This study explores the mediating role of negative affect between three negative mentoring experiences of protégés: (i) a mentor–protégé mismatch within the dyad; (ii) the mentor’s distancing behaviour; and (iii) the mentor’s work-related attitude, and one outcome of negative mentoring, namely, decline of organizational citizenship behaviour for the protégé. Drawing on affective events theory, it is suggested that negative mentoring experiences for the protégé may have far-reaching implications for the protégé and for the organization too.
AllenT.D. (2003). Mentoring others: A dispositional and motivational approach. Journal of Vocational Behavior, 62(1), 134–154.
2.
AllenT.D.EbyLillian T.O’BrienKimberly E.LentzElizabeth (2008). The state of mentoring research: A qualitative review of current research methods and future research implications. Journal of Vocational Behavior, 73(3), 343–357.
3.
ArnoldJ.JohnsonK. (1997). Mentoring in early career. Human Resource Management Journal, 7(4), 61–70.
4.
BarnardC.I. (1938). The functions of the executive. Cambridge, MA: Harvard University Press.
5.
BaronR.M.KennyD.A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.
6.
Bateman.T.S.OrganD.W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee citizenship. Academy of Management Journal, 26, 587–595.
7.
BaumeisterRoy F.BratslavskyEllen (2001). Bad is stronger than good. Review of General Psychology, 5(4), 323–370.
8.
Blake-BeardStacy D. (2001). Taking a look at formal mentoring programs: A consideration of potential challenges facing women. The Journal of Management Development, 20(4), 331–345.
9.
BozemanBarryFeeneyMary K. (2007). Towards a useful theory of mentoring: A conceptual analysis and critique. Administration and Society, 39(6), 719–739.
10.
BozemanBarryFeeneyMary K. (2008). Mentor matching: A ‘goodness of fit’ model. Administration & Society, 40(5), 465–482.
11.
BrownC.D. (1993). Male/female mentoring: Turning potential risks into rewards. IEEE Transactions on Professional Communication, 36(4), 197–200.
12.
BurkeRonald J.McKeenCarol, A.McKennaC. (1993). Correlates of mentoring in organization: The mentor’s perspective. Psychological Reports, 72(3), 883–896.
13.
ConwayN.BrinerR.B. (2005). Understanding psychological contracts at work: A critical evaluation of research. Oxford: Oxford University Press.
14.
DarlingLu Ann W. (1985). What to do about toxic mentors: The mentoring dimension. The Journal of Nursing Administration, 15(5), 4443–4444.
15.
DasboroughM.T. (2006). Cognitive asymmetry in employee emotional reactions to leadership behaviors. The Leadership Quarterly, 17(2), 163–178.
16.
DuckS. (1994). Strategems, spoils and a serpent’s tooth: On the delights and dilemmas of personal relationships. In ChupachW.R.SpitzbergB.H. (Eds), The dark side of interpersonal communication (pp. 3–24). Hillsdale, NJ: Lawrence Erlbaum.
17.
EbyL.T.AllenT.D. (2002). Further investigation of protégés negative mentoring experiences. Group and Organization Management, 27(4), 456–479.
18.
EbyL.T.AllenT.D.EvansS.C.NgT.DuBoisD. (2008). Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and nonmentored individuals. Journal of Vocational Behavior, 72(2), 254–267.
19.
EbyL.T.ButtsM.M.DurleyJ.RaginsB.R. (2010). Are bad experiences stronger than good ones in mentoring relationships? Evidence from the protégé and mentor perspective. Journal of Vocational Behavior, 77(1), 81–92.
20.
EbyL.T.ButtsM.M.LockwoodAngie (2004). Proteges negative mentoring experiences: Construct development and nomological validation. Personnel Psychology, 57(1), 411–447.
21.
EbyL.T.DurleyJ.R.CarrS.E.RaginsB.R. (2006). The relationship between short-term mentoring benefits and long-term mentoring outcomes. Journal of Vocational Behavior, 69, 424–444.
22.
EbyL.T.LockwoodAngie (2005). Proteges and mentors reactions to participating in formal mentoring programs: A qualitative investigation. Journal of Vocational Behavior, 65(3), 441–458.
23.
EbyL.T.McManusS.E. (2004). The protégé’s role in negative mentoring experiences. Journal of Vocational Behavior, 65(2), 225–275.
24.
EbyL.T.McManusS.E.SimonS.A.RussellJoyce E.A. (2000). The protégé’s perspective regarding negative mentoring experiences: The development of a taxonomy. Journal of Vocational Behavior, 57(1), 1–21.
25.
EbyT.E. (2007). Understanding relational problems in mentoring. In RaginsBelle RoseKramKathy E (Eds), Handbook of mentoring at work (pp. 323–344). Thousand Oaks, CA: SAGE.
26.
