关键词: 师徒关系, 工作态度, 组织支持感, 自我效能感, 元分析

Abstract:

In order to elucidate the mechanisms, and boundary conditions of mentoring relationship on protégés’ work attitudes, this study conducts a quantitative synthesis by means of meta-analysis. A total of 103 independent studies, comprising 126 effect sizes, 33617 study samples, are systematically integrated from 101 qualified articles. The results indicate that: (1) Protégés’ perceived organizational support and self-efficacy mediate the influence of mentoring relationship on protégés’ job satisfaction and organizational commitment. Further examination through tests of mediation differences indicates that the mediating effect of protégés’ perceived organizational support is significantly greater than that of protégés’ self-efficacy. At the same time, the mentoring relationship also indirectly influences the protégés’ job satisfaction and organizational commitment through a chain-mediated process involving the protégés’ perceived organizational support and self-efficacy. (2) Cultural context moderates the relationship between mentoring relationship and protégés’ work attitudes. Specifically, in collectivist, high-power-distance, and long-term oriented cultures, mentoring relationship has a stronger positive influence on protégés’ job satisfaction and organizational commitment compared to individualistic, low-power-distance, and short-term oriented cultures. These findings not only contribute to a deeper understanding of the positive effects of mentoring relationship but also provide practical guidance for mentoring relationship practices.

Key words: mentoring relationship, work attitudes, perceived organizational support, self-efficacy, meta-analysis