TBHA01 02/02/2007 11:21 AM Page i The Blackwell Handbook of Mentoring TBHA01 02/02/2007 11:21 AM Page ii To my fascinating husband Mark and my extraordinary son Ethan, who fill my life with inspiration, joy, and love Tammy D. Allen To my supportive and loving family, especially Craig and Turner Alexis Lillian T. Eby TBHA01 02/02/2007 11:21 AM Page iii The Blackwell Handbook of Mentoring A Multiple Perspectives Approach Edited by Tammy D. Allen Department of Psychology, University of South Florida Lillian T. Eby Department of Psychology, University of Georgia TBHA01 02/02/2007 11:21 AM Page iv © 2007 by Blackwell Publishing Ltd BLACKWELL PUBLISHING 350 Main Street, Malden, MA 02148-5020, USA 9600 Garsington Road, Oxford OX4 2DQ, UK 550 Swanston Street, Carlton, Victoria 3053, Australia The right of Tammy D. Allen and Lillian T. Eby to be identified as the Authors of the Editorial Material in this Work has been asserted in accordance with the UK Copyright, Designs, and Patents Act 1988. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, except as permitted by the UK Copyright, Designs, and Patents Act 1988, without the prior permission of the publisher. First published 2007 by Blackwell Publishing Ltd 1 2007 Library of Congress Cataloging-in-Publication Data The Blackwell handbook of mentoring : a multiple perspectives approach / edited by Tammy D. Allen, Lillian T. Eby. p. cm. Includes bibliographical references and index. ISBN-13: 978-1-4051-3373-9 (hardcover: alk. paper) 1. Mentoring. I. Allen, Tammy D. II. Eby, Lillian T. BF637.M45B56 2007 158’.3—dc22 2006025795 A catalogue record for this title is available from the British Library. Set in 10/12pt Galliard by Graphicraft Limited, Hong Kong Printed and bound in Singapore by COS Printers Pte Ltd The publisher’s policy is to use permanent paper from mills that operate a sustainable forestry policy, and which has been manufactured from pulp processed using acid- free and elementary chlorine-free practices. Furthermore, the publisher ensures that the text paper and cover board used have met acceptable environmental accreditation standards. For further information on Blackwell Publishing, visit our website: www.blackwellpublishing.com TBHA01 02/02/2007 11:22 AM Page v Contents Notes on Contributors ix Foreword xvii Mark L. Savickas Acknowledgments xxi Part I Introduction 1 1 Overview and Introduction 3 Tammy D. Allen and Lillian T. Eby 2 Definition and Evolution of Mentoring 7 Lillian T. Eby, Jean E. Rhodes, and Tammy D. Allen Part II Theoretical Approaches and Methodological Issues 21 3 Youth Mentoring: Theoretical and Methodological Issues 23 Thomas E. Keller 4 Student–Faculty Mentoring: Theoretical and Methodological Issues 49 W. Brad Johnson, Gail Rose, and Lewis Z. Schlosser 5 Workplace Mentoring: Theoretical Approaches and Methodological Issues 71 Terri A. Scandura and Ekin K. Pellegrini 6 Reflections on the Theoretical Approaches and Methodological Issues in Mentoring Relationships 93 Marcus M. Butts, Jaime R. Durley, and Lillian T. Eby TBHA01 02/02/2007 11:22 AM Page vi vi contents Part III Naturally Occurring Mentoring Relationships 97 7 Naturally Occurring Mentoring Relationships Involving Youth 99 Renée Spencer 8 Naturally Occurring Student–Faculty Mentoring Relationships: A Literature Review 119 Carol A. Mullen 9 Naturally Occurring Mentoring Relationships Involving Workplace Employees 139 Thomas W. Dougherty, Daniel B. Turban, and Dana L. Haggard 10 Reflections on Naturally Occurring Mentoring Relationships 159 Elizabeth Lentz and Tammy D. Allen Part IV Benefits of Mentoring 163 11 The Benefits Associated with Youth Mentoring Relationships 165 Lynn Blinn-Pike 12 Student–Faculty Mentorship Outcomes 189 W. Brad Johnson 13 The Benefits Associated with Workplace Mentoring Relationships 211 Aarti Ramaswami and George F. Dreher 14 Reflections on the Benefits of Mentoring 233 Angie L. Lockwood, Sarah Carr Evans, and Lillian T. Eby Part V Diversity and Mentoring 237 15 Diversity and Youth Mentoring Relationships 239 Belle Liang and Jennifer M. Grossman 16 Mentoring in Academia: Considerations for Diverse Populations 259 William E. Sedlacek, Eric Benjamin, Lewis Z. Schlosser, and Hung-Bin Sheu 17 Diversity and Workplace Mentoring Relationships: A Review and Positive Social Capital Approach 281 Belle Rose Ragins 18 Reflections on Diversity and Mentoring 301 Hazel-Anne M. Johnson, Xian Xu, and Tammy D. Allen Part VI Best