ABSTRACT
THE implementation of equal employment opportunity and affirmative action regulations over the years has substantially reduced formal barriers to the selection and advancement of women within managerial and professional occupations. Even so, many women in management and the professions encounter a variety of informal barriers that preclude them from complete integration into an organization or professional community (Crawford, 1977; Nieva & Gutek, 1981). Participation as proteges in relationships with mentors has been actively endorsed as a strategy for women in overcoming informal barriers to career development (Rowe, 1977).
