Many scholars of organizational socialization have argued that the interaction between newcomers and more experienced members in an organization is the main channel through which newcomers can learn their roles in the organization. This study examined how the newcomers' leader-member and social network relationships related to their role…

This study examines the content of developmental networks from the perspective of self-determination theory. We qualitatively examine 18 proteges' constellations of developmental relationships to identify specific types of developmental support functions. Our study shows that the adoption of self-determination theory leads to a theory-based…

Two studies examined the relative importance of good versus bad mentoring experiences in predicting subjective states associated with the mentoring relationship. Study 1 examined the protege perspective and found general support for the proposition that, on average, bad is stronger than good in predicting protege outcomes. Study 2 adopted the…

Two studies were conducted to examine how perceptions of support for mentoring relate to mentoring attitudes and outcomes for both proteges and mentors, over and above established predictors. In study 1, proteges provided information on their perceptions of support for mentoring and mentoring received. As expected, perceived management support for…

A survey of 138 proteges and 218 others not being mentored identified the frequency with which mentors or supervisors provided career/psychosocial functions. Mentors fulfilled a range of functions early in the relationship and continued to do so. The stimulated/challenged and psychosocial functions predominated. Nonmentors do not provide the…

Results from 179 of 346 people surveyed were as follows: (1) mentors rated their proteges' relationships with peers, supervisors, and departments less favorably than did proteges; (2) supervisors rated nonproteges' similar relationships more favorably than nonproteges did; and (3) mentors' and supervisors' ratings of their proteges/subordinates…

This study examined the role of self-disclosure within protege/mentor dyads in formal mentoring partnerships within a corporate context as a means of learning more about specific relationship processes that may enhance the positive outcomes of mentoring. While both proteges and mentors self-disclosed in their relationships, proteges disclosed at a…

Previous studies in business organizations have shown that mentoring provides numerous benefits for both individuals and organizations. Most of this mentoring research has been based on traditional, hierarchical mentor-protege relationships in non-academic settings. We discuss why there is little empirical research on faculty mentoring and review…

We use a two-stage process to inductively develop a framework to understand the mechanisms that influence academic research collaborations. First, we draw on the research collaboration experiences of three distinguished careers researchers to develop a process framework. The framework outlines the phases for the project from initiation through to…

For 178 employees, perceptions of organizational politics were negatively related to manager assessments of employees' likelihood of staying. This association was true only for employees with moderate to strong exchange ideology (beliefs regarding workplace reciprocity). (Contains 45 references.) (SK)

When first-year master's degree students were paired with second-year peer mentors, psychosocial mentoring had a positive effect on political and performance socialization, and career-related mentoring positively affected organizational relationships. Those who received more mentoring reported greater ability to cope with stress. (SK)

Examined the way people interpret ambiguous, but potentially sexual, interactions between the sexes in a work setting. Respondents (N=218) evaluated a vignette depicting such an interaction. Men interpreted the vignettes more positively than did women. Incidents initiated by women were viewed more positively. (Author/RC)

Using a sample of 566 nurses, this study focused on role stress, conceptualized in terms of role conflict, uncertainty about acceptance of one's behavior by supervisors and peers, and role ambiguity. Results indicated that individual attributes, including education, locus of control, and professional commitment, predicted role stress. (Author/RC)

Middle managers (n=58) were presented with three check lists containing effective and ineffective managerial traits. Each manager was asked to describe a superior, a peer, and a subordinate. Multidimensional scaling solutions were then calculated from these check list data. Ratings, obtained on five properties, were used to interpret the…