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Mentoring relationships are widely recognized as a key career resource in organizations. Mentors are generally defined as individuals with advanced experience and knowledge who are committed to providing support to and increasing the upward mobility of junior organization members, their proteges (Hunt & Michael, 1983; Kram, 1985). Mentoring has been found to be related to promotions (Dreher & Ash, 1990), career mobility (Scandura, 1992), and career satisfaction (Fagenson, 1989).
Although mentoring relationships are important for all organization members, they may be particularly important for women (Burke & McKeen, 1990; Noe, 1988; Ragins, 1989). Mentors can help women overcome barriers to advancement in organizations (Kanter, 1977). Female mentors are especially important for women as they can serve as role models. Moreover, a same-sex mentoring relationship will not have the detrimental sexual connotations cross-sex relationships reportedly elicit (Ragins & Cotton, 1991). Mentoring can also offer an array of potential benefits for a female mentor, such as organizational recognition, a loyal base of support, career rejuvenation, and improved job performance (Kram, 1985). Although academic and popular business writers have encouraged women to gain a mentor or become one, there is a reported shortage of female mentors (Brown, 1986; Noe, 1988; Parker & Kram, 1993; Ragins, 1989; Warihay, 1980). Since mentors are usually defined as high-ranking, influential members of an organization (Hunt & Michael, 1983; Kram, 1985), the lack of women at high levels may certainly be one reason for the lack of female mentors (Noe, 1988; Ragins, 1989). However, theory and related research suggest that the costs and benefits associated with becoming a mentor may differ for women and men (Hunt & Michael, 1983; Kram, 1985; Parker & Kram, 1993; Ragins, 1989, 1995). Expected outcomes of the relationship may have a significant impact on intentions to mentor and may conceivably influence the shortage of female mentors. The purpose of the present study, therefore, was to further develop and test current mentorship and career theory by exploring gender differences in the anticipated costs and benefits associated with becoming a mentor. Additionally, although most existing research has explored the mentoring relationship from the protege's perspective, this study employed the mentor's perspective.
THEORETICAL AND LITERATURE REVIEW
COSTS AND BENEFITS ASSOCIATED WITH BECOMING A MENTOR
According to the literature on careers, a...