A study examined the communication patterns of the mentor-protege relationship and its impact on the organizational advancement of women. In-depth interviews were conducted with 30 women representing two broad job classifications--professional (those in business for themselves) and corporate/organizational (those who were part of some business hierarchy). The subjects were classified as either senior, middle, or entry-level personnel. Each subject was asked to identify people who had influenced her career. The women's career success was measured by an "organization movement ratio" based on career moves and length of employment. Data were used to form profiles of mentors and proteges, to identify communication traits, and create "relationship themes." Results showed that there were clear differences in the ways in which the subjects identified mentors, with women in senior positions identifying internal supervisors more frequently than external friends or relatives as mentors. All subjects readily recognized individuals who had had a great influence on their careers. Data also showed that women were successful at moving rapidly into middle level positions, but took much longer to move into senior level positions. The mentoring relationship seemed to be an example of the cost-reward system. (A copy of the interview form is appended.) (FL)