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This chapter discusses how attachment theory, a theory that provides insight into the processes through which psychological and emotional bonds are developed in relationships, can be useful for understanding mentoring relationships. We develop a conceptual model emphasizing how attachment-related constructs and their relationships with mentors’ and protégés’ behaviors and emotions influence each phase of a mentoring relationship. Recognizing reciprocity in the mentoring process, the model also explains how the interpersonal dynamics of the mentor–protégé relationship influence the benefits gained by both partners. Propositions for future research on mentoring relationships are provided. We contend that examining mentoring through the lens of attachment theory can increase our understanding of the underlying factors or mechanisms that determine individuals’ involvement in mentoring relationships and differentiate successful from unsuccessful mentoring relationships. The research and practical implications are discussed.

In the Spring of last year Messrs. Cotton and Potter attended a corrosion conference in Moscow. They have put down on paper some of their impressions in this article, specially written for CORROSION TECHNOLOGY. As the authors say, the opinions expressed are their own, and not necessarily widely held. We are sure, however, that readers will find this balanced account of Russian corrosion research of extreme interest and we are fortunate in having this opportunity of publishing an article from two such well‐known British corrosion research workers. Mr. Cotton is in charge of corrosion research at the Metals Division of I.C.I. Ltd., and Dr. Potter is at the Boiler Corrosion Research Laboratory of the Central Electricity Generating Board.

Women remain under-represented in leadership positions in both clinical medicine and medical education, despite a rapid increase in the proportion of women in the medical profession. This chapter explores potential reasons for this under-representation and how it can be ameliorated, drawing on a range of international literatures, theories and practices. We consider both the ‘demand’ for and ‘supply’ of women as leaders, by examining: how evolving theories of leadership help to explain women’s’ leadership roles and opportunities, how employment patterns theory and gender schemas help to explain women’s career choices, how women aspiring to leadership can be affected by the ‘glass ceiling’ and the ‘glass cliff’ and the importance of professional development and mentoring initiatives. We conclude that high-level national strategies will need to be reinforced by real shifts in culture and structures before women and men are equally valued for their leadership and followership contributions in medicine and medical education.

Benzotriazole is a specific corrosion inhibitor for copper and copper alloys. It is now widely used in industry to reduce the corrosion of these alloys under both atmospheric and immersed conditions. Corrosion of copper may produce a surface stain or tarnish, pitting of surfaces of pipes or promote pitting of other metals, such as aluminium, which are in contact with dissolved copper in the water. Benzotriazole is used to reduce these forms of attack and the methods by which it is applied are discussed in this paper.

Visit to U.S.A. The theme for one of the Gordon Research Conferences is the electrode kinetics of dissolution processes. At least three members of the Corrosion Group of the Society of Chemical Industry, MR. J. B. COTTON and DRS. EDELEANU and HOAR, will be speaking at Colby Junior College, New Hampshire (July 18 to 22). The programme appears in a recent issue of J. Amer. Electrochem. Soc.

There is a paucity of STEM professionals in the United States and an enduring disparity between the number of underrepresented minorities (URMs) and Caucasians entering and persisting in STEM. Many of the national initiatives to address the lack of STEM professionals in the United States are focused on increasing diversity among students in higher education. Although the number of URMs entering STEM degrees is increasing, those entering STEM professions remains low. Successful mentorships can encourage both study and persistence in STEM. The current chapter describes some of the theoretical underpinnings, based on the science of Psychology, which undergird successful mentoring models, and includes a discussion of mentee benefits and barriers to becoming a mentor as well as factors associated with motivation to mentor. Theories of mentoring are presented as context for the latter half of the chapter. A guide is outlined for a successful mentoring model students at HBCUs to persist in STEM. Components of the model that are detailed include essential goals, process elements, and content elements. Current literature addresses mentoring URM students in STEM, but does not specifically address working with STEM students at Historically Black Colleges and Universities. This chapter provides a theory-based model for mentoring STEM students in the unique environment of HBCUs. This chapter also highlights Psychology, an oft-overlooked STEM discipline, which has a substantial role to play in framing successful mentoring programs through its evidence-based science and theory.

Although a significant body of work has amassed that explores the antecedents, correlates, and consequences of employee turnover in organizations, little is known about how employees go about quitting once they have made the decision to leave. That is, after the decision to voluntarily quit their job is made, employees must then navigate through the process of planning for their exit, announcing their resignation, and potentially working at their company for weeks after their plans to resign have been made public. Our lack of understanding of the resignation process is important as how employees quit their jobs has the potential to impact the performance and turnover intentions of other organizational members, as well as to harm or benefit the reputation of the organization, overall. Moreover, voluntary turnover is likely to increase in the coming decades. In this chapter, we unpack the resignation process. Specifically, drawing from the communication literature and prior work on employee socialization, we develop a three-stage model of the resignation process that captures the activities and decisions employees face as they quit their jobs, and how individual differences may influence how they behave in each of these three stages. In doing so, we develop a foundation upon which researchers can begin to build a better understanding of what employees go through after they have decided to quit but before they have exited their organization for the final time.