This study integrates current perspectives on “organizational justice” and mentoring theory to develop a framework through which the mentoring process can be reviewed and analyzed. Hypotheses developed from this framework are tested based on a sample of 118 audit professionals from local, regional, national, and international CPA firms. Results indicate that audit professionals who were mentored perceived more distributive and procedural justice, perhaps leading to increased tensions among protégé and nonprotégé auditors. The mentoring functions of psychosocial and role modeling are positively related to distributive and procedural justice, indicating mentoring's importance in understanding fairness in the workplace. After controlling for distributive and procedural justice, psychosocial mentoring makes significant contributions to explaining variances in career expectations, job satisfaction, and organizational commitment; however, role modeling mentoring contributes only additional explanatory variance to career expectations and organizational commitment, while career development mentoring contributes only additional explanatory variance for organizational commitment.
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