The authors’ review of the mentoring literature describes how the construct has changed since Kram’s influential work in the early 1980s, the implications of such changes for the field, and suggestions for the future. In addition to highlighting changes over time in the topics mentoring researchers have studied, the authors provide an in-depth review of the way researchers have defined mentoring and the implications of those definitions. They identified approximately 40 different definitions used in the empirical literature since 1980. The discussion of definitions is followed by a delineation of the core attributes of all mentoring relationships and recommendations for specific information that researchers should collect about the relationship. The authors conclude by describing research trends and directions for future mentoring research.

In this article we develop the Wheel Model of humor, which addresses the theme of this special issue by casting humor events as an important driver of employee happiness and well-being through their influence on positive affect. Drawing on theories of humor and emotion, the Wheel Model suggests that humor-induced positive affect results in transmission of emotion to social groups, which in turn creates a climate that supports humor use and subsequent humor events. This model is depicted in a circular pattern to highlight the cumulative and escalatory process through which individual humor events can impact individuals and groups over repeated cycles of the wheel. We also describe individual and environmental variables that are likely to have an impact on relationships within the Wheel Model. Finally, we discuss specific research contexts to which the Wheel Model can be applied (mentoring, leadership, groups/teams), as well as other future research directions.

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