دانلود رایگان مقاله مرکز نظارت و بازده و تعهد موثر کارکنان: نقش مهمی از عوامل محیطی

Abstract

Past research has largely ignored the role of contextual factors in the relationships between supervisory mentoring and individual and organizational outcomes. In order to fill this void, we investigate how job scope and career and development opportunities, two critical contextual factors, moderate the supervisory mentoringaffective commitment-turnover links. Integrating social exchange theory with insights from situational approaches to leadership, we hypothesized that (a) job scope would interact with supervisory mentoring in predicting affective commitment and (b) career and development opportunities would interact with affective commitment in predicting turnover such that the conditional effects of supervisory mentoring on turnover would be stronger at high levels of these contextual moderators. Results of a study conducted with a sample of 228 business alumni, using 15-month voluntary turnover as outcome, supported our predictions. We discuss the implications of these findings for mentoring research and practice.

Discussion

The present study fills an important void by examining the overlooked influence of two contextual factors, job scope and career and development opportunities, on mentoring’s effects. As hypothesized, job scope interacted with supervisory mentoring, and career and development opportunities interacted with affective commitment, such that supervisory mentoring led to more significant reduction of turnover likelihood at high levels of these moderators. These findings bear important implications for mentoring research and practice, which are addressed below.