Drawing on mentoring theory and social network theory, this study investigates the antecedents and the consequences of mentoring networks. The purpose of this study is as follows: First, to examine the effectiveness of mentoring network properties created by the proteges and the mentors. Here, we also explored the effects of individuals' in-degree centrality and the effects of the means in-degree centrality of mentors in the network. Second, to investigate how individual factors such as core self-evaluations and demographic attributes affect the creation of mentoring networks. Third, to examine the impacts of mentoring network functions on the proteges' attitudes including organizational commitment, job satisfaction, and the violation of psychological contracts. We tested hypotheses regarding the antecedents and the consequences of mentoring network properties. Complete network data was used in this study for the Social Network Analysis performed using UCINET 6. The results supported our expectations concerning the positive relationships between the mentoring network characteristics (in-degree centrality, network mean of in-degree centrality) and the mentors' and the proteges' Organization-based Self-Esteem. In addition, the tie strength of mentoring networks affected positively the mentoring network functions: both career-related and psychosocial. As for the antecedents of mentoring networks, Core Self-Evaluations were found to have positive relationship with the tie strength. However, tenure and education background negatively affected the tie strength. Last, mentoring network functions significantly and positively related to the proteges' organizational commitment and job satisfaction, while they negatively related to the violation of psychological contracts of the proteges. This study contributes not only to the mentoring literature, but to the literature on social networks by bringing individuals back in mentoring network studies.