How does mentoring influence protégés’ work engagement? Roles of perceived organizational support and family-like employee-organization relationship

Abstract

Purpose Drawing upon organizational support theory and family-like exchange perspective, this paper aims to investigate whether mentoring influences protégés’ work engagement, and the roles of perceived organizational support (POS) and family-like employee-organization relationship (FEOR) between mentoring and protégés’ work engagement. Design/methodology/approach Matched data were collected from 290 protégés and their mentors in two large state-owned enterprises in Northwest China. Multiple regression analyses and bootstrapping methods were used to test the hypotheses. Findings The results show that mentoring is positively related to protégés’ work engagement, and POS and FEOR play multiple mediation roles in the relationship between mentoring and protégés’ work engagement. Research limitations/implications The primary contribution of this study is exploring the impact of mentoring on protégés’ work engagement. Additionally, this study uses organizational support and family-like exchange perspective to understand how mentoring influences protégés’ work engagement. Originality/value Despite a few studies examining the effect of mentoring on protégés’ work engagement, but focusing excessively on organizational socialization and social exchange, as such, limited attention has been given to the role of emotions. This is, to the best of the authors’ knowledge, the first study to investigate the effect of emotional factors (including POS and FEOR) on the relationship between mentoring and protégés’ work engagement in Chinese organizational culture.

Temporary staff performance in universities

“…Thus, perceived organizational support will not affect temporary staff performance without the employeeorganization relationship variable as a mediating variable. The study observations are consistent with prior research (Yang, F., Liu, P., & Xu, 2021;Bal & Tan, 2014;Shih et al, 201;Li et al, 2020).…”

“…From these numbers, it is logical to argue that that the hypothesis regarding the relationship between perceived organizational support and the employee-organization relationship has a positive and significant effect; the assumption is accepted. The results of this study are in line with the research (Yang, F., Liu, P., & Xu, 2021;Ekowati & Andini, 2008;Lv, 2018).…”

“…When assistance and relationships between co-workers, which later involve feelings of mutual help and mutual need between superiors and subordinates, are fulfilled, it will result in feelings of approval. Previous researchers agreed and stated that perceived organizational support substantially impacts the employee-organization relationship (Yang F et al, 2021;Ekowati & Andini, 2008;Lv, 2018). E.O.R.…”

How Does Mentoring Affect the Creative Performance of Mentors: The Role of Personal Learning and Career Stage

“…Finally, previous empirical research has also shown that employees can enhance creative performance from the complex social interaction among the actors in the social network (Perry-Smith and Mannucci, 2015 ; Zhou and Wu, 2018 ), for example, the mentoring relationship that has the attribute of a consistent interaction (Sun et al, 2014 ; Yang F. et al, 2021 ). Thus, the amount of mentoring provided by mentors can enhance the creative performance of mentors.…”

The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance

“…A mentor’s mentoring support helps the protégé to have a better grasp of the job environment by acquiring skills, which may lead to less uncertainty about the expectations connected with their responsibilities in the company. It enables the mentee to enhance job-related abilities ( Yang et al, 2021 ). Additionally, mentoring is favorably associated with mentees’ learning, which influences mentees’ job performance, according to Chatterjee et al (2021) .…”