ABSTRACT
Mentoring is most often seen as an organizational good—a “win–win” for both mentors and mentees where mentors provide “young adults with career-enhancing functions” while mentors gain “satisfaction in enabling a younger colleague to learn how to navigate in the organizational world” (Kram & Isabella, 1985: 111). Although the exact parameters of the relationship can vary, mentoring is commonly understood as the “developmental relationship that is embedded within the career context” (Ragins & Kram, 2007: 5).
