As more work is being conducted in teams, mentees have increased opportunities to develop non-traditional mentoring relationships. We investigate how and when three aspects of team climate (procedural justice, interpersonal justice, and inclusion) influence mentoring satisfaction among mentees with an informal secondary mentor. Using survey data from 116 researchers on environmental science teams, we test whether (a) just and inclusive team climates are related to mentoring satisfaction through positive and negative mentoring experiences and (b) race moderates the relationships between just and inclusive team climates and mentoring satisfaction. We found that negative mentoring experiences mediated the relationships between just and inclusive team climates and mentoring satisfaction. Further, just and inclusive team climates were positively related to mentoring satisfaction, especially for people of color. These results suggest that positive team climates support informal mentoring in teams by reducing negative mentoring experiences and creating a welcoming environment for individuals from marginalized groups.

随着越来越多的工作在团队中进行，受指导者有更多机会发展非传统的指导关系。我们调查了团队氛围的三个方面（程序公正、人际公正和包容性）如何以及何时影响非正式二级导师的学员的指导满意度。使用来自环境科学团队的 116 名研究人员的调查数据，我们测试 (a) 公正和包容的团队氛围是否与通过积极和消极的指导经验与指导满意度相关，以及 (b) 种族是否会调节公正和包容的团队氛围与指导满意度之间的关系. 我们发现，消极的指导经验在公正和包容的团队氛围与指导满意度之间起到中介作用。更远，公正和包容的团队氛围与指导满意度呈正相关，尤其是对有色人种而言。这些结果表明，积极的团队氛围通过减少消极的指导经验并为边缘化群体的个人创造一个受欢迎的环境来支持团队中的非正式指导。