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Why does formal mentoring matter? The mediating role of psychological safety and the moderating role of power distance orientation in the Chinese context

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WOS被引频次:12
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成果类型:
期刊论文
作者:
Chen, Cheng*;Liao, Jianqiao;Wen, Peng
通讯作者:
Chen, Cheng
作者机构:
[Chen, Cheng] Cent China Normal Univ, Coll Publ Adm, Wuhan, Peoples R China.
[Liao, Jianqiao] Huazhong Univ Sci & Technol, Sch Management, Wuhan 430074, Peoples R China.
[Wen, Peng] Cent China Normal Univ, Sch Econ & Management, Wuhan, Peoples R China.
通讯机构:
[Chen, Cheng] Cent China Normal Univ, Coll Publ Adm, Wuhan, Peoples R China.
语种:
英文
关键词:
affective commitment;formal mentoring;power distance orientation;psychological safety;turnover intention
期刊:
The International Journal of Human Resource Management
ISSN:
0958-5192
年:
2014
卷:
25
期:
8
页码:
1112-1130
文献类别:
WOS:Article
所属学科:
ESI学科类别:经济&商业;WOS学科类别:Management
入藏号:
机构署名:
本校为第一且通讯机构
院系归属:
公共管理学院
经济与工商管理学院
摘要:
Formal mentoring programs continue to gain popularity within various organizations due to their positive impact on protégés' career successes. However, to date, relevant research has focused on the benefits of informal mentoring relationships. To narrow the literature gap, this study was conducted to examine whether, how and when the amount of formal mentoring provided by mentors influenced protégés' work attitudes. Based on 208 formal mentor–protégé dyads from the People's Republic of China, we found that the amount of formal mentoring provided by mentors related positively to protégés' affective commitment and related negatively to turnover intention. Furthermore, perceived psychological safety of protégés partially mediated the relationship between the amount of formal mentoring and affective commitment, whereas it completely mediated the relationship between the amount of formal mentoring and turnover intention. Finally, protégés' power distance orientation moderated the relationship between the amount of formal mentoring and perceived psychological safety. Additionally, implications for research and practice from our findings are discussed.
参考文献:
Aiken L.S., 1991, MULTIPLE REGRESSION
Allen T. D, 2007, HDB MENTORING WORK T, P123
Allen TD, 2009, J MANAGE, V35, P1113, DOI 10.1177/0149206308329969
Allen TD, 2006, PERS PSYCHOL, V59, P125, DOI 10.1111/j.1744-6570.2006.00747.x
Allen TD, 2004, J APPL PSYCHOL, V89, P127, DOI 10.1037/0021-9010,89.1.27

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