Practices for Formal Mentoring Programs 305 19 Best Practices for Formal Youth Mentoring 307 Andrew Miller 20 Best Practices for Student–Faculty Mentoring Programs 325 Clark D. Campbell TBHA01 02/02/2007 11:22 AM Page vii contents vii 21 Best Practices for Workplace Formal Mentoring Programs 345 Lisa M. Finkelstein and Mark L. Poteet 22 Reflections on Best Practices for Formal Mentoring Programs 369 Kimberly E. O’Brien, Ozgun B. Rodopman, and Tammy D. Allen Part VII Integrating Multiple Mentoring Perspectives 373 23 New Directions in Mentoring 375 Steve Bearman, Stacy Blake-Beard, Laurie Hunt, and Faye J. Crosby 24 Common Bonds: An Integrative View of Mentoring Relationships 397 Tammy D. Allen and Lillian T. Eby Bibliography 420 Name Index 465 Subject Index 481 TBHA01 02/02/2007 11:22 AM Page ix Notes on Contributors Editors Tammy D. Allenis Professor of Psychology at the University of South Florida. Her research interests include mentoring relationships, work–family issues, organizational citizenship behavior, and occupational health psychology. Her mentoring research has focused on factors that relate to both formal and informal mentorship effectiveness and on understanding mentoring relationships from the viewpoint of the mentor. Her research has been published in journals such as Journal of Applied Psychology, Personnel Psychology, and Journal of Vocational Behavior. She is currently Associate Editor of the Journal of Occupational Health Psychology and serves on the editorial boards of several other leading journals. Lillian T. Eby is Professor of Psychology and Fellow at the Institute for Behavioral Research at the University of Georgia. Her research program focuses on career-related issues such as workplace mentoring, job-related relocation, career success, the work– family interface, and gender issues in organizations. For the past 9 years she has sys- tematically investigated both the positive and negative aspects of mentoring relationships from the perspective of the protégé, mentor, and organization. She has published over 50 research articles and book chapters and her work appears in such outlets as Personnel Psychology, Journal of Applied Psychology, and the Journal of Vocational Behavior. Lillian is also co-editing a special issue of the Journal of Vocational Behavior on multidisciplinary approaches to mentoring research and was recently awarded a grant by the National Institute on Drug Abuse to study the relationship between mentoring relationships and employee turnover in substance abuse treatment centers. Contributors Steve Bearmanis a social psychology doctoral student at the University of California, Santa Cruz. His work integrates the perspective that people are not self-contained TBHA01 02/02/2007 11:22 AM Page x x contributors entities, but rather are distributed across networks of interactions, with research on interventions to diminish racism and other forms of oppression. Bearman is also a counselor and the founder of Interchange, a San Francisco based training program in Radical Counseling. Eric Benjamin is a Professor of Psychology at Montgomery College in Rockville, Maryland. He is also an adjunct professor in the Counseling and Human Services Department at Johns Hopkins University and at Bowie State University. He has published several articles and manuscripts investigating the development and role of cultural and racial identity. Additionally he has served on the editorial board of the Journal of Counseling and Student Development. He is currently consulting with secondary educational institutions in order to utilize noncognitive predictors of aca- demic success to promote student retention and matriculation. Stacy Blake-Beard is an Associate Professor of Management at the Simmons College School of Management and Research Faculty in the Center for Gender in Organizations. She holds a BS in Psychology from the University of Maryland and an MA and PhD in Organizational Psychology from the University of Michigan. Her research focuses on the impact of changing workforce demographics on mentor- ing relationships. She has published research on gender, diversity, and mentoring in several publications including the Journal of Career Development, the Academy of Man- agement Executive, Psychology of Women Quarterly, and the Journal of Business Ethics. Lynn Blinn-Pike is currently a Professor of Sociology, Indiana University-Purdue University. She received