• Summary
  • Contents
  • Subject index

The Handbook of Mentoring at Work: Theory, Research, and Practice brings together the leading scholars in the field in order to craft the definitive reference book on workplace mentoring. This state-of-the-art guide connects existing knowledge to cutting-edge theory, research directions, and practice strategies to generate the “must-have” resource for mentoring theorists, researchers, and practitioners. Editors Belle Rose Ragins and Kathy E. Kram address key debates and issues and provide a theory-driven road map to guide future research and practice in the field of mentoring. Key Features Takes a three-pronged approach: Organized into three parts—Research, Theory, and Practice. Breaks new theoretical ground in a time of change: The theory section extends the theoretical horizon by providing perspectives across related disciplines in order to enrich, enliven, ...

Peer Mentoring Relationships
Peer mentoring relationships

Traditional one-on-one mentoring from a more senior person can help increase a protégé's advancement, compensation, and job and career satisfaction (e.g., Allen, Eby, Poteet, Lentz, & Lima, 2004; Russell, 2004), yet flatter organizational structures with fewer hierarchical levels reduce the already relatively low number of potential traditional senior-level mentors available in organizations. As a consequence, individuals must make use of multiple sources of developmental support, especially to succeed in turbulent business environments where layoffs, career plateaus, and limited promotion opportunities can derail the careers of even the most promising employees (Arthur & Rousseau, 1996; Eby, 1997; Higgins & Kram, 2001; Sullivan, 1999). Peer mentors are one such important source of key developmental assistance (e.g., Kram, 1985; Kram & Isabella, 1985).

While ...

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