsNewby & Heide, 1992 - Increased confidence & self-efficacysEllis, 1992 - A high-trust environment for learningsMe...

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...municationsbetween participants (Graham, 1997). Although the word “mentoring” is intrinsicallyscharged as something positive (Johnson & Huwe, 2002), as a complex and emotionallysintense relationship (=-=Biaggio, Paget, & Chenoweth, 1997-=-) ensconced within what maysbe a less-than-supportive environment (Johnson, 2002) there is a risk that actualsoutcomes may range from low-grade discomfort (Burke & McKeen, 1990) to marginalsblandness ...

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...concludes with a notesregarding its actual practice. Many major U.S. companies have installed formalsmentoring programs, seeking the benefits mentoring promises for their employees andsorganizations (=-=Bragg, 1989-=-; Douglas & McCauley, 1997), while developmentalsrelationships in general continue to be actively encouraged by numerous other firmsswithout resorting to the formality of a corporate mentoring program...

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...& satisfactionsFagenson, 1988 - More organizational power & influencesFagenson, 1989 - Higher mobility, recognition, & promotion ratessBahniuk, Dobos, & Hill, 1990 - Career communications improvements=-=Colarelli & Bishop, 1990-=- - Commitment to one’s careersDreher & Ash, 1990 - More promotions & higher earningssViator & Scandura, 1991 - Reduced turnover intentionssWhitely et al., 1991 - Higher promotion rate & total compensa...

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...e’s intent to mentor independentsof participant age and tenure (Ragins & Cotton, 1993). This could operate through assense of career-maintenance associated with having reached one’s upward potentials(=-=Baird & Kram, 1983-=-), or it could come from a sense of reduced barriers to mentoringsand greater freedom to access organizational resources (Allen et al., 2000; Eby et al.,s2005). Therefore, participant rank was include...

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...ionship again, as well as participant reports on how much mentoring andscommunication took place in later relationships (Allen, Poteet, Russell, et al., 1997;sFagenson-Eland, Marks, & Amendola, 1997; =-=Baker, Hocevar, & Johnson, 2003-=-). Thissmakes the point at which a mentor perceives his or her expected benefits unclear sincesprior mentoring relationships can alter one’s opinions and perceptions about futuresmentoring. While not ...

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...for hearingsTable 6sBenefits Found from Mentoring for Mentors – ExamplessKlauss, 1981 - Training for senior level roles & responsibilitiessHunt & Michael, 1983 - Development of a support & power bases=-=Barnett, 1984-=- - Acceptance of a legacy-building life stagesReich, 1986 - Managerial experience & exposure for womensBaker, 1990 - Trans-corporate ties & cooperative networkssSmith, 1990 - Motivation & leadership s...

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...s. Viewed as an essential step in theory testing (Bacharach,s1989), the controlled setting of this experiment and its quantitative analyses allows forsthe establishment of cause-effect relationships (=-=Cook & Campbell, 1979-=-) while thesqualitative interview questions help identify whether the manipulated variables andscontextual conditions were important and, if not, what were (Babbie, 2001). Therefore,sthe analyses of e...

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...Burlew (1991) considered howsmentoring can be defined as a set of relationships (rather than one primary relationship)sthat together fulfill the protégé’s mentoring needs. These views (as lamented bys=-=Benishek et al. 2004-=-, among others) appear to assume mentoring is less about asmeaningful relationship and more about a set of activities and requirements. Suchsdivergence in the basic view of just what mentoring is coul...

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...he professed effects of mentoringsAcademic or Educational ResearchsHansen & Kennedy, 1995 - Success strategies for female graduate studentssBrooks, 1996 - Relates graduate mentoring to apprenticeships=-=Bennett, 1997-=- - Tele-mentoring for studentssMead, 1997 - Mentoring skills of strong faculty memberssLooper, 1999 - Assisting student teachers with mentorssBoreen & Niday, 2000 - Mentoring beginning teachers with v...

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...esults from Unproductive Closeness or Distance – ExamplessBlackburn et al., 1981 - Mentor tendency to prefer protégé “clones”sMyers & Humphreys, 1985 - Pre-selection, harassment, or use for busy works=-=Blevins-Knabe, 1992-=- - Boundary-crossing in dual relationshipssFranke & Dahlgren, 1996 - Mimicking behavior creating non-independencesHurley, 1996 - Sexual intimacy between partiessScandura, 1998 - Overly-good or –bad in...

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...& Keyton, 1995 - Intimacy & informality variables by gendersKalbfleisch, 1997 - Communication strategies in conflict situationssEisenman & Thornton, 1999 - Developing a long-range tele-mentoring plans=-=Bokeno & Gantt, 2000-=- - Mentoring as a dialogic practice for learningsLocke & Williams, 2000 - Gender-based communication stylessParra et al., 2002 - Year-long process-oriented model investigationsEnsher et al., 2003 - Me...

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...g student teachers with mentorssBoreen & Niday, 2000 - Mentoring beginning teachers with veteranssClement, 2000 - For the induction of new teacherssFeiman-Nemser, 2001 - Improving teacher developments=-=Brotherton, 2001-=- - Student mentoring through the internetsGrimes, 2001 - Encourages professors to mentorsBennetts, 2002 - Outlines a Traditional Mentor RelationshipsAustin, 2002 - Doctorate socialization through ment...

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...rmation technology personnelsUnderhill, 2006 - Analysis on the professed effects of mentoringsAcademic or Educational ResearchsHansen & Kennedy, 1995 - Success strategies for female graduate studentss=-=Brooks, 1996-=- - Relates graduate mentoring to apprenticeshipsBennett, 1997 - Tele-mentoring for studentssMead, 1997 - Mentoring skills of strong faculty memberssLooper, 1999 - Assisting student teachers with mento...

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...cGrath, 1981), more richly describe the experimental events in-depth (VanMaanen,s1979; Locke & Golden-Biddle 2002), and allow the strengths of one source to helpsovercome the weaknesses of the other (=-=Aluko, 2006-=-). There is no attempt herein tosconduct a qualitative analysis on the interview data.s101sEthical ConsiderationssThis experiment was designed to be quick and non-intrusive on its participants,sdelive...

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...al form, job vs. career focussFerguson, 1997 - Social networking hot-spotssLindenberger & Zachary, 1999 - Program-building guide for employerssFarrey, 2001 - What to look for in a professional mentors=-=Barton, 2002-=- - Requesting managers to mentor staffsCopeland, 2002 - Benefits to information technology personnelsUnderhill, 2006 - Analysis on the professed effects of mentoringsAcademic or Educational ResearchsH...

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...ome. Before sailing off to war, Odysseus put an old friend in charge of his infantsson, Prince Telemachus, to help the prince become “better equipped to meet theschallenges he faced throughout life” (=-=Caravalho & Maus, 1996-=-, p. 17). The old friendsguarded, guided, and taught Telemachus during the 20 years required for Odysseus tosreturn to Ithaca, proving himself to be true to the commitment he made to his king.sAlways ...

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...al networking hot-spotssLindenberger & Zachary, 1999 - Program-building guide for employerssFarrey, 2001 - What to look for in a professional mentorsBarton, 2002 - Requesting managers to mentor staffs=-=Copeland, 2002-=- - Benefits to information technology personnelsUnderhill, 2006 - Analysis on the professed effects of mentoringsAcademic or Educational ResearchsHansen & Kennedy, 1995 - Success strategies for female...