• 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, ...

The Role of Personality in Mentoring Relationships: Formation, Dynamics, and Outcomes
The role of personality in mentoring relationships: Formation, dynamics, and outcomes

During the past two decades, considerable research has examined the impact of mentoring relationships at work (see Noe, Greenberger, & Wang, 2002; Wanberg, Welsh, & Hezlett, 2003, for recent reviews). A traditional mentoring relationship1 is an intense interpersonal exchange between a senior, experienced, and knowledgeable employee (i.e., the mentor) who provides advice, counsel, feedback, and support related to career and personal development for a less experienced employee (the protégé) (Kram, 1985; Noe et al., 2002). A recent metaanalysis confirmed earlier qualitative reviews by finding that mentoring relationships are related to both objective and subjective measures of career success (Allen, Eby, Poteet, Lentz, & Lima, ...

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