Drawing upon role-making theory, this study examines which new job market entrants, following college graduation, find informal mentors and how much mentoring they receive from these mentors using a predictive design. Our results suggest that individuals lower in negative affectivity and higher in cognitive ability as well as women, individuals…

To extend research on fundamental motivational orientations into a new domain, we explored the achievement (positive) and avoidance (negative) orientations of formal organization-based mentors and proteges as joint predictors of personal learning experienced by both parties. We also examined the extent of mentoring functions provided by mentors as…

Responses from 343 of 496 business/engineering graduates revealed different patterns of acquisition of information about their new job setting. The 105 who had mentors relied on observation and their mentors, the others on observation and co-workers. Mentored workers learned more about organizational issues and practices. (SK)

Multivariate analyses of data from 217 mentor-protege dyads found that proteges with high learning-goal orientation similar to their mentors perceived the most psychosocial support, career development, idealized influence, managerial aspirations, and career satisfaction than dyads with low learning-goal orientation or dissimilar levels within the…