Self-initiated mentoring and career success: A predictive field study

Proactive work behavior: Forward-thinking and change-oriented action in organizations.

“…For example, in a study of newcomers, Ashford and Black (1996) found that proactive relationship-building with the supervisor had a strong relationship with self-rated performance 6 months later (β=.56, p<.001). Similarly, early career employees who actively sought out possibilities to be mentored and get into contact with senior colleagues at the beginning of their career were more likely to have a higher income and a higher hierarchical position two years later (β=.20, p<.05 for both income and hierarchical position; Blickle, Witzki, & Schneider, 2009). In a related vein, Singh, Ragins, and Tharenou (2009) showed that employees who engaged in career initiative and in skill development were more likely to have acquired a personal mentor at work one year later (β=.25, p<.05, for both career initiative and skill development); these findings are again stressing the importance of proactive career behaviors for shaping interpersonal relations in order to progress within a company.…”

Relational Mentoring Episodes as a Catalyst for Empowering Protégés

“…Relationships with mentors actively contribute to the personal and professional growth of protégés by providing assistance in the form of career/instrumental and psychosocial/emotional support (Higgins & Kram, 2001). These types of relationships can be a source of high-quality connections that produce many benefits including positive social capital (Blickle, Witzki, & Schneider, 2009;Dobrow, Chandler, Murphy, & Kram, 2012;Eby et al, 2013). Another benefit not yet investigated is psychological empowerment, but there is a natural potential for mentors to help protégés navigate the nonlinear career path of today's workplaces.…”

Software Quality Management Improvement through Mentoring: An Exploratory Study from GSD Projects

“…The pioneering work on mentoring [25], [26] suggested that mentoring is a powerful influence on success in organizational environments [27]. As a result of mentoring outputs, the protégé achieves a remarkable improvement in his professional career [28], [29], [30], a higher income [29], [31] and more satisfaction and social acceptance in the working environment [27], [32].…”

“…[27], [31]). Thus, although mentoring mattered for career success, it represented just a part of a constellation of career resources that are embedded within individuals and their relationships [33].…”