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This study examines the moderating effects of protégé sex and organizational context on relationships between senior‐male mentors and objective and subjective career outcomes among midcareer managers and professionals. Extending signaling theory, and using a 3‐way interaction, we found that associations between senior‐male mentoring, cash compensation, and career progress satisfaction were greatest among women working in male‐gendered industries. By contextualizing the protégé sex‐by‐mentoring interaction and by considering key mentor attributes, the results of this study provide important insights into where, why, and for whom access to a senior‐male mentor is related to career success and contribute to building more complete models of the career attainment process.

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We develop an integrative theory regarding the effects of mean levels and dispersion of satisfaction predicting absenteeism. Differential interactive predictions are derived for two satisfaction foci and tested in two distinct samples. Among student teams, absenteeism from team meetings was highest when team (internally focused) satisfaction mean and dispersion were both lower, but low when course (externally focused) satisfaction mean and dispersion were both lower. Moreover, given lower dispersion, the mean team satisfaction-absenteeism relationship appeared stronger, whereas the same relationship involving course satisfaction appeared weaker than meta-analyzed individual-level relationships. We replicated these results among manufacturing teams using team and job satisfaction foci.