Formal Mentoring Relationships and Attachment Theory: Implications for Human Resource Development

Germain, Marie‐Line

doi:10.1177/1534484310397019

Cited by 38 publications

(36 citation statements)

References 79 publications

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“…Mentoring is a contextual resource; its value and effectiveness depend on whether it is related to personal preferences. Previous studies have examined the influence of personalities on mentoring such as proactivity, core self-evaluation ( Liang and Gong, 2012 ), and attachment style ( Germain, 2011 ; Eby et al, 2013 ). The learning and development opportunities provided by the mentor cater to the needs of high promotion focus protégés; thus, their thriving at work is higher.…”

Section: Discussionmentioning

confidence: 99%

How Does Mentoring Affect Protégés’ Adaptive Performance in the Workplace: Roles of Thriving at Work and Promotion Focus

2020

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The question of how to improve employees' adaptive performance in dynamic environments has become a hot issue in organizational management. Although previous research has focused on the antecedents of adaptive performance, less attention has been paid to the impact of mentoring. Based on the conservation of resources theory and regulatory focus theory, this study examines the impact mechanism and boundary conditions of mentoring on protégés' adaptive performance. In addition, through an empirical analysis of 269 samples, this study finds that mentoring has a significant positive impact on protégés' adaptive performance. Thriving at work plays a full mediation role between mentoring and protégés' adaptive performance, and protégés' promotion focus moderates the relationship between mentoring and thriving at work such that the relationship is stronger among protégés with a higher promotion focus. Furthermore, the indirect relationship between mentoring and adaptive performance is stronger when protégés have a high level of promotion focus.

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Section: Discussionmentioning

confidence: 99%

How Does Mentoring Affect Protégés’ Adaptive Performance in the Workplace: Roles of Thriving at Work and Promotion Focus

2020

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“…Mentors' and protégés' attachment styles may be a useful criterion in determining such matches. To this end, Germain () identified different combinations of mentor–protégé attachment styles, which may lead to positive relational outcomes. Extending this further, we recommend research that considers different types of mentoring relationships (e.g., peer mentoring and virtual mentoring) and how the effects of attachment styles might be moderated by the context and structure of dyadic work relationships.…”

Section: Attachment and Dyadic Relationshipsmentioning

confidence: 99%

Attachment theory at work: A review and directions for future research

et al. 2017

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Summary The influence of attachment theory on organizational scholarship is growing, with more articles published on the subject in the past 5 years than the preceding 25 years combined. Prior research and reviews have primarily focused on attachment styles and their relationship with organizational outcomes. However, in the past 5 years, organizational scholars have begun exploring new directions in attachment research such as situational influences on attachment states, attachment as a moderating variable, and attachment as a dynamic process in various forms of work relationships. These advances offer new directions for organizational behavior research, notably through the lens of the attachment behavioral system—an innate psychological system that accounts for why and how people seek support from others. In this paper, we provide an overarching framework for understanding attachment dynamics in organizations and review key findings from attachment theory research on dyadic relationships, group dynamics, and the employee–organization relationship. We further discuss promising areas for future organizational research on attachment, as well as methodological developments in the priming of attachment states.

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“…Research has also been conducted on formal and informal mentoring Emmerik, 2008;Germain, 2011;Okurame, 2008;Ragins et al, 2000;Ramaswami, Huang, & Dreher 2014;Washington, 2011) and on gender and race differences in mentoring (Lo et al, 2013;Ramaswami et al, 2014;Vries, Webb, & Eveline, 2006). Earlier studies have also recommended exploration of the moderating and mediating variables between mentoring and its outcomes (DuBois, Holloway, Valentin, & Cooper, 2002;Godshalk & Sosik, 2000;Jyoti & Sharma, 2015b).…”

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confidence: 99%

Empirical investigation of a moderating and mediating variable in between mentoring and job performance: A structural model

Jyoti

Sharma

2017

Revista de Psicología del Trabajo y de las Organizaciones

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a b s t r a c tThis study evaluates the role of self-efficacy between mentoring and its outcomes namely, relationship quality, communication satisfaction, and personal learning. It also examines the mediating role of relationship quality, communication satisfaction, and personal learning between mentoring and job performance. Besides, this moderated mediation relationship is also evaluated. Data has been collected from 276 employees working in banking sector in Jammu & Kashmir (J&K, India). The confirmatory factor analysis has been done for confirming the factor structure and structural equation modelling for testing the hypothesized relations. Results revealed that self-efficacy moderates the relationship between mentoring and personal learning, relationship quality, and communication satisfaction. Further the study revealed that interaction effect of mentoring and self-efficacy on job performance is mediated by personal learning, relationship quality, and communication satisfaction. The data has been collected using a questionnaire at a single point of time. For future research longitudinal study should be conducted. © 2017 Colegio Oficial de Psicólogos de Madrid. Published by Elsevier España, S.L.U. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). La investigación empírica de una variable moderadora y mediadora entre el mentoring y el desempeño laboral: modelo estructural Palabras clave: Mentoring Autoeficacia Aprendizaje personal Calidad de la relación Satisfacción en la comunicación Desempeño laboral r e s u m e nEl estudio analiza el rol que juega la autoeficacia entre el mentoring y sus resultados, es decir, la calidad de la relación, la satisfacción en la comunicación y el aprendizaje personal. También indaga en el papel mediador de la calidad de la relación, la satisfacción en la comunicación y el aprendizaje personal entre el mentoring y el desempeño laboral. Además, se analiza esta relación de mediación moderada. Se recogieron datos de 276 empleados del sector bancario en Jammu y Kashmir (J&K), India. Se llevó a cabo un análisis factorial confirmatorio con el fin de confirmar la estructura factorial y el modelado de ecuaciones estructurales para probar las relaciones postuladas. Los resultados pusieron de manifiesto que la autoeficacia modera la relación entre mentoring y aprendizaje personal, calidad de la relación y satisfacción en la comunicación. Dichos datos se recogieron mediante cuestionario en un momento puntual. En investigaciones futuras debería llevarse a cabo un estudio longitudinal. © 2017 Colegio Oficial de Psicólogos de Madrid. Publicado por Elsevier España, S.L.U. Este es un artículo Open Access bajo la licencia CC BY-NC-ND (http://creativecommons.org/licenses/by-nc-nd/4.0/ ).Human resources are valuable intangible assets in the organisation. Their needs and desires are diverse, and difficult to understand. Due to increasing size of the industry and the complexity associated with its operations and human element, many * Co...

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Formal Mentoring Relationships and Attachment Theory: Implications for Human Resource Development

Cited by 38 publications

References 79 publications

How Does Mentoring Affect Protégés’ Adaptive Performance in the Workplace: Roles of Thriving at Work and Promotion Focus

How Does Mentoring Affect Protégés’ Adaptive Performance in the Workplace: Roles of Thriving at Work and Promotion Focus

Attachment theory at work: A review and directions for future research

Empirical investigation of a moderating and mediating variable in between mentoring and job performance: A structural model

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