A review of literature 1992-1996 examined effects of HIV on career development and employment; impact on employers, employees, and formal caregivers; and effects on employment of informal caregivers. Most studies defined work narrowly, used cross-sectional designs, and almost exclusively used gay men as respondents. (91 references) (SK)

A review of literature 1992-1996 examined aging, job performance, and occupational well-being; successful workplace aging; aging, health, and safety; careers; retirement; older women; and age discrimination. Four conclusions were: (1) research has begun to involve more disciplines; (2) older workers should be considered as individuals; (3)…

A literature review examined socialization theory and models; research on tactics, training, proactive socialization, learning, group socialization, and individual differences; methodology and measurement; and research needs. In the last five years, research has substantially contributed to knowledge of occupational socialization, which will…

Argues that Roe's theory of personality development and career choice has been misunderstood and used inappropriately in research on parent influence on career choice. Proposes reexamination of Roe's ideas about the role of parents in shaping childhood experiences and children's psychological needs. (SK)

Includes "Revisiting Roe: Comments on Brown, Lum and Voyle (1997)" (Davis); "Putting Roe in Perspective" (Lunneborg); "Roe Revisited: Why?" (Osipow); and "Without Roe" (Brown, Voyle). (SK)

Provides background information on the benefits of mentoring for proteges, mentors, and organizations; the increasing prevalence of mentoring; forms of relationships; and further research needs. Contains 64 references. (SK)

Data from 178 proteges supported Kram's model of mentoring phases: initiation, cultivation, separation, and redefinition. Data from 82 current and 69 former proteges were compared to those from 93 who were never mentored. Mentees had better career outcomes, organizational socialization, and job satisfaction; those not mentored had slightly higher…

A survey of 24 mentors and 30 proteges in formal relationships and 13 mentors and 16 proteges in informal relationships found the following factors influenced the amount of psychosocial support, career guidance, role modeling, and communication proteges reported: past mentoring experience, length of relationship, and relationship structure…

Responses from 280 female business graduates showed that 70% had mentors (two-thirds of whom were male) and only 39% of organizations encouraged mentoring. Those who reported more mentoring had mentors who were their supervisors, were in longer mentoring relationships, or were in organizations supporting mentoring. (SK)

Usable responses from 197 of 300 Australian managers indicated those who had mentors perceived more organizational justice than those who had not. Career, psychosocial, and role modeling functions of mentoring were significantly and positively related to perceptions of distributive and procedural justice. (SK)

Interviews with 27 mentors were used to categorize mentoring motivations as other-focused or self-focused. Time and organizational structure were inhibiting factors. Mentors were attracted to proteges with desirable traits (ability, motivation, willingness to learn). Mentors received such benefits as networks, self-satisfaction, and job-related…

A model for conditions favoring diversified mentoring includes several factors: (1) organizational (heterogeneity, management systems, organizational culture); (2) interpersonal (identification, perceived competence, interpersonal comfort); and (3) individual (cognitive differentiation/stereotyping, diversity attitudes, and prior experiences). (76…

Women and nonwhite men may be able to overcome career barriers posed by lack of mentors through organizational career management and assessment systems (CMAS). CMAS could fulfill such mentoring functions as sponsorship, visibility, coaching, protection, and challenge. (SK)

This typology of alternative forms of mentoring has two dimensions: (1) form of relationship (lateral/hierarchical) and (2) type of skill development (job or career related). Mentoring forms discussed include intra- and interteam, coworker, survivor, peer, internal and external collegial, internal and external sponsor, manager-subordinate, and…

This review of research compares forms of mentoring in terms of four theories: leader-member exchange, organizational citizenship behavior, social support, and socialization. It contains 55 references. (SK)