Racial Dynamics in Cross-Race Developmental Relationships

Thomas, David A.

doi:10.2307/2393410

Cited by 217 publications

(175 citation statements)

References 9 publications

Supporting

Mentioning

168

Contrasting

Unclassified

Order By: Relevance

“…Similarly, the Association of Black Psychologists offers tertiary mentoring of graduate students by professional members. Although tertiary mentorships can prove beneficial to many graduate students, primary reliance on mentors external to one's graduate program (Thomas, 1993) can create a sense of disengagement from the program and leave a student at a distinct disadvantage with respect to assistantships, research opportunities, and strong letters of recommendation.…”

Section: Individual Strategies: Guidelines For the Practice Of Mentoringmentioning

confidence: 99%

The intentional mentor: Strategies and guidelines for the practice of mentoring.

Johnson

2002

Professional Psychology: Research and Practice

289

306

View full text Add to dashboard Cite

How can faculty in professional psychology programs become more intentional and effective mentors? Many psychology graduate students are never mentored, and very few psychologists have ever received training in the practice of mentoring. This article briefly summarizes the nature of mentoring, the prevalence of mentoring in psychology, primary obstacles to mentoring, and some ethical concerns unique to mentoring. The article provides several strategies to enhance mentoring and guidelines for the profession, departments of psychology, and individual psychologists who serve as mentors. This article is designed to help readers take a more deliberate approach to the practice of mentoring.

show abstract

Section: Individual Strategies: Guidelines For the Practice Of Mentoringmentioning

confidence: 99%

The intentional mentor: Strategies and guidelines for the practice of mentoring.

Johnson

2002

Professional Psychology: Research and Practice

289

306

View full text Add to dashboard Cite

show abstract

“…The Thomas noted in these citations is one of the authors of this chapter, David Thomas. The studies cited refer to his work on the influence of cultural diversity on individual and organizational performance (Ely & Thomas, 2001;Thomas & Ely, 1996, Thomas, 2004, the influence of race on developmental relationships (Thomas, 1990;1993;2001) and minority executive development and advancement (Thomas & Gabarro, 1999).…”

Section: A Positive Approach To Diversity Researchmentioning

confidence: 99%

“…This occurred when diversity was accompanied by an integration-and-learning perspective about diversity and the relevance of diversity to the organization's work (Ely & Thomas, 2001). Thomas (1993) examines the conditions under which cross-race developmental relationships evolve into intimate and positive mentor-protégé relationships that provide both significant instrumental career support (i.e., coaching, advocacy, exposure) and psychosocial support (i.e., trust, counseling, role modeling) rather than becoming only an instrumentally supportive but psychosocially distant sponsor-protégé relationship. A prior study in the same organization revealed that these cross-race mentor-protégé relationships were indeed rare (Thomas, 1990).…”

Section: A Positive Approach To Diversity Researchmentioning

confidence: 99%

A Positive Approach to Studying Diversity in Organizations

Ramarajan

Thomas²

2011

Oxford Handbooks Online

View full text Add to dashboard Cite

In this article, we distinguish between positive findings in diversity research and a positive approach to studying diversity. We first review and integrate research on diversity from organizational behavior, social psychology and sociology from 1998-2010 that has already documented positive findings in relation to diversity. We discuss this research using two broad categories: (1) to studying diversity and describe some examples of organizational scholarship that has taken such an approach. We also discuss some of the limitations of taking a positive approach to diversity and propose some ways in which diversity scholars interested in taking a positive approach can overcome these limitations. By illuminating both positive findings in diversity research and a positive approach to studying diversity, we hope to spark more research that examines the beneficial and empowering aspects of difference for individuals and groups in organizations.

show abstract

“…Psychosocial functions, in turn, involve acceptance and confirmation, role modeling, friendship and counseling. The difference between mentoring and sponsoring is that psychosocial guidance is provided by the mentors in addition to guidance on career (Thomas, 1993).…”

mentioning

confidence: 99%

From Mentoring to Career Satisfaction: The Roles of Distributive Justice and Organizational Commitment

Gözükara¹

2017

JMS

View full text Add to dashboard Cite

A mentor-mentee relationship is a productive partnership on both sides. Mentoring has been repeatedly shown to positively influence several work-related outcomes in an organization. Therefore, the present study explored how mentoring, distributive justice, organizational commitment and career satisfaction are related to each other in order to reveal the mentoring effects both at individual and organizational levels. The study included a sample of 280 participants. SPSS 22.0 and AMOS 22.00 software programs were used to perform the statistical analyses of the study data. The results revealed that mentor role and distributional justice have positive effects on organizational commitment, while organizational commitment positively affects career satisfaction. There was also a positive covariance between mentor role and distributive justice. The findings are discussed from the perspective of both management literature and organizational implications.

show abstract

Racial Dynamics in Cross-Race Developmental Relationships

Cited by 217 publications

References 9 publications

The intentional mentor: Strategies and guidelines for the practice of mentoring.

The intentional mentor: Strategies and guidelines for the practice of mentoring.

A Positive Approach to Studying Diversity in Organizations

From Mentoring to Career Satisfaction: The Roles of Distributive Justice and Organizational Commitment

Contact Info

Product

Resources

About