her doctorate from the Ohio State University. Her research interests include examining how to prevent or ameliorate the effects of high-risk behaviors such as gambling, unsafe sex, and substance use among youth. She has developed, directed, and evaluated community-based mentoring programs for preg- nant and parenting adolescents in over 15 states. Marcus M. Butts is a doctoral student in Applied Psychology at the University of Georgia. His research interests include careers, mentoring, organizational commit- ment, and research methods. Clark D. Campbell is a Professor of Psychology and Director of Clinical Training in the Graduate Department of Clinical Psychology at George Fox University in Newberg, Oregon. He is also Adjunct Associate Professor of Psychiatry and Family Medicine at Oregon Health and Sciences University. In addition to mentoring gradu- ate students in clinical psychology, he maintains a small private practice in a rural community and enjoys outdoor activities with his family. Faye J. Crosby is a social psychologist specializing in issues of social justice. She has written, co-written, edited, or co-edited 14 books and over 150 articles and chap- ters. Crosby is the recipient of numerous awards including the Carolyn Wood Sherif Award (bestowed by Division 35 of the APA), the Lewin Award (bestowed by the Society for the Psychological Study of Social Issues), and an honorary doctorate from Ball State University. Crosby’s most recent book, published by Yale University Press, TBHA01 02/02/2007 11:22 AM Page xi contributors xi is Affirmative Action is Dead; Long Live Affirmative Action. Crosby also writes about and attempts to put into practice good mentoring. Thomas W. Dougherty is the Hibbs/Brown Chair of Business & Economics and Professor of Management at the University of Missouri-Columbia. He is currently doctoral program coordinator for the Department of Management. He received his PhD in Industrial/Organizational Psychology from the University of Houston. His research interests are diverse and have included mentoring/networking relationships and linkages to career success, employment interviewer decision-making, and role stress and burnout. George F. Dreher is a Professor of Business Administration in the Kelley School of Business at Indiana University-Bloomington. He recently was a visiting scholar at Hong Kong University of Science and Technology. He received his PhD in Industrial/ Organizational Psychology from the University of Houston. His current research addresses the role of race, ethnicity, age, and gender in accounting for selection, promotion, and retention decisions in organizational settings (with a focus on mana- gerial and executive talent pool management). His research has been published in journals such as the Academy of Management Journal, the Academy of Management Review, the Journal of Applied Psychology, Personnel Psychology, Human Relations, and the Journal of Vocational Behavior. He has also co-authored three books and numer- ous other papers and book chapters. Jaime R. Durley is a doctoral student in Applied Psychology at the University of Georgia. Her primary research interests include mentoring, career development, and gender issues. Sarah Carr Evans is a doctoral student in Applied Psychology at the University of Georgia. Her research interests include workplace mentoring, dysfunctional relationships at work, career development, learning in organizations, and the relationship between work and family life. Lisa M. Finkelsteinis an Associate Professor and Coordinator of the Social-Industrial/ Organizational Area in the psychology department at Northern Illinois University in DeKalb, IL. She received her PhD in Industrial/Organizational Psychology in 1996 from Tulane University in New Orleans. Her current central research interests include mentoring, age and generation issues in the workplace, and humor at work. She is currently serving as Secretary of the Society for Industrial and Organizational Psychology. Jennifer M. Grossman, Post-Doctoral Fellow, Harvard Medical School/ Massachusetts General Hospital, has been involved in a variety of research projects focusing on adolescent development and diversity. Her recent research focuses on the impact of ethnic identity and racial discrimination in Asian American youth. She has published several articles and book chapters related to socio-cultural influences on adolescent development.