FagensonE.A. (1992). Mentoring: Who needs it? A comparison of protégés’ and nonprotégés’ needs for power, achievement, affiliation, and autonomy. Journal of Vocational Behavior, 41(1), 48–60.
27.
FeldmanD.C. (1999). Toxic mentors or toxic protégés? A critical re-examination of dysfunctional mentoring. Human Resource Management Review, 9(3), 247–278.
28.
FletcherJ.K.RaginsB.R. (2007). Stone center relational cultural theory: A window on relational mentoring. In RaginsB.R.KramK.E. (Eds), The handbook of mentoring at work: Theory, research and practice (pp. 373–399). Thousand Oaks, CA: SAGE.
29.
GhoshRajashiDiekesSundaFallettaSalvatore. (2011). Incivility spiral in mentoring relationships: Reconceptualizing negative mentoring as deviant workplace behavior. Advances in Developing Human Resources, 13(1), 22–39.
30.
GibsonSharon K. (2004). Being mentored: The experience of women faculty. Journal of Career Development, 30(3), 173–188.
31.
GrandeyA.A.TamA.P.BrauburgerA.L. (2002). Affective states and traits in the workplace: Diary and survey data from young workers. Motivation and Emotion, 26, 31–55.
32.
GreenbergJ. (2001). The seven loose can(n)ons of organizational justice. In GreenbergJ.CropanzanoR. (Eds), Advances in organizational justice (pp. 245–271). Stanford, CA: Stanford university Press.
33.
HamlinRobert G.SageLesley. (2011). Behavioural criteria of perceived mentoring effectiveness: An empirical study of effective and ineffective mentor and mentee behaviour within formal mentoring relationships. Journal of European Industrial Training, 35(8), 752–778.
34.
HansfordBrianTennentLeeEhrichLisa Catherine. (2002). Business mentoring: Help or hindrance?Mentoring and Tutoring, 10(2), 101–115.
35.
HansmanC.A. (2003). Reluctant mentors and resistant protégés: Welcome to the real world of mentoring. Adult Learning, 14(1), 14–16.
36.
HegstadC.D.WentlingR.M. (2005). Mentoring and human resource development: Where we are and where we need to go. Advances in Developing Human Resources, 7(4), 446–469.
37.
HerrbachOliverMignoacKarimRichebeNathalie (2011). Undesired side effect? The promotion of non-commitment in formal vs. informal mentorships. The International Journal of Human Resource Management, 22(7), 1554–1569.
38.
HochschildA.R. (1983). The managed heart: Commercialization of human feeling. Berkeley, CA: University of California Press.
39.
HodgesBeverly (2009). Factors that can influence mentorship relationships. Education, 21(6), 32–35.
40.
JohnsonW.B.HuweJ.M. (2002). Toward a typology of mentorship dysfunction in graduate school. Psychotherapy: Theory, Research, Practice Training, 39(1), 44–55.
41.
JonesG.R.GeorgeJ.M. (1998). The experience and evolution of trust: Implications for cooperation and teamwork. Academy of Management Review, 23(1), 531–546.
42.
KatzD. (1964). The motivational basis of organizational behavior. Behaviour Science, 9(2), 131–146.
43.
KramK.E. (1983). Phases of the mentor relationship. Academy of Management Journal, 26(4), 608–625.
44.
KramK.E. (1985). Mentoring at work. Boston: Scott, Foresman and Company.
45.
KramK.E. (1986). Mentoring in the workplace. In D.T. Hall & Associates (Eds), Career development in organizations (pp. 160–201). San Francisco, CA: Jossey-Bass.
46.
KumarP.Blake-BeardS. (2012). What good is bad mentorship? Proteges’ perception of negative mentoring experiences. Indian Journal of Industrial Relations, 48(1), 79–93.
47.
LabiancaGiuseppeBrassDaniel J. (2006). Exploring the social ledger: Negative relationships and negative asymmetry in social networks in organizations. Academy of Management Review, 31(3), 596–614.
48.
LevinsonD.J. (1978). The seasons of man’s life. New York: Alfred Knopf.
49.
LockwoodPenelopeJordanChristian H.KundaZiva (2002). Motivation by positive or negative role models: Regulatory focus determines who will inspire us. Journal of Personality and Social Psychology, 83(4), 854–864.
50.
LubXander D.BlommeRob J.BalP. Matthijs (2011). Psychological contract and organizational citizenship behavior: A new deal for new generations? In ChenJoseph S. (Ed.), Advances in hospitality and leisure (Vol. 7, pp. 109–130). UK: Emerald Group Publishing Limited.
51.
MarchJamesSimonHerbert (1958). Organizations. New York: Wiley.
52.
McDowall-LongK. (2004). Mentoring relationships: Implications for practitioners and suggestions for future research. Human Resource Development International, 7(4), 519–534.
53.
McGregorJ.J.TweedD.D. (2002). Profiling a new generation of female small business owners in New Zealand: Networking, mentoring and growth. Gender, Work and Organization, 9(4), 420–438.
54.
MignonacK.HerrbachO. (2004). Linking work events, affective states and attitudes: An empirical study of managers’ emotions. Journal of Business and Psychology, 19(2), 221–240.
55.
MyersDonald W.HumphreysNeil J. (1985). The caveats in mentorship. Business Horizon, 28(4), 9–14.
56.
NoeE. (1988). Women and mentoring: A review and research agenda. Academy of Management Review, 13(1), 65–78.
57.
NoeRaymond A. (1988). An investigation of the determinants of successful assigned mentoring relationships. Personnel Psychology, 41(3), 457–479.
58.
OlianJudy D.CarrollStephen J.GiannantonioChristina M.FerenDena B. (1988). What do proteges look for in a mentor? Results of three experimental studies. Journal of Vocational Behavior, 33(1), 15–37.
59.
O’NeillRegina M.SankowskyDaniel (2001). The Caligula phenomenon—Mentoring relationships and theoretical abuse. Journal of Management Inquiry, 10(3), 206–216.
60.
PayneStephanie C.HuffmanAnn H. (2005). A longitudinal examination of the influence of mentoring on organizational commitment and turnover. Academy of Management Journal, 48(1), 158–168.
61.
PerroneJ. (2003). Creating a mentoring culture. Healthcare Executive, 18(3), 84–85.
62.
PodsakoffPhilip M.MacKenzieScott B.PaineJulie BethBachrachDaniel G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513–563.
63.
RaginsB.R.CottonJ.L. (1991). Easier said than done: Gender differences in perceived barriers to gain a mentor. Academy of Management Journal, 34(4), 939–951.
64.
RaginsB.R.CottonJ.L. (1999). Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology, 84(4), 529–550.
65.
RaginsB.R.CottonJ.L.MillerJ.S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship and program design on work and career attitudes. Academy of Management Journal, 43(6), 1177–1194.
66.
RaginsB.R.ScanduraT.A. (1997). The way we were: Gender and the termination of mentoring relationships. Journal of Applied Psychology, 84(4), 529–550.
67.
RaginsB.R.ScanduraT.A. (1999) Burden or blessing? Expected costs and benefits of being a mentor. Journal of Organizational Behavior, 20(4), 493–509.
68.
RaginsB.R.WinketD.E. (2011). Gender, emotion and power in work relationships. Human Resource Management Review, 21, 377–393.
69.
RusbultC.E. (1983). A longitudinal test of the investment model: The development (and deterioration) of satisfaction and commitment in heterosexual involvements. Journal of Personality and Social Psychology, 45(1), 101–117.
70.
RobinsonS.L.BennettR.J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555–572.
71.
ScanduraT.A. (1992). Mentorship and career mobility: An empirical investigation. Journal of Organizational Behavior, 13(3), 169–174.
72.
ScanduraT.A. (1998). Dysfunctional mentoring relationships and outcomes. Journal of Management, 24(3), 449–467.
73.
ScanduraT.A.TejedamM.J.LanakuM.J. (1996). Perspective on mentoring. Leadership and Organizational Development Journal, 17(3), 50–58.
74.
SpectorP.E.FoxS. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2), 269–292.
75.
SwailesS. (2002). Organizational commitment: A critique of the construct and measures. International Journal of Management Reviews, 4(2), 155–178.
76.
TepperBennett J.TaylorEdward C. (2003). Relationships among supervisors and subordinates’ procedural justice perceptions and organisational-citizenship behaviors. Academy of Management Journal, 46(1), 97–105.
77.
ThibautJ.W.KellyH.H. (1978). The social psychology of groups. New York: John Wiley and Sons.
78.
VincentA.SeymourJ. (1995). Profile of women mentors: A national survey. S.A.M. Advanced Management Journal, 60(2), 4–10.
79.
WanbergC.R.WelshE.T.Kammeyer-MuellerJ. (2007). Protégé and mentor self-disclosure: Levels and outcomes within formal mentoring dyads in a corporate context. Journal of Vocational Behavior, 70(2), 398–412.
80.
WatsonD.TellegenA. (1985). Toward a consensual structure of mood. Psychological Bulletin, 98(2), 219–235.
81.
WeggeJ. (2006). Communication via videoconference: Emotional and cognitive consequences of affective personality dispositions, seeing one’s own picture, and disturbing events. Human-Computer Interaction, 21(3), 273–318.
82.
WeissH.M.CropanzanoR. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In StawB.M.CummingsL. (Eds), Research in organizational behaviour (pp. 1–74). Greenwich, CT: Jai Press.
83.
ZhaoH.WayneS.J.GlibkowskiB.C.BravoJ. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647–680.
