The supportive mentor as a means of reducing work-family conflict

Journal of Vocational Behavior

Volumn 59, Issue 3, 2001, Pages 364-381

  Nielson, Troy R ^a   Carlson, Dawn S ^b   Lankau, Melenie J ^c  

^a CALIFORNIA STATE UNIVERSITY   (United States)

^b BAYLOR UNIVERSITY   (United States)

^c UNIVERSITY OF GEORGIA   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 0035700366     PISSN: 00018791     EISSN: None     Source Type: Journal    
DOI: 10.1006/jvbe.2001.1806     Document Type: Article

References (57)

1. Value of congruence between co-workers and its relationship to work outcomes
2. An investigation of the effects of protégé gender on responses to mentoring
3. The 100 best companies to work for in America
4. Construction and initial validation of a multi-dimensional measure of work-family conflict
5. The role of social support in the stressor-strain relationship: An examination of work-family conflict
6. Formal and informal mentorships: A comparison on mentoring functions and contrast with nonmentored counterparts
7. Improving interactional organizational research: A model of person-organization fit
8. Stress, social support, and the buffering hypothesis
9. Percept-percept inflation in microorganizational research: An investigation of prevalence and effects
10. Considering sources and types of social support: A psychometric evaluation of the House and Wells ((1978) instrument)
11. A comparative study of mentoring among men and women in managerial, professional, and technological positions
12. Job stress-social support buffering effects across gender
13. Gender differences in work-family conflict
14. Moderation effect of social support on the stress-burnout relationship
15. The power of a mentor: Protégés' and nonprotégés' perceptions of their own power in organizations
16. The mentor advantage: Perceived career/job experiences of proteges vs. non-protégés
17. Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface
18. Relationship of work and family stressors to psychological distress: The independent moderating influence of social support, mastery, active coping, and self-focused attention
19. Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface
20. Workplace family supportive programs: Predictors of employed parents' importance ratings
21. Developing and testing an integrative model of the work-family interface
22. Employer supported child care, work/family conflict, and absenteeism: A field study
23. Work experiences, job performance, and feeling of personal and family well-being
24. Sources of conflict between work and family roles
25. Rational versus gender role explanations for work-family conflict
26. Work-family conflict in the dual-career family
27. Work stress and social support
28. Organizational stress: Studies in role conflict and ambiguity
29. Social factors in psychopathology: Stress, social support, and coping processes
30. Managing the work-nonwork boundary: An assessment of organizational responses
31. Mentoring at work: Developmental relationships in organizational life
32. A relational approach to career development
33. Mentoring as an antidote to stress during corporate trauma
34. Mentoring in a context of diversity and turbulence
35. An examination of mentoring, peer developmental relationships, and team participation as sources of learning in an organization
36. Coping patterns and predictors of burnout: The function of control and escapist coping patterns
37. New directions for mentoring research: An examination of related constructs
38. Development and validation of work-family conflict and family-work conflict scales
39. An investigation of the determinants of successful assigned mentoring relationships
40. People and organizational culture: A profile comparison approach to assessing person-organization fit
41. Role stressors, social support, and well-being among two-career couples
42. Work and family variables, entrepreneurial career success, and psychological well-being
43. Boundary control: The social ordering of work and family time in a high-tech corporation
44. Diversified mentoring relationships in organizations: A power perspective
45. Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships
46. Gender differences in expected outcomes of mentoring relationships
47. Mentorship and career mobility: An empirical investigation
48. Mentoring and organizational justice: An empirical investigation
49. The effects of sex and gender role orientation on mentorship in male-dominated occupations
50. Leader-member exchange and supervisor career mentoring as complementary constructs in leadership research
51. Perspectives on mentoring
52. Mentoring in public accounting firms: An analysis of mentor-protégé relationships, mentorship functions, and protégé turnover intentions
53. The relationship between ethical conflict, organizational commitment and turnover intentions in the salesforce
54. Impact of family-supportive work variables on work-family conflict and strain: A control perspective
55. Role of protégé personality in receipt of mentoring and career success
56. Relationship of career mentoring and socio-economic origin to managers' and professionals' early career progress
57. Organizational benefits of mentoring