Workplace Mentorship: A Critical Review

被引:28
|
作者
Ivey, Gary W. [1 ]
Dupre, Kathryne E. [2 ]
机构
[1] Canadian Armed Forces, Mil Personnel Res & Anal, Ottawa, ON, Canada
[2] Carleton Univ, Dept Psychol, Ottawa, ON, Canada
关键词
mentoring; mentoring outcomes; organizational justice; self-determination theory; indirect exposure; NEGATIVE MENTORING EXPERIENCES; ORGANIZATIONAL JUSTICE; SELF-DETERMINATION; PROTEGES; WORK; BENEFITS; PERCEPTIONS; GENDER; HEALTH; WOMEN;
D O I
10.1177/0894845320957737
中图分类号
B849 [应用心理学];
学科分类号
040203 ;
摘要
Mentoring is a popular workplace practice, bolstered by a substantial body of literature that has underscored its positive outcomes for proteges and organizations. Less pronounced are the potential risks and costs associated with workplace mentorship. In this article, we consolidate what is known about workplace mentorship and draw on organizational justice research, self-determination theory, and findings related to indirect exposure to expand on the potentially darker side of workplace mentorship. Our comprehensive review suggests that workplace mentorship appears to have positive consequences in particular circumstances for particular groups of employees, but the conclusiveness of its positive effects is limited by significant gaps in the research. To assist in determining if the potential benefits outweigh the potential risks and costs, we offer a list of considerations for individual employees who are considering engaging in a mentoring relationship and for those implementing workplace mentoring programs.
引用
收藏
页码:714 / 729
页数:16
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