Using a statistical model, this study examined the correlates and outcomes of mentoring among a sample of 635 technically skilled, professional, and managerial hospital employees (men and women). Whereas individual as well as group and organizational characteristics influenced mentoring, group and orgnizational variables accounted for more variance in mentoring than did the individual variables. Mentoring increased with the protege's organizatoal rank, with leader approachability, and with group effectiveness; it decreased as the protégé's tenure in the organization increased. Men reported more mentoring than women, and non-White minority individuals reported higher levels of mentoring than did White individuals. Mentoring was also associated with increased job satisfaction and decreased work alienation.

ABSTRACt. Paper-and-pencil inventories have been suggested as a less invasive alternative to urinalysis drug testing. Using 702 students in three experiments, an overt integrity test, a personality inventory, an interest inventory and a no-testing control condition were compared. Subjects reacted most positively when no testing was required. When drug testing was required, subjects were most satisfied with either overt tests or urinalysis, and least satisfied with the personality inventory. Attempts to increase the acceptability of personality testing by providing explanations and rationale had no effect on subjects' attitudes.For most people, the terms ~drug testing ~ and ~inalysis" are essentially synonymous, at least in employment contexts. Most of the literature concerning drug testing has centered on various biochemical methods designed to detect the presence of drug metabolites in an individual's urine. Yet this is cert~in|y not the only approach being used to screen out employees who are likely to use drugs on the job. An alternafive approach consists of the use of paper-and-pencil inventories cornWe wish to express our appreciation to Andrew Co]felt for his assistance in research design and data collection, and to Kevin Murphy and Terry Stecher for their comments on previous draits of this paper.

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ABSTRACt. Numerous studies have shown that job applicants may react negatively to drug, integrity, and personality testing and that these negative reactions can affect their attitudes and job search behavior. However, it is not clear if these negative reactions are equally strong among users and non-users of drugs. Using a sample of 509 subjects responding to a hypothetical employer, results showed that drug users had more negative reactions than non-users to urinalysis, overt integrity tests and personality inventories. Drug users responded equally negatively to all forms of testing, while non-users were especially negative towards personality tests.

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