Longitudinal Examination of Mentoring Relationships on Organizational Commitment and Citizenship Behavior

In most occupations, younger less experienced individuals learn from older, more experienced mentors. Mentorship relationships are often the primary means through which employees become socialized into an organization and career. Much research has shown that mentors advance a proteges career by providing emotional support and confidence, suggesting useful strategies for achieving work objectives, providing opportunities for the protege to demonstrate competence, bringing the protege to the attention of top management, protecting the protege from the repercussions of errors, helping them avoid risky situations for their careers, and advancing the proteges career by nominating him or her for promotions (cf. Kram & Hall, 1996; Ragins, 1995; 1997a; 1997b; Russell & Adams, 1997). One theoretical framework that provides insight into the mentoring process is social learning theory (Bandura, 1986). Social learning the-

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