This study addresses how perceived mentor and protégé values affect negative mentoring, organizational commitment, job satisfaction, and perceived career success. Results indicate that protégés with mentors perceived to have self-enhancement values experienced more negative mentoring while protégés with mentors perceived to have self-transcendence values experienced less negative mentoring. Those who experienced negative mentoring had less organizational commitment, job satisfaction and perceived career success. It was also found that negative mentoring indirectly mediated between perceived mentor values and the protégé outcomes (job satisfaction, organizational commitment, and perceived career success).