The Effects of Mentoring Functions on Career Adaptabilities and Career Self-Efficacy: the Role of Career Optimism

Abstract

This study aims to investigate the effects of mentoring functions on undergraduate student's career adaptabilities and career self-efficacy levels and the mediating role of career optimism. It is suggested in the literature that some factors stimulate student's career adaptability levels. Therefore, mentoring functions, career optimism and career self-efficacy are considered as predictors of career adaptabilities within the scope of the study. Accordingly, data which are collected by the survey method from 311 undergraduate students having an education on different field such as business administration, international trade and logistics, public management and labor economics are analyzed by using the structural equation modeling. The results of the study indicate that mentoring functions, which is labeled as role modeling, have significant effects on student's career adaptability, career optimism and career self-efficacy levels. However, it has been observed that career optimism has a significant effect on career self-efficacy and career adaptabilities. On the other hand, it is seen that career optimism has a fully mediating role between the role modeling and career adaptabilities. In addition, career optimism has a fully mediating role between role modeling and career self-efficacy.

The Personal Resources Influence on Malaysian Graduates’ Career Adaptability via Mentoring as a Mediator

“…The extant literature suggests that mentoring mediates the influence of personal and career adaptability. Prior researcher (Hui et al, 2018;Kanten et al, 2017;Son, 2018) indicate that mentoring facilitates career adaptability and that mentoring implemented through organisational learning is effective in assisting graduates with their transition from university to the workplace (Wronka, 2018) and reaffirming a commitment to career advancement (Arora, 2020). Moreover, mentoring would assist graduates in acquiring conceptual and theoretical knowledge, thereby enabling them to cope with, adjust to, and prepare for unexpected work environments.…”

“…In addition, recent studies on mentoring show that mentoring significantly improves professional success, happiness and provides professional outcomes such as promotions, job mobility, salary increments, and professional commitment (Anafarta & Apaydin, 2016;Bravo et al, 2017;Lapointe & Vandenberghe, 2017). This professional mentoring acts as an effective career management tool to assist and guide protégés (Kanten et al, 2017;Lapointe & Vandenberghe, 2017) in achieving a career outcome. Thus, a mentoring relationship between mentor and protégé could enhance performance (Carter & Youssef-Morgan, 2019), career optimism (Kanten et al, 2017), emotional connection (Eby & Robertson, 2019), career satisfaction, and career success (Anafarta & Apaydin, 2016) through the establishment of career adaptability.…”

“…This professional mentoring acts as an effective career management tool to assist and guide protégés (Kanten et al, 2017;Lapointe & Vandenberghe, 2017) in achieving a career outcome. Thus, a mentoring relationship between mentor and protégé could enhance performance (Carter & Youssef-Morgan, 2019), career optimism (Kanten et al, 2017), emotional connection (Eby & Robertson, 2019), career satisfaction, and career success (Anafarta & Apaydin, 2016) through the establishment of career adaptability.…”

To What Extent is Leader-member Exchange and Psychological Safety Able to Influence Counterproductive Work Behavior? Evidence from the Hospitality Industry in Surabaya, Indonesia

“…Profit-oriented companies must be able to control the different characteristics and behaviors of their employees in order to survive or gain a sustainable competitive advantage [37]. It means that absolutely managerial parties need to understand thoroughly about the problems that affect employee-oriented work outcomes [38].…”

“…The CWB construct is often discussed in many previous studies, and almost all agree that CWB is an crucial aspect related to organizational performance. Until now, most of CWB's research has highlighted many aspects of the relationship between work attitudes (e.g., job satisfaction), environmental factors (eg conscience, locus of control, and psychological safety), and leadership (for example, leadership style, boss relations with subordinates) [5,11,12,27,37,42,45]. However, previous studies that tried to combine aspects of leadership and personality traits as aspects that should be prioritized in an effort to anticipate the emergence of CWB have never been done especially in the context of employment in the field of hospitality in Indonesia.…”