Effects of mentoring on work engagement: Work meaningfulness as a mediator

Abstract

This study examined the relationship between career mentoring and work engagement from the mentor perspective, by estimating work meaningfulness as a mediator. The research model used quantitative survey data from 309 employees who mentored their junior colleagues in the onthe-job training programmes of Japanese companies. The results demonstrated that career mentoring had an indirect effect on the work engagement of mentors by enhancing the psychological meaningfulness of their work. In addition, learning goal orientation positively influenced career mentoring; this may subsequently facilitate the work engagement by increasing the perception of the meaning of work. Learning-oriented individuals who act as mentors find psychological meaningfulness in their work, which in turn enhances their work engagement. By setting acceptable meaningful goals for mentoring programmes, practitioners can minimize the negative outcomes of mentoring. The results contribute to the existing literature by examining how mentoring experiences affect the behaviour of mentors.

The Role of Employees’ Technology Readiness, Job Meaningfulness and Proactive Personality in Adaptive Performance

“…Employees with the readiness to face the transformation of analog to digital have optimistic and innovative attitude and view their jobs as very important, and this leads to a high job meaningfulness. Job meaningfulness is also a trigger to internal motivation, or an intrinsic motivator [85], which can encourage employees to adapt to the changes in their job structure easily and enhance their adaptive performance. The result of this study enforces the views of several past studies which stated that job meaningfulness is a mediator between positive behavior and positive outcomes, such as an individual's readiness to accept changes and adaptive performance [86], mediate between learning-oriented individuals and job involvement [84], and mediate between job involvement and sales achievement, as well as customer satisfaction [87].…”

Looking for meanings at work: unraveling the implications of smart working on organizational meaningfulness

“…It enhances the sense of significance generated by organizational behaviors (Palumbo et al, 2017) and fosters a stronger feeling of belongingness based on self-efficacy and relatedness (Martela and Riekki, 2018). From this standpoint, the perception of OM can be conceived of as the result of a cognitive and affective status, which nurtures the perception that individual roles have a broad significance in the organizational context (Lin et al, 2021). Different factors contribute to the enhancement of OM, including the employees' participation in work-related decision-making (Dik et al, 2013), the chance of being creative IJOA 31,3 and applying personal ideas at work (Tavares, 2016) and their involvement in goal setting and problem-solving (Nair and Vohra, 2010).…”

Organizational Commitment Among Civil Servant: The Role of Work Meaningfulness

“…These results would seem to suggest that improving work meaningfulness will result in an increase in organizational commitment. Previous studies suggest that there are several approaches that can be done to achieve this, from individual intervention such as mentoring (Lin et al, 2021), training (Thory, 2016), and through organizational intervention such as change in job design (Geldenhuys et al, 2021) and leadership (Chaudhary, 2022) While our analysis showed the significant contribution of work meaningfulness to organizational commitment, it has limitations. First, the generalisability of these results is subject to certain limitations because the sample were taken in one department and only with small sample size.…”