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SummaryThe present study examines three classes of career competencies proposed as important predictors of success in the boundaryless career. Three criteria of career success were examined: perceived career satisfaction, perceived internal marketability, and perceived external marketability. Using data from 458 alumni from a large southeastern university, predictions were tested using partial correlations and dominance analysis. The results found support for the importance of 'knowing why,' 'knowing whom,' and 'knowing how' as suggested by previous theoretical work. The findings are discussed in reference to future research and theorizing on the boundaryless career.

A methodological review was conducted of work-family (WF) research published in industrial-organizational psychology and organizational behavior journals over a period of 24 years (1980-2003). Content analysis was conducted on 225 individual studies published in 210 articles to categorize methodological features, including the research design, sources of data used, data analysis techniques, reliability and validity of measures used, and sociodemographic characteristics of the samples. Results support many of the criticisms of WF research and suggest that scholars publishing WF research in industrial-organizational psychology and organizational behavior journals could make greater use of longitudinal and experimental research designs, gather more multisource data, and move beyond the individual level of analysis. Adopting more diverse conceptualizations of family, including a greater proportion of racial and ethnic minorities, and studying workers in occupations other than managerial or professional positions also appear warranted. Finally, methodological trends varied across specific WF content areas, which suggests that distinct methodologies might be useful to advance knowledge of specific WF topics.

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Two studies were conducted to operationalize the construct of negative mentoring experiences, establish content validity, and test theorybased predictions associated with a nomological network of related variables. As predicted, the negative experiences of mentor Distancing Behavior and Lack of Mentor Expertise were more often reported in the separation phase and among prottgts in formally arranged mentoring relationships. All types of experiences were related to careerrelated support, psychosocial support, and learning, with Distancing Behavior being most highly related to career support and learning. Significant correlations were also found with relational complementarity, social exchange perceptions, intentions to leave the relationship, depressed mood, and psychological job withdrawal. Negative mentoring was also distinct from positive mentoring, general workplace stress, and dissatisfymg social relationships at work, providing discriminant validity evidence. Finally, negative mentoring had explanatory power in predicting protCgCoutcomes over and above positive mentoring. The findings are discussed in terms of future research on mentoring as well as applied practice.Mentoring refers to an intense interpersonal relationship between a senior, more experienced individual (the mentor) and a junior, less experienced individual (the prottgt) whereby the mentor provides career and personal guidance to the protCgC (Kram, 1985). Mentors provide two types of support to prottgts. Career-related support involves the mentor actively working to increase the prottgt's visibility within the organization and providing high quality developmental experiences. Psychosocial support refers to the extent of intimacy, friendship, and trust between mentor and prottgt. Mentoring is associated with salary